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- Micromanagement: Impact on Trust and Growth with Franziska Hatami Anderson
In this podcast episode, Lech Guzowski interviews Franziska Hatami Anderson, Head of People and Culture at BayWa r.e. Nordic AB. They discuss the topic of micromanagement and how it can hinder growth and trust within teams.
Key Takeaways:
- Micromanagement can hinder growth and trust within teams, and addressing it requires a shift in mindset and leadership support.
- Providing a clear framework and trusting employees to make decisions fosters a more empowered and collaborative work environment.
- Employee engagement surveys can help identify areas for improvement and measure the effectiveness of cultural change initiatives.
- Restructuring internal systems, such as the intranet, can improve access to information and streamline processes, enhancing overall efficiency and employee satisfaction.
SELECTED LINKS FROM THE EPISODE
Episode show notes
Franziska’s LinkedIn
BayWa r.e. Nordic AB website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
42 min - Neurodivergence and Its Impact on the Working World with Luisa Liesenberg
Luisa Liesenberg, director of talent and organisation at MVP Factory, returns to discuss neurodiversity and its impact on the working world. The conversation covers a range of topics, including Luisa's personal journey with ADHD, the importance of understanding neurodiverse needs in the workplace, and the role of diagnosis in managing and accommodating neurodivergent individuals.
SELECTED LINKS FROM THE EPISODE
Episode show notes
Luisa’s LinkedIn
MVP Factory website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
42 min - What makes effective organisational listening with Sam Valentine
In this episode, Lech Guzowski talks to Sam Valentine, the Employee Experience, Listening and Culture Lead at Miro, about effective organisational listening. They discuss the difference between surveys and listening, and the importance of understanding the drivers of performance. Sam shares his working definition of listening as collecting strategic data from people to help drive performance. They also talk about the challenges involved in implementing effective organisational listening and the importance of taking action based on the data collected. Key takeaways:
- we need to move beyond surveys
- focus on listening to a specific problem to solve
- empathy and humanity are vital in the listening process
SELECTED LINKS FROM THE EPISODE
Episode show notes
Sam’s LinkedIn
Miro website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
51 min - When Working Asynchronously Is Just Not Engaging Enough with Emmet Gibney
In this episode, Lech Guzowski speaks with Emmet Gibney, Head of Product at Rewardful, about the challenges and benefits of moving from asynchronous to synchronous work. They discuss the importance of finding the right balance between the two and the difficulties that can arise when making a change in the way a team works. Emmet shares his experiences with implementing synchronous work at Rewardful, including the benefits it has brought to the team and the challenges they have faced along the way.
Key Takeaways:
- Finding the right balance between asynchronous and synchronous work is essential for success.
- Resistance to change can be an indicator of deeper cultural or organisational problems.
- Creating intentional ways of working, such as a team charter, can help ensure success when making changes to the way a team operates.
- When making changes, it's important to communicate the benefits to the team and make sure they don't feel like anything is being taken away from them.
- As a team grows, it's important to reevaluate the ways of working to ensure they are still effective.
SELECTED LINKS FROM THE EPISODE
Emmet’s LinkedIn
Rewardful’s website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
46 min - Toxic Environments: A Look at the True Cost of Employee Turnover with Elizabeth Boyd
What is the cost of toxic environments? Employee turnover = loss of productivity, decreased morale, and high replacement costs. Losing employees also takes a toll on the remaining team membersToxic environments drive employees away. The list goes on. The good news is, you have the power to lead the charge in creating a positive work environment. By taking action and advocating for change, you can make a real difference in the lives of your employees and your organisation. In this podcast episode, Lech Guzowski and Elizabeth Boyd discuss toxic work environments and their impact on businesses.
Key takeaways from this episode include:
- Toxic work environments cost businesses billions of dollars in lost productivity and employee turnover.
- Toxic work environments are often characterised by a lack of communication and feedback, as well as a reluctance to address problems directly.
- Addressing toxic work environments involves identifying the root causes of the problems and having open and honest conversations with colleagues and leaders.
- It's important to take a human-centred approach to work, focusing on the needs and experiences of individual employees.
- Simply copying strategies from other organisations can lead to problems; it's important to understand the underlying principles and adapt them to your own situation.
SELECTED LINKS FROM THE EPISODE
Episode show notes
Elizabeth’s LinkedIn
Elizabeth’s website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
49 min - The Art of Scaling: Moving Beyond the Instinct to Hire with Luisa Liesenberg
For many organisations growth = more people. Or if there are any issues or inefficiencies, throwing money at the problem seems to be the most common instinctive response. Recent layoffs in the tech sector are a very good example. For years tech companies have been ridding the wave - scaling, blitzscaling, using questionable business models and strategies like there was no tomorrow.
In this podcast episode, Luisa Liesenberg, Director Talent & Organization at MVP Factory, and Lech Guzowski discuss various topics related to talent retention, recruitment, and diversity in the workplace. They touch on the importance of finding the right fit for employees, the risks of unconscious bias in recruitment, and the need for awareness around neurodiversity in the workplace. They also mention the challenge of maintaining team dynamics in remote and project-based work environments.
SELECTED LINKS FROM THE EPISODE
Episode show notes
Luisa’s LinkedIn
MVP Factory website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
54 min - When to bring on your first senior HR/Culture person: advice (not only) for startups
In this episode Lech Guzowski speaks with Vanesa Cotlar, VP of People and Culture at Policy Me, about when is the right time to bring on a HR person or culture hire in a growing organisation.
Vanesa shares her unique perspective on how to build a flexible and transparent workplace. She discusses the importance of bringing in a strategic people hire early on to set the right culture and strategy for the organisation's growth.
The conversation also touches on how organisations can build a culture that promotes happiness and fulfilment at work, aiming for 80% happiness.
Key takeaways include the importance of bringing in a senior HR person early on, the benefits of having a remote-first culture, and how to define and measure happiness at work.
- Importance of bringing in a senior HR person early on
- Benefits of having a remote-first culture
- Defining and measuring happiness at work
- Finding the right balance between structure and flexibility
- Understanding the role of leadership in shaping organisational culture
- Bringing in a strategic people hire early on is crucial for setting the right culture and strategy for the organisation's growth
SELECTED LINKS FROM THE EPISODE
Episode show notes
Vanesa’s LinkedIn
PolicyMe website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
Talking Points:
51 min - The Untold Story: Men's Mental Health and Workplace Inclusion with Jindy Mann
In this episode, I’m joined by Jindy Mann, a leadership coach and organisational consultant, to discuss the importance of creating safe spaces for men to talk about their emotions and experiences in the workplace. Jindy shares the results of the 'Men At Work' survey he recently conducted and discusses how the data can inform potential strategies and initiatives that can help men show up more fully and authentically in their roles.
Key Takeaways:
- Men in the workplace commonly experience frustration, anxiety, and fear, and many do not feel comfortable being themselves at work.
- Organisations need to create safe spaces for men to talk about their experiences and emotions, including difficult topics such as financial situations, fears and worries, insecurities, struggles, failures, and mental health.
- The term toxic masculinity can be problematic and may not be helpful to the debate surrounding men's mental health and workplace inclusion.
- Positive role models and creating safe spaces in organisations can encourage men to talk about their experiences and emotions.
- Self-awareness is the foundation of personal and professional growth and development.
- One-third of respondents said frustration was one of the main emotions they felt at work.
- A quarter of the men who replied said anxiety was another one.
- Fear and joy were both felt as commonly as anxiety.
- 42% of men said they weren't comfortable being themselves at work.
- The things that came up as hardest to talk about at work were financial situation (67%), fears and worries (64%), insecurities and struggles (60%), failures (55%), and mental health (45%).
SELECTED LINKS FROM THE EPISODE
Episode show notes
Jindy’s LinkedIn
Jindy’s website
A Jungian Approach to Coaching: The Theory and Practice of Turning Leaders into People
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
45 min - Employer Branding - all fluff and no substance? - with James Barraclough
I often feel like employer branding is nothing more than PR exercises aimed at painting a rosy picture of how great it is to work for them or how great their culture is, when the reality is much, much different. Am I too cynical? Maybe. That's why I've invited James Barraclough, Employer Branding Team Lead at SEB, so that I can understand this topic better and to discuss how strategic and data-driven employer branding can bring an Employee Value Proposition to life in an authentic way.
Talking Points:
- What are the benefits of employer branding?
- How can organisations create an effective EVP?
- What strategies can organisations use for successful internal collaboration?
- What are some of the internal and external signs your employer branding is not as good as you think?
- What steps can organisations take to create a culture of life balance and development?
Takeaways:
- Employer branding is an important component of a successful business strategy.
- Effective employer branding requires understanding the reality of the workplace and developing an EVP that reflects that truth.
- Internal collaboration is essential for successful employer branding.
- Social media is a great tool for spreading an employer’s message and engaging potential and current employees.
- A culture of life balance and support of growth and development is key for a successful employer brand.
SELECTED LINKS FROM THE EPISODE
Episode show notes
James’s LinkedIn
SEB website
Culture micro-practices
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
50 min - You Will Never Achieve Work-Life Balance with Wim Focquet
Struggling to find the balance between work and life? Don’t bother! With the rise of remote work, the lines between personal and professional life have become blurred. Join Wim Focquet and Lech Guzowski, as they challenge the notion of finding balance and introduce the ideas of work-life enrichment or energy balancing. Discover why this is important and why it often seems like an elusive goal. Takeaways:
Work and life don’t have to be opposing forces
Consider how to find meaning and purpose in work and life outside of work
Don’t be afraid to take risks and take a leap of faith
Manage the time spent on our phones and use it to pursue passions
Look for ways to transform the way people live their lives
SELECTED LINKS FROM THE EPISODE
Episode show notes
Wim’s LinkedIn
Gala Website
Leadership and Job Demands-Resources Theory: A Systematic Review
How to Break Up with Your Phone
Culture micro-practices
***
Have a topic or a guest suggestion? Drop me a message at [email protected]
If you want to sponsor the podcast, please visit the podcast page for more details.
***
Hosted and produced by Lech Guzowski at human culture design
human culture design
Lech's LinkedIn
Get in touch - [email protected]
48 min
About we got this
From the publisher's feed
Showcasing individuals and organisations that create people-focused workplace cultures to help it become the norm rather than the exception.
A mix of interviews, case studies and solo episodes. Inforamtive and practical to help companies reach new heights by focusing on their people instead of just the sales numbers.