The Future Of Work Podcast With Jacob Morgan | Futurist | Workplace | Careers | Employee Experience & Engagement |

Erin Meyer is the co-author of No Rules Rules: Netflix and the Culture of Reinvention, which she co-authored with Reed Hastings, the founder and CEO of Netflix. She is also the author of The Culture Map and a professor at INSEAD. For the book, No Rules Rules, Erin spent a lot of time observing the corporate culture inside of Netflix, she interviewed employees, and got first hand stories of how the company values started from Reed himself. Netflix definitely has a unique culture and an interesting way to give employees freedom. While not every company can use their method of autonomy, there are lessons we can all learn from how they operate. What led Erin to write No Rules Rules Erin’s first book, The Culture Map, came out in 2014 and it dove into the topic of how people of different backgrounds and cultures can work together harmoniously and effectively. The book really took off over the next few years and in 2016 Erin received an email from a fellow Peace Corps volunteer who was interested in learning more

Are you struggling to see change inside your organization? Just like brushing your teeth or working out in the gym, seeing change doesn’t happen overnight. It is a very slow process and has to start somewhere. So be the change you want to see inside your company. Lead by example so that other people can see you and start imitating you. Show the people in your organization that the changes you want to see are attainable.

Kate Johnson is President of Microsoft US, a $45 billion division including all of Microsoft’s solutions, services, and support revenues across public and private sectors in the United States. Kate is responsible for a team of 10,000 people and she has been very involved in Microsoft’s culture journey led by CEO Satya Nadella. Prior to Microsoft Kate served as the Chief Commercial Officer for GE Digital. She has held several key senior leadership roles at GE, Oracle, Red Hat, and Deloitte Consulting. Kate believes that leadership is a state of mind, it’s not about how many people you lead or your seniority level, it’s about the characteristics and skills you demonstrate on a day-to-day basis. You can be a leader if you are an individual worker without anyone reporting to you directly just as much as someone can be a leader with thousands of employees reporting to them. Important experiences for anyone aspiring to be a senior leader Kate has a very diverse background when it comes to her career. She got her

Your attitude and approach towards feedback says a lot about the type of mindset you have. As a leader and a manager inside of your organization, having a growth mindset means that you give feedback in a way that allows your employees to grow and learn new things. You're not insulting them, bashing them, or putting them down because that doesn't allow room for growth or learning. The first step in doing this is making sure that we actually give feedback on a regular basis. Most organizations give annual performance reviews, which no longer makes sense. Your company should have regular check-ins and regular conversations to provide feedback. As a leader, you also want to make sure you encourage your employees to practice self-reflection. If you know the answer to something, don’t just give it to others. Let your people figure things out on their own--that's where the learning and growth happens.

Mark Dixon is the founder & CEO of International Workplace Group (IWG), formerly known as Regus, the world’s largest provider of flexible workspace solutions. They have over 3,300 locations and 15,000 team members in 120 countries around the world. Mark has a unique and diverse background leading up to his current role. He actually dropped out of school at the age of 16 to start a business delivering sandwiches by bicycle. He has been a logger, a miner, a barman, an investor, and a door-to-door encyclopedia salesman--all before founding IWG in 1989. He always knew he wanted to go into business, but he also realized early on that he needed experience and training and that’s definitely what he got throughout every job he had. He learned other languages, he tried multiple different roles, he soaked up what he could from the people he worked with--and all of it led him to his current position. As Mark shares, “I've worked with some fantastic people, either within the companies or advisors or people I know. An

Pick up any leadership book that's out there, including mine, and you'll find a list of things leaders do. But have you ever wondered about the things great leaders DON’T do? 1. They don't ignore criticism. Successful leaders are willing to take that criticism and feedback and use it as an opportunity to learn and grow. 2. They don't let their emotions take control of them. Great leaders don't make rash decisions or blow up when something goes wrong. 3. They don't avoid responsibility for their choices. A great leader is able to stand by their actions. Even if they make a mistake, they acknowledge it and take responsibility. 4. They don’t break their commitments. Great leaders stand by their word. If they say they’ll do something or be somewhere, then they do it, and they show up when they need to be there. 5. They never say never. Great leaders look forward and constantly consider the big picture. They don't limit their thinking by saying, we're never going to try that, that will never work.

I remember when I first got asked to give a talk on my new book The Future Leader. The book wasn't even done yet but the company that brought me in was really excited to be the first one in the world to hear the research, the ideas, and the concepts that I spent the past 18 months working on. To say I was nervous was a bit of an understatement. I never shared this stuff with anyone before! But, it ended up being one of my favorite presentations I've given and I wanted to share it with you. I hope you enjoy it.     What does it take to lead in the future of work? For my new book, The Future Leader, I interviewed over 140 of the world's top CEOs and surveyed nearly 14,000 employees in partnership with LinkedIn to identify 4 crucial mindsets and 5 essential skills to lead in a post-covid world. "Whether you're a current or future leader, this book is one that you should read and keep near you." Ajay Banga, CEO, Mastercard. Click here to grab a copy for yourself and your teams, you'll be glad you did! Get the lat

I have written four books, and The Future Leader was the hardest book to write. The research and logistics that went on for this book were very long and thorough. People have asked me a couple of things with regards to the book. In this video, I share why I wrote the book, the reason behind using the lighthouse as a book cover and a symbol for leadership, and what leaders of today must do to prepare for the future. If you have any questions about the book, drop them in the comments below or send me a personal message. You can order your copy here: http://getfutureleaderbook.com/

Most business leaders around the world are not good leaders... They aren't bad people, but their approaches to leadership are simply put...obsolete. We can especially see this quite clearly with what has been going on with Black Lives Matter, COVID-19, and the ongoing fight against racism and social injustice. To give you an analogy, it's a bit like trying to fly a modern-day passenger plane while being trained on an original Wright Brothers plane. There's a chance you might get the plane in the air, but you won't go far. Leadership around the world is failing us. Consider some of these sobering statistics take from my book, The Future Leader: 80% of employees say they can do their jobs without their managers and say their managers are not even necessary (Ultimate Software and Center for Generational Kinetics). Almost half of 2,257 survey respondents said they could do their jobs better than their boss (Randstad). 60% of employees have left or are considering leaving their jobs because they don't like their

Oftentimes inside of our companies, we've been doing things for decades just because we've been doing them for decades. It's important for us to break away from that cycle and start thinking about creative new ways of doing things. One thing you can do is write down all of your ideas, like a brain dump. Put all your ideas on paper and just see what comes out of your head. The reason this is crucial is because when you can write down your idea and conceptualize it, you really think through a lot of stuff. And you spend less time worrying about pretty pictures or making things look nice. After your brain dump, you can look for common patterns. And once you clump these things together, turn it into a six-page document, flesh out all your ideas, and let other people take a look at it and give their feedback.

After graduating from college with honors and a dual Bachelors degree in economics and psychology, I was excited to join the corporate world. I had dreams of one day becoming the CMO of a large organization. At my first job out of college I was promised that I would be working on amazing projects and traveling the country meeting with executives and entrepreneurs. Instead, I was stuck doing data entry, cold calling, and PowerPoint presentations. One day the CEO of the company asked me to go buy him a cup of coffee, that was the last job I ever had. Since then I have been passionate about the future of work and designing great employee experiences. This happened to me, but I’m not special. There are millions of people who feel this same way about their managers and their organizations every single day. We have built our organizations on outdated processes, procedures, and ways of thinking about work for the past 100+ years. It’s no wonder that so many people around the world don’t like their jobs.  Why we need

I've talked to a lot of executives and CEOs of companies around the world, and consistently the top trend they tell me that's going to impact and change the future of work is technology. The reality is, technology is unavoidable. It’s all around us: in our home, in our office, in our cars, and even in our pocket. Which is why it's so important for us to be able to be friends with technology and not be scared of it. As a leader, you shouldn’t shy away from technology. You have to learn the new technologies that can greatly impact your organization. You don’t have to be an expert in technology, you just have to recognize its potential. You can even hire people knowledgeable in technology. But the important thing is to embrace it and don’t ignore it.

Sébastien Bazin is the Chairman and CEO of Accor, the largest hospitality company in Europe and the 6th largest worldwide with 5,100 locations in 110 countries. Sébastien leads a huge team of over 280,000 people, and they add around 80,000 new employees each year. Sébastien says he never dreamed of being a CEO, it definitely wasn’t his original plan. All he knew was he didn’t want to go into the family business, which was a real estate company his family had owned for five generations. He wanted to do his own thing and carve his own path. He spent some time studying in Paris and then he moved to New York to work on Wall Street as a financial analyst. He tried his hand at stock trading and investment banking in New York as well. He spent some time working in San Francisco until the market crash in 1991, then he moved to London. Eventually, he became a board member of Accor, and as Sébastien describes himself at that time he was, “very vocal and long shareholder, probably nasty guy. I was, I hope I'm no longer,

Consider some of the technologies you use in your personal life. Think about how easy it is for you to do things like communicating with people, share information, and stay on top of what's going on. Now think about what it would be like if you had similar technologies that you could use inside of your organization. How much easier would it be for you to get stuff done? This is why many organizations that have strong technology initiatives involve employees in the process of figuring out the best technologies to use. Teams need the right technology to succeed. You can achieve this by getting feedback and perspectives of the employees inside your organization around the technologies that will benefit them the most.

BJ Fogg is the bestselling author of Tiny Habits: The Small Changes That Change Everything and the founder and director of The Stanford Design Lab, where he has directed research for over 20 years. Back in 2002, BJ wrote a book called Persuasive Technology about how computers can be designed to influence attitudes and behaviors, which is still relevant nearly 20 years later. He was also named a “New Guru You Should Know” by Fortune Magazine. A lot of times we resist change, especially when it comes to leadership because we believe it will take huge steps, big commitment, and a lot of willpower. But BJ’s Tiny Habits method proves that’s not true. A different way to think about habits Growing up BJ recalls how he was taught to make a change or improve in some way. It was all about setting a really high goal and using willpower and a lot of discipline to reach that goal. But as an adult, he found that it wasn’t working that way. And, as hacking things was something he had done since he was young--like hooking a

The idea of a growth mindset was created by a professor named Carol Dweck. She defines it as a belief that there is always room for improvement. Unlike the fixed mindset where you think that your talent and intelligence are fixed and can’t be further improved. If you're able to embrace the concepts of having a growth mindset, you’ll be much farther ahead than your peers and even than some of the people you work for. With things changing so quickly, it's important for us to be able to grow, to learn new things, to become better at certain things, and to not maintain that fixed mindset mentality.

Dr. Margaret Heffernan is the author of six books including Willful Blindness: Why We Ignore the Obvious At Our Peril and Uncharted: How to Map the Future and Professor of Practice at the University of Bath. Margaret also has a TED Talk called The Human Skills We Need in an Unpredictable World which has been viewed over 3.6 million times. Before getting involved in business Margaret produced programs for the BBC for 13 years. She is currently Lead Faculty for the Forward Institute’s Responsible Leadership Programme and she also mentors CEOs and senior executives at major global organizations around the world. While Margaret was writing Willful Blindness and a short book for TED called Beyond Measure she noticed that she kept having weird conversations with people who were asking her a lot of questions about the future. What’s going to happen with Brexit? What’s going to happen with Trump? Will there be another banking crisis? And it was during this time that Margaret realized that most people do not know how

Everyone must learn how to serve their leaders. Service to leaders essentially means helping make your boss look good. This doesn't mean sucking up--the goal is to help make your boss's job easier so you can progress together. Serving your leaders starts with having a good relationship with them. If you don't have a good relationship with your leaders, it's difficult to serve them. A lot of companies around the world are shifting in this direction, but you can also help initiate some of these things yourself as an employee who isn’t in a leadership position. You can ask your leaders to have regular check-ins, frequent discussions to share updates, and to help make sure that you are both progressing. Having a good relationship with your leader means you also understand their perspective.

Self-sabotage is how we hurt ourselves, whether consciously or unconsciously, and keep ourselves from achieving our plans, goals, and dreams. Many, if not all of us, have sabotaged ourselves in one way or another. But the good news is, we can overcome sabotaging behaviors, it just takes self-awareness and effort. There are five common self-sabotaging behaviors that we need to be on the lookout for. Negative self talk When you make a mistake or fail at something, what does your self-talk sound like in your head? Do you build yourself up or do you tear yourself down. A lot of us struggle with negative self-talk, the voice in your head that says “you’re dumb, how could you do that” or “you will never be able to figure this out”. It is easy to default to this kind of talk, but if you don’t work to overcome this it can hold you back and keep you from success. No one is going to be your #1 cheerleader in life but you. If you struggle with this it is important to be aware of it and every time you realize you are thi

One way to practice self-awareness is with meditation. It slows down your breathing and thinking and allows you to be more in tune with how you're thinking, how you're feeling, what's going on around you, and it really helps make you more self-aware. Meditation can also help you take breaks. This can serve as your rest when you are stressed or tired from work. The goal is to be able to meditate for 20 minutes straight. Personally, I find it hard to meditate for 20 minutes, so I started with shorter meditations and try to increase my focus and time. Have you tried meditating?