Wild Hearts at Work

How is social justice in the workplace an act of rebellion? How do we help to enact systemic AND individual change in support of social justice? What IS social justice, really?

Jonathan is a husband, son, and brother who is fascinated by workplace culture and driven by his passion for creating, sustaining, and encouraging thriving workplaces for EVERYONE.

Listen in to this vulnerable and explosive conversation about how we can be more aware, more involved, and more loving to those around us. 

CommonCulture Coaching & Consulting
Real Talk with Dumas Podcast

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How is technology affecting the whole of humanity? How is affecting our ability to work, connect, and communicate?

"I'm not anti-technology; I'm pro-humanity." - Rob Krecak

Rob Krecak has spent hundreds of hours researching our (for better or worse) connection to technology, and  now he is on a mission to help individuals and companies reduce burnout and get back time to master their careers and lives. He founded Humans First to provide a one-of-a-kind coaching experience that analyzes and coaches people’s efficiency and energy by paying attention to their mindfulness with technology.

Listen in as we talk about how being mindful of technology could help us shake up corporate world and get to a four hour work week!

Father of Flow
The Social Dilemma
The Four Hour Work Week - Timothy Ferriss
Humans First

Wild Hearts at Work listeners receive a complimentary 30 min call with Rob! Email [email protected] and mention Wild Hearts at Work in the Email subject. 

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How is your past workplace hurt showing up in your work today? As a leader, are you aware of how trauma and past experiences are affecting the perception and performance of your team? In this episode, I speak with Katie McLaughlin who asks these very important questions of leaders as she seeks to help them all heal and move forward in a productive way. Using methods from her theatre background, she helps to uncover what's holding individuals and teams back from their best work. 

https://www.mclaughlinmethod.com/blog/work-conflict-isnt-about-you

https://www.linkedin.com/company/mclaughlin-method https://www.linkedin.com/in/mclaughlinkatie/
https://bit.ly/ShowYourTeamYouHearThem

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Another episode where we are turning the mic around. In this episode, Melissa joined Sue Firth on The Executive Edge. Here is the description she provided:

In this episode, Melissa talks about what leadership looks like after the pandemic. She is a leadership coach who encourages business to bridge the gap between the executive team at the top and the rest of the business. She calls this ‘building an employee experience’.  

Melissa and I discussed how she works with leaders so as to bridge this gap. There can be difficulties with the culture, the structure, or a generational issue. 

I asked if it was always expected that there is a gap and why. She believes she often finds trust issues, or employees who are mistrustful of the things that are said or done. Making promises and not keeping them is a classic mistake. The executive team can also make errors when they don’t live the values of their culture. Or they don’t appreciate that this ‘gap’ matters. 

Why is it so important to bridge this gap? 

The biggest reason is that people are coming to work and already dedicating hours of their time or effort for their jobs. Being paid is not the only motivator and many want to believe they are part of something. She’s coined a new phrase recently and called it ‘organisational gaslighting’. This refers to the way an organisation may say or suggest they will do something to get people through the door i.e. recruitment, but not then deliver. They behave in an entirely different way but expect the employee to stay. 

Reversing the decisions a business makes can be tricky too. It’s not that they make these errors intentionally, but ‘psychological safety’ is important. This is when an employee feels their feedback is welcomed and they can influence the decisions or choices that are made for them. This is particularly important if it refers to the direction the business is going and the expectations the top team have from their managers. 

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This week, we are turning the mic around! I had the pleasure of being a guest on Subject Matter Pros Podcast with Kunal Desai. It was a wonderful chat that I wanted to share with you! Check out his podcast - he interviews lots of different guests on many topics. 

Here's his description: 
Today's workplace is a whole new being. With the great resignation brought about by the pandemic, being agile is not just important, it is mandatory! Join us and our guest this week - Melissa Boggs as we discuss what being Agile means and the what the future of work will look like.

Subject Matter Pros is sponsored by OCSDeals.ca and Branding And Promo.

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Join me for this live episode of Wild Hearts at Work as I chat with Gary Ware, Allison Pollard, and Seth Erickson about one big question: In this Great Resignation era, what is the opportunity for employees to make change in the workplace?

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Join me for our first live episode as I chat with Katelyn Magnuson, Rich Sheridan, and Bob Osmond about the skills and attributes necessary for leaders today!

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David Hawks knew that a change was necessary in order for Agile Velocity to survive and thrive when the world had turned upside down in 2020. Like most companies, they could no longer rely on their old habits or assumptions to move forward. So David took it to the team: What would AV2.0 need to look like? How could they walk their own talk? Could they create a flat consulting organization?  Listen in as he tells us the AV story of structure, compensation, and client service--- contained in his own story of leadership, burnout, and redemption.  

www.agilevelocity.com
www.pathtoagility.com 

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This quote from Dr. Michael Gerharz is what drew me in: "I imagine a world in which those of us who have an important story to tell, a story that has the potential to change the world, find the words to make that happen."   For those of us who are wild hearts at work, one of the biggest impediments to change is getting other people on board. In this episode, Dr. Gerharz talks about the difference between show and substance, how to understand what matters to others, and how to crack the clarity code. 

https://michaelgerharz.com/
https://michaelgerharz.com/leaders-light-the-path

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The Chief People Officer at Zappi understands the importance of preventing burnout. At Zappi, they have a minimum PTO policy and they take all-company holidays at certain intervals in the quarter. I saw this on LinkedIn and immediately asked Tom if he would join me on the podcast. 

Little did I know that minimum PTO was just the beginning of the Zappi story. Listen in as Tom shares a story of self organization, no managers but then managers, unlimited PTO turned minimum PTO,  the advice process, and policy-less expense policies. 

https://www.zappi.io/web/pages/what-is-zappi/how-zappi-works
https://www.zappi.io/web/pages/careers
https://corporate-rebels.com/advice-process/

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