Growth Hacking Culture

Human beings are naturally social creatures. And when you consider that we spend one-third of our lives at work, it's clear that good and genuine relationships with colleagues will make our jobs more enjoyable.
But this is not all, the more comfortable co-workers are around one other, the more confident they'll feel voicing opinions, brainstorming, and going along with new ideas.
Here is why you should start building genuine relationships at Work:
An optimal level of teamwork is essential to embrace change, create, and innovate. And when people see the successes of working together in this way, group morale and productivity soars.
Good work relationships also give you freedom. Instead of spending time and energy dealing with negative relationships, you can, instead, focus on opportunities – from winning new business to focusing on personal development. And having a strong professional circle will also help you to develop your career, opening up opportunities that otherwise might pass you by. A good work relationship requires trust, respect, self-awareness, inclusion, and open communication. This episode of Learn with Bessern will give you a deeper insight into each aspect but lets look at them briefly.
Trust:
when you trust your team members, you can be open and honest in your thoughts and actions. And you don't have to waste time or energy "watching your back."
Respect:
teams working together with mutual respect value one another's input, and find solutions based on collective insight, wisdom, and creativity.
Self-awareness:
this means taking responsibility for your words and actions, and not letting your own negative emotions impact the people around you.
Inclusion:
don't just accept diverse people and opinions, but welcome them! For instance, when your colleagues offer different opinions from yours, factor their insights and perspective – or "cultural add " – into your decision-making.
Open communication:
all good relationships depend on open, honest communication . Whether you're sending emails or IMs, or meeting face-to-face or on video calls, the more effectively you communicate with those around you, the better you'll connect.
 
This episode of Learn with Bessern is hosted by Elena Agaragimova and Ivan Palomino. You liked it - make sure to subscribe to our podcast.
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An extremely insightful conversation with Sebastien Cretegny who brings to us first hand experience on linking purpose with sustainability.
79% of business leaders believe that purpose is essential for success in business. Yet only 34% of leadership decisions are guided by organizational purpose.
A majority of the workforce comprising of Gen Z's want to find purpose in everything they do and prefer linking their values to their organizations goals. However according to McKinsey 85% of employees do not find purpose at work.
The main question we target in this video podcast is how to link the companies mission to each individuals aspirations while incorporating sustainability?
The key questions on Purpose and Sustainability in corporates
 
In this episode of Learn with Bessern, we cover the following questions:
How is sustainability related to purpose at work?
Is there any proof that purpose and sustainability is a competitive advantage at work?
Have any major companies started linking purpose and sustainability?
How to define sustainability?
What is the clear benefit for employees, customers and financials?
Do companies need a Chief Purpose Officer or Chief Sustainability Officer (CSO) to drive change?
How can companies start injecting sustainability without big budgets?
 
 
About our guest Sebastien Cretegny:
 
Sebastien Cretegny has first hand experience in linking purpose with sustainability: He was a senior leader of the luxury industry thriving his way across the world. During this tenure he felt the urge of realigning himself with his inner values after which he moved on to become the an advocate of sustainability in corporations. He is the founder of Movo Partners in Switzerland. Today he is making sustainable luxury become a thing – Sebastien is helping organizations become purpose driven transforming cultures, mindset and product innovation through sustainability.
This interview is hosted by Ivan Palomino - Managing partner at Bessern 
 
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We live in a very demanding world where fast performance is required. With shorter deadlines every day, it’s often impossible to stay focused. We lose our focus and concentration  as in a way, we’re programmed to do so. Our brain is a toolbox and it has many defense mechanisms that can affect our concentration. Distractions can occur in any form. A small fly, a buzzing phone or even a conversation that is not related to you can make you loose focus on the task at hand. However it is essential for every human being to understand the root cause of their distractions in order to avoid it.
In this episode 🎙️ hosted by Elena Agaragimova and Ivan Palomino. we elaborate more on how distractions can be reduced using the famous Pomodoro technique and How to enter the state of FLOW.
Establish priorities: Choose what’s most important to you and what isn’t (your job, your family, etc.). Understand that distractions are necessary: We aren’t machines. Thus, we need to rest, eat, and socialize. Write down in your calendar the things you do for your entertainment. Some of these things may be going out with friends, reading a book, or watching TV. If you consider these things important, why aren’t they part of your agenda?
Unplug yourself: As we mentioned above, our virtual life challenges our physical one. Thus, you should set aside only a limited time for social media use. Do one task at a time: Multitasking isn’t a solution (our brain is NOT made for that).
Have realistic challenges: Don’t try to be someone you’re not. If you know that you aren’t capable of finishing a task in two hours, give yourself the time you truly need to complete it. 
Look for the purpose- You may find work hard to enjoy because you've lost sight of the reason you work. Consider why you are doing the specific tasks you perform, or even why you work at all. For example, think about why you are planning a particular meeting and what success would mean. Perhaps you are working on a project and need to remind yourself what the project will accomplish and why your participation matters.
The speed of performing a task reduces as your full focus is not on the task. Flow is the mental state in which a person performing some activity is fully immersed in a feeling of energized focus, full involvement, and enjoyment in the process of the activity. Flow is characterized by the complete absorption in what one does, and a resulting transformation in one's sense of time.
 
 
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🌟 The Human Factor in Business Transformation 🌟 A great 🎙️ conversation with Zuleka Kaysan on the human side of business transformation: in the last two years, 60% of companies have embarked in major changes on their business models, efficiency through digital or simply rebuilding an organization culture that is more agile and entrepreneurial.🚀 A big part of the success of this transformation will come from the human factor created by a mindset and culture in the organization.🤷‍♀️ Despite investments in technology, trainings and organizational restructure – often the human factor will impact the most in times of change. But can we really measure the human factor in order to have control of the change?
In this episode of Learn with Bessern, we cover the following questions:
 
What are the signs that we have a business that are made to last and thrive despite competition and uncertainty?
What are the most common mistakes companies do when embarking in transformation?
What type of transformations?
How is the human factor affecting change in corporations?
What type of measurements (KPI’s) we should put in place to make things right during transformation?
What actions directed to people in organizations can help companies to make change happen
What is role of HR in these changes?
 
About our guest Zuleka Kaysan:
 
With over 15 years experience in strategy execution and business excellence, Zuleka has led the Business Excellence function for companies with portfolios extending to $20B, and in organisations that quadrupled in size in just 2 years. delivering results across multiple industries including Real Estate, Hospitality and Healthcare. Her experience spans across Europe and Middle East. She is the managing director of one of the most trending companies in MENA: The Cornerstone Advisory.
 
 
🎙️ This episode is hosted by Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/  and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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The feedback sandwich is one way to organize your feedback so it's more balanced and easier to deliver. But it is not always the most efficient approach to create new behaviors, It is time to be blunt about a practice that that is widely spread but not always the best.
By offering “keep behaviors,” or praise, at the same time you're offering “change behaviors,” or criticism, you demonstrate to employees that you see performance strengths as well as performance deficits.
But the question here is should we get rid of the feedback sandwich? Giving feedback – just like every management tool – is not one-size-fits-all.
Every employee has a different approach to productivity and emotional stability. Hence being direct about certain tasks and approaches will not only help employers understand their employees better but will also build strong and genuine relationships.
 
 
📖 Here is an interesting reading to complement this podcast on a better to get it right with Employee Engagementhttps://www.bessern.co/post/the-straightforward-approach-to-employee-engagement 
 
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/  and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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The term unmotivated means not having interest in or enthusiasm for something, and whenever an employee fails at any task, this term becomes the sole reason for an employees failure. But as a team leader, how far do you think this reason is true? People may be unmotivated due to several other factors such as misplaced organizational goals with personal goals, boredom or stress with task at hand, etc. Managers need to understand what’s on the way of their employees productivity rather than just simply trying to motivate them. But how can the managers really understand what’s going on with their employees and what can they do to rectify this?
📖 Here is an interesting reading to complement this podcast on 10 Steps To Motivate Your Employees
https://www.bessern.co/post/10-easy-steps-to-motivate-your-employees-in-2022 
 
 
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/  and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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Conversations are the most basic form of human interaction. Be it in a workspace or home, meaningful conversations play a major criterion in a person’s daily routine.
At work - coaching is essential in guiding and enabling change - but it is somehow difficult to implement as it requires time and skills. Should we consider other options?
Have you ever focused on what types of conversations you have with your team? Are these conversations strictly limited to work needs or sometimes they go beyond that; maybe having a conversation about personal lives or well-being. In the workplace, conversations between employees about work tasks, meeting, etc are essential to convey messages and get the job done but meaningful conversations between teams and managers help the employees keep their heads clear, increase their efficiency whilst fulfilling their social needs.
Do not wait to have all skills necessary to have a coaching conversation - instead start focusing on the practice of meaningful conversations. 
 
📖 Here is an interesting reading to complement this podcast on Using Behavioral Science for Coaching That Drives Changehttps://trainingindustry.com/articles/strategy-alignment-and-planning/leverage-behavioral-science-for-coaching-that-drives-change/ 
 
 
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/  and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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Motivation is what explains why people initiate, continue or terminate a certain behavior at a particular time. The self-determination theory allows us to find pathways to develop intrinsic motivation in teams at work. Earlier, motivating employees through the carrot and stick approach was still into action but post COVID, when majority of the work force is working from home, living in an uncertain world; what are the ways to motivate your employees. 
Money is definitely not enough to motivate today's employee.!
#1: Show empathy and support.
Recognize that each employee is facing challenges in their own way and that at times they may feel overwhelmed. Let them know you're there to support them, ask how they're doing, and what support they need to do their job. Additionally, identify company and outside resources that they can tap into for support, such as an Employee Assistance Program or wellness resources.
#2: Be positive.
Give employees an honest assessment of current business conditions but stress that you're going to confront them together. Focus on successes your company has had during the crisis and communicate stories about projects or client interactions that went well. Highlight the lessons you've learned and how you're going to leverage that knowledge in the future. Also, communicate with each employee that their work is important.
#3: Offer flexibility.
In response to the pandemic, many employers have adopted or expanded flexible work arrangements, such as telework, staggered shifts, compressed workweeks, and flextime (early arrival or departure). Given the unique circumstances of COVID-19, employers have also had to make telework policies more flexible. For instance, these policies sometimes prohibit employees from taking care of a child or elder during work hours. However, if employees are working from home due to community spread of the virus, children may be home from school with no backup care available. Consider altering deadlines or allowing employees to schedule their work around their child or elder care needs.
 
📖 Here is an interesting reading to complement this podcast on the Steps To Motivate Your Employees  https://www.bessern.co/post/10-easy-steps-to-motivate-your-employees-in-2022 
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/  and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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Today, the secret to have a successful career is not only about efficiently manage your direct reports, but also successfully managing up the hierarchy (often your boss). Employees should not fear their managers, but instead build a trusting relationship with them. This "trust building" process needs to be done progressively so that your boss can stop micro-managing and instead empowering you.
Stay calm even when everything around you is in a state of chaos. When everything is falling apart and breaking down, the last thing you want to do is lose your cool. It is easy to be great when things are calm but if you truly want to stand out, the smart thing is to learn to be calm in the chaos. 
Be a problem solver, not a problem creator. Problems will always be with us, but sometimes the easiest way to solve a problem is to first stop participating in it. A good problem solver is someone who doesn't create drama or adds to the crisis. Work to never bring a problem to your boss without at least one good strategy for dealing with it.  At the heart of great leadership and successful management is being the best problem-solver you can be.
 
Be a consistently positive force. Discipline yourself to seek the positive in every situation. Think, speak, and act with positivity. When everyone else is complaining about an unreasonable restriction, find the work-around. It makes you a valuable team member and sets you apart.
In short, treat your relationship with your boss as you would any other important relationship in your life. Invest time, energy, and creativity into making them happy, show your best self as much as possible, and create the habits in yourself that cultivate trust. 
📖 Here is an interesting reading to complement this podcast on Understanding your emotions https://www.bessern.co/post/are-you-an-emotion-scientist 
🎙️ This episode is hosted by Elena Agaragimova and Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/  and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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In a recent KPMG research, CEOs claim that the lack of talent readiness in times of uncertainty is one the biggest risks to business growth. The COVID crisis has made it more evident that most leaders were not prepared to deal with the situation – specifically from the human side.
Through the pandemic:
CEOs believe that purpose is more relevant than ever.
Employees have started reconsidering their current career vs. more fulfilling paths
Corporate cultures have been shaken as they were not adapted to the needs of an organization in a turmoil of uncertainty.
In this episode of Learn With Bessern, we will deconstruct the changes in attitudes and beliefs of individuals and organizations during COVID and assess the options to thrive and generate optimal performance in this new world.
This episode is co-hosted by:
Nada Rashed
The HR Director for OneHealth (affiliate of AXA Group). Nada is an outstanding professional with more than 15 years of experience in market research and human resources in companies such as Nielsen, Heineken, Orange Business Services, British American Tobacco and Philip Morris. Due to her great belief in people and the power of human minds, She has also been working in the alternative medicine field for the past 17 years. She has helped several companies with their ongoing corporate transformation - developing tools and strategies that are people centric.
📖 Here is an interesting reading to complement this podcast on Giving Importance to Individual Purpose of Employees! https://www.bessern.co/post/giving-importance-to-individual-purpose-of-employees
 
 
🎙️ This episode is produced by Elena Agaragimova and Ivan Palomino.
 
🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/ and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome.
 
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