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Entrepreneurship Goals Marketing Podcast Responsive

Be More Loving with Sales – Zander Media Strategy Sessions

Recently while in NYC, I led a strategy workshop for an exclusive group of CEOs and founders who are building companies designed to thrive in the modern world.

Here, we discuss how to have more authenticity in our sales. Respecting others’ time and double checking that they are still available and willing to speak gives you initial buy in to the conversation.

You are much more likely to have a connection that will result in the long-term outcome you desire if you put the other person’s needs at the forefront. Focus on how you would like to show up for the conversation, because you are more likely to be successful if you sell lovingly than if you sell aggressively. Being present and considerate will amplify what you already do and who you really are.

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Entrepreneurship Goals Learning Podcast Responsive

Behavior Change – Zander Media Strategy Sessions

A few weeks ago in NYC, I led a strategy workshop for an exclusive group of CEOs and founders who are building companies designed to thrive in the Future of Work.

Every organization is tasked with issues that seem insurmountable. Often, the process to accomplishing a huge goal can be so overwhelming that we never get started. Behavior change can help make seemingly impossible goals feel smaller and more attainable.

What we want to accomplish is not going to happen in a single day. Instead, break the large goal down into the smallest steps possible, steps so small that they are almost ridiculously easy. When you succeed at accomplishing that tiny step, you will be encouraged to continue.

This is how we build new habits and behavior changes that eventually create monumental differences in our organizations and lives.

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Culture Entrepreneurship Marketing Podcast Responsive

Responsive Organizations with President of Pepsi, Simon Lowden

My guest today is the President of Pepsi Global Foods, Simon Lowden. Simon has been the driving force over the last 10 years at turning Pepsi into a forward-thinking and self-iterating company. He is incredibly thoughtful when it comes to marketing and Responsive organizations, and in today’s conversation, we dive deep into some of the philosophies that he has implemented over the span of his career. He offers tactical advice on how to work well with teams and build a future focused organization. I hope you enjoy!

Podcast Notes:
3:00 How Simon found Responsive
5:00 Building a team
7:45 Why Pepsico brought Simon on
10:45 How Simon stays current in marketing
12:45 Balancing the internal politics of the organization
with staying fresh with consumer attention
15:45 Marketing platforms on the rise
18:15 Plastics Project
21:15 Three local rules of the Plastics Project
25:30 Simon mentions: If by Rudyard Kipling
26:00 Simon’s thoughts to the Responsive community
28:00 Steps towards being plastic-free
31:30 Begin with trust
Categories
Creative Culture Entrepreneurship Podcast Responsive

Responsive Audiobook: Chapter 10, Conclusion

I’m excited to share a chapter of my book, Responsive: What It Takes to Create a Thriving Organization. The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it in podcast form.

Here’s an excerpt:

To tackle 21st-century challenges organizations may need to structure themselves quite differently than they have historically.

Throughout this book, we have seen a wide variety of examples of Responsive principles in practice. A common theme is that there is no one-size-fits-all solution to how we structure the organizations of today. Instead, each of us must find a level of comfort with the particular Responsive systems and processes that support our needs. If an organization’s leaders can be honest with themselves about current realities—what is working and what isn’t—they may find that to remain adaptable requires changes to their organizational structure.

A resilient organization adapts itself, constantly, to the ecosystem within which it exists. The era of Taylor’s principles of scientific management is over; but instead of disregarding Taylorism or any models for organizing, a Responsive organization keeps in mind those ideas without losing sight of the new demands placed upon organizations today.

If you’ve enjoyed this chapter of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

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Creative Entrepreneurship Learning Podcast Responsive

Responsive Audiobook: Chapter 7, How to Experiment

I’m excited to share a chapter of my book, Responsive: What It Takes to Create a Thriving Organization.

The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it in podcast form.

Here’s an excerpt:

How to Experiment

Experimentation is at the heart of any Responsive organization. The goal is to react quickly with the best information at hand, and then respond to feedback, whether it be from clients, the market or employees.  The following three components are needed before companies can experiment successfully.

Trust

A vital component of any organization that wants to experiment is trust in the people actually doing the work. There was a point in catering the first annual Responsive Conference where the outcome was simply out of my control and I had to trust the people to whom I had given authority. In Buffer’s experiments with remote work, there was a willingness to trust that their employees would be productive outside of a traditional office setting. Had things gone poorly, they could always have moved back to a single location.

Culture

Culture is the second principle which makes a successful experimental company. General Electric couldn’t have embarked on the changes former CEO Jeff Immelt ushered in without a willingness to experiment with new visions, plans, and actions (see Chapter 6). While opinions of success vary, depending on whether we’re considering shareholder value or improved culture, GE is now a more agile company with a more human-focused culture than it had before.

Similarly, at Culture Amp, it took Didier Elzinga’s thoughtfulness and a company focused on the well-being of people, to leave behind a model of compensation that did not suit the needs of that organization.

Incremental Change

Finally, incremental change can be used to ease the process of implementing Responsive principles. Incremental change can minimize losses and maximize learning from “failed” experiments and allow successful trials to be quickly built upon, scaled, or improved further. This doesn’t mean all Responsive change must be small (as we’ll see in the next chapter), but it is important to factor in the gains afforded by small cumulative adaptations.

If you’ve enjoyed this chapter of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

Categories
Entrepreneurship Learning Podcast Responsive

Responsive Audiobook: Chapter 6, Controlling and Empowering

I’m excited to share a chapter of my book, Responsive: What It Takes to Create a Thriving Organization.

The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it in podcast form.

Here’s an excerpt:

Characteristics of a Cult—or Any Poorly Run Company

The mechanisms that cults use to attract and keep members are actually used by all organizations to some degree. Cults just do things in extremes.

  • Cults place a “high demand” on their members, progressively raising the bar as people move toward the inner circles of the organization.
  • They allow for varying degrees of commitment and involvement, but the more members become involved within the organization, the more external communities are forbidden.
  • Cults are ideologically intense and offer simplistic answers.
  • They encourage conformity within the organization.

Cults are jealous of inclusion in other organizations and actively try to shut down member’s participation in alternative communities.

If you’ve enjoyed this chapter of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

Categories
Culture Entrepreneurship Learning Podcast Responsive

Responsive Audiobook: Chapter 5, Leadership

I’m excited to share a chapter of my book, Responsive: What It Takes to Create a Thriving Organization.

The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it in podcast form.

Here’s an excerpt:

Each person must determine how they will lead, but that leadership always stems from character and values. The leadership demonstrated by Stanley McChrystal, Pam Slim, and Adam Pisoni is rooted in what they personally value. The particulars of how that leadership materializes will vary depending on the situation, but an organization can’t surpass the quality of its leadership. As Chris Fussell has said of the team of teams approach, leader behavior is the essential element that allows a plan to succeed. Investing in leadership—your own and that of your teams—can only pay dividends in the long run.

If you’ve enjoyed this chapter of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

Categories
Creative Entrepreneurship Learning Podcast Responsive

Responsive Audiobook: Chapter 4, How We Organize

I’m excited to share a chapter of my book, Responsive: What It Takes to Create a Thriving Organization.

The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it in podcast form.

Here’s an excerpt:

In the past there were big and complex tasks that required many people working on them. The ‘transaction costs’ involved to get coordination between people was high, so the concept of a Manager was introduced. As the number of Managers increased, a Manager of the Managers was created… and hierarchies formed.

This resulted in order, clarity of authority, rank, and power. They reinforced a single primary connection: manager to worker, and enabled a command and control style of leadership that was terrifically successful during the industrial era.

If you’ve enjoyed Chapter 4 of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

Categories
Culture Entrepreneurship Learning Podcast Responsive

Chris Fussell & Rachel Mendelowitz of the McChrystal Group at Responsive Conference 2016

I hope you enjoy this talk from Responsive Conference 2016 with former Navy SEAL and New York Times best-selling author Chris Fussell (@fussellchris) alongside Rachel Mendelowitz (@rachelowitz) as they discuss “Team of Teams” and new ways of organizing companies of the future.

Alongside General Stan McChrystal, Chris runs the McChrystal Group – an organizational design consultancy that works with companies all over the world to do in industry what Stan, Chris and the US Military did during the Iraq War. In the book Teams of Teams, Stanley McChrystal and Chris outline how they took the special operations branch of the US Military – a stereotypically bureaucratic organization – and transformed it into a adaptive, agile system.

This video was recorded at the 1st Annual Responsive Conference in 2016.

Learn more:
http://responsiveconference.com

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Creative Culture Entrepreneurship Learning Podcast Responsive

Responsive Audiobook: Chapter 3, Purpose

I’m very pleased to share, exclusively for this podcast, a chapter of my book, Responsive: What It Takes to Create a Thriving Organization. The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it out in podcast form.

Here’s an excerpt. Subscribe and listen to The Robin Zander Show for the full chapter!

The Morning Star Company

Doug Kirkpatrick was one of the earliest employees at The Morning Star Company. Founded in 1990, Morning Star would go on to trailblaze self-management in business. But as might be expected of any start-up, let alone one committed to innovative management, the company’s early days were intense times.

Morning Star is a tomato-ingredients manufacturer based out of Sacramento, California. The agribusiness and food-processing industries are notoriously old-school, known for strict command and control structures and rigid bureaucracies. The small group of employees who initiated the Morning Star project had a six-month window to start up the first factory and had committed to beginning operations on a specified day and even at a specific hour. They were a high-performance group, and Doug describes those initial weeks as a high state of flow, with each person striving cooperatively to bring the new company into existence. The company consisted of seasoned employees, and Doug, at thirty-four, was considered quite young.

Several months before the factory opened, the owner of The Morning Star Company, Chris Rufer, called a leadership meeting. The Morning Star founder and twenty-four members of the team met on the job site. They pulled steel folding chairs into a circle, and Chris passed around a page titled “Morning Star Colleague Principles.”

The sheet included just two points:

  •      Don’t use force.
  •      Keep your commitments.

The group spent several hours discussing what these principles meant. Questions cropped up. What happens if you have to fire somebody? What if someone quits? In the end, no one found a reason to reject these ideas, and every person there had reasons to embrace them.

Together, the group concluded that these two points were necessary and sufficient, and they would make up the core of all human interactions at the company. Adopting these principles wouldn’t change the day-to-day operations of the nascent company, but they’d have clear guideposts by which they’d proceed.

What they perhaps didn’t fully process at that moment (and what Doug has spent his career implementing, first at Morning Star and now with companies all over the world) was the far-reaching ramifications of adopting those simple principles. Consider, for example, that “Don’t Use Force” effectively implies:

  •      No one can require anyone to do anything.
  •      No one can unilaterally make anyone do anything.
  •      No one can fire anyone unilaterally.
  •      Each person has a voice within the company and each voice is protected; no democracy or majority rules.
  •      Checks and balances will be inherent.

At the time, it didn’t register how profoundly that meeting, and its eventual outcomes, would impact the team, and its members individually. As Doug said, “What we did would end up being very radical—but we were so busy we didn’t necessarily see it since it didn’t seem immediately to impact our day-to-day lives.” More than two decades later, those principles—don’t use force and keep your commitments—continue to serve as the bedrock of a successful, self-managed company.

Shortly before opening, Doug and his colleagues celebrated his thirty-fourth birthday outside the same farmhouse where Chris Rufer had called that fateful leadership meeting. The company has gone on to become a model of self-management and the world’s largest tomato processor, handling between 25% and 30% of U.S. tomato crops.

If you’ve enjoyed this chapter of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

Categories
Creative Culture Entrepreneurship Learning Podcast Responsive

Responsive: What It Takes To Create A Thriving Organization, Chapter 1

I’m very pleased to share, exclusively for this podcast, the first chapter of my book, Responsive: What It Takes to Create a Thriving Organization. The full audiobook version of Responsive comes out in late September 2018, but in the meantime, I am excited to share it out in podcast form.

Here’s an excerpt. Subscribe and listen to The Robin Zander Show for the full chapter!

 

On the Shoulders of Giants

Responsive has been built on a community of which I am just a single member.

I am grateful to the six people wrote the Responsive Org manifesto, and began a movement: Adam Pisoni, Aaron Dignan, Matthew Partovi, Mike Arauz, Steve Hopkins and Alexis Gonzales-Black. They put words to a problem faced by organizations today and gave us a language to describe the challenges and tensions that have long existed in the workplace.

I would not have written this book without the friendship of Steve Hopkins, who taught me how to run an un-conference, and the handful of collaborators with whom I produced my first Responsive events.

I’m indebted to the fifty-plus leaders who I’ve interviewed on my podcast, The Robin Zander Show, who described big ideas like non-hierarchy and holacracy in simple language and gave me hope that I could write a book to do the same.

 

How To Use This Book

My career path has never followed a traditional route. My first job out of college was as a management consultant, with a gig as a circus performer nights and weekends. Of course, I couldn’t tell the consulting company that I was in the circus, but I also couldn’t admit to my fellow circus artists that I wore a suit to work. I am not content to live in such a binary world. I want to live in a world that encourages the full expression of every individual, and I am dedicated to building it. Improving the ways we work seems like a great place to start.

Responsive is a compilation of tactics and accompanying short stories about innovators on the front lines of the future of work. It is designed to be a choose-your-own-adventure exploration into how we work in the modern era, the approaches and perspectives employed by high performing organizations, and what makes those methods so effective.

While this book can be read cover to cover, I have designed it so that you can jump to those sections most interesting or relevant to you right now. Ultimately Responsive is intended as a reference guide as much as a road map—a resource you can return to again and again as you dive deeper into Responsive and the future of work.

 

A Responsive Café

I have a vested interest in discovering what works for myself and my small team. Throughout this book, I’ll share stories about my small business, a coffee shop in San Francisco, where I work with my ten-person staff to serve coffee and avocado toast and to build community.

I founded “Robin’s Café” in late April 2016, with no prior experience as a restaurateur but armed with a clear purpose: to foster a nascent community that I knew could exist in our corner of San Francisco. We had exactly three weeks from inception to opening day, so, unsurprisingly, our first week of operations was a mess. Attendees of a conference I had organized on site wanted to support the café, creating a bona fide lunch rush on our very first day.

In those early weeks, we were a team of four, often making up recipes on the spot to cover orders. I look back on those times now, after having a tough day, and realize that no matter how terrible things might seem, it will never be as chaotic and insane as those first few weeks.

We desperately needed additional staff. One day, a man named Frank quietly dropped off his resume during our usual morning rush. I was up to my elbows managing an exploding keg of cold brew. But even in the midst of a coffee emergency, it quickly became clear that Frank was professional, playful, and knowledgeable about the food service industry. I hired him, and he soon became indispensable at the café.

On May 20, 2016, Frank had been scheduled to open the café. Around 9:30 a.m., I got a call that Frank hadn’t shown up. “Was he sick?” I wondered. I checked to see if he’d sent me any messages, but there were none. I called him, but it went to voicemail. A week later, I sent an email, mostly in jest, with the subject, “Are you still alive?” The staff and I just assumed that Frank became a “no call, no show,” something not uncommon in the service industry. Frank’s cutting contact was a simple case of job abandonment. Still, it somehow didn’t seem like Frank, and I wanted to make sure he was okay. I tracked down his brother on social media and messaged him. I heard nothing for several days.

Then, out of the blue, Frank’s brother called me. “I’m sorry to have to tell you this,” I remember him saying, “My brother is dead. He was hit and killed by a train.” In that moment of shock, while I digested what I’d just heard, Frank’s brother went on: “I want you to know how happy he was to be working at Robin’s Café.”

Frank’s death is a constant reminder to me of how truly transient and changeable business—and life—can be. As a small business owner in those first few weeks, I had to be resilient, not just in my response to Frank’s death, but to be able to mentor and support those at our café and in the community who knew him. I was determined to build into the ethos of our organization this realization that circumstances can change in an instant. I wanted my team to be resilient when times got tough and grateful for the days when work felt more like play. I like to think that in some way this commitment to resilience and good humor is a small homage to Frank.

That same ethos is what has compelled me to write this book and to share just some of the ways that ground-breaking organizations and individuals are exploring human-centered work. This book is an invitation to see the value of Responsive approaches and bring them into your organization as fits your vision and culture.

If you’ve enjoyed Chapter 1 of Responsive, you can purchase a Kindle or print version of the book on Amazon. And be sure to check out the Responsive Conference, coming up September 24-25th in Queens, NY.

Categories
Culture Learning Podcast Responsive

“Empathy, Compromise, and Courage” – Adam Pisoni at Responsive Conference 2016

This video was recorded live at the 1st Annual Responsive Conference in 2016. Come see Adam Pisoni live again this year at the 3rd Annual Responsive Conference on September 24 and 25, 2018 in Queens, New York.

 

Building Yammer

Adam Pisoni (@adampisoni) co-founded Yammer (which sold to Microsoft for 1.2 billion dollars). He recounts how he learned about about Conway’s law. “At Yammer, we believed in rapid product iteration. Once we realized the organizational structure was part of the product, we then had to believe in rapid organization iteration.” The engineering mantra at Yammer became: “We’re not smarter than other people. We just iterate faster.”

This insight led Adam to recognize that he and the engineering and product teams at Yammer were not just building a product but building a company (at least, if they were going to be effective). He began to investigate what it would mean not just to rapidly iterate on Yammer’s product but to iterate the organization’s structure itself.

In other words, he began to explore whether Yammer could become more Responsive. What Adam was clear on, was that their product didn’t exist in isolation. Yammer, as a communication platform for enterprise businesses, was particularly well placed to recognize the challenges of the current working world. Eventually, Adam put these thoughts into a manifesto and shared them with CEOs and C-level executives. The response was an enthusiastic affirmation of their ideas. The result of this thinking led Adam to co-found the Responsive Org movement.

 

Experiments in Education

Adam realized the education system in North America is largely still reliant on an assembly-model way of teaching and thinking. Consider the structure of most schools: there are grades, segregated by age; there are alarm bells which tell students when to move from one classroom to the next. The most common form of learning is to passively sit and absorb lectured lessons.

More subtly, subjects are taught according to a linear progression. Math education in the United States, for example, moves from algebra, to geometry, to advanced algebra, to precalculus, to calculus. This progression to trains students to think about math in a way that only entrenches a hierarchical, linear view of how to how the world works. School in the 21st Century is still designed to produce people to work in factories.

Adam was bold enough to tackle revitalizing the education system, by optimizing administrators’ time and budgets. He founded Abl Schools, a collaborative platform for administrators and teachers. Abl has re-envisioned how principals relate with their teachers and facilities and how schools use their time. The idea is to help schools better manage the day-to-day to be able to achieve its educational goals, starting with the company’s first product, a cloud-based master scheduler.

Exciting possibilities emerge when we reconsider even behemoth institutions like the U.S. education system and experiment with new approaches that leverage technology and new models of collaborating. What is necessary, is the willingness to experiment.

A Diverse Founding Team

Adam Pisoni has been open about the challenges of creating diversity in founding his company Abl Schools. He writes:

“If your founding team is homogenous, it will likely develop a narrow culture which is well suited for that narrow group of people. That culture won’t be as self-aware of the lack of inclusion in the culture, but it will feel inclusive for everyone within the tight knit founding team. As new employees with different backgrounds join, they will be more likely to reject or be rejected from the culture than to add to it. While you may be celebrating how strong a culture and tight a team you have, you may also be unaware of the ways you’re actually reminding that new employee that they don’t belong.”

While there is a lot of conversation about fostering an inclusive company culture, very few Silicon Valley companies have an equal gender split between male and female employees, and even fewer have women or underrepresented groups at the highest levels of leadership.

As Adam explains, this doesn’t actually mean teams of straight white men can’t produce great companies. He argues: “I believe diverse founding teams can produce better outcomes. A team of white men can come up with good ideas. But I believe a diverse team can come up with better ones.” The curiosity and perseverance Adam has demonstrated at Abl Schools is an example of what can be done in any number of genres by founders just starting out.

If you enjoyed this episode of the Robin Zander Show, you might also enjoy hearing me and Adam in conversation, recorded at the Responsive book launch party last November.

At Responsive Conference 2018, Adam will be joined onstage by Anthony Kim (Founder, Education Elements) to dive deeply into the problems facing our current educational practices, and what can be done to improve them.

Learn more:
http://responsiveconference.com

Categories
Culture Entrepreneurship Podcast Responsive

Bob Gower at Responsive Conference 2016 – “How Not to Join a Cult”

Bob Gower (@bobgower) helps organizations become faster, better, and happier. He is an authority on agile development, lean theory, and responsive organizational design, and the author of “Agile Business: A Leader’s Guide to Harnessing Complexity“.

Bob has advised leaders at numerous companies—including GE, Ford, Chanel, and Spotify—in creating more effective organizations. He holds an MBA in Sustainable Management, is a Certified Positive Psychology Practitioner, and speaks and publishes regularly on what it takes to build great organizations.

Bob is the author of the new book “Getting to Hell Yes”, along with his wife Alexandra Jamieson, and together they will be leading a workshop at Responsive Conference 2018 on generative conversations that will change your business (and the rest of your life).

This video was recorded at the 1st Annual Responsive Conference in 2016.

Learn more:
http://responsiveconference.com

Categories
Creative Culture Entrepreneurship Learning Podcast Responsive

Jennifer Dennard at Responsive Conference 2016 – “Medium – The Future of (People) Work”

I hope you enjoy this talk with Jennifer Dennard from Responsive Conference 2016. Jennifer is the co-founder of Range Labs and the former Head of People and Culture at Medium, focusing on organization design, people operations, and diversity & inclusion.

Jennifer is passionate about helping teams work together better. In this talk, Jennifer talks about human resources and a future of work that is best for our employees.

This talk was recorded live at the 1st Annual Responsive Conference in September 2016. Learn more at http://responsiveconference.com

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Creative Entrepreneurship Learning Podcast Responsive

Charles Best at Responsive Conference 2017 – “DonorsChoose.org – A Purpose Driven Company”

I’m pleased to share this talk at Responsive Conference 2017 with Charles Best (@CharlesBest), founder and CEO of DonorsChoose.org.

Charles Best is an American philanthropist and entrepreneur. He is the founder and CEO of DonorsChoose.org, a crowdfunding platform for K-12 teachers serving in US schools.

Charles launched the organization out of a Bronx public high school where he taught history. DonorsChoose.org is one of Oprah Winfrey’s “ultimate favorite things” and was named by Fast Company as one of the “50 Most Innovative Companies in the World.”

This video was recorded at the 2nd Annual Responsive Conference in New York City in 2017. Learn more: http://responsiveconference.com

Categories
Culture Entrepreneurship Learning Podcast Responsive

Steve Hopkins at Responsive Conference 2017 – “Culture First”

I’m pleased to share this talk at Responsive Conference 2017 with Steve Hopkins (@stevehopkins), Director of Customer Success at Culture Amp and a founding member of the Responsive Org movement.

Steve is passionate about helping clients develop a responsive operating culture that they can be proud of. At Culture Amp, Steve does this by guiding clients through successful culture change programs using the Culture Amp HR and People Analytics platform.

This talk was recorded live at the 2nd Annual Responsive Conference in September 2017. Learn more at http://responsiveconference.com

Categories
Entrepreneurship Learning Podcast Responsive

Aaron Dignan at Responsive Conference 2017 – “Let’s Disrupt the Modern World of Work”

I’m pleased to share this keynote address by my friend Aaron Dignan (@aarondignan), founder of The Ready, at Responsive Conference 2017.

Aaron Dignan sees the same phenomenon everywhere he looks. Our most trusted and important institutions – in business, healthcare, government, philanthropy, and beyond – are struggling. They’re confronted with the fact that the scale and bureaucracy that once made them strong are liabilities in an era of constant change.

Aaron is the founder of The Ready and a founding member of the Responsive Org movement.

This talk was recorded live at the 2nd Annual Responsive Conference in September 2017. We’re gearing up for Responsive Conference 2018, and excited to have The Ready leading an interactive Teaming simulation.

Learn more at responsiveconference.com

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Creative Entrepreneurship Physical Performance Podcast Responsive

Mark Fisher on Serious Fitness for Ridiculous Humans

My guest today is Mark Fisher, who regularly shows up wearing a unicorn head – atypical of someone who runs several gyms in midtown manhattan. Mark is the co-owner of Mark Fisher Fitness and the consulting group, Business for Unicorns.

Mark and I share a common background in the performing arts, and it was fun for me to hear how Mark has taken that background and applied it to his entrepreneurial efforts both at his gyms and as a consultant. As someone who has long thought of creating a gym or physical center, I loved this conversation. Even more so, though, Mark’s passion for culture and people shone through.

I’m also pleased to share that Mark Fisher is going to be one of our speakers at Responsive Conference 2018, which will be taking place on September 24th and 25th in New York City. Pick up a ticket to hear him speak live.

I hope you enjoy this conversation as much as I did!

Show Notes
3:30 Balancing ridiculousness at Mark Fisher Fitness
9:15 Starting a fitness business
12:30 Combining creativity with vision execution
15:00 Business for Unicorns
19:45 Soft skills in hard systems and the Unicorn Society
22:00 Current state of fitness
26:00 Advice for building a gym
31:00 Books:

33:30 Loving community
38:00 Cultural health
40:00 What’s next for Mark
43:15 Constant improvement
48:00 Find more about Mark:

Categories
Creative Entrepreneurship Learning Podcast

Sunny Bates: How To Build A World Class Network

I first got to know today’s guest through my work at Socos, alongside Vivienne Ming. Over the last several years, I’ve heard a name mentioned in a variety of unlikely contexts – by Chris Anderson, the CEO of TED, Perry Chen, the Co-Founder of Kickstarter, and Beth Comstock, the Vice Chair at GE.

My guest today is Sunny Bates, a behind-the-scenes master connector of many of the most innovative companies, personalities, and artists that you’ve heard of, and many that you haven’t.

Sunny sits on the board of Kickstarter, the MIT Media Lab, and TED. She advises companies like GE and Credit Suisse on new initiatives and is the go-to resource when companies like P&G and The Guardian need a new breakthrough.

As you’ll hear, Sunny is deeply committed to culture and the arts. I was startled to learn that she had hosted world-famous musician, Amanda Palmer, and blogger, Maria Popova, to her home for a house party.

In this interview, we discuss how Sunny has built an incredible network of innovators, spanning more than 40,000 people, how her enthusiasm for spontaneous encounters led to her role at Kickstarter, among others, and some of the trends she is most excited for in the future.

Please enjoy!

Show Notes
2:30 Sunny’s connections
5:30 Building a network
10:30 Adding value to other’s work and lives
13:30 We learn quickest alongside an expert
16:45 Exploring our creative side
19:15 Kickstarter
22:00 Looking at the big picture
24:30 A career as a series of projects
29:00 Trends in the future of work
32:15 Equality
34:45 Acknowledgment and gratitude
38:00 It’s never too late to give thanks or apologize
39:45 Compensation
44:00 Books: The State of Affairs by Esther Perel
46:30 Website: sunnybates.com
Twitter: @SunnyBates
Ted Talk

Categories
Podcast Responsive

How To Run an Un-Conference

How to Run an Un-Conference

Organizing events is a community effort, especially events as open to interpretation as an un-conference. I first sat down with a small group interested in Responsive Org events in 2015. Of that initial group Steve Hopkins was a founding member of the Responsive Org movement, Dori Rutkevitz was an active organizer in the related Reinventing Organizations community, and all of us were enthusiastic to learn more. Steve’s initial proposal to organize an un-conference was met with enthusiastic support by everyone at the table, followed promptly by “What’s an Un-conference?”

In the two years following that first meeting, I have produced and directed more than a dozen un-conferences and several more formal events. This short article is the playbook I wish I’d had when I began organizing events.

What is an Un-conference

An un-conference is any event where the agenda is set by those who attend. The rules of an un-conference are simple:

Rule #1: Whoever shows up are the right people
Rule #2: Whatever happens is fine
Rule #3: Whenever it starts is the right time
Rule #4: It is over when it’s over

In less flowery language this just means ditch expectation and don’t try to control the experience.

Flow of the Day

After attendees arrive, an empty conference agenda is posted on the wall with time slots and a variety of meeting spaces. Leaders share a theme or question they would like to discuss and post it in a time slot. If you post a topic, it is your responsibility to turn up to that session and introduce your topic or question. If you are not hosting a session, you are free to attend whichever of the sessions you are interested in.

Attendees are encouraged to adopt any of a number of roles:

Leader — who is facilitating each breakout
Scribe — is someone responsible for taking notes for each group
Nomads — give attendees permission to move between break-outs

The Law of Two Feet

Everyone at an un-conference is encouraged to practice the law of two feet. The law of two feet says that if you become uninterested at any point, you are encouraged to leave and join another session. In an un-conference you are also invited to take breaks at any time, with the idea that it is sometimes in the breaks that the ‘A-ha’ moments arrive.

Roles & Responsibilities

There are three main components necessary to a successful event — recruiting, production, and a strong facilitator.

A Word on Recruiting

In my experience, it is helpful to have an extended network to help with recruiting, not just a single person. All other logistics can be handled by a single person.

Production

Among the organizers, someone has to be in charge of logistics, including:

— Venue sourcing and on-going communication
— Setting the date
— Attendee arrival emails
— Day-of logistics
— Recruiting

Facilitation

A strong facilitator can make or break any event, but especially one with as fluid an agenda as an un-conference. Facilitator on the day of the event. It is essential to have one strong facilitator overseeing each un-conference, to welcome attendees and provide context for the event.

How to Facilitate an Un-Conference

Here are some tips, most learned the hard way over hundreds of hours of practice in the last two years.

1. Stay Centered

Despite having spent a fair amount of time on stage, I found myself getting nervous and feeling rushed in the hours leading up to a day-long un-conference. My single biggest piece of advice for a facilitator is to arrive with plenty of time to spare so you won’t feel rushed. You are responsible for the framework within which the attendee experience takes place. As such, staying grounded and centered is the single most important thing you can provide, even though in the moment it may feel like it is more important to make sure the space is set up or the coffee is ready.

2. Don’t Participate

This one might seem odd. It can seem like the entire point of organizing an event is to participate. In my experience, doing so decreases the ease with which I was able to coordinate new sessions, lead an end-of-day wrap-up, and refocus attendees when necessary.

In my view, the facilitator of the un-conference is there in service to the attendees. I have found it gets in the way of the attendee experience to actively participate in sessions and workshops that occur throughout the day.

3. Practice

The facilitator should practice before the beginning of the un-conference. Review these guidelines for a successful un-conference and be able to describe un-conference rules from memory. Practice your welcome speech.

4. Incorporate movement

I have always found it very useful to incorporate movement into events. When we have short periods of movement interspersed with other kinds of learning, we shortcut the passive sit-and-absorb tendencies we all learned through the education system, and which have carried over into most events. Read this article on the importance of movement within events.

Conclusion

Events are a lot of work, and sometime I have learned to produce of necessity. However, in this hyperactive digital age, I’m convinced of the value of what Tony Hsieh calls “spontaneous collisions” — the value of people spontaneously cross paths. If you’re considering putting on an event of your own, I encourage you to do so. When we create a container — an event or gathering — we create the opportunity for emergent possibilities to fill the open space.

Interested in learning more about the un-conference format or the Responsive movement? Join our Future of Work mailing list or check out my new book Responsive: What It Takes To Create A Thriving Organization, which comes out tomorrow!

*Acknowledge: This un-conference format is derivation of Open Space Technology, founded by Harrison Ownen.

Categories
Entrepreneurship Learning Podcast Robins Cafe

Adam Pisoni and Robin Zander – Live at Robin’s Cafe

This episode was recorded in front of a live audience at Robin’s Cafe with Adam Pisoni, co-founder and former CTO at Yammer, co-founder of the Responsive Org movement, and founder and CEO at Abl Schools.

If you missed it, I recommend starting with our first podcast episode back in 2016!

In conversation from stage and then Q&A with the audience, we discussed founding Yammer, the Responsive Org movement, and his efforts at Abl Schools to revitalize the U.S.education system. Exciting possibilities emerge when we reconsider that even behemoth institutions like the U.S. education system can become Responsive!

Adam has implemented a variety of future of work principles at Abl Schools. He has been very open about the challenges of building a diverse founding team at Abl Schools.

While there is a lot of conversation about fostering an inclusive company culture, very few Silicon Valley companies have an equal gender split between male and female employees, and even fewer have women or underrepresented groups at the highest levels of leadership.

We will explore the challenges and lessons learned at Abl Schools, and tactics any founder can apply in the effort to build a Responsive organization.

Show Notes

4:00 Intentions
7:00 Yammer and Conway’s Law
10:00 Starting Responsive Org
11:45 Theory of Responsive
13:30 Challenges of these changes
16:00 Iterate in the shape of your organization
18:00 Adam mentions:

19:15 Adams transition to education
21:30 Mindsets
24:30 Dropping out of high school
26:30 Education limitations
30:00 Diverse founding teams – podcast and article
36:15 Social emotional skills
40:00 Responsive Org tensions
46:45 Balancing success and time with experimentation
51:30 Egos and fear of failure
53:30 Integrative decision making
57:30 Value of experience
1:01:00 Diversity
1:04:45 Abl’s work in public schools
1:07:30 Measuring impact
1:10:00 Playing with boundaries of leadership and structure
1:15:00 Hiring that focuses on diversity
1:20:00 Purpose of diversity
1:24:30 VC’s reporting on diversity of companies they fund
1:26:15 Robin’s Book: Responsive: What It Takes to Create A Thriving Organization

Don’t forget to give a listen to my first podcast with Adam Pisoni, as well.

If you have enjoyed The Robin Zander Show – which just passed 50 episodes! – or benefited from any of the work I’ve done over the last several years, take a look at my new book Responsive: What It Takes To Create A Thriving Organization.

It is out on Amazon. I’m extremely proud of this book, and it’d mean the world to me if you’d check it out!

Categories
Entrepreneurship Physical Performance Podcast

How Charles Best Created DonorsChoose.org – A New Kind of Non-Profit

Charles Best (@CharlesBest), is an American philanthropist and entrepreneur. He is the founder and CEO of DonorsChoose.org, a crowdfunding platform for K-12 teachers in US schools.

Charles launched the organization seventeen years ago out of a Bronx public high school where he was teaching. Since then, DonorsChoose.org has become one of Oprah Winfrey’s “ultimate favorite things” and was named as one of the “50 Most Innovative Companies in the World” by Fast Company. For three years, Fortune magazine has also named Charles one of its “40 under 40 hottest rising stars in business.”

I’ve gotten to know Charles over the last year, and every time we dig a bit deeper in conversation, I’m impressed with how systematic he has implemented so many Responsive practices.

In this interview, we dive into how Charles built one of the first crowd-funding non-profits, and hustled his way to prominence. He shares surprising findings about where and why donors give to classrooms and what he hopes to accomplish with DonorChoose.org in the long run.

I hope you enjoy this interview!

 

Show Notes
2:30 Stephen Colbert’s engagement with DonorsChoose.org
7:00 New ways of funding for nonprofits
9:00 Connecting with celebrities
13:00 Core model is the same after 17 years but always experimenting
17:30 Charles’ decision to become a teacher
20:30 Challenges for Charles
22:30 DonorsChoose use of data and transparency
26:30 Founding story of DonorsChoose
31:00 Finding personal connections for donors
34:45 Charles’ and Robin’s passions
37:45 Humility as an organizational core value
41:15 Experiments within the organization
45:00 Charles’ enthusiasm
49:45 Charles’ book suggestions:

Teach Like a Champion by Doug Lemov
Confederacy of Dunces by John Kennedy Toole

Learn More:
DonorsChoose.org

Could you do me a favor? If you’ve enjoyed the Robin Zander Show, I would really appreciate a review on iTunes. Reviews help others find the podcast, and more importantly let me know that you’re enjoying what you’re hearing. Thank you!

You can also keep track of the podcast, Robin’s Cafe, and all of my projects via the newsletter.

Sign up here!

Categories
Creative Entrepreneurship Learning Podcast Writing

Pam Slim on Capoeira, Building a Body of Work, and the Value of Small Business

 

My guest today is the award-winning author, speaker and small business strategist Pamela Slim (@pamslim).

I first began following Pam’s work with the publication of her first book, Escape from Cubicle Nation, and have watched with enthusiasm as she has transitioned over her career across several very different industries and classes of business.

Her latest, bestselling book, Body of Work, gives a fresh perspective on skills required in the new world of work for people in all work modes, from corporate to nonprofit to small business.

As the founder of K’é in downtown Mesa, Arizona, she now supports small businesses through classes, networking events, and virtual programs.

As the owner of a small cafe in the San Francisco Mission, I was very interested to hear Pam thoughts on why small business is not only necessary but also a great place to build within, with enormous potential.

We discuss a trait that Pam has embodied throughout her career, which I think of as being a lifelong learner or autodidact – and what Pam calls being a multipotentialite.

Pam will be speaking at the 2nd Annual Responsive Conference on Sept. 18-19th 2017 in NYC. I hope you enjoy this interview and hope you’ll consider joining us!

Show Notes

03:00 Capoeira
06:30 Lessons learned from Capoeira
09:30 Pam’s move to Mesa, Arizona – Pam mentions the film “Dolores” by Peter Bratt
14:15 Small business is sexy
18:30 Tactical learning
21:30 Work mode
27:30 Different aspects of self
29:30 Pam’s time in college studying in Mexico and Columbia
33:00 Having multiple career choices – Pam mentions How to Be Everything by Emilie Wapnick and her TED Talk
36:00 Body of Work in practice
38:30 Characteristics of Pam’s Incubator
41:00 Building networks
44:00 Growing small, innovative businesses in small, unexpected locations
49:15 New cities becoming hubs
52:00 Enjoying the process
55:00 Pam’s physical practice
57:45 Learn more about Pam:

Pam’s Website

2nd Annual Responsive Conference

58:30 Parting thoughts

If you enjoyed this episode with Pam Slim, I think you will enjoy the 2nd Annual Responsive Conference this September 18-19th in New York City. 

 

Could you do me a favor? If you’ve enjoyed the Robin Zander Show, I would really appreciate a review on iTunes. Reviews help others find the podcast, and more importantly let me know that you’re enjoying what you’re hearing. Thank you!

You can also keep track of the podcast and all of my projects via my newsletter. Just visit RobinPZander.com and click Newsletter.

Categories
Entrepreneurship Physical Performance Podcast

Diversity, Inclusion, and Company Culture with Jennifer Brown

My guest today is Jennifer Brown (@jenniferbrown), author of the recently published book “Inclusion.”

Jennifer runs Jennifer Brown Consulting, a global consultancy that working with Fortune 500s to improve their diversity and inclusion initiatives.

Even more than her work in D&I though, I’ve been impressed with Jenn’s enthusiastic immersion in all of the challenges to do with the future work.

Jennifer has been a frequent attendee of many of my Responsive events, and presented at the 1st Annual Responsive Conference in 2016.

This is a wide ranging two-sided conversation about diversity, what makes an effective company, the role of the body at work, and much more.

I hope you enjoy this interview and discussion with my friend Jennifer Brown.

Show Notes
02:00 How Jennifer and Robin met
05:00 Openness without judgement
08:30 Inclusion without self-blame
10:00 Robin’s Responsive Unconference
12:30 Educational systems
14:00 Robin’s background in gymnastics and the circus
18:00 Physicality in life – Reference to Amy Cuddy
21:00 Innovative technology that tunes into bodies and self awareness
26:00 Robin’s Cafe
29:30 Leading with love
32:00 Robin’s work with kids with autism
34:30 Building responsive companies and holacracy
40:00 Risk, privilege, and emergent organizations
44:00 Diversity
48:30 The challenge of time when hiring
53:30 Inclusiveness and gender equality
59:00 Jennifer’s background as a singer
1:02:00 Transitioning into leadership development
1:05:20 Where to find Robin and Jennifer:
Jennifer’s book Inclusion: Diversity, The New Workplace & The Will To Change
Robin’s 2nd Annual Responsive Conference
The Robin Zander Show Podcast
Robin’s Website
Robin’s Cafe
Jennifer’s Twitter, Facebook, and LinkedIn
Jennifer’s Website
Jennifer Brown’s Podcast

 

If you enjoyed this episode with Jennifer Brown, I think you will enjoy the 2nd Annual Responsive Conference, which will be taking place this September in New York City.

Categories
Physical Performance Podcast

Chris Fussell: Former Navy SEAL shares how leaders build a Team of Teams

My guest today is former Navy SEAL and New York Times best-selling author Chris Fussell (@fussellchris).

Chris is the co-author of Team of Teams and was a speaker at the 1st Annual Responsive conference in September 2016. I’ve had the pleasure of getting to know Chris over the last year.

Alongside General Stan McChrystal, Chris runs the McChrystal Group – an organizational design consultancy that works with companies all over the world to do in industry what Stan, Chris and the US Military did during the Iraq War. In the book Teams of Teams Stanley McChrystal and Chris outline how they took the special operations branch of the US Military – a stereotypically bureaucratic organization – and transformed it into a adaptive, agile system.

Chris’s new book is called One Mission: How Leaders Build a Team of Teams. In it, he outlines the tactics and tools they used during the Iraq War, and are now teaching in larger organizations. In reading the book, I’ve enjoyed tactics like their multiple-thousand person daily video conference, and the emphasis placed on how to build an underlying narrative throughout an organization of diverse and distributed teams.

In this interview, Chris and I also dig deep into what it meant for him to be a Navy SEAL, his upbringing and family, how he and his wife maintained contacted their relationship while he was deployed overseas, and how he thinks of an emphasis on what he calls “physical readiness” happening in cycles throughout life. Chris and I went pretty personally into a lot of aspects of his life in the service that I’ve always wanted to ask about.

Over the time I’ve known Chris, I’ve been really impressed. He’s unflappable, but also humble. He presents solutions to some of the most complex problems facing organizations today, but also talks candidly about challenge and what is need for transformation – whether a single person changing their mindset, or an entire organization changing their operating system.

I hope you enjoy this interview as much as I did. Here is… Chris Fussell.

Show Notes

3:30 Team of Teams and the military
8:30 Navy SEALs
11:30 Chris’s upbringing and training
14:30 Going through BUD/S
16:30 Early experiences as a SEALs
19:30 Being humble and good at listening
26:00 Chris’s remote relationship
33:15 Physical practice
39:30 Outlets
42:30 Closing down emotion
46:30 Transition back to family life
50:00 One Mission
57:30 Operations and Intelligence Forums

Books

Team of Teams: New Rules of Engagement for a Complex World
One Mission: How Leaders Build a Team of Teams

For more from Chris

If you enjoyed this interview with Chris Fussell, you might enjoy his presentation at the 1st Annual Responsive Conference. Sign up for the Responsive Conference newsletter here.

Categories
Entrepreneurship Practical Philosophy

Doug Kirkpatrick on The Morning Star Company and Building Self-Managed Organizations

Doug Kirkpatrick is the author of Beyond Empowerment: The Age of the Self-Managed Organization.

He spent the first season of his business career in the manufacturing sector, principally with The Morning Star Company of Sacramento, California. In addition to being a world leader in the food industry, the Morning Star Company is known for being a completely self-managed organization, which we discuss in the interview.

Doug now engages with the Morning Star Self-Management Institute and other vibrant organizations and leaders to co-create the future of management.

I asked Doug to come on to the podcast because he has more experience than most with non-hierarchical organizations and I appreciate the philosophical underpinnings that shape his thinking.

Connect with Doug Kirkpatrick on LinkedIn

Categories
Podcast

Wikipedia, Culture and Poetry with Gayle Karen Young

My guest today is Gayle Karen Young (@MissGayle), the former Head of Culture and Talent at Wikimedia, which is the parent company for the Wikipedia. Gayle shepherded a company which grew to 300 employees serving half a billion users each month! We discuss her role, and what made it possible for her to support both company employees and the much larger Wikipedia community around the world.

Since leaving Wikimedia in 2015, Gayle has returned to her practice consulting practice and now works with a variety of companies and executives to create dynamic organizational cultures in which people are empowered to do their best work.

I have rarely been as moved by the careful choice of words as I was throughout this conversation. I was  impressed with Gayle’s depth of thinking about human development applied to organizations.

Gayle was one of our speakers at the 1st Annual Responsive Conference. I hope you enjoy this interview as much as I enjoyed conducting it!

Show Notes

1:00 – 4:00 Gayle’s interest in organization design
5:00 – 9:00 Wikimedia Foundation
9:00 – 13:00 How the Wikimedia Foundation is organized
13:00 – 15:30 Diversity within the team
15:30 – 23:00 Gayle time joining Wikimedia and the Wikipedia blackout
23:00 – 25:30 Leading with consciousness
25:30 – 28:00 Buddhist monk influence –
28:00 – 30:00 Robin’s podcast with:

30:00 – 35:00 Organizational dynamics created by leader’s shadows
35:00 – 38:00 Creating open feedback loops and a growth mindset
38:00 – 41:00 The mythic and the mundane of leadership
41:00 – 44:00 The power of poetry and understanding the spirit of an organization
44:00 – 48:00 Encyclopedias and editors
48:00 – 52:00 Why Gayle left Wikimedia
52:00 – 56:00 What Gayle is working on now
56:00 – 60:00 Working from cities versus isolated islands
60:00 – 102:00 Robin’s life
102:00 – 110:00 Embodiment

Gayle’s Recommended Books:

Connect with Gayle:

On the web: http://www.gaylekarenyoung.com/
On Facebook: https://www.facebook.com/gaylekaren
On Twitter: https://twitter.com/MissGayle

Categories
Podcast

Erica Seldin: Diversity at August, Radical Transparency and Safety at Work

Erica Seldin (@eseldin) is one of the founders of August Public, a new kind of consulting company that believes today’s most valuable work depends on teams of people who work well together, enabled by organizations purposefully designed to embrace uncertainty.

We cover a wide range of tactics that August has implemented since their inception in August of 2015. We discuss the principle of transparency and why they share their salaries to the curious public. Erica shares what August is doing internally to foster safety at work – not a term often applied to the workplace. And we talk at length about they are doing to build a remote company – the strategies they are implementing to foster collaboration and communication for team members across time zones and continents.

You might also enjoy this conversation, which occurred on stage at the 1st Annual Responsive Conference. Erica shares learnings from August’s transformation effort inside a Fortune 100 company.

Show Notes

03:00 August
6:00 Growth of the company
9:00 Video over audio
12:00 Remote work and office culture
14:00 Physical space
18:00 Diversity
22:00 Inclusion
26:00 Safety at work
33:00 Leadership within August
34:00 Encouraging more ownership
38:00 Erica’s background at the mayor’s office
42:00 Finding the HOW to get things moving forward
45:00 Going back into public service
51:00 Transparency (Link to Buffer and August transparency dashboards)
55:00 Learn more:

 

Categories
Creative Entrepreneurship Podcast

How Not to Join a Cult with Bob Gower

bob-gower

Bob Gower (@bobgower) has one of the most eclectic career paths of anyone I know. I met Bob after he published the article “From Sex Cult to C-Suite” and I was so intrigued by the range of things he had done in his life that I reached out to him. We have been collaborating ever since.

In this interview we dive into what does it mean for humans to be fully mature and how can organizations support human development.

Bob is a part of the curation team and a speaker at the upcoming Responsive Conference, taking place on Sept. 19-20th in Berkeley, CA.

Show Notes

1:30 – 5:30 Adulting
5:30 – 9:30 Why sustain a business?
9:30 – 14:00 Maturity, values, and purpose
15:00 – 19:00 Bob’s eclectic background
19:00 – 22:00 Organization applied to people and organizations
22:00 – 25:00 Messes that work
25:00 – 29:30 Experiencing the world while also faking it
29:30 – 34:00 The cult
34:00 – 36:00 Trying something new
36:30 – 40:00 Cult-like behavior elsewhere
40:00 – 44:30 Freedom after leaving something
44:30 – 47:00 Good Company
Bobgower.com

For another podcast episode discussing The Future of Work, listen to this interview with Mike Arauz:

And if you’ve enjoyed the Robin Zander Show, stay up to date with goings-on and get weekly tactics via the newsletter.

Click Here to Sign-Up

Categories
Entrepreneurship Practical Philosophy

Meredith Haberfeld on Fostering Leadership and Building High Performing Organizations

Meredith

My guest today, Meredith Haberfeld (@merhaberfeld), is the co-founder of Think Human, a coaching company that has worked with a wide variety of organizations – including, among many others, SoulCycle, Spotify, and Flat Iron Health – to foster leadership and build high performing organizations.

Meredith looks at things from a unique viewpoint bridging a scientific, business savvy, and soulful perspective. Since we first met over coffee half a year ago I have been increasingly impressed with Meredith, and how she carries throughout her professional and person lives.

I had the opportunity to spend time with Meredith’s family on a recent trip to New York, enjoyed late night conversation on human development and organization design, and saw first hand the quality with which Meredith treats everyone: using questions to foster each person towards growth.

Meredith will also be a speaker at the 1st Annual Responsive.org Conference in the Bay Area on September 19-20th.

Show Notes

2:00 Meredith’s personal story
5:45 Think Human
9:00 3 lenses: Science, business, and soulfulness
11:30 Coaching and training
15:00 What differentiates the people that work at Think Human
18:00 Building the right team
21:00 Shifting an organization
25:00 Rewire your brain
34:00 Meredith’s experience with SoulCycle
37:00 Having a clear vision
41:00 Building wins for everyone
44:00 Meredith’s vision as a parent
47:00 Meredith’s purpose
Reach out to Meredith: http://www.think-human.com/