Growth Hacking Culture
The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino.
Episodes
Wednesday Dec 21, 2022
Priszcilla Várnagy on Disruptive Ways to Train People to Shape Great Work Cultures
Wednesday Dec 21, 2022
Wednesday Dec 21, 2022
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?
###
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
Tuesday Dec 13, 2022
Claire Boscq on How Great Work Cultures can make Great Customer Experiences
Tuesday Dec 13, 2022
Tuesday Dec 13, 2022
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
#######
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
Sunday Dec 04, 2022
Angela Stopper on Boosting Performance, Growth and Happiness at Work
Sunday Dec 04, 2022
Sunday Dec 04, 2022
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
Sunday Nov 13, 2022
Zoe Fragou on Why is it so difficult to talk about Toxic Cultures
Sunday Nov 13, 2022
Sunday Nov 13, 2022
Speaking up about the type of culture or toxic practices at work is a starting points to create positive change in the workplace — so why are so many people reluctant to do so?
There might be several reasons: first, there may be significant personal or professional risks associated with being the one speaking up. Second, many people assume someone else will step up. In reality, only few will have the courage to openly talk about toxic work cultures.
In 2018, Nike had several cases of women harassement, that ended up uncovering toxic practice almost by luck - check this article: https://www.nytimes.com/2018/04/28/business/nike-women.html
For this episode, I needed to have a rebel mindset about toxic cultures and was happy to find her - Zoe Fragou
About Zoe Fragou
Zoe Fragou is an Organizational Psychologist - she is a fixer of TOXIC WORK CULTURES - she uses science to help organizations transform their culture
She also does research is mainly focused on the psychometrics of the corporate culture. She writes and speaks about: equality in the workspace, stereotypes, mobbing, burnout, leadership, toxic positivity, positive psychology.
Here is where you can find her
Zoe Fragou Website https://www.fragouzoe.com/
Zoe Fragou LinkedIn Profile https://www.linkedin.com/in/fragouzoe/
What we discussed on this episode on Why is it so difficult to talk about Toxic Cultures
There are so many review aggregators (GlassDoor, Indeed and others) - most of these reviews are done when a person has left their company. Today, is it difficult to speak up and name toxic cultures?
How would you define a toxic culture?
How do we quantify how healthy is a corporate culture?
Many organizations have invested in pulse surveys - can these insights be transformed into tangible actions?
Positive Psychology has contributed on the way we understand humans thriving in the workplace - how can we be sure that we are not overdoing it in terms of happiness and that it doesn’t become a “toxic” contributor?
If you had a magic wand to make the majority of toxic work cultures change… what are the actions you would have done?
What actions would you recommend to people living in a toxic culture?
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
Monday Nov 07, 2022
Monday Nov 07, 2022
One of the most recurrent challenges for organizations is about creating a culture of learning - unfortunately the way we learn in corporates hasn't changed much in the last years - unpractical, not inspiring and not inline with the agility of business.
The change on the way organisations develop a culture of continuous learning has become urgent - it is time to explore alternatives to design rituals empowering people to learn.
About my guest Dr. Brian Glibkowski
Dr. Brian Glibkowski is an author, researcher and futurist passionate about the role of questions and answers . Think about it - in business and society - it is encouraged to learn how to formulate great questions and not often we get to learn a process on how to answer.
In his book Answer Intelligence: Raise Your AQ. Dr Brian introduces a new science of answers. The AQ framework has been adopted by universities, including the Imperial College of London Business School. Brian Glibkowski PhD is Associate Professor of Management at North Central College in Illinois, USA and CEO of Semplar Science Corp. His research focuses on the role of questions and answers in business and society.
What we discuss in this episode on inspiring a continuous learning organization
Billions of dollars are spent on trainings in corporations - the sad thing is that the traditional way of training adults has not changed much. What are the flaws of the current learning model?
We have seen an increase of leaders that have been trained on mentoring and coaching approaches - which is often associated with knowing how to ask questions - from your famous TED talk, you mention that there is imbalance of questions vs answers. Why is that important?
AQ seems to me like of mental process (a meta-skill) that leaders can use to teach, communicate and motivate their teams - How does it work?
I am a fan of micro-habits - creating small routines to acquire skills - What could be some good routines to start practicing the AQ model
Part of your research includes a way to assess AQ - can you really measure if someone is progressing in acquiring this skill?
When a corporation invest on teaching AQ in their organization what type of outcomes can we expect - business, organizational and human
This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning.
Mentioned in this episode on How leaders can inspire a continuous learning organization
About Answer Intelligence (AQ)™ https://www.raiseyouraq.com/
TedTalk on Answer Intelligence (AQ) | Brian Glibkowski https://youtu.be/7eeXf5dfJRE
Free explore AQ self-assessment https://www.raiseyouraq.com/explore.html
Brian Glibkowski LinkedIn profile https://www.linkedin.com/in/glibkowski/
Sunday Oct 30, 2022
Miriam Ismail on Managing your Time means Happiness
Sunday Oct 30, 2022
Sunday Oct 30, 2022
We are living times where many of us ask questions about purpose and happiness - we are living moment of rupture moving away from external motivators such as money & status to alternatives that can give us sustainable happiness - and drives intrinsic satisfaction in our lives
After watching a piece of a Ted Talk The Secret Ingredient to Happiness by Miriam Ismail- I found interesting that somehow I would have more answers about how the feeling of being in control of our lives can contribute to our happiness (and this starts by managing our time).
About Miriam Ismail
Miriam Ismail is a Personal & Professional Coach equipped with the most complete approaches such as meditation, self-hypnosis, EFT (Emotional Freedom Techniques), Naturopathy, hypnotherapy, and Time Management. She’s an Entrepreneur, a Published Author, a Speaker and Instructor. She was a Finance College Professor and worked in a Fortune 500 investment firm. She is a Certified in “Leadership Strategies Coaching” from Harvard University.
If you want to reach Miriam - here is where:
The Precious Time website -> https://www.precioustime.info/
Her LinkedIn Profile -> https://www.linkedin.com/in/miriam-ismail-joueidi/
Watch her Ted Talk -> https://youtu.be/CBiKjdavRlY
What we talked about:
The ‘autopilot syndrome’ - how big is the problem of not having the control of our time in our society?
What are the consequences of not having the control of our time?
What is the correlation between managing time (life control) and happiness?
In our ‘all digital’ way of living - we often get ‘hooked’ but digital can also help us be more efficient - were do we draw the line between the positive and negative of the 'all digital' lifestyle?
There are many methods to manage time - what are the ones that you feel are more appropriate to drive long term results?
Why is it so difficult for people to take a serious grip on their time management - we always have a good excuse to say ‘I dont have time for that’ but behind there must be more than in the human psychology
If I have to start tomorrow taking control of my time - what are the actions that I should be doing?
This episode is hosted by Ivan Palomino -> https://www.ivanpalomino.net/
Wednesday Oct 26, 2022
Recognition at Work - It is not all about Money
Wednesday Oct 26, 2022
Wednesday Oct 26, 2022
If your organization doesn’t prioritize employee recognition, you’re missing out on a big boost to your bottom line. Organizations provide various benefits and compensations to employees for their splendid work. From lunches to gift cards small goodies always seem like the right package. But do employees really want and appreciate these small goodies?
First of all randomly giving out gift cards usually does more damage than good. Often we see a companies do this and they have these recognition programs around performance. It usually happens once a year which leaves many employees demotivated with reduced productivity. So a better way to do a recognition program is to identify a set of values, for example, and what are the behaviors of those values look like that you would expect of someone who actually deserves a recognition award.
Secondly it is important for companies to realize that monetary benefits alone wont motivate employees or make them happy. Recognition in front of others is what matters the most to employees. A simple ovation, as simple clapping in front of others can pull it out quite nicely in order to have sustainable engagement of stainable motivation of people. This video also talks about the importance of recognition to be peer drive.
Lastly, the reward system is actually in the brain located in the amygdala, where we feel emotions, to start or stop doing a particular task based on how it makes us feel. So when something feels good a fall, of course, we want to do more of it, be better at it and get that feeling again, and when we experience something unpleasant, our brain is not a fan of that. So it will steer us away from that activity in the future to the best of its ability. So by giving recognition to your employees simply put an even better peer recognizing them.
This episode on Recognition at Work is hosted by Elena Agaragimova and Ivan Palomino.
Monday Oct 24, 2022
How can leaders influence positively their teams?
Monday Oct 24, 2022
Monday Oct 24, 2022
Influencing others is essentially an art that works wonders if done in the right way. It helps an individual indirectly grow, adapt and develop. On a daily basis this is a negotiation as we tend to influence or get influenced by the people around us. As a leader, manager or a general employee in a workplace in order to climb up the corporate leader or get people on your side to support you on a certain, Influencing is very important.
This begins with only GIVING. We have to give before we ask. If we don't put in the effort, we won't get anything back in return. As a leader, offering your time mentoring, coaching, somebody creating opportunities for people to grow, right, as an individual contributor, even you can also use this tactic by offering your help on a project or helping out a colleague. Another important one is to lead by example. If you want your team to be better at time management, then show them how you manage your time be the person that is explicit about their time management. So people are inspired by that. You want your team to have more transparent communication. Well, that starts with you, being transparent in your communication with them. Lastly build trust. The more people trust you, the better you will be able to positively influence them and create great work cultures.
This episode of Learn With Bessern is hosted by Ivan Palomino and Elena AgaragimovaIf you enjoy this episode follow this podcast and write a review. Thank you
Wednesday Oct 19, 2022
Bouncing back from adversity - How to build resilience?
Wednesday Oct 19, 2022
Wednesday Oct 19, 2022
Workplaces are often ever-changing and stressful environments, and the challenges they present can truly test a person’s tenacity. What’s interesting though is that some people not only comfortably ride out these waves of difficulty, but they even find success in them. Resilience is defined as individual's ability to bounce back from adversity. It really just encompasses our ability to emerge from struggle without any kind of significant impact.
It's really looking to find that positive side of things that silver lining and an opportunity in any challenge that might come up. Resilience really comes down to regulating our emotions when bad things happen. And that really just relates to how do we manage our energy? How do we use the resource of our time to our best advantage, and it's as simple as just, you know, equipping ourselves with tools that help us become more resilient and be able to manage our energy better, such as just basics of taking care of ourselves, right?
It's working on our mindset, it's again, looking to reframe situations into something that could be an opportunity in disguise. It's also about how compassionate we are towards ourselves. So are we actually kind with ourselves? The answer is mostly NO. We are way more harsher to our self than we would be to a friend or a relative. And this has to stop in order for us to grow and evolve.
Lastly this episode gives us some great tips on how to start being resilient not only in the workplace but also in our daily life!
Monday Oct 17, 2022
How to develop and grow Self-Awareness?
Monday Oct 17, 2022
Monday Oct 17, 2022
Being self-aware is by far one of the most important factors of an individual's life. By doing so an individual obtains a deeper understanding of their feelings, motives, goals, and biases. There are two types of self-awareness that people have to be mindful about. Internal self-awareness focuses on your thoughts, feelings, strengths, weaknesses, values, and so on. However it is not always advisable to be introspective or only internally self aware. On the other hand external self-awareness is being tuned to how other people perceive you. They are more empathic as these individuals are connected with each other. When you understand yourself better, that translates into understanding others better. You become aware that everyone’s feelings and beliefs come from their experiences. You’re also a better listener, which is essential to fostering empathy. Considering that self-awareness is about understanding emotions, it makes sense that the understanding extends to others. Lastly, we need to learn to leave a moment for mindfulness or being fully present in the moment
So instead of judging the past or having expectations about the future, which are going to be affecting us emotionally, we simply learn to live in the present moment.