Lead From the Heart

We have the distinct honor of hosting a true visionary in human resources and organizational culture, Laszlo Bock. His name is synonymous with innovation, empathy, and transformative leadership. His journey is a testament to leading with both the mind and the heart, a philosophy that has revolutionized the workplaces he has touched.

Laszlo earned a BA from Pomona College and an MBA from the Yale School of Management. He honed his skills at General Electric and McKinsey before his tenure at Google as the Senior Vice President of People Operations, which catapulted him into the global spotlight.

At Google, he instituted a workplace culture that astonished everyone. Extravagant perks like free shuttle buses with Wi-Fi, free food, and slides between floors were just the beginning. These investments contributed to Google’s success, which saw record stock performance in its first 20 years. Under Laszlo’s leadership, Google was named the Best Company to Work for over 30 times globally and received more than 100 awards as a top employer. His innovative HR approaches emphasized data-driven decision-making, transparency, and employee well-being.

In 2010, at age 38, he was named Human Resources Executive of the Year by HR Resources Magazine. In 2015, he published his New York Times bestseller, “Work Rules! Insights From Inside Google That Will Transform How You Live And Lead.” Two years later, Laszlo left Google and co-founded Humu, a company that combines technology and human-centric leadership to deliver “nudges” to workplace managers.

Humu describes nudges as short, science-backed suggestions—bite-sized actions to support teams and improve work. For the curious, this concept was developed by University of Chicago scholars Richard Thaler and Cass Sunstein.

Having recently sold Humu, Laszlo has just created a Transformative Chief Human Resources Leadership Program at the Haas Business School at UC Berkeley. His program aims to equip the next generation of HR leaders with the skills and knowledge needed to navigate modern workplaces, further cementing his legacy as a pioneer in the field.

Laszlo Bock’s career is a masterclass in leading with both the mind and the heart. His ability to blend analytical rigor with genuine care for people has set a new standard for leadership today. As we dive into our conversation, we will explore the principles that have guided his journey, the lessons he has learned, and his vision for the future of work.

Not to be missed.

The post Laszlo Bock On The Future Of Work, HR & Leadership appeared first on Mark C. Crowley.

The idea of balancing the rational aspects of leadership with the intelligence of the heart and the wisdom of the soul is suddenly emerging as a legitimate best practice in organizations.

At last, were moving away from traditional thinking — & knee-jerk assumptions — that caring about employees & giving them more power & agency, is a very bad way to drive performance.

Kim & Erin Clark are the co-authors of the new bestseller, “Leading Through: Activating The Soul, Heart & Mind Of Leadership.” And while one could conjecture that the authors of a book with a title like this are spiritualists or people who don’t understand management, Kim happens to be the former Dean of the Harvard Business School — & Erin is a managing director of human capital at Deloitte Consulting!

They have chops. They have massive credibility. Which makes it rather hard to refute what they both have to say.

For as long as any of us can remember, workplace leadership has always been anchored on rationality, efficiency & control. Workers were treated as being easily replaceable, & managers were routinely taught to focus on productivity — not on employee engagement or well-being.

As evidenced by Kim & Erin’s book, we’re at the onset of an era when traditional leadership philosophy gets tossed aside, and when a new, more informed and enlightened methodology becomes embraced. Their work is a testament to the power of integrating the heart, soul and mind into how we lead human beings in our workplaces.

The profound insights they both share in this conversation are certain to inspire & challenge you to rethink what it means to lead in today’s world.

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One of the most common questions on the minds of workplace managers today is, “How can I most successfully manage the new generation of people entering the workforce?” This is a crucial question, as not only are the dynamics of the workplace rapidly changing – the generation of workers aged 18 to 25 really does have unique needs needing our support.

Dr. David Yeager, a renowned developmental psychologist and the author of the groundbreaking bestseller, “10 To 25: The Science of Motivating Young People” fundamentally breaks away from our traditional beliefs on how to motivate young people.

In his book, he draws on cutting-edge research which shows that around age ten, puberty spurs the brain to crave socially rewarding experiences, such as pride, admiration, and respect – and to become highly averse to social pain, such as humiliation or shame. And because this hyper-sensitivity to status and respect continues all the way into the mid-twenties, managers can leverage these insights to create a work environment that not only meets the needs of their young employees but also harnesses their full potential.

Dr. Yeager introduces what’s called a “mentor mindset – a leadership style that’s finely attuned to the unique needs of young people for status and respect.

His practices include validating young people’s perspectives rather than dismissing them, asking them questions instead of telling them what to do, being transparent about our beliefs and goals rather than assuming they will accurately guess our thoughts, and holding them accountable to high standards instead of coddling them.

To be clear, this isn’t done for the purpose of making young people feel good. It’s about tapping into the basic neurobiological systems that drive their motivation and behavior – and which influences them to perform at very high levels.

One of the biggest misconceptions about mentoring is that it takes up too much time. Dr. Yeager dispels this myth by showing that those who use the mentor mindset actually end up with more time. Through back-and-forth conversations, young people feel empowered, and managers can transfer more responsibility to them. This not only frees up the manager’s time but also fosters a sense of ownership and accountability among young employees.

It’s easy to be jaded about having to support yet another new generation’s unique needs – but if our goal is to have a workplace where young people aren’t just clocking in and out, but are genuinely engaged, enthusiastic, and ready to contribute – we’re rather wise to match those needs.

It also just so happens that mastering these skills will make you a better manager to employees of all generations.

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In the post-COVID era we now live in, warnings about our lack of social connection – largely the result of habits we developed during the pandemic, and the new normal of working remotely – have become far more frequent.

But what’s the real harm in having fewer in-person interactions with other people – especially with work colleagues? Many of us think we’re doing just fine spending time with partners, children and close friends. Is this a false alarm?

In a groundbreaking study, science writer David Robson explored the importance of social connection, and has just written the bestseller, “The Laws of Connection: The Scientific Secrets of Building a Strong Social Network.” And, Robson concluded that social connection is as crucial for our health and happiness as having a balanced diet and regular exercise. It not only reduces the risk of stroke, heart disease, and Alzheimer’s but also enhances creativity and adds years to our lifespan.

A previous podcast guest, London Business School’s Herminia Ibarra, stressed that because we human beings are “lazy and narcissistic,” we’re far less likely to further develop our social network today unless we literally run into people – experiences which sadly occur far less often today.

So, in his book, Robson explores evidence-based strategies for enhancing our social connections (he’s landed on 13 different principles many discussed in our conversation), and strongly emphasizes that the most informed workplace leaders are already investing much time and effort cultivating connection for people on their team – and not just because doing so will elevate their individual well-being, but explicitly because doing so will elevate the team’s overall performance.

Please don’t miss this conversation.  David’s book has been spotlighted by the Wall Street Journal and was just named a “Next Big Idea Must Read Pick” by Adam Grant, Malcolm Gladwell, Susan Cain, and Daniel Pink.

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Research shows that people consistently overestimate their ability to make accurate inferences about what other people are thinking & feeling in any given moment. In actuality, our success in “reading” other people proves to be no better than a coin flip!

But because we’re all so solidly convinced that we’re uniquely skilled at deducing what’s going on inside of people’s minds and hearts, we often go on to make wrong assumptions that end up getting us into trouble – assessments that easily could be avoided were we to take just one important step:

Ask people what they are thinking & feeling.  Get confirmation from them directly.

Jeff Wetzler is an expert in learning & leadership & invites us to unlock hidden insights by mastering the art of asking. His book, “Ask: Tap Into The Hidden Wisdom Of People Around You For Unexpected Breakthroughs In Leadership & Life” provides a practical guide to tap into the the experience, knowledge & wisdom of people around us. Harvard Business School’s Amy Edmondson wrote the book’s Foreword, & rightfully gave it very high praise.

In this episode, we discuss all of Wetzler’s Five Key Steps:

In a rapidly changing world, where AI is now replacing various skills, our ability to learn from & connect with our fellow human beings remains crucial. “Ask” equips us with an everyday superpower – one that enhances not only our personal lives but also our teams, organizations & society at large.

“Asking” great questions has become an essential leadership skill.  Listen in as Jeff shares his awesome expertise & guidance on how you can become a master yourself.  We suspect you’ll also note how remarkably thoughtful he is when answering all the questions he’s “asked!”

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Matt Beane is a researcher & professor in the Technology Management Program at the University of California, Santa Barbara – & the author of the new bestseller, “The Skill Code: How To Save Human Ability In An Age Of Intelligent Machines.”

In his book, Beane delves into the critical challenge of maintaining valuable skills in a world increasingly filled with AI & robots – & warns that younger workers especially are already falling behind in their skill development, a real crisis in the making.

Beane emphasizes that the most valuable skills all of us have acquired were developed through working with older experts who knew more than we do. This underscores that fact that while formal learning provides conceptual knowledge, real mastery comes from hands-on experience gained from working side-by-side with skilled mentors.

But, in business’s aggressive pursuit of productivity through AI & robots today, junior workers are often now separated from experts. And they’re no longer building the knowledge & skills they’ll need in order to progress in their careers.

In this episode, we discuss how AI is disrupting the traditional process that ordinarily ensures junior workers learn directly from more senior experts, & how organizations – & each of us – can navigate these complexities, & leverage AI to enhance our own productivity, innovation & skill development.

As you’ll hear, Beane says many of his professorial colleagues prohibit their students from using AI when they’re preparing class assignments. Find out what he has his students doing instead – his guidance holds profound advice for you as well.

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John Mackey is the visionary founder of Whole Foods Market which today employs 90,000 people, has 500 stores in America, the UK & Canada & generates $22 billion in annual sales.

Mackey started the well-known natural foods grocery chain 44 years ago in Austin, Texas – & a few years ago sold it to Amazon which operates it today.

John has just published what amounts to an autobiography – & it’s really the story of how a college dropout had the vision to launch an organic foods store just as consciousness about what people wanted to put in their bodies was radically shifting.

In his highly entertaining new book, The Whole Story: Adventures in Love, Life, and Capitalism, Mackey not only describes his journey in building Whole Foods from the ground up – & leading it as CEO for four decades – he describes a leadership philosophy that remains extraordinarily uncommon in business today.

He all but coined the term, “conscious leadership” which essentially considers purpose, people & the planet in running a business. His philosophy isn’t sentimental, but rather is a commitment to the well-being of all stakeholders: employees, customers, suppliers, the environment – and, oh yes, shareholders.

Throughout his book, Mackey repeatedly stresses that he is a highly competitive capitalist.  But his leadership philosophy is tied to a spiritual understanding that virtues like trust, empathy, care, authenticity, integrity – even love – produce far better outcomes than traditional leadership practices ever could.

In reviewing his book recently, the Wall Street Journal – not surprisingly – called John Mackey “peculiar” as a business CEO. Notably, they also went on to say “the world could use more of his kind.”

In what proved to be a moving & inspiring conversation, we asked Mackey to reflect upon all he’s learned on successfully leading human beings in the workplace, not to mention his views on maintaining personal & employee well-being. We didn’t let him go until he shared his feelings on how Amazon changed Whole Food’s culture after he left. His answer is likely to surprise you & enlighten you!

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According to the most recent statistics, 42 percent of the global workforce feels burned out at work today – a higher percentage than before or during the COVID pandemic.

The World Health Organization defines burnout as work related stress that produces feelings of exhaustion, negativity & cynicism related to a person’s job & an overall lack of engagement.

One consistent theme of this podcast is that taking steps to support employee well-being has become an essential leadership practice simply because how people feel at work, & about their work, proves to play an enormous role in their productivity.

In her uber-bestselling book, “Do Nothing: How To Break Away From Overworking, Overdoing & Underliving,” journalist Celeste Headlee suggests much of our stress may be self-imposed. It’s our relentless drive to be productive that ultimately undermines our well-being. Ironically, our constant focus on producing is really a false efficiency given the harm it does to our mental and physical health.

Headlee’s prescription to anyone who’s ever experienced burnout is perhaps counterintuitive. She encourages us to embrace moments of idleness, rest, and reflection. By taking time for ourselves without an agenda or profit motive, she says, we can redefine what truly matters.

Headlee’s book draws from history, neuroscience, social science, & even paleontology to challenge long-held assumptions about work, time use & hard work. It reveals that many of our habits are harmful & developed relatively recently in human history, which means they can all be broken.

In this conversation, we explore our our obsession with productivity and discuss ways of achieving a much healthier balance between doing and being. These include prioritizing rest, leisure, and investing time in meaningful connections. Surprising to some, by following Celeste’s guidance, you’ll actually end up achieving more.

If you’re interested in learning how you can better thrive in life – and in how you can support your own team’s flourishing, please listen in!

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Marshall Goldsmith is one of the top executive coaches in the world.

He was a pioneer in the use of 360-degree feedback which involves gathering input from peers, subordinates, and supervisors to assess a manager’s impact and effectiveness. His approach to coaching emphasizes self-awareness, behavioral change and constant improvement.  And he has personally coached over 200 global CEOs in various industries.

Marshall is also a New York Times bestselling author of several influential books on leadership, personal development, and behavior change including, “What Got You Here Won’t Get You There,” “Triggers: Creating Behavior That Lasts” and “The Earned Life: Lose Regret, Choose Fulfillment.”

During his career, he was also a professor of management practice at Dartmouth College’s Tuck School of Business.

Marshall is only the second person we’ve ever invited to be a guest on this podcast three times (Amy Edmondson is the first), and this time it’s on the occasion of his 75th birthday. This specific discussion focuses on identifying the most important wisdom he’s acquired in his life – with respect to what matters most in coaching, workplace leadership, work-life balance, spirituality – and living a meaningful and fulfilling life.

Over six years, Marshall Goldsmith has been one of our most popular guests. In this this episode we ask him to share insights he’s gained from a truly remarkable career – some of which may prove life changing for you!

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In our every day experience at work, we attend innumerable events – team meetings, orientations, employee recognition events, etc.) – that all have the potential to become really tedious & uninspiring simply because they feel routine & therefore joyless.

But there’s an extremely powerful way of reinvigorating these kinds of events & making them truly meaningful to people. According to Harvard Business School professor, Michael Norton, adding rituals “can convert ordinary acts from black & white to technicolor.” 

Rituals are symbolic actions or ceremonies that hold special meaning within a team & help create a shared identity amongst everyone on it. When teammates participate in consistent rituals, they end up feeling more united to a common purpose, values & each other.

Starting every team meeting with the same brief ritual, for example, or awarding the identical prize to employees whenever they attain a certain right-of-passage, proves to have a powerful effect on engagement & even motivation. That’s because rituals reinforce positive behaviors. When teams celebrate achievements or recognize individual efforts in the exact same way every month, people on the team will work very hard to ensure their own performance is called out & honored.

In this wildly informative discussion, Norton brilliantly explains why rituals so often yield deep meaning for people. And he shares several specific examples of the kinds of rituals workplace managers would be highly enlightened to introduce to their teams!

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