• Left to Our Own Devices with Erica Keswin

  • Von: Erica Keswin
  • Podcast
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Left to Our Own Devices with Erica Keswin

Von: Erica Keswin
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  • Inhaltsangabe

  • What does it mean to be human, really human—in work, at home, and in life? How can we bring our whole selves to everything we do? Left to Our Own Devices is a podcast that explores how to bring our human to work and life. It all boils down to one simple thing: honoring relationships. And it’s not rocket science, but it does take intention. Each week, workplace strategist, speaker, and bestselling author, Erica Keswin interviews CEOs, founders, philanthropists, thought leaders, and people just like you to find out all the ways they bring their human to their own lives. Honoring relationships has never mattered more.
    2020 Erica Keswin
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  • Season Finale: A Mental Health Roundtable presented by coaching startup, Terawatt

    Season Finale: A Mental Health Roundtable presented by coaching startup, Terawatt
    May 31 2022
    Mental Health in the workplace is top of mind, especially these days. With all that’s going on in the world, Covid continuing to upend plans, and burnout running rampant through organizations, leaders need practical, tactical solutions to helping their people (and themselves!) deal with mental health challenges. So on this final day of Mental Health Awareness month, Erica moderates a mental health roundtable discussion featuring leading experts in the diversity, inclusion, and belonging space. On this episode we have Daisy Auger-Dominguez, chief people officer at VICE media, Leonora Zilkha Williamson, human capital strategy and executive coach, and Nicholas Griggs-Drane, director of diversity and inclusion at Endeavor. In this episode, the panelists discuss how to recognize mental health matters in the workplace, how leaders and employees alike need to feel psychologically safe in order to be honest and vulnerable (and how to model that from the top), how different generations and geographical regions process mental health matters differently, why having mental health benefits are table stakes now in the recruiting process, and why it’s so important to give people time to unplug and rest in order to combat burnout.Thanks to Terawatt for presenting this panel—“Because everyone deserves a good coach.” Please Subscribe, Rate and Review on Apple Podcasts You can also listen to the show on: StitcherOvercast GoogleSpotify Resources:Quotes:Leonora: “We absolutely need to understand the state of your mental wellness in order to build what’s going to come next for you.”“Gen Z is not going to stand for having mental health be something that’s shoved under the rug and looked down upon. For them—and I see this in my classroom at Vanderbilt—it is no different to tell a professor that you’re not coming to class because you’re having a mental health breakdown than it is to say, ‘I have Covid.’ Those are equally valid reasons to bow out for the day.”Daisy:“The work of diversity, equity, and inclusion is about creating a wholeness, a connectedness, a belonging in the workplace, and it’s really hard to feel connected and a sense of belonging in the workplace when you can’t share what is happening in your life.”“Awareness is nice, but awareness without action doesn’t get you anywhere…The action comes from your managers…How do you encourage the conversations with your employees so that they feel comfortable coming to you, they feel a sense of trust coming to you, that even if you don’t have all the answers, you’re showing that evidence of care.”Nicholas:“The industry is moving toward a goal of diversifying our spaces, but when you have someone from an underrepresented group in a space where they may not feel welcome, there’s additional burdens they’re experiencing.”“Mental health and mental wellness are directly attached to your experience and how you experience your day to day and how you experience yourself when you show up to work and how all those then connect.” Links to Websites or Resources, text numbers email signupsTerawatt’s websiteDaisy’s book, Inclusion RevolutionLeonora’s website, Platinum Rule AdvisorsErica’s websiteOrder Erica’s book, Rituals RoadmapOrder Erica’s book, Bring Your Human to Work Text ‘human’ to 66866 to sign up for Erica’s newsletter where she shares how to honor relationships well and how to bring your human to work and life.Connect with the panelists on LinkedIn:DaisyLeonoraNicholas Connect with Erica: InstagramTwitterLinkedInFacebook
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    1 Std.
  • Scaling a Fintech Platform to Unicorn Status by Following Immigrant Family Values with Suneera Madhani, Co-founder and CEO of Stax Payments

    Scaling a Fintech Platform to Unicorn Status by Following Immigrant Family Values with Suneera Madhani, Co-founder and CEO of Stax Payments
    May 10 2022
    What does it take to scale a business from an idea to unicorn status? Suneera Madhani would say to look to family values—specifically the ones her Pakistani parents instilled in her. With her brother, Suneera co-founded Stax Payments, a fintech platform now processing $23 billion in payments, so it’s clear that these immigrant family values are working. Suneera speaks with Erica about her three-bucket principle to prioritizing what matters most, Stax’s rituals around shared meals, why they’ve chosen a hybrid model for the office, and how onboarding should be intentionally thought through from the moment a prospective hire receives an offer letter. Suneera also runs the CEO School, a platform dedicated to educating women entrepreneurs on how to scale their businesses and go from founder to CEO. Suneera launched this platform after learning that less than 2% of female founders ever break $1 million in revenue, so now she aims to increase that number. CEO School includes a podcast as well as a membership with monthly classes, community events, fireside chats, and a quarterly curated product box. Additionally, Suneera’s new CEO School Course—an 8-week experience, with workshops on power, pitch, process, product, people, and profit—is open for enrollment May 19th-May 25th, and you can sign up below!  Please Subscribe, Rate and Review on Apple Podcasts You can also listen to the show on: StitcherOvercast GoogleSpotifyResources:Quotes:“Less than 2% of female founders ever break 1 million in revenue.”“This [success] was all a compilation of saying ‘yes.’ Saying yes to opportunity, saying yes to following my heart, following my passions. But I will tell you, there was a point last year where I faced complete, utter burnout. That’s usually what happens when we say ‘yes’ to too many things. We really have to recalibrate, where can I say ‘no’? And without feeling guilty about saying no. It’s definitely a struggle.”“You can have your plate and you can fill it sky high, but usually if you look at a healthy plate, it’s balanced in three components. That’s how I view the three-bucket principle.”“I think onboarding begins from the offer letter; it begins even on the interview process…So we take it all the way back to say, ‘How can we drive incredible experience all the way through?’ And that’s just done with purpose and intention and showing your value system.”“I work with my brother; this is a family business as well. Part of our DNA was always one team, one dream. And we’re always team above self. That’s how I want our people to be, and that’s truly this team that we have.”Links to Websites or Resources, text numbers email signupsThe CEO SchoolThe CEO School courseStax PaymentsSuneera’s post on immigrant family valuesSuneera’s Forbes article on the Great ResignationErica’s websiteOrder Erica’s book, Rituals RoadmapOrder Erica’s book, Bring Your Human to WorkText ‘human’ to 66866 to sign up for Erica’s newsletter where she shares how to honor relationships well and how to bring your human to work and life.Connect with Suneera:InstagramCEO School InstagramStax Payments InstagramTwitterLinkedInFacebook Connect with Erica: InstagramTwitterLinkedInFacebook
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    34 Min.
  • The Human Way to Disagree with Amy Gallo, Author, Speaker, and Contributing Editor at Harvard Business Review

    The Human Way to Disagree with Amy Gallo, Author, Speaker, and Contributing Editor at Harvard Business Review
    May 3 2022
    Contrary to popular belief, the highest performing teams are not necessarily conflict free. In fact, healthy disagreement—or creative friction—leads to more innovation, more trust, better ideas, and higher performance. Amy Gallo, author, podcast host, and contributing editor at Harvard Business Review, sits down with Erica on this week’s episode to discuss how to disagree in a human way. This conversation equips leaders and employees alike to build trust and psychological safety in relationships and teams (the foundation of healthy conflict), navigate difficult conversations, and establish norms around disagreement. They also touch on how and why there are gender differences in disagreement and advocacy, why a hybrid work environment makes conflict more difficult, and how to approach—top down OR bottom up—disagreement on whether employees should return to the office fully or be able to keep a flexible schedule. Anyone who’s ever struggled with conflict in the workplace will find this conversation enlightening and helpful.  Amy’s latest book, Getting Along: How to Work with Anyone, Even Difficult People, is out September 13th and available for pre-order now.Please Subscribe, Rate and Review on Apple Podcasts You can also listen to the show on: StitcherOvercast GoogleSpotify Resources:Quotes:“That leads to what Patrick Lencioni, the author of The Five Dysfunctions of a Team, calls artificial harmony. So it’s this idea that we look like we’re getting along, we’re all nodding and agreeing, but then there’s this sort of simmering tension or resentment that’s underneath the surface that never comes up. Or comes up sideways, and you have these big explosions.” “You need trust in order to have disagreements. You need to respect the other person in order to voice your disagreement. You need to have a sense of belonging and safety. And when you don’t have those things, whether it’s in a marriage or on a team, it’s going to look like everything’s fine, because disagreements aren’t coming up, but things often are very, very wrong. And you’re not going to get all of the benefits of disagreeing, right you know, [like] innovation. What Linda Hill at Harvard Business School calls creative friction, that comes with you and I disagreeing, we’re gonna come up with a better idea if we surface our underlying assumptions, and we articulate our point of view, and we go to bat for our ideas and then collaborate and integrate each of our ideas into something better, right? We get better work outcomes. We also tend to have stronger relationships because to disagree you need to have trust, and once actually have disagreed, you do have a conflict and you’ve worked through it, you’ve set the precedent that our relationship will survive even if we disagree.”“Having difficult conversations, having disagreements are table stakes when it comes to trying to create inclusive work environments.”“One of the basic things is, as a leader, if you haven’t said out loud, ‘We will not always see eye to eye, and I think that is a good thing,’ say that tomorrow to your team. Because you have to lay the groundwork that disagreement is a normal, inevitable part of other human beings interacting. And it’s not going to be shut down if it comes up. We’re going to hear it, we’re going to listen to it. And setting norms around how do we do that.”“Part of me believes we need to reclaim this language that’s always negative. To me, conflict is when our needs, wants, desires are not aligned. And we have to figure out how to align them or how to get to an answer where at least some of those desires, wants, and needs are met, but maybe not all of them.”“You need to be crystal clear about why you actually want people back [in the office]. What purpose is it serving for the organization, for them as employees? You know, people have gotten used to being able to pick up their kids from school or at the bus stop. You’re asking them to disrupt a routine that they’ve gotten used to and, as you say, have been able to do their jobs just as well.”“Given what the labor market looks like right now, I would be very hesitant to enforce something that’s going to make a lot of people unhappy. There are people who are willing to leave over [forced RTO], and a lot have.” Links to Websites or Resources, text numbers email signupsAmy’s websitePre-order Amy’s book, Getting AlongErica’s websiteOrder Erica’s book, Rituals RoadmapOrder Erica’s book, Bring Your Human to WorkText ‘human’ to 66866 to sign up for Erica’s newsletter where she shares how to honor relationships well and how to bring your human to work and life. Connect with Amy:InstagramTwitterLinkedIn Connect with Erica: InstagramTwitterLinkedInFacebook
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    40 Min.
Management & Leadership Ökonomie Sozialwissenschaften Beziehungen
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