Closing the Gap

We are two years away from the beginning of the pandemic, and still no closer to treating healthcare workers in a dignified way. What does work-life balance look like for nurses who are supporting more patients than ever before? How can nurses set boundaries to be able to show up for patients in critical-care scenarios, without burning themselves out?

If you're interested in learning how to balance boundaries, find work-life integration, and find sustainability within the healthcare industry, this is the episode for you. In this week's episode Sabrina Runbeck, MPH, MHS, PA-C, Cardiothoracic Surgery Physician Associate discusses what healthy boundaries can look like within the healthcare field. After overcoming burnout working in surgery, she became an International Peak Performance Keynote Speaker and Advisor. Now she empowers ambitious and overwhelmed health practice owners and their team gain back a day per week.

Her clients stopped having endless to-do lists or constantly putting out fires, and they are able to move steadily forward without experiencing upper limits. She is still practicing in surgery and empowering other healthcare leaders to have a double win in both work and life. That's why people call her the Queen of Performance and Productivity. She hosts "The Provider's Edge" podcast and is an International Bestselling Author of the books: "Asian Women Who BossUp" and "Sacred Redesign."

• What is the current state of healthcare workers in the United States.
• What would fair and equitable treatment of healthcare workers look like moving forward? 
• You talk a lot about the idea of mental immunity, what does this mean to you?
• What will be the impact on patient outcomes when we treat healthcare workers better?

Get $250 off Sabrina's Unlimited Laser Focus 1-on-1 Year-Long Advisory: SabrinaRunbeck.com/Focus

LinkedIn.com/In/SabrinaRunbeck

Instagram.com/SabrinaRunbeck

Twitter.com/SabrinaRunbeck

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It's unrealistic to expect others to give us a step-by-step guide onto how to be more productive. Instead, we can look to others for a starting point, a framework, a mindset shift that we can begin applying to our own life.

How we do one thing is how we do everything. This isn't another podcast telling you to wake up at 4AM, take a cold shower, and meditate to become a stronger performer. While those things may work, it's more important to identify what resources motivate you to build better habits, what de-motivates you, and so on.

If you've been wondering how to approach productivity and performance in a sustainable way, this is the episode for you.

In this week's episode, we are joined by our guest guest, Wiley McGraw, the founder of Radical Performance Acceleration. For well over a decade now he’s been behind-the-scenes doing life-altering work with powerful CEOs, Entrepreneurs, Leaders, and Public Figures accelerating their performance both personally and professionally.

1. What's the difference between high-performing/ satisfied senior executives and managers when it comes to habits that create optimal performance?
2. We hear and read a lot (hacks) on how to be a high performer, create lifestyles that work for us, financial freedom yet, for too many, it's a challenge they don't overcome. It's a $10B industry and growing. What's missing? Why aren't more people successful? 
3. Leaders are responsible for the care and culture of the company. Today, we are finally talking openly about the impact of chronic stress and performance. How can anyone break the cycle and discover what works for them?

• www.linkedin.com/in/wyliemcgraw
• http://timetoerupt.com/
• www.wyliemcgraw.com

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How do we transition back into a hybrid or in-person environment when virtual work has given us a buffer from a toxic coworker? We always do our best to be nice - but what does "being nice" really mean? Being nice in a toxic situation can have negative effects, all of a sudden we find ourselves rolling our eyes, venting to our friends after work, and giving contemptuous looks to our colleagues

When your words and your actions do not align, it can trigger critical or defensive reactions in other people. This causes internal strife that can make it difficult to focus on the work that needs to be done. People pleasing is a sign of a lack of boundaries, and boundaries are what keeps us safe. Doesn't it make sense that when we have weak boundaries, we find ourselves getting upset more often?

If you're wondering how to set affirming and manageable boundaries with a toxic colleague or boss, this is the episode for you.

1. In your experience, what behaviors will break trust in a work relationship?
2. What is your expectation when it comes to healthy relationships with your colleagues? 
3. When trust is broken beyond repair - how do we proceed? 
4. What role does HR play in restoring trust between colleagues? Does HR really matter when it comes to establishing healthy relationships in the workplace? 

Linkedin - https://www.linkedin.com/in/ccsuccess/

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We hear often that as a CEO, it can be challenging to ask for what you want and envision what's possible for the future of your company when your energy is being pulled in multiple directions.

In this week's episode we bring on leading-edge Business Strategists to 7-figure Entrepreneurs & CEOs, Neeta Solanki, to share her perspective on how CEOs can elevate their performance and reignite the fire and passion back into their business and life.

In this episode, Neeta offers a refreshingly practical blueprint for thinking and acting in environments that are fast-paced, rapidly changing, and highly uncertain. It provides both a guide to energizing the organization to find tomorrow's opportunities and a set of entrepreneurial principles you can use personally to transform the arenas in which you compete.

1. What is the biggest challenge for CEOs and Founders this year?
2. What gets in the way of Strategic planning (career planning) for individuals in corporate jobs as well as founders/CEO’s?

Linkedin: https://www.linkedin.com/in/neetasolanki-businessstrategist/

Instagram: https://www.instagram.com/iamneetasolanki/

Website: https://neetasolanki.com/

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We recognize that we need a plan to reach out career goals. Our career plans should be ambitious and flexible. However, when we don't plan on becoming leaders, and we find ourselves in our first management role - it can be one of the biggest challenges we take on in our career.

Being a leader means it's no longer about solving an individual problem, it becomes about how to lead a highly effective team. Leadership and project management skills benefit all of us, regardless of where we are in our careers. It's never too soon to start learning.

In college, we learn formulas, content, and how to create reports. However, leadership has no formulas or cheat-sheets. In this week's episode, learn why peer-to-peer learning is KEY in developing strong leadership skills that can be applied in any number of professional settings.

If you're interested in building a peer-to-peer learning group, here is what Mark Herschberg recommends:

1. Build a group of 6-8 people.
2. Listen to a podcast, read a few pages of a book, and discuss learnings as a group

By doing this at your organization, you're upskilling your workforce, you're creating better employee engagement, and you're creating a common language for your employees.

In this week's episode, we interview author of The Career Toolkit, Essential Skills for Success That No One Taught You and creator of the Brain Bump app, Mark Herschberg. Listen in for his take on how you can yield outsized returns for your career and your income.

1. What can you tell us about the importance of networking? How has it evolved since March 2020? What role does networking play in the role of peer-to-peer learning?
2. How can leaders encourage peer-to-peer learning? 
3. How can employees be more intentional about utilizing peer-to-peer learning to manage their careers?

• Website: https://www.thecareertoolkitbook.com/
• Career Toolkit Development Program: https://bit.ly/3aZQNpR
• Buy the book, The Career Toolkit: https://amzn.to/3zkMS0m

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What does working from home mean for the future of HR? How do we think about building a diverse network and community even when working hybrid or remote? How do we think about the structure of the work that's being done? What are the implications of a 4-day work week in a hybrid/remote environment? We will be talking about these questions in more in this week's episode.

If you've been wondering how to lead your organization through the transition to hybrid and remote work - this is the episode for you. This week, we interview Deborah Snow-Walsh for her expert take on the future of work. Snow-Walsh's expertise includes consulting for corporations regarding their internal policies, executive search processes, and coaching for leaders.  She has been involved with HRPS, and was co-chair of its annual conference and various planning committees. 

This week kicks off a 12-month long series, where Deborah Snow-Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at [email protected] and we'll be sure to answer it later this year.

1. Talk to us about the hybrid work landscape in 2022. What are companies getting right? What are companies struggling with?
2. How do you see the future of work changing in the next 5 years? Are there any industries that you could see struggling to adapt to this new model?
3. What are the benefits of hotelling for workers? What are the benefits of hotelling for leaders? 

• Keep up with Deborah Snow-Walsh: https://bit.ly/3yHe8o8
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Health equity means giving patients the care they need when they need it. What role do social determinants play in the likelihood of positive health outcomes? Education, health care, economic stability, environmental stresses, and social/communal factors account for over 80% of health outcomes. This means only 20% of care actually comes from medical providers and care.

In this episode, Denise Cooper talks about the that role social determinants of care play in our healthcare systems. Denise also discusses her ideas on how we can begin closing the gap on the systemic issues that contribute to chronic illness, disease, and decreases in the quality of life for people across America.

In this episode, Denise answers questions such as...

1. What would equitable access to healthcare look like in America?
2. How do healthcare resources vary between someone who is high income vs. someone who is low income?
3. How do managers take income and privilege into account when leading their teams?
4. What should businesses be doing to support the health of their teams?

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This requires an in-depth look at what will actually make your workflows more efficient, more productive, and more joyful. 

People love structure - we can leverage this when asking for what we need. Structured asks give employers a sense of control, which helps to move them forward towards your goals. The more specific you are in what you ask for, the higher the likelihood you'll get what you want. By following 5 intentional steps, you can show up more fully and better advocate for your worth in the face of adversity.

In this week's episode, we will take a deep dive based on our conversation from Episode 27 with Laura Fredricks. Ever wonder why some people can ask for something and get it, while others struggle? What if there's a formula that could improve your odds of getting a raise, increasing donor giving, or getting a promotion or job? Laura Fredricks, based in New York City, is the Billion-Dollar ASK-Maker Powerhouse.

As an attorney-turned-philanthropic advisor, Laura Fredricks knows how to ask. She comes from a seasoned career in industries best known for making the most high-profile asks—law and philanthropy—and is the first to merge strategies from both professional sectors into a mainstream practice – THE ASK©.

Keep up with Laura Fredricks:

https://expertontheask.com/

https://www.linkedin.com/in/laura-fredricks-jd-45a25913/

https://www.amazon.com/Ask-Business-Philanthropy-Everyday-Living/dp/1119374499/ref=sr_1_1?ie=UTF8&qid=1501009880&sr=8-1&keywords=the+ask+laura

1. How can I successfully negotiate my salary, hybrid work schedule, remote privileges, start dates, etc in my new job opportunity?
2. What role does preparation and mindset play in getting what you want?
3. What are some requests that employees can bring up to make their first year in their new role easier? 

We've all heard horror stories about people who have hated taking personality assessments for work. However, when done well, a personality assessment (such as DISC, Insights, Meyers-Briggs, etc) is a way of increasing your self-awareness. A common critique of personality assessments is that they're based on whatever emotion you're feeling at the time you take it. However, If you're taking a good report, it SHOULD be able to capture to capture where you're at emotionally in the moment and compare it to the baseline.

When we take these types of assessments, it's very easy for us to point out traits that we don't identify with. One thing to remember and recognize with personality assessments is that the point is never to assess the totality of who you are. A good personality assessment will not put you in a box, but rather help you realize what strengths you can pull from to get through challenging work experiences. Additionally, by taking several assessments at once, we can get a better understanding of our habitual responses to the triggers in our environment. A personality assessment is a lens into

In this week's episode, Denise Cooper interviews Human Performance Specialist Pamela Brooks-Richards, for her take on how we can eliminate workplace conflicts at the source.

Keep up with Pamela Brooks-Richards:

https://www.linkedin.com/in/ccsuccess/

Why doesn't change stick? Why don't leaders do better at managing change? To answer these questions, we talk about the most popular tool for making change happen in companies - gatherings. A gathering could mean offsites, workshops, town halls, conferences, and webinars. Gatherings are where change happens. When we're matching a message with a moment, we create an effect with other people.

When we understand the tool of gathering, we have a better chance of making change stick. Where we go wrong is by focusing on the grand production of HOW we present the change - what's in the binder, the presentation, etc. However, people don't change because of content, we change based on our reaction to the content being shown.

In this week's episode, Denise Cooper interviews organizational psychologist and communication strategist Lindsey Caplan for her take on what we get wrong when it comes to change management in organizations. Listen in to better understand how you can drive change in your organization.

Keep up with Lindsey Caplan:

www.gatheringeffect.com