Hope & Possibilties: A Love Letter to the Future of Work

Made in Canada. What if work wasn’t something you had to survive? What if it could be truly human—designed to meet the needs of real people, not just systems? These are not just questions. It’s an ethic. A provocation. An insistence that how we design work shapes real lives and futures. Because for too many people—even with all the talk of flexibility and hybrid—work still isn’t working. It burns people out, rebuilds old hierarchies in new packaging, and too often ignores the deeply human needs it claims to serve. I’m Nola Simon. A futurist, consultant, and work culture strategist dedicated to redesigning work to be more human, sustainable, and equitable. My work helps leaders and organizations move beyond performative “flexibility” to truly rethink how we collaborate, communicate, and lead in distributed, asynchronous, and AI-enhanced environments. This isn’t an abstract problem for me. I started advocating for work-from-home options back in 2011 because I was seeing my two girls—then five and seven—only one hour a day. By 2012, I was leading my division’s first remote-work pilot. Not because it was trendy, but because it was necessary. Flexibility wasn’t a perk. It was the only way to be present for my family. And the reasons change over time. What began as a personal fight for my own family became a broader commitment to ensuring work can adapt to the shifting needs of all kinds of people—caregivers, neurodivergent professionals, people living with illness or injury, or anyone trying to hold onto their humanity in a world of constant change. Because I know these challenges are systemic, I look for ways to maximize impact. That’s why I aim to work with leaders of organizations—whether for-profit, non-profit, or government—who have the power to redesign systems at scale. It’s why I speak on podcasts, host my own (Hope & Possibilities: A Love Letter to the Future of Work), and share ideas through national and international media. I believe change happens when we challenge assumptions, tell new stories, and make better choices visible and practical. My approach combines strategic foresight, narrative intelligence, and people-centered design. I draw on research in organizational design, leadership, media studies, and cultural analysis—paired with real-world experience navigating evolving technologies, industries, and expectations. My mandate is broad but grounded: to help people see the future not as something to fear or simply predict, but as something we can actively shape—intentionally, creatively, and with care. Whether you’re a leader making decisions that ripple out to hundreds, a founder experimenting with new ways of working, or a creative professional searching for better ways to thrive—I hope you find here new ways to work. Excellence challenges the status quo. Hope drives change. And possibilities? They’re the blueprint for a better future. Podcast Themes: Future of Work Hybrid Work Remote Work Employee Engagement Leadership Development Trust in the Workplace Workplace Innovation Human-Centric Design Organizational Change Digital Disruption Productivity Upskilling Communication Commitment Accountability Intentionality Strategy

Podcasting as Leadership 06/24/2025

Podcasting as Leadership **Podcasting as Leadership and Cultural Stewardship** Podcasting isn’t just a marketing tool for me—it’s a form of leadership and cultural stewardship. I’ve learned since 2021 that holding the mic comes with real ethical responsibility. I’m not just shaping conversations; I’m shaping culture. What I choose to amplify, who I invite, and how I edit all have long-term impact. **How I Choose and Work With Guests** I’m a big believer in trust and long-term relationships. I follow people for years, watching for consistency and authenticity before I invite them on. Cold pitches almost never make it through. Most of my guests are referrals from people I already respect. Sometimes, even after all that, the fit isn’t perfect—and that’s okay. I value ongoing connections, but I also respect when someone moves on. **Editing, Consent, and Representation** I want my guests to feel comfortable and represented well, but I also believe in showing people as they are. If a guest checks their phone mid-interview or delivers a lecture instead of a conversation, I’ll often leave that in. That’s who they chose to be in that moment. I do sometimes edit or delete content at a guest’s request, especially if it’s sensitive or could impact their reputation. I’m always thinking about the ethics of what stories are mine to tell and how to share them with respect. **Learning From Mistakes and Staying Accountable** I don’t always get it right. There have been times when I missed red flags or didn’t do enough research across all platforms. When that happens, I reflect and adjust my approach. I use transcripts to review my own performance and look for ways to improve as a host. **Navigating Tough Topics and AI Bias** I’m not afraid to talk about hard things—whether it’s microaggressions at work, mental health, or the risks of AI amplifying dominant narratives and erasing marginalized voices. I know these conversations have real consequences, and I try to handle them with care, nuance, and honesty. **Duty of Care and the Power of Editing** Publishing an episode isn’t just about getting content out there. Sometimes, caring for a guest means not publishing something at all—especially if I think they’re vulnerable or not making decisions in their own best interest. That’s not censorship; that’s care. **Sponsorship and Independence** Right now, I’m my own sponsor. I’d love to find a partner who shares my values and commitment to honest, courageous leadership—but I won’t compromise my message or let a sponsor dictate what I say. If you think your brand is up for that, let’s talk. **My Commitment** Every guest, every question, every edit, every silence—it all builds culture. My goal is to be trustworthy and to support conversations about the future of work from all perspectives. I call this podcast a love letter to the future of work because I’m optimistic that together, we can create healthier, more sustainable work cultures. I won’t always get it right, but I’m committed to learning, growing, and leading with integrity. **Thank You** Thanks for listening. If you have feedback, want to connect, or just want to share your thoughts, I’d love to hear from you. And if you feel like leaving a review or rating, that would mean a lot to me. Top 5 Questions I’m Asking Myself How do I decide whose voice gets a platform, and what messages am I choosing to amplify? This question gets to the heart of my role as a host and the impact my choices have on shaping culture and conversation. Am I doing enough due diligence when I vet potential guests—across all their public platforms and not just the ones I’m most comfortable with? I’ve learned the hard way that consistency across platforms matters, and that I need to check for alignment of values everywhere, not just on LinkedIn or the spaces I frequent. How do I balance presenting my guests in a positive light with representing them authentically—even when their choices or behavior during the interview are unexpected or disappointing? This is an ongoing challenge, especially when a guest’s actions don’t align with the tone or values I want to uphold for my audience. What are my ethical responsibilities when telling stories that involve others, especially when those stories touch on sensitive topics or could have unintended consequences? I constantly ask myself if it’s my story to tell, how to convey it with respect, and when it’s better to edit or delete content out of care rather than censorship. How do I maintain integrity and independence in my work—especially when considering sponsorships or partnerships that might not fully align with my values or vision for the future of work? I’m committed to only working with brands that share my commitment to courageous, honest leadership, even if that means going it alone. /episode/index/show/thejanusoasis/id/37134705

Skills Based Hiring: Is What You Can Do Who You Are? 06/19/2025

Skills Based Hiring: Is What You Can Do Who You Are? Summary: Skill-Based Job Setups, AI, Identity, and Team Dynamics 1. AI and Skill Identification in Organizations AI-Driven Talent Management: Organizations are increasingly using AI to analyze employee data, identify hidden skills, and match people to new roles or projects. This helps optimize workforce deployment and supports upskilling initiatives. Benefits: AI enables more efficient talent placement, better prediction of future skill needs, and proactive workforce development. Concerns: Reliance on AI raises privacy issues and ethical concerns about how personal data is used. It may also challenge employees’ sense of identity if they feel reduced to a set of data points. 2. Professional Identity and Personal Identity at Work Identity Matters: People often define themselves by their profession (“I’m a writer,” “I’m an accountant”). This professional identity is closely tied to personal identity and self-worth. Challenges of Skill-Based Assignments: When work is assigned solely based on skills, employees may feel their professional identity is diluted or undervalued. This can impact job satisfaction and motivation. Psychological Impact: Research shows that a strong, positive professional identity is linked to higher job satisfaction and commitment. However, over-identifying with work can be unhealthy if work becomes the sole source of identity. 3. Upskilling and Employee Autonomy Upskilling Benefits: Upskilling is more efficient than hiring for specific skills and helps organizations adapt to changing needs. It also supports employee growth and retention. Autonomy is Key: Employees value the ability to choose projects and roles that align with their interests. Organizations that offer autonomy see higher engagement, innovation, and satisfaction. Whole-Person Approach: Organizations should treat employees as individuals with unique skills, interests, and aspirations, not just as interchangeable resources. 4. Personal Preferences vs. Skills Skills Alone Aren’t Enough: Just because someone is skilled at a task doesn’t mean they enjoy it. Personal preferences, passions, and emotional well-being are critical for motivation and job satisfaction. Alignment is Essential: Assigning work that aligns with both skills and interests leads to higher productivity and fulfillment. Ignoring preferences can result in disengagement and burnout. 5. Challenges in Skill-Based Organizations Resistance to Change: Shifting from traditional job roles to skill-based setups can be met with resistance from both employees and managers. Skill Visibility: Many organizations lack a clear understanding of the skills within their workforce, making it difficult to implement effective skill-based strategies. Legacy Practices: Outdated compensation, performance management, and promotion systems can hinder the transition to skill-based models. 6. Team Dynamics and Workplace Culture Beyond Skills: Successful teams require more than just compatible skills. Interpersonal dynamics, shared values, and a positive culture are essential for collaboration and productivity. Risk of Dysfunction: Focusing only on skills can lead to dysfunctional teams and toxic work environments if team members don’t work well together. Inclusive Environments: Organizations that consider both skills and team dynamics are more likely to create inclusive, positive workplaces where employees thrive. Conclusion Skill-based job setups and upskilling offer significant advantages for organizations, including better talent placement, higher retention, and greater agility. However, these benefits can only be fully realized if organizations also consider the importance of professional identity, employee autonomy, personal preferences, and team dynamics. By balancing skill optimization with a holistic understanding of employees as individuals, organizations can create healthier, more productive workplaces where both people and businesses thrive. Related Hope & Possibilities podcasts: Here are the research links by themselves: /episode/index/show/thejanusoasis/id/37078715

Hope & Possibilities: A Love Letter to the Future of Work 2025 03/25/2025

Hope & Possibilities: A Love Letter to the Future of Work 2025 #MadeInCanada Key Themes and Ideas As I reflect on my podcast, "Hope & Possibilities: A Love Letter to the Future of Work," I am excited to share the key themes and ideas that will guide our journey in 2025. This podcast, previously known as "The Janus Oasis" and then "Hybrid Remote Center of Excellence," is undergoing its third rebranding, driven by a desire for a more concise and evocative name, a deeper exploration of the future of work, and a shift to solo episodes. Rebranding and Rationale I chose the new name to align with my existing newsletters on LinkedIn and Substack, reflecting my continued belief in the importance of flexibility in the future of work. The previous names had their challenges: "The Janus Oasis" was difficult to pronounce, and "Hybrid Remote Center of Excellence" was too long and cumbersome for everyday conversation. I humorously compare it to choosing a name for a child that you wouldn't want to use daily. Evolving Focus on the Future of Work My goal is to explore the future of work more broadly and deeply, acknowledging the rapid and unexpected changes happening globally. I aim to make sense of these changes and curate ideas that can help build a desired future of work. I plan to use futurist tools like scenario planning and backcasting to explore possibilities and strategize for the future. By imagining a possible future and determining the steps needed to achieve it, I hope to provide valuable insights for listeners. Shift in Podcast Format In 2025, I am transitioning to solo episodes, allowing for a deeper exploration of topics without the constraints of guest interviews. While I enjoyed speaking with guests, I felt that format didn't always permit the depth of exploration or the ability to connect different topics within a single episode. Exploring Diverse Lenses on the Future of Work I am interested in examining work through unconventional perspectives, including art and humor. I believe that if we can laugh at things, it helps us process the deeper meaning of change. For example, I might explore the future of music, fandom, and the well-being of artists, highlighting the asynchronous nature of the music industry alongside its emphasis on in-person experiences. Addressing Constant Change and the Impact of AI The podcast will address the increasing complexity of work due to continuous change and the significant impact of artificial intelligence. I emphasize the need for flexible thinking and the ability to connect trends across different industries. By looking at changes with nuance and making connections between trends in various industries, I hope to provide listeners with a comprehensive understanding of the evolving work landscape. Content Repurposing and Deeper Exploration I plan to revisit and repurpose the existing 100 episodes to create thematic playlists and offer more in-depth learning opportunities. This will allow me to take advantage of the wealth of content already created and provide listeners with more detailed explorations of specific topics. Focus on Value Creation and Audience Engagement My overarching goal is to create value for listeners interested in the future of work and navigating current and future workplace dynamics. I actively encourage audience feedback, questions, and suggestions via email and social media, expressing a desire to engage more directly with my listeners. I would love to feature questions from the audience and make the podcast more interactive. Publication Schedule The podcast will continue to be published on a quarterly basis, although the first episode of 2025 is being released towards the end of March. I intend to take my time with content creation and allow my interests to guide the direction of the episodes, embracing the journey and letting curiosity lead the way. #FutureOfWork #RemoteWorkRevolution #HybridWork #FutureSkills #DiversityandInclusion #AgileLeadership #EthicalTech #WorkLifeBalance #CareerGrowth PodcastOnFutureOfWork #HopeAndPossibilitiesPodcast In conclusion, "Hope & Possibilities" in 2025 promises a renewed and more focused exploration of the future of work. The shift to solo episodes, a broader thematic scope, and a commitment to audience engagement and leveraging past content suggest a deeper and more nuanced examination of the forces shaping the world of work. By incorporating diverse perspectives like art and humor, I aim to provide a creative and engaging approach to understanding complex issues, offering valuable insights for listeners navigating the evolving landscape of work. Answer from Perplexity: /episode/index/show/thejanusoasis/id/35860745

Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work 12/03/2024

Small Town, Big Impact: Revolutionizing Social Media Marketing from Rural Nova Scotia 11/26/2024

Small Town, Big Impact: Revolutionizing Social Media Marketing from Rural Nova Scotia Made in Canada Putting the Social in Social Media from a Remote, Rural Location in Canada In this episode of the Hybrid Remote Center of Excellence podcast, host Nola Simon interviews Ingrid Deon, an award-winning entrepreneur who runs a world-class marketing agency from rural Nova Scotia. Discover how Ingrid built her successful business and created local jobs in a small town, overcoming challenges and leveraging the power of authentic social media engagement. **Key Highlights:** - Ingrid's journey from single mom to CEO of a marketing agency - Building a business in rural Nova Scotia and creating local jobs - Overcoming internet connectivity challenges in remote areas - The importance of work flexibility and trust in remote teams - Innovative approaches to client acquisition and networking - Putting the "social" back in social media marketing **Topics Covered:** 1. **Rural Entrepreneurship** - Running a marketing agency from a town of 8,000 people - Hiring locally in rural Nova Scotia - Overcoming infrastructure challenges (internet, cell coverage) 2. **Remote Work and Flexibility** - Balancing office presence with remote work options - Creating a supportive work environment for team members 3. **Client Acquisition Strategies** - Targeting industry-specific conferences for potential clients - The benefits of attending CPG and health food conferences 4. **Social Media Marketing Approach** - Focus on organic social media and authentic engagement - The power of comment-based contests for market research - Creating loyal fans through intentional online connections 5. **Personal Growth and Inspiration** - The impact of mentors and early career experiences - The importance of resilience and learning from struggles 6. **Future of Social Media Marketing** - Emphasis on authentic connections and engagement - Balancing organic content with paid advertising Ingrid Deon's story showcases the possibilities of building a successful business from a rural location while creating meaningful employment opportunities. Her approach to social media marketing emphasizes authentic engagement and community building, offering valuable insights for businesses looking to enhance their online presence. Citations: [1] Ingrid Deon transformed her experience as a poor single mom in rural Nova Scotia into a mission to create opportunities for others. As Founder and CEO of word-craft, she's proving that world-class marketing can thrive anywhere. From Yarmouth, her team of talented women serves major national clients like Nestlé Canada and RBC Wealth Management, while challenging the assumption that success requires moving to a big city. /episode/index/show/thejanusoasis/id/34164100

Exploring Generalist World with Milly Tamati 11/25/2024

Exploring Generalist World with Milly Tamati Made in Canada Episode Title: Exploring the Generalist World with Milly Tamati Episode Introduction Join host Nola Simon as she interviews Milly Tamati, founder of Generalist World. Discover Milly's journey from New Zealand to building a thriving global community of generalists and learn about her innovative approach to career development. Guest Information Milly Tamati is the founder of Generalist World, a community dedicated to people with diverse skills. She has a background in teaching, startup ventures, and community building. Connect with Milly on LinkedIn. Timestamps and Key Topics [00:00:22] Introduction to Milly Tamati [00:01:06] Milly's early life in New Zealand and career journey [00:02:37] Transition into the startup world [00:03:17] Life on a Scottish island and community integration [00:04:00] Building Generalist World and its global impact [00:05:22] The value of generalists in modern careers [00:07:26] Nola's personal generalist story [00:09:30] The role of education for generalists [00:10:08] Launching the Unboxed course for career development [00:14:27] Experimenting with Napkin AI for visual brainstorming [00:20:13] Billboard campaign in Times Square and community engagement Key Points and Takeaways Milly's Journey: From milking cows in New Zealand to exploring the world and launching startups, Milly's path highlights the power of a generalist approach. Generalist World: A vibrant community that connects over 80,000 people globally, emphasizing the importance of diverse skills. Unboxed Course: A new educational venture aimed at helping generalists translate their skills into meaningful careers. Innovative Marketing: The creative use of Napkin AI and a Times Square billboard campaign to engage the community and expand reach. Resources and Links Generalist World: Learn more about the community and join the conversation. Unboxed Course: Explore career development tailored for generalists. Napkin AI: A tool for visual brainstorming used in Milly's marketing experiments. Call to Action Subscribe to our podcast for more inspiring stories and insights. Visit our website to learn more about Generalist World and how you can become part of this dynamic community. Don't forget to check out Unboxed if you're interested in expanding your career as a generalist. Milly Tamati is a founder, creator, community builder and future of work speaker. Born and bred in New Zealand, she's spent the past decade building businesses around the globe. Today you'll find her bootstrapping her company, https://www.generalist.world/, from a remote island in the Scottish highlands. /episode/index/show/thejanusoasis/id/34132146

Say What They Can't Unhear - Tamsen Webster 11/13/2024

Say What They Can't Unhear - Tamsen Webster Say What They Can't Unhear with Tamsen Webster In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change. Key topics covered: Tamsen's background as a message designer and "English to English translator" The importance of understanding deep beliefs when trying to inspire change How to find common ground and build on existing beliefs rather than challenging them The "smart, capable, and good" approach to empathy in communication Why the "deepest beliefs are hardest to shift" and how to work with that principle Challenges with return-to-office mandates and aligning messaging with employee experiences The concept of "recognizable truths" that resonate with audiences How to present change in a way that doesn't conflict with people's existing worldviews The role of cognitive empathy in understanding others' perspectives Why messages need to pass both logical and emotional checks to be effective Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs. The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging. Learn more about Tamsen Webster: Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she’s a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut. Tamsen Webster - Message Designer, Author, Keynote Business Speaker www.messagedesigninstitute.com https://www.linkedin.com/in/tamsenwebster /episode/index/show/thejanusoasis/id/33906837

Community with Rosie Sherry 11/12/2024

Community with Rosie Sherry Show Notes: Building Community with Rosie Sherry In this episode, Nola Simon interviews Rosie Sherry, a community expert and founder of Ministry of Testing and Rosieland. Key Topics: - Rosie's journey into community building, starting with local tech meetups in Brighton - The growth of Ministry of Testing from a small project to a global community - Challenges and opportunities in running in-person conferences post-pandemic - Creating inclusive spaces for introverts and neurodivergent individuals at events - The impact of AI on online communities and content moderation - Building custom community platforms vs. relying on social media - The importance of focusing on community transformation rather than just conversations - Addressing the global loneliness epidemic through intentional, small-scale connections - The benefits of homeschooling and building local support networks Highlights: - Ministry of Testing's approach to conferences, including the unique "99-second talks" feature - The 80/20 rule of community: 20% conversations, 80% other valuable activities - Creating custom-built community platforms to own data and foster genuine connections - The challenges of quantifying community ROI and the importance of organic growth - Rosie's perspective on work-from-home policies and the potential discrimination in forced return-to-office mandates Notable Quotes: "Why should all the social networks have all the fun?" - Rosie Sherry on building custom community platforms "We have to find ways to properly connect one-to-one with people and have conversations and not rely on this spamming of groups or thinking like, you know, getting the attention or getting the virality is going to all of a sudden help our loneliness. It doesn't." - Rosie Sherry on addressing loneliness Resources Mentioned: - Ministry of Testing (website) - Rosieland (website) - TestBash conference Rosie Sherry - Ministry of Testing | LinkedIn /episode/index/show/thejanusoasis/id/33906742

Hilke Schellmann - The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted & Fired & Why We Need to Fight Back Now 11/12/2024

Hilke Schellmann - The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted & Fired & Why We Need to Fight Back Now This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions. Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performance Misinterpreting data and making incorrect inferences Potentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences. The tension between efficiency in hiring processes and finding the most qualified candidates. The importance of accountability and responsible use of AI in hiring practices. Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies 3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good. Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country’s /episode/index/show/thejanusoasis/id/33906657

AI in Hiring: The Promise, Perils, and Unintended Consequences 11/07/2024

AI in Hiring: The Promise, Perils, and Unintended Consequences This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions. Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performance Misinterpreting data and making incorrect inferences Potentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions. The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness. Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences. The tension between efficiency in hiring processes and finding the most qualified candidates. The importance of accountability and responsible use of AI in hiring practices. Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies 3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good. Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country’s international competitiveness. The documentary was named a 2017 finalist for the Peabody Awards. A former Director of Video Journalism at Columbia University’s Graduate School of Journalism, Schellman also spearheaded video coverage as a Multimedia Reporter for the New York section of The Wall Street Journal. Her work has appeared in several publications including The New York Times, VICE, HBO, PBS, TIME, ARD, ZDF, WNYC, National Geographic, The Guardian, Glamour, and The Atlantic. Schellmann’s work has been generously supported by the Patrick J. McGovern Foundation, MIT Knight Science Fellowship, The Pulitzer Center AI Accountability Network and the NYU Journalism Venture Capital Fund Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/8ba935a9-b4e2-401e-9acf-488cf223410e/paste.txt /episode/index/show/thejanusoasis/id/33840357

Community with Rosie Sherry 10/10/2024

Say What They Can't Unhear: Tamsen Webster 10/09/2024

Say What They Can't Unhear: Tamsen Webster Here are the show notes based on the transcript: Say What They Can't Unhear with Tamsen Webster In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change. Key topics covered: Tamsen's background as a message designer and "English to English translator" The importance of understanding deep beliefs when trying to inspire change How to find common ground and build on existing beliefs rather than challenging them The "smart, capable, and good" approach to empathy in communication Why the "deepest beliefs are hardest to shift" and how to work with that principle Challenges with return-to-office mandates and aligning messaging with employee experiences The concept of "recognizable truths" that resonate with audiences How to present change in a way that doesn't conflict with people's existing worldviews The role of cognitive empathy in understanding others' perspectives Why messages need to pass both logical and emotional checks to be effective Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs. The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging. Learn more about Tamsen Webster: Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she’s a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut. /episode/index/show/thejanusoasis/id/33395362

Podgagement Demo: Grow Your Podcast by Making Discoverability and Feedback Easier 10/04/2024

Podgagement Demo: Grow Your Podcast by Making Discoverability and Feedback Easier Show Notes: Podgagement Demo In this episode, Nola Simon demonstrates Podgagement, a tool to help podcasters improve discoverability and gather listener feedback. Key points covered: Introduction to Podgagement and its features Challenges with podcast discoverability and getting listener feedback Overview of recent changes in the podcasting industry Demonstration of Podgagement's ratings and reviews functionality Creating customized social media images from reviews Using the "follow page" to improve discoverability across platforms The "love the podcast" page for gathering ratings and reviews Aggregating feedback from multiple sources Highlighted features: Customizable review images for social media and YouTube end screens Follow page with links to multiple podcast platforms Ratings and reviews aggregation from Apple Podcasts, Podchaser, Good Pods, etc. Feedback inbox for direct listener comments About the host: Nola Simon hosts the Hybrid Room Center of Excellence podcast. Here are the custom links to find the podcast, love the podcast and tell me your thoughts about my podcast: Podgagement: GoodPods: More info..... Why Podgagement is the Secret Sauce for Top Podcasters: ✨ Get More Followers and Reviews: Create custom FollowthePodcast.com and LovethePodcast.com pages with smart buttons for any device. Collect reviews directly from your fans with ease. 🎙️ Collect Feedback Like a Pro: Receive both voicemail and written feedback via your CastFeedback.com page. Every message is auto-transcribed for your convenience. 🌍 Track Global Ratings and Reviews: Podgagement scans all 175 Apple Podcasts regions (and other apps) to keep you updated with all your ratings and reviews, which are easily sharable and trackable. 🤝 Discover Collaboration Opportunities: Quickly find podcasts that recommend yours and vice versa. This opens doors for amazing collaborations and cross-promotion. 🌟 Design Stunning Images: Use the Image Maker to create professionally designed visuals to show off your podcast's cover art, ratings, and reviews. Are you ready to take your podcast to the next level by truly connecting with your audience? Podgagement gives you that power through its amazing feedback feature! Imagine effortlessly collecting rich, valuable feedback from your listeners—both voice and written! Podgagement makes it so easy, and the best part? You can try it FREE for 14 days! 👉 Collect audience feedback like never before! Why the Podgagement Feedback Feature is a Game-Changer for Your Podcast: 🎤 Seamless Voicemail Collection: Direct your audience to your custom CastFeedback.com page where they can leave voice messages easily from any modern device. Every voicemail is automatically transcribed, giving you extra context and easy reference. 💬 Include Written Messages: Listeners can include written notes with their voicemails, making it easier for you to gather detailed feedback and even web addresses or additional information. 🛠️ Simplify Your Workflow: No more sifting through endless emails or DMs. All your feedback is organized in one place, making your job as a podcaster easier and more efficient. 📈 Improve Based on Real Listener Input: Understand what’s working and what needs improvement directly from your audience. Tailor your content to meet their desires and keep them engaged. 🔗 Ready to revolutionize your audience interaction? Try Podgagement FREE for 14 days! Podgagement is the tool trusted by top podcasters to not only capture but also utilize audience feedback effectively. Don’t miss this fantastic opportunity to elevate your podcasting game! Connect deeper with your audience. P.S. Your listeners are your podcast’s heartbeat. Let Podgagement's feedback feature help you understand them better. Try it now! /episode/index/show/thejanusoasis/id/33324452

Why I Made a Midlife Career Switch 10/01/2024

Why I Made a Midlife Career Switch My Midlife Career Switch: Lessons Learned I'm Nola Simon and I recently shared my story of making a midlife career switch in Maclean's magazine. While the article provides context about my personal career journey, I wanted to offer more specific actions and advice based on my experience. Here's what I've learned: Start Earlier Than You Think I began contemplating a career change back in 2014, but due to life circumstances, I didn't make the leap until years later. This taught me that you need to start preparing for a career transition much sooner than you might expect. Life happens – responsibilities, family obligations, and unexpected events can delay your plans. Reflection and Self-Assessment A crucial part of my transition involved deep self-reflection: - I assessed my skills and experiences - I worked to understand what fueled and drained me - I identified market trends and opportunities - I tuned into my desires and aspirations Supporting Practices I found several practices invaluable in supporting my self-discovery and mental well-being: - Yoga - Walking - Writing - Meditation - Mindfulness These practices helped me tune into my authentic desires and navigate the emotional challenges of my career transition. The Role of Career Coaches I hired two career coaches at different times – Sarah Vermunt and Kerri Twigg. They provided: - Guidance in navigating my career changes - Support in developing new skills and mindsets - Insights into personal branding and media presence I found it particularly valuable to see how my coaches developed their own practices and applied their advice to their own work. Dealing with Grief and Identity Shifts An often overlooked aspect of career transitions is the grief associated with letting go of old identities. I experienced this firsthand: - It was emotionally challenging to leave my long-term employer - I struggled with letting go of professional certifications and knowledge that no longer seemed relevant - It was difficult to shift away from the recognition that came with working for an established company brand Taking Concrete Actions I learned that reflection alone wasn't enough. I had to take tangible steps to breathe life into my new career path: - I started a podcast to vocalize my thoughts - I designed a website - I networked and spoke at events - I conducted interviews and research for potential projects Personal Branding in the AI Era I discovered the importance of considering how AI perceives my online presence: - I developed a comprehensive online presence across multiple platforms - I considered how AI tools like ChatGPT interpret my personal brand - I ensured my digital footprint accurately reflects my expertise and aspirations Optimizing for Fulfillment Ultimately, I focused on work that excites and fulfills me: - I identified tasks and projects that energize me - I minimized involvement in work that drains me - I sought out opportunities that align with my strengths and interests I hope these insights from my personal journey are helpful to those considering a midlife career switch. Remember, it's a process that takes time, reflection, and action. Be patient with yourself and stay true to what truly fulfills you. Citations: [1] Use the custom links to find the podcast on your favourite players. Don't forget to rate, review and submit questions, ideas or feedback. The castfeedback link allows you to record a 3 minute voicemail that may be used in a future episode if you want me to publish it. If not, include the word anonymous in the message. /episode/index/show/thejanusoasis/id/33285312

The Podcast Studio @The Town of Georgina is Open for Recording 09/27/2024

The Podcast Studio @The Town of Georgina is Open for Recording Episode Summary In this episode of the Hybrid Remote Center of Excellence podcast, host NolaSimon explores the new podcast studio at the Georgina Public Library, discussing its impact on remote work and community resources. **Key Points:** - The Multi-Use Recreational Center (MURC) in Georgina now offers a fully-equipped podcast studio and AV room[1]. - The facility provides high-quality sound equipment, a green screen, and technical support[1]. - Noah highlights the benefits of having a dedicated workspace outside the home for remote workers[1]. - The library's resources include 3D printing, sticker-making, and other technologies accessible to the community[1]. - The podcast studio offers privacy and a quiet environment, which can be challenging to find in rural areas[1]. **Broader Implications:** - The availability of such facilities in rural areas can bridge the technological gap between urban and rural communities[1]. - Libraries are evolving to become hubs for digital skills development and creative pursuits[1]. - These resources can support lifelong learning, career development, and even retirement activities[1]. **Additional Library Resources:** - Free access to services like Ancestry.com and LinkedIn Learning through library memberships[1]. - Inter-library loan systems that expand access to resources beyond local collections[1]. Call to Action Don't miss out on the wealth of resources available at your fingertips! Visit your local library today and discover the innovative tools and services they offer. Whether you're looking to upskill, start a podcast, or explore new technologies, your library card could be the key to unlocking a world of opportunities. Take the first step towards enhancing your digital skills and connecting with your community – check out what your library has to offer now! Citations: [1] To tie this back to the last episode on Pinterest with Meagan Williamson, I asked Perplexity to use the transcript of this episode and suggest captions and visuals I can use for Pinterest pins: Here are 10 short, catchy captions for Pinterest based on this podcast episode, along with suggested visuals: 1. "Podcast from anywhere! 🎙️ #LibraryStudio" Visual: Photo of the podcast studio at Georgina Public Library 2. "Rural innovation: High-tech meets community 💻🏘️" Visual: Collage of library exterior and podcast equipment 3. "Quiet space, loud ideas! 🤫💡 #PodcastLife" Visual: Close-up of soundproofed walls and microphone 4. "Your library card: Key to digital skills 🔑📚" Visual: Library card next to 3D printer or podcast equipment 5. "Remote work revolution: Library edition 🏠➡️📚" Visual: Split image of home office and library podcast studio 6. "Upskill for free at your local library! 📈🆓" Visual: Person using library computer with LinkedIn Learning logo 7. "Green screen dreams in your neighborhood 🎬🏡" Visual: Someone using the green screen in the library studio 8. "From storytime to podcast time 📖🎧 #LibraryEvolution" Visual: Transition image from children's storytime to podcast studio 9. "Bridging the tech gap, one library at a time 🌉💻" Visual: Map showing rural area with library icon as a focal point 10. "Discover your voice at the library 🗣️📚 #PodcastStudio" Visual: Close-up of microphone with blurred bookshelves in background Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/e2415784-24d1-4f61-9ad9-f40494c9540f/paste.txt [2] https://www.starterstory.com/podcast-slogans [3] https://www.artefacto.org.uk/why-you-should-consider-a-podcast-studio-for-your-library/ [4] https://www.adamenfroy.com/podcast-room-ideas /episode/index/show/thejanusoasis/id/33234487

Meagan Williamson: The Power of Pinterest, Search and AI - video 09/14/2024

Meagan Williamson: The Power of Pinterest, Search and AI 09/13/2024

Designing Your Hybrid Workplace: Think Like a Gardener 09/11/2024

Be Remarkable - Adapting to the Current Leadership Crisis - Karen Ferris 08/06/2024

Be Remarkable - Adapting to the Current Leadership Crisis - Karen Ferris Karen Ferris asked me to blurb her new book 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 . Shipping from Australia can be expensive so please keep this in mind. Find Karen on or her Our previous episode was called /episode/index/show/thejanusoasis/id/32459082

The Canary Code: Ludmila Praslova 06/08/2024

The Canary Code: Ludmila Praslova "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 , a global group of 30 management thinkers leaders whose ideas are most likely to shape the future of work. She is a 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 . 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 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); ‘’ (Harvard Business Review, June 2022); ‘’ (Harvard Business Review, August 2023); ‘’ (Fast Company, March 2022); ‘’ (Psychology Today, December 2023); ‘’ (Psychology Today, December 2023); ‘’ (Psychology Today, December 2023); ‘’ (Psychology Today, September 2023). Ludmila in the media: 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: /episode/index/show/thejanusoasis/id/31658437

The Canary Code: Ludmila Praslova 06/05/2024

The Right to Disconnect: Legislation is the Last Resort 05/03/2024

Understanding Informal Networks is Essential for Effective Change: Jeppe Hansgaard of Innovisor, Copenhagen, Denmark 04/06/2024

Understanding Informal Networks is Essential for Effective Change: Jeppe Hansgaard of Innovisor, Copenhagen, Denmark For years, I've recognized that the way change happens in organizations is disconnected from the way that executives and senior leaders perceive change to happen. Top down initiatives often fail and employees resist the change, often because the change is done to them, not with them. They can't see themselves reprsented in the story of change. I've been following Jeppe Hansgaard on Linkedin because he's found a mathematical way to identify the 3% of staff who influence the other 90%. The key is informal networks. The change catalysts you need to engage are not the high performers or even the extroverts who dominate meetings. They are often the people no one would ever guess have influence because they have no formal power. They are not at the top of the hierarchy. Did you know if these informal leaders leave, the chance of turnover among the remaining staff rises by 500%? How can you retain these people and reward them for being the glue in the team if you don't even know who they are? Most leaders guess incorrectly when asked to name who owns the influence in the informal networks in their organizations. This mirrors my experience. Listen this episode to hear more stories of the 3 percent rule in context and also learn about the 6 change blockers. We talk about how understanding networks better can help us increase belonging and reduce loneliness and improve diversity. Jeppe Vilstrup Hansgaard is the driving force behind Innovisor. As the CEO and founder, Jeppe is on a mission to eliminate the all-too-common ‘change fiasco’ during organizational transformations, emphasizing the value of people as an organization’s greatest asset. Jeppe is a thought leader who enjoys sharing his insights with the change community through blog posts, articles, and tweets. He’s a sought-after speaker, captivating audiences in executive groups, leadership programs, and MBA programs at renowned business schools. Jeppe is the author behind the for leaders, change and OD professionals, and Management Consultants. The playbooks are practical and packed with anecdotes, case studies, facts, tips & tricks. Jeppe earned his Executive MBA from Henley Business School in the UK and further enriched his knowledge with courses from Stanford School of Professional Development in the USA. Jeppe is a proud father of three kids and lives in Denmark with his wife & family. 'Change is Gridlocked! Now What?' can be pre-ordered here with a 50% discount. Releasing in June, this episode is a nice preview. /episode/index/show/thejanusoasis/id/30706828

Why Did I Stay? Resilience, Sunk Cost Fallacy or Misplaced Hope? 04/02/2024

Why Did I Stay? Resilience, Sunk Cost Fallacy or Misplaced Hope? This post was inspired by a conversation I had with Tom Goodwin that started on and which he expanded on He gave me permission to base this podcast episode on these posts. I often think a lot about how lucky I am to have started my career with 25 ish years of in-office/store work, passive training, oversight, exposure via proximity, and camaraderie . This is by no means an anti-remote work thing, it's just an honest reflection on the head start being in a packed workplace from the age of 17 onwards. Something not everyone now gets. And yes I was lucky to feel like I (nearly) always worked at places that were high energy, that were dominated by quite supportive people, that I had great bosses, that had pretty motivated people, varied work, and the long hours were rewarding. But it wasn't 100% luck, it was a concerted effort to pick places on the basis of how I'd develop, not what I'd get paid. And I'm not suggesting companies should resort to 100% in person work, but I do think they should focus on creating environments where people feel a part of something, and supported. On Twitter, I told him that I was not fortunate to have that type of supportive work environment - I had monitoring, close surveillance, mandatory training and micromanagement. Tom asked me something which stopped me short. "Why didn't you leave?" The short answer I gave was kids, a mortgage and stability. But it's deeper than that. The choices and decisions I made about the companies I worked for and the jobs I accepted are rooted in my childhood perception of stability and responsibility, where I lived, the kind of daughter, parent and wife I wanted to be, the economic climate, golden handcuffs including access to work from home which was not common at the time and systematic limitations. Condensing 30 years of decisions and history into less than15 minutes is a challenging task. Hopefully you find it interesting to view my career from a high level perspective. I used Microsoft Co-pilot to summarize valuable lessons others could learn from my story and I kind of like the output. It feels a bit like a personal cheerleader who can see the positives peeking throught the details. Here are some valuable lessons that others can learn from your story: Resilience and Adaptability: Life is full of unexpected challenges, from economic downturns to personal losses. Your ability to adapt and bounce back is crucial. Lesson: Cultivate resilience and embrace change as an opportunity for growth. Navigating Career Transitions: Job markets fluctuate, and qualifications alone may not guarantee success. Your experience transitioning between industries highlights this. Lesson: Be open to learning new skills and consider transferable abilities when changing careers. Advocacy and Impact: Your advocacy for hybrid remote work made a difference. You were a pioneer in promoting flexible work arrangements. Lesson: Advocate for positive changes in your workplace or industry, even if it challenges the status quo. Mindset Matters: Mindsets shape our experiences. Facing layoffs and industry shifts, maintaining a positive outlook is essential. Lesson: Cultivate a growth mindset, stay adaptable, and view setbacks as opportunities for learning. Balancing Personal and Professional Life: Juggling personal challenges alongside work can be tough. Your story underscores the importance of balance. Lesson: Prioritize self-care, seek support, and recognize that life events impact professional performance. Unique Paths to Success: No two journeys are alike. Your unconventional path—through recessions, accidents, and losses—led you to where you are today. Lesson: Embrace your unique journey, celebrate achievements, and learn from setbacks. /episode/index/show/thejanusoasis/id/30651533

The Digital Savvy Small Town: A Journey Through Community and Media to the Future of Skills Development 03/06/2024

Employee Appreciation 03/01/2024

The 4 Day Work Week 02/29/2024

The 4 Day Work Week The Four Day Work Week In this episode, Nola Simon shares her personal stories about the benefits of working a four day work week. She talks about how her husband’s experience with a flexible and creative job at a pattern making shop in Toronto inspired her to challenge the conventional narratives about work and productivity. She also reflects on how having an extra day off every week improved their quality of life and relationship. Key Takeaways A four day work week can be a viable option for many types of work, not just knowledge work. Nola’s husband worked as a carpenter at a pattern making shop that made molds for various products, such as plastic packaging, battery packs, and even models for sex education. The shop owner designed the work schedule to be Monday to Thursday, with 40 hours of pay and overtime if needed. A four day work week can also be a source of creativity and personal fulfillment. Nola’s husband was allowed to use the shop’s machinery to work on his own projects on Fridays, such as making a mailbox, a jewelry chest, a deck swing, and a cedar chest. He also had access to the shop’s scrap wood, which he used to make some unusual models that sparked some interesting conversations around the campfire. A four day work week can have a positive impact on family and personal life. Nola and her husband commuted together four days a week, and he stayed home on Fridays to do chores, cook dinner, and prepare a relaxing bath for her. Nola says that she missed those days and that they really enjoyed having more time and energy to spend with each other. A four day work week can be rewarding when it allows for more self-care and personal time. Nola enjoyed having Wednesdays off every few weeks, when she could drop her kids at daycare and have a day to herself. She says that it kept her sane, made her feel valued, and was an important investment in her well-being. A four day work week can be controversial when it is not embraced by everyone in the team. Nola’s experiment with working extra hours and banking them for a day off was shut down because some of her colleagues felt it was unfair and complained. Nola says that management did not handle the situation well and that there was no accountability for the people who chose not to participate. A four day work week can be a catalyst for career advancement and personal growth. Nola says that missing the flexibility of having a day off every week motivated her to get a new job with more seniority and access to VPN. She also says that having experienced the benefits of a four day work week led her to advocate for more location flexibility in her work. The four-day workweek is an arrangement where employees or students work or attend school for four days instead of five, while maintaining the same pay or hours. This concept has gained popularity in recent years as a way to improve work-life balance, productivity, and well-being. Here are some articles that discuss the benefits and challenges of the four-day workweek: : This article from CBC News features the stories of several Canadian companies that participated in a pilot project organized by 4 Day Week Global and researchers at Boston College. The article reports that the companies experienced positive outcomes such as reduced stress, fewer sick days, and increased focus, without sacrificing revenue or customer satisfaction. : This article from Statistics Canada provides some data and analysis on the feasibility and implications of a four-day workweek in Canada. The article examines factors such as labour shortage, overtime, capacity utilization, and employee satisfaction, and suggests that the viability of a four-day workweek may depend on the sector, industry, and employer. : This article from BDO Canada, a professional services firm, explores the pros and cons of a four-day workweek from the perspectives of employers and employees. The article highlights the potential benefits of improved morale, retention, and innovation, as well as the potential risks of reduced flexibility, communication, and collaboration. : This article from Indeed.com, a job search platform, explains what a four-day workweek is and how it can benefit both workers and employers. The article also offers some tips on how to implement a four-day workweek successfully, such as setting clear expectations, prioritizing tasks, and tracking results. : This article reports on the growing trend of the four-day work week around the world, and the benefits and challenges it poses for employers and employees. It also mentions some of the UK companies that have adopted or trialed the policy, such as Unilever, Kickstarter, and Buffer. : This article summarizes the findings of a research report that evaluated the impact of the four-day work week trial on 61 UK companies. It highlights the positive effects on staff retention, well-being, productivity, and revenue. It also quotes some of the business leaders and workers who participated in the trial. : This article focuses on the outcomes of the four-day work week trial for the 3,000 workers who took part in it. It cites the statistics on reduced sick days, lower burnout, and improved life satisfaction. It also mentions some of the challenges and recommendations for implementing the policy effectively. Episode Call to Action: If you enjoyed this episode, please subscribe to the podcast and leave a review on or your favorite podcast app. If you have any questions or feedback, you can email me at [email protected] or tweet me at @nolasimontjo If you want to support the podcast and get access to exclusive content and perks, you can sign up for my Join the for The Flexible Path community, reopening for new members April 1st. Thank you for listening and I’ll see you in the next episode. /episode/index/show/thejanusoasis/id/30170698

Managing Up - It's Not Just About Your Immediate Manager 02/27/2024

Malicious Compliance, Deviant Conformity: The Culture Red Flag No One Talks About 02/24/2024

Story Business with Gavin McMahon - video version 12/14/2023

Story Business with Gavin McMahon - video version I first connected with Gavin because I noticed he was born in Keswick, UK. I live in Keswick, Ontario, Canada. They are spelled the same but pronounced differently. This is known as affinity bias - I notice something about you that is similar to my own experience. It's a tiny story that connects. Gavin and I both love the power of storytelling. It's essential for the future of work and key to distributed work (hybrid/remote). I'd go as far as to say it's the future of leadership. Join us to understand why. Also, check out Gavin's newsletter on LinkedIn. He is a visual thinker and although we forgot to talk about his artistic take on leadership, it's the doodles that make his newsletter resonate. There's a reason it's featured so often by LinkedIn editors. He works in partnership with Eugene Yoon to craft these visuals. - link at the bottom of the shownotes. Don't forget to rate, review and comment. We'd love to hear your insights and stories too. Gavin McMahon Gavin partners with clients to create tailored learning programs. He is rumored to build and run practical, entertaining workshops. He leads the development of newfangled leadership and customer experience products. Gavin's early career crosses the defense, automotive, publishing, and technology industries. He worked in engineering, strategy, and senior product development roles. Gavin graduated from UCLAN with a B(Eng) Hons. in Mechanical Engineering. He served as a platoon commander after graduating from the Royal Military Academy Sandhurst. After a short stint in the defense industry and working in Africa, Gavin made a career change. A Sainsbury Fellow of the Royal Academy of Engineering, he went on to study at Institute Theseus in France. There, he graduated with an MBA in Innovation, Strategy & Information Technology. Gavin was a founding member of the London Business School’s i:Lab. There he co-wrote the case study: Netscape Communications Corporation. One of the first digital case studies, Netscape charted the rise of the first Internet giant. The case featured in MBA and executive education programs at Harvard, London Business School, and INSEAD. Gavin is a proud father of two very handsome basset hounds (and kids). /episode/index/show/thejanusoasis/id/29082858

Hope & Possibilties: A Love Letter to the Future of Work

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