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

In this episode, I share how I think about futurism not just as theory, but as something you can actually live. My focus has always been: how do we bring futurism into daily life? How do the choices we make today move us closer to the future we want?

I talk about the future-back method I first learned at the Institute for the Future, why noticing matters more than prediction, and how small shifts in attention can help you navigate change with more agency and optimism.

• How I use the future-back approach to imagine 10 years ahead and work backwards

• Why I see scanning for signals as the heart of futurist practice

• The difference between signals, trends, and lasting change (with stories about cell phones, remote work, and commercial real estate)

• My personal story of choosing flexibility early so I could be the parent I wanted to be

• Why agency and autonomy matter more than ever in how we work and live

• How I balance hopeful futures with the reality of shadow sides

Futurism doesn’t have to be abstract. It can be practical, embodied, and deeply personal. For me, it’s a way to navigate uncertainty while staying aligned with the life—and future—I want to build.

• Join my 21 Day Futures Challenge to start practicing futurism daily

• Connect with me on LinkedIn

• Subscribe to Hope & Possibilities: A Love Letter to the Future  of Work wherever you listen to podcasts

🎙️ Hope and Possibilities with Nola Simon 🗓️ Episode Title: What Got You Here, Won't Get You There 🧭 Length: ~20 minutes 🎧 Listen wherever you get your podcasts

In this episode, I reflect on a concept that’s been showing up in a lot of places in my life and work lately: “What got you here won’t get you there.”

It’s a phrase I learned from Marshall Goldsmith, and it’s one that keeps offering new layers of meaning the more I sit with it.

I talk about how this idea plays out in leadership — especially the shift from being an individual contributor to stepping into management or executive roles. I use parenting as a metaphor (because let’s be honest, parenting and leadership have a lot in common), and I even dive into a pop culture example that might surprise you: Liam Payne from One Direction — and how his career arc illustrates what happens when our playbook doesn’t evolve with us.

I also get personal about my own journey. I started my consulting business from a place of deep necessity — as a working mother trying to be more present for my daughters. But now that my girls are 18 and 20 and no longer at home, I’m finding myself in a new season. I’m reevaluating what work looks like for me now, and what I want to model going forward.

I invite you to reflect alongside me: 🌀 What’s no longer working for you? 🌀 What do you need to let go of — even if it brought you success in the past?

• The theory of “What Got You Here Won’t Get You There” and why it matters

• How leadership changes the skill sets that matter

• Why parenting is a powerful metaphor for management

• What Liam Payne’s career taught me about reinvention

• The evolution of hybrid/remote work and how mandates affect trust

• Why I’m reconsidering my focus — and what I might do next

• The impact of AI, demographic shifts, and generational change on work

• Why clarity often comes after you take the next step

“The goal of a parent is to raise adults. So if you've raised adults, you've achieved your goal.”

“You’re not in control — but you are responsible. That’s leadership. That’s parenting. That’s life.”

“Sometimes what made you successful also makes you stuck.”

“It’s not that your past success isn’t valuable — it’s just not enough to carry you forward.”

I’d love to hear your take. 🌿 What playbooks might be holding you back? 🌿 What do you think you’ll need to drop or rethink to grow into your next chapter?

Send me a message, tag me online, or email your thoughts. Let's connect.

If this episode spoke to you, please consider sharing it with someone else who’s in a season of change. And if you’re enjoying the podcast, I’d love it if you’d follow, rate, or leave a review — it helps more than you know.

Presence, Work, and AI: Stories Beyond Location

In this episode of Hope & Possibilities: A Love Letter to the Future of Work, I dive into a theory I’ve been working on: our stories about work are deeply tied to presence—but not always in the ways we think.

When I look back on my own career, most of my success stories didn’t happen in person. They happened over the phone, on a webinar, or through a screen. I rarely met my clients face-to-face, and yet that work shaped everything I achieved.

Along the way, I’ve noticed how much physical presence—height, energy, laughter, even hair color—shapes the way people are recognized and valued at work. For some, being seen in person is essential. For others, like me, virtual spaces open up new ways to make an impact.

Then there’s AI. If AI doesn’t rely on presence at all, what does that mean for how we define influence, storytelling, and success in the workplace of the future?

This episode is an invitation: to rethink the stories you tell about your own work, and to explore what presence really means beyond location.

• How my career stories evolved outside of physical presence

• Why energy, visibility, and recognition feel different in person vs. virtual

• The role of autonomy in choosing how and where we work

• What’s missing from the “return to office” conversation

• How AI challenges our assumptions about presence and influence

• How to notice whether your influence depends on being in the room—or not

• Why remote work fuels some people and drains others

• How storytelling reveals hidden biases in work culture

• What AI might mean for the future of presence

I’d love to hear from you.

• Has working in person been essential to your success?

• Or has working virtually allowed you to thrive in ways you couldn’t before?

Send me your story at [email protected] or visit nolasimon.com.

• Website: nolasimon.com

• LinkedIn: linkedin.com/in/nolasimon

**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.

1. 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.

2. 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.

3. 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.

4. 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.

5. 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.

• 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.

• 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.

• 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.

• 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.

• 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.

• 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.

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.

Here are the research links by themselves:

1. https://www2.deloitte.com/us/en/insights/topics/talent/organizational-skill-based-hiring.html

2. https://trainingindustry.com/articles/artificial-intelligence/bridging-the-skills-gap-the-role-of-ai-in-workforce-education/

3. https://www.lacepartners.com/can-employees-embrace-the-shift-to-a-skills-based-organisation-individual-impacts-of-moving-to-a-sbo/

4. https://www.apu.apus.edu/area-of-study/business-and-management/resources/the-importance-of-upskilling-for-future-professional-growth/

5. https://www.scirp.org/journal/paperinformation?paperid=115876

6. https://amsconsulting.com/articles/skills-based-hiring/

7. https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf

8. https://www.aihr.com/blog/skills-based-organization/

**Hope & Possibilities Podcast: "Find Yourself In" – Episode Summary**   **Host:** Nola Simon   **Theme:** Music Industry, Fame, and the Future of Work  

---

### **Key Discussion Points**   1. **Liam Payne & George Michael: Parallels in Fame and Tragedy**      - Liam Payne’s unexpected death at 31 (October 2024) and its connection to George Michael’s legacy.      - The emotional impact of witnessing Payne’s death through viral, unfiltered imagery and its parallels to public grief over George Michael’s passing in 2016.      - Shared struggles: Early fame, identity crises post-boy-band stardom, and the pressures of reinvention.  

2. **Boy Bands as Cultural Mirrors**      - **One Direction**: The “Beatles for digital natives”[4], redefining fandom through social media and global connectivity.      - **Wham!**: George Michael’s transition from pop icon to solo legend vs. Andrew Ridgeley’s fade into obscurity[1][5].      - The “boy band curse”: Canned personas, burnout, and the challenge of escaping typecasting (e.g., NSYNC’s post-breakup trajectories)[1][5].  

3. **The Dark Side of Fame**      - **Mental health and substance abuse**: Payne’s reported struggles with drugs[1] and the industry’s historical neglect of artist well-being.      - **Asynchronous success**: The music industry’s reliance on global collaborations (remote work) vs. the physical toll of touring[3].  

4. **Pop Music, Nostalgia, and Identity**      - Host Nola Simon’s personal reflections:        - Self-described “pop girly” with a love for UK boy bands (Wham!, One Direction) and rock-edged male artists.        - Generational shifts in music consumption (Stranger Things-fueled 80s revivals, TikTok-driven trends).      - The role of fandom in shaping artists’ legacies (e.g., One Direction’s “Directioners” as pioneers of modern stan culture)[4].  

5. **Future of Work in Music**      - **Protecting artists**: Addressing mental health, creative autonomy, and sustainable career paths in an era of viral fame.      - **AI and industry evolution**: Balancing remote collaboration with the irreplaceable energy of live performances[3].  

---

### **Critical Questions Explored**   - Why does the music industry disproportionately claim young lives?   - How can we redefine “success” to prioritize longevity and well-being over fleeting virality?   - What lessons can workplaces learn from the music industry’s highs and lows?  

---

### **Episode Insights**   - **Art as a lens for societal change**: Humor and creative expression as tools to process grief and systemic flaws[3].   - **Call to action**: Advocacy for structural reforms in creative industries to protect vulnerable talent.  

*Curation of themes inspired by analysis of Liam Payne’s career[1][2][5], George Michael’s legacy[4], and futurist frameworks for work[3].*

Citations: [1] https://thewire.in/society/one-direction-liam-payne-boy-bands-fame?mid_related_new [2] https://hellorayo.co.uk/hits-radio/entertainment/music/liam-payne-career/ [3] https://www.youtube.com/watch?v=2yclGeG-Wuc [4] https://thespinoff.co.nz/pop-culture/19-10-2024/liam-payne-and-the-mourning-of-a-modern-childhood [5] https://www.mundoamerica.com/entertainment/2024/10/18/67123bd121efa06f3d8b45b4.html [6] https://nolasimonhrcoe.substack.com/p/the-story-of-my-life [7] https://www.reddit.com/r/ToddintheShadow/comments/185phj2/what_are_some_examples_of_fail_solo_careers_from/ [8] https://www.washingtonpost.com/style/2024/10/17/liam-payne-one-direction-career-highlights/

--- Answer from Perplexity: pplx.ai/share

Further research available at this link:

https://sublime.app/canvas/01JR8J0XW0H4D3AS33NNAMBWV1

• Personal Reflection: I'm still grappling with the news of Liam Payne's passing on October 16th, 2024. As a son, brother, father, and renowned singer, his impact on those who loved him is undeniable. I'm Nola Simon, host of the Hope and Possibilities podcast, and I'm already getting emotional as I reflect on his life and career.

• Personal Connection: I grew up loving George Michael and Wham!, and when George Michael passed away on Christmas in 2016, my daughter broke the news to me, and I couldn't help but cry. I hadn't experienced that level of grief over a musician's death until Liam's passing, which surprised me since I was only a casual fan of One Direction.

• Career Overview: Liam was not only a talented singer and songwriter but also a member of One Direction and a successful solo artist. I remember watching them on iCarly when they were just starting out, incredibly young. Liam was only 31 when he passed away, and his solo music, particularly "Strip That Down," really caught my attention.

• Music Impact: I admired Liam's creative choices and potential as a singer. His solo career highlighted his ability to make courageous and innovative decisions in his music.

• Artist Treatment: This podcast aims to explore how the music industry treats young artists, focusing on ageism, career longevity, and the narratives that affect artists' lives. It's heartbreaking to see musicians, especially those in boy bands, often discarded and facing early mortality.

• Fandom Dynamics: I also want to discuss fandoms, including One Direction and other artists like Taylor Swift, and how they interact with the industry and artists. Fandom can be a challenging topic, but it's essential to approach it thoughtfully.

• Respectful Dialogue: My goal is to have respectful conversations about artists and their careers, avoiding speculation and negativity. Unfortunately, Liam's family has faced significant media scrutiny, and I want to ensure that we honor their dignity.

• Learning from History: I aim to learn from past experiences to create a better future for artists and fans, focusing on responsible fandom and industry practices.

• Commentary Protocol: I encourage comments via podcast app feedback, and I'll promote episodes on LinkedIn and Substack to maintain a respectful dialogue. I'm avoiding platforms like Instagram and TikTok to prevent the conversation from going viral and to keep it thoughtful.

• Exploring Fandoms: In upcoming episodes, I may discuss various fandoms and their interactions with artists, aiming to foster a thoughtful discussion about the music industry's future. I've spent considerable time researching One Direction and its members since Liam's passing, and I feel well-prepared to delve into these topics.

Answer from Perplexity: pplx.ai/share

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.

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.

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.

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.

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.

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.

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.

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.

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.

1. #FutureOfWork

2. #RemoteWorkRevolution

3. #HybridWork

4. #FutureSkills

5. #DiversityandInclusion

6. #AgileLeadership

7. #EthicalTech

8. #WorkLifeBalance

9. #CareerGrowth

10. PodcastOnFutureOfWork
11. #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: pplx.ai/share

Made in Canada.

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] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/2044917b-9e10-48b4-82ee-bb0e311c9844/paste.txt

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.