Growth Hacking Culture

In today's fast-paced and ever-changing business environment, resilience is a key factor in the success of an organization. Resilience is the ability to recover quickly from setbacks and adapt to change.
Improving resilience in organizations requires a combination of leadership, culture, strategy, and investment. By developing a strong leadership, fostering a culture of continuous learning, building a diverse and inclusive team, developing robust risk management strategies, embracing technology, fostering innovation, and developing strong partnerships, organizations can master uncertainty and thrive in today's rapidly changing business environment.
Building organizational resilience is an ongoing process that requires continuous evaluation, adaptation, and improvement. It is essential to regularly review and update the organization's strategies and plans, based on feedback and lessons learned from past disruptions. By doing so, organizations can build a culture of resilience that enables them to thrive in the face of uncertainty and change.
My guest today is Sarah Kalmeta is mainly known as the pivoter - she is a change and resilience wizard for organizations and individuals.
About SARAH KALMETA (THE PIVOTER)
Sarah Kalmeta is the founder of Pivot Point, an organization that helps individuals navigate life's major U-turns to achieve success, happiness, and satisfaction. After experiencing a setback in her Olympic figure skating career due to an injury, Sarah saw it as an opportunity to pivot and transitioned to another career in fueled by her drive and determination.
Connecting with Sarah Kalmeta:
Sarah's website https://sarahkalmeta.com/ 
LinkedIn https://www.linkedin.com/in/sarah-kalmeta/ 
Instagram https://www.instagram.com/sarahthepivoter/ 
What we discussed in this episode with Sarah Kalmeta on How to Improve Resilience in Organizations and Master Uncertainty
The meaning of pivoting? Sarah Kalmeta's story and journey
Examples where organizations fail to adapt to unexpected situations
The difference between equipping for resilience a corporate vs. individuals
How can organizations plan and prepare for situations of uncertainty?
The role of leaders to reinforce behaviors of resilience in their teams
Can an organization learn resilience with a traditional training? What are the better ways?
Sarah's top tips for CEOs to growth hack a culture of resilience
 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
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🔴 If you enjoy this episode you will also like this article on Beyond Perks and Benefits: The Essence of a Human Centric Workplace

Do you still remember the highlights in the news of "People keep quitting at record levels"? Well even if it is not over, companies are still trying to attract and retain employees in the same old ways.
Two out of five employees are still thinking of quitting globally.
It is time to get real insights about people's retention from somebody who has the heart, mind and experience in career crafting Randi Roberts.
About my guest Randi Roberts
At heart, Randi is a hippie with an Ivy League education, she has been a senior executive at Novartis and some other pharma companies.
After an exceptional career at executive level, She has created a practice on C-suite level coaching through the Randi Roberts Coaching company.
Randi has her own podcast called The Fulfilling Career, Happy Life Podcast.
Get in touch with Randi at www.randirobertscoaching.com 
Access her FREE Career Satisfaction Assessment
What we discussed in this episode with Randi Roberts on Should Organizations Retain or NOT their People?
What are the major reasons for people that want to change jobs today?
Post Great resignation - has the trend stabilized? Is less people leaving - is there different reasons to leave?
Is there anything that companies can start doing to better retain people?
Let’s push the envelope - maybe people leaving their jobs to experiment with their lives is positive for organizations - instead of doing their best for retaining people, it is best for organizations to adapt and let them go and even let them come back. What is your take on this?
Should companies support employees who wants to identify their life purpose even if it means that leave their job? what would be the benefits for organizations?
Is there a way to help people assess better if leaving their jobs will give them fulfillment?
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
 
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🔴 If you enjoy this episode you will also like this article on Toxic Work Culture: The Silent Killer in the Workplace
 
 
 

The most successful brands use Design Thinking - IBM, Google, Airbnb, PepsiCo and Nike are just a few of the wildly successful brands that consider design thinking a core part of their culture and way of doing business.
Data from McKinsey shows that organizations that regularly follow design thinking practices see 56 percent higher returns than those that don’t.
But today Design Thinking is mainly used for product innovation - what if it was used to reinvent awesome work cultures?
My guest is Dhani Spiller. And this is how I met him: I enjoy attending Innovation workshops and had the chance to attend one of his - what stroke me about Dhani, is that most Design Thinking (DT) coaches are focused on the process side while he is focused on the human side of the DT approach. That made my aha moment!
About Dhani Spiller
Dhani is the Head of Digital Fitness Programme (Digital Transformation) at the UNDP - The United Nations Development Programme that works in nearly 170 countries, helping to achieve the eradication of poverty, and the reduction of inequalities and exclusion. He also worked for the World Food Program - driving its innovation program. Overall, his amazing career is mainly about helping international organizations to innovate (public and private sector).
Reach Dhani Spiller at https://www.linkedin.com/in/dhanispiller/ 
What we discussed in this episode of Growth Hacking Culture on Reinventing Work Cultures with Design Thinking
Dhani's journey of working in INNOVATION in multiple countries, different industries, purposed and less purposed organizations
Design Thinking, Human Biases, Ego and the way our brain is wired
Is Design Thinking a magic formula to practice human centric behaviors - participative contribution, the team is all in a common challenge, practice of empathy?
Using Design Thinking to (re-design) work cultures instead of traditional brainstorm sessions
Actions to get rid of toxic culture
 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
 
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🔴 If you enjoy this episode you will also like this article on Overcoming the Barriers for Change

We live in a bipolar world, from one side we all want Inclusive Workplaces and from the other side the progress that we have made today is definitely absurd -  Only 6.6% of all Fortune 500 companies have women as their CEOs, 78% of employees said they work at organizations that lack diversity in leadership positions (HBR).
I want to believe that humans are wired to be biased … but I need to ask to a real expert on that topic for this episode of Growth Hacking Culture on Leading Right in a Global Multicultural World. My guest is Gijs Hillmann.
About Gijs (Gys) Hillmann
Gijs is the founder of CultureBeatz - an organizational and cultural diversity consultancy firm. He specializes in building and retaining High-Performance and High-Impact Cultures for international organizations.
He grew up in multiple countries where he saw the hard journey of immigrants in the search for a better future - many had to pay the price of finding a place where they belong.
Reach Gijs in LinkedIn at https://www.linkedin.com/in/gyshillmann/ or in CultureBeatz website at  https://www.culturebeatz.com/ 
or watch his TedTalk on Innovation https://youtu.be/JQ3zgcXXTM4 
What we discussed in this episode of Growth Hacking Culture on Leading in a Global Multicultural World
The behaviors or traits that people should have to thrive in a Global Multicultural World?
Do women have an advantage as they are associated with more empathetic traits compared to men?
How can people develop "Multicultural" behaviors?
What can we practice to get rid of “Biases” 
What would you recommend to a CEO to design an organization that embeds inclusivity in its work culture?
Is it possible to get rid of preconceptions regarding other cultures?
In our discussion Gijs mentioned that he is interested to read any research on cultural intelligence that has been written outside the western world. If you have read a good one - reach out to Gijs on LinkedIn.
 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
 
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🔴 The tribe of founders and CEOs working on creating human centric work cultures is growing - You too can join  The The Simply Human Pledge  
 

Founding a company and see it grow should make any founder happy - Unfortunately the reality is different - founders are often worried about their people, they even become nostalgic of the early days of shared pizza with the founding team. Scaling up a company is complex and it is essential to keep the DNA of any company [the essence of belonging in the workplace].
Founders make mistakes and are also a continuous source of experimentation - my guest today - Miriam Meima has built an extraordinary career being the coach of CEOs of some of the biggest tech Startups in the world. In this episode we talk about Scaling Up Work Culture & What CEOs can Learn from Startups
About Miriam Meima
Miriam is well known for her success with cultural change (specially helping startups) and often shares her wisdom on the topic of “How to Preserve your Culture While You Scale.”
She is the mega-coach of some startup stars - Miriam has coached founders/executives and supported leadership development strategies at Slack, Twitter, LinkedIn, Hims & Hers, Glassdoor, Glossier and +100s other start-ups of all sizes across industries and regions.
She is also a Fellow at the Harvard Institute of Coaching and the co-founder of 2 Million Leaders Project and Managing Partner at Evolution (Silicon Valley's premier coaching, consulting, and investment firm).
Reach Miriam at https://www.leaderswhosmile.com/ or https://www.2mleaders.com/ 
 
What we discussed in this episode of Growth Hacking Culture on Scaling Up Culture:
The type of atmosphere that companies have going from a couple of co-founders to Series B-C
What are the major things that CEO’s of startups forget or simply do not know about work culture while scaling up?
Lets get back to the real world - most companies are not startups - some are traditional but aim to learn from these fancy tech startups - what are the things that corporation can reuse from startups in terms of culture when they want to transform?
Do you have your own definition of Culture?
One of the major elements that you recommend to have awesome work culture is to have a superhero level self-awareness - What does it mean and how do you develop this at scale?
What are your top 3 tips for CEO’s to scale a new and healthier cultures?
 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
 
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The tribe of founders and CEO's working on creating human centric work cultures is growing - You too can join 🔴 The The Simply Human Pledge  
 

One in two employees have left a job to get away from a toxic manager and improve their overall life at some point in their career, according to the Gallup's State of the American Manager report. We are really living times of change where everything is on the table to make the workplace better for employees. In this episode of Growth Hacking Culture, I really want to understand how to handle a toxic manager and what is the root cause of displaying toxic behaviors at work.
About Eric M. Bailey
Eric M. Bailey is the bestselling author of The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior and President of the Bailey Strategic Innovation Group, one of the fastest-growing human communication consulting firms in the United States.
Eric is the creator of the Principles of Human Understanding™, a leadership and communication methodology based in brain science and psychology.
Eric works with Google Inc, the US Air Force, Los Angeles County, Phoenix Police Department and many more. He has a Master’s degree in Leadership and Organizational Development from Saint Louis University and is a lifetime learner of human and organizational behavior.
What we discussed in this episode of Growth Hacking Culture:
During COVID there was moments of panic in many organizations as managers couldn't cope with the need of agility, managing remote teams and empathy required in times of change. From a psychological perspective why managers “suck at” adapting to change?
When talking about Toxic Work Cultures, is it fair to put all of the fault in the poor “overloaded managers” or should we look bigger - to the senior management team that allows the spread of toxic behaviors?
In your bestseller book The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior at Work - you describe the Principles of Human Understanding as a toolbox to understand behaviors, decisions and motivations - what are the principles that explain the most frequent toxic behaviors in managers
What would you recommend to the people experiencing a toxic manager?
How would you explain to a CEO that despite good performance a manager with toxic behaviors is harming the future of the company
You have years of experience advising CEOs - Do you have some good stories on their misunderstandings of human psychology related to their employees
Is it true that the more senior we are in an organization the less we are aware of the employee realities ?
Where to find Eric M. Bailey online: 
Website: https://ericmbailey.com/
His book:  The Cure for Stupidity - Using Brain Science to Explain Irrational Behavior at Work https://baileyinnovationgroup.com/thecureforstupidity
YouTube Channel: https://www.youtube.com/@eric_m_bailey 
 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
 

Change in organizations has a price - the natural resistance of humans to change. In this episode of Growth Hacking Culture - I discuss with Dr. Beth Banks Cohn how to overcome the forces of resistance to transformation and how to prepare an organization to be ready for change. 
About Dr. Beth Banks Cohn
Beth Banks Cohn is regarded by many as the authority on culture, leadership and change - Beth holds a PhD in Human and Organizational Systems from the Fielding Graduate University. She is the author of the book: ChangeSmart: Implementing Change Without Lowering Your Bottom Line.
She is the founder and president of ADRA Change Architects a business transformation firm decoding the Human Element of High Stakes Decisions.
ADRA Change Architects http://www.adrachangearchitects.com/ 
Beth Banks LinkedIn https://www.linkedin.com/in/beth-banks-cohn-phd/ 
What we discussed in this episode of Growth Hacking Culture:
What are the most common mistakes organization when they embark in transformation?
Getting the buy-in for change in organizations is often the part with the biggest friction - How do we get around to nudge people?
Organizational change means having to deal with the psychological resources of individuals to overcome fear, stress… This is often disregarded in traditional change management models. How can we integrate the psychological factor to be more effective in an organizational transformation
You have developed a model for change called ChangeSmart - What was missing in other models and how relevant is it in today’s world?
Most leadership development programs prepare people to manage business and less to drive and inspire people during times of change - what does a good leadership program should include?
How can corporates develop work cultures that embrace change?
 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
 
The Simply Human Pledge
2023 will be the best year for corporates that have committed to values of being people first, collective and inclusive. That's why I will continue advocating and sharing stories of companies living by these values. I am working on making companies commit to human centric cultures.
Want to join? https://bit.ly/SimplyHumanPledge
 

Many organizations have embarked in reshaping their work culture - sadly the biggest challenge is on the way people can learn (and practice) the actual behaviors behind the new purpose and values. Indeed, this needs practice not slides! 
My guest Priszcilla Várnagy is well known for her disruptive PUNK Attitude towards learning and it looks like this is the right time to rethink how people learns.
About Priszcilla Várnagy:
Priszcilla is the founder and CEO of Be-novative [Design Thinking Management Platform] and Superflow [the next-generation training platform supporting high-performing teams, coaches and creators].
Pris is recognized by Forbes 30under30, and the winner of several competitions (SingularityU's first Global Impact Competition in the CEE region, The Next Web's Innovation Challenge, TechMatch Europe Silicon Valley, Morgan Stanley CTO Summits).
You can reach out Pris here https://www.linkedin.com/in/priszcilla/ 
Want to try SuperFlow? Ivan Palomino has designed its own "Flow" - The personal growth canvas aligns (📝 All in 1 page)⭐ Values⭐ Passions⭐ Impact⭐ Purpose⭐ Commitments for learning, actions and risk taking⭐ What you plan to let go to achieve your Goals
Try it here https://app.superflow.team/flow/my-personal-growth 
What I discussed with Priszcilla Várnagy:
The top challenges that organizations have to scale up great work cultures
What is a great work culture - from the psychology point of view
Today 90% of corporates are operating with 2 options to upskill people - traditional delivery (couple of hours of face to face training) or through elearnings - what results should corporates expect?
Organizations have become more aware of the need for human centric cultures - what options do organizations have to train their people?
What does science tell us about how the brain learns
The expectations on agility in business is not inline with the need of scalable upskilling at work - business says: too long, too expensive, not practical, not available when needed…. if you had a magic wand … what would you do?
What would you say to someone who is scared of changing the current paradigm on training? 
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This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
He is the co-author of the book: The Rough Guide to Awesome Leadership - A brain friendly approach to take action and be an inspiring leader. Learn more at https://www.ivanpalomino.net/books 
 
 

The way organizations treat their people reflects on their customers - a work culture that is driven by the level of happiness of employees boosts the bottom line of any company.
In the book Delivering Happiness: A Path to Profits, Passion and Purpose, Tony Hsie describes how Zappos defined their culture:
Make customer service the responsibility of the entire company-not just a department
Focus on company culture as the #1 priority
Apply research from the science of happiness to running a business
Help employees grow-both personally and professionally
Seek to change the world
Pay new employees to leave their company if the employee felt - there wasn't a fit
Oh, and make money too . . .
It sounds crazy? right? 
I found a great believer in these principles to be my guest: Claire Boscq
About Claire Boscq
Claire is an international Award Winning Customer Experience Expert, The BizShui Creator, Keynote Speaker & Consultant Awarded No 3 Top Global Customer Service Guru with three decades of expertise. Claire is an authority in the Customer Experience Industry. Author of 4 books; with a No 1 Amazon Best Seller in 2020.
And the great news is that she just moved from her beautiful island of Jersey! to Dubai 🎉
Claire's website: https://claireboscq.com/ 
Her latest book: BizShui, 9 Keys to Feng Shui your Business for Success: Enhance Customer Experience, Optimize Employee Productivity, Increase your Profitability
https://www.amazon.com/BizShui-Keys-Feng-Business-Success-ebook/dp/B09QFNGJQY 
 
What we discussed with Claire Boscq:
How do you define what is a Service oriented Culture?
Can toxic work cultures still have great Customer Experience?
What are the major misconceptions regarding Customer Experience (CX)? What are the non-negotiables in CX?
Who should be accountable in the organization to define how and what should be in the bucket list of CX?
How do we make sure that departments that are not directly involved in CX feel part of the objective: Customer Experience or Customer Happiness?
What are companies doing right or wrong on Customer Experience? 
What actions that could be implemented tomorrow can you suggest for corporates to align their business culture to more customer centric
 
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Are you wondering how to create great work culture by being a great leader - Read our book  👇
The rough guide to awesome leadership: A brain friendly approach to take action and be an inspiring leader
It is just launched in Amazon https://www.amazon.com/rough-guide-awesome-leadership-inspiring-ebook/dp/B0BNLMM779 
 

About Performance and Happiness
One of the first articles correlating performance and happiness was published in 2003 showing that these two concepts are closely related. They are part of an effective performance-management system; connecting a culture that supports positive impact on people: performance and overall happiness.
Studies show that individuals who are happy and effective performers share similar characteristics. They:
Have a clear direction and find that direction motivating
Talk and act in ways that promote performance and happiness for all
Are significantly engaged in their work, finding meaning and purpose in their work, and have more positive experiences than negative experiences
Are optimistic, look into the future, and are happy about their workplace.
That’s where I want to dig more and understand new ways to Boost performance, growth and happiness at work. My guest - Angela Stopper - is known for her innovative views on education.
About Angela Stopper
Dr. Angela Stopper is the Chief Learning Officer at the University of California, Berkeley. In addition to her work at UC Berkeley, Dr. Stopper is a faculty member with Penn State World Campus . She holds a M.S. in Workforce Education and Development, and a Ph.D. in Workforce Education and Development.
Connect with Angela at https://www.linkedin.com/in/angela-stopper-ph-d-a75b0710/ 
What we discussed with Angela Stopper:
Post-covid many organizations have increased there investment in people’s development - what changes have you observed on their areas of focus in Learning & Development
Has the role of L&D changed since covid? Should we expect more changes?
What are the most recurrent limiting beliefs that L&D / HR have concerning people’s development
What are the strategies that work to drive performance, growth and happiness at work
One of the challenges for organizations is on scaling up coaching. It cost a lot and sometimes it takes time to see results - what are their options?
Is ‘coaching culture’ a myth and can it a reality? How?
The traditional model of assessing performance might be the bottleneck to create intrinsic motivation and engaged workplaces. What alternatives should organizations consider?
This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning.
🌟 Want to join a pledge to promote human centric values at work? Read more about the Simply Human Pledge here https://bit.ly/SimplyHumanPledge