『157: Cali Williams Yost - Workplace Flexibility: Addressing Competitive & Talent Realities』のカバーアート

157: Cali Williams Yost - Workplace Flexibility: Addressing Competitive & Talent Realities

157: Cali Williams Yost - Workplace Flexibility: Addressing Competitive & Talent Realities

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 Cali Williams Yost, CEO and Founder of Flex+Strategy Group, has pioneered workplace flexibility since 1995. Cali shares her journey from banking to becoming a flexibility strategist. She explains why flexible work is essential for business growth and attracting and retaining top talent. Cali explains the pitfalls of hybrid and flexible model policy-only approaches and the need for full operational system-wide integration. She urges leaders to rethink outdated work constructs and outlines practical steps for embedding flexibility into organizational culture for sustainable success. TAKEAWAYS Chapter 1: Origins of a Flexibility Strategist [01:19] Cali studies English and Economics appealing to her two contrasting interests. [02:08] Cali's first job at a bank gives her training and allows her to go to New York City! [02:43] Client relationships are key to success, but rigid systems cause Cali's colleagues to quit. [03:35] Cali sees flexible work as logical and proposes it, unsuccessfully to bank leadership. [04:30] A bank client CEO explains he offers flexible working to retain his employees long-term. [05:14] Urged by his business-driven reasoning, Cali leaves to become a flexibility strategist. [05:47] Cali gets an MBA to have credibility with business leaders about workplace innovation. [06:10] Cali joins Families and Work Institute, developing strategies to operationalize flexibility. [07:35] Workplace flexibility becomes an employee benefit part of policy, not operationalised. [08:45] Making policies operational, Cali develops 'work-life fit' and publishes her first book. Chapter 2: Workplace Flexibility Before & During COVID [10:13] Top down approaches are not effective so Cali dives deep into change management. [11:15] Cali starts her own firm to take an operational, integrated approach to flexible working. [12:26] Pre-2020, most companies had flexible work policies but they weren't operationalised. [13:50] Widespread flexibility was organic and inconsistent with more men working remotely. [13:55] When COVID hit, companies with operationalised flexibility policies adapted easily. [14:19] Executives must reassess foundational work constructs and beliefs to adapt effectively. [17:00] The work challenges presented by leaders and younger employees "clash of contexts". [18:55] The upcoming demographic cliff makes flexible work necessary to attract and retain talent. Chapter 3: Leading in the Modern Work Era [19:26] Finding those ready to lead the change, challenge their context and hold space. [19:48] Three change phases—assess, align, activate—are critical for embedding flexibility. [20:10] Leadership alignment is essential; one resistant leader can derail an entire initiative. [22:45] Employers investing in defining new working parameters unlock many benefits. [23:59] Leaders need to be aware of what is and isn't working with employees. [25:31] Critical willingness to hold space for change being messy and looking at work differently. [27:11] Mandating in-office days without data and strategic input erodes employee confidence. [27:52] Executives co-creating with employees to achieve aligned operational flexibility. [29:55] Trust increases when employees participate in experimenting and defining the process. Chapter 4: Intentional Future of Work Transformation [32:11] Senior leaders must be intentional about work transformation. [32:50] The sustainability of 5-day/week RTO policies especially for talent attraction/retention. [34:07] The significant, essential hurdle of stepping back and rethinking the old work model. [35:12] Younger employees successfully create an intern integration program when empowered. [37:45] Talent shortages by 2032 make flexible models essential to business continuity. [38:33] AI will supplement, not replace, human workers—talent attraction remains vital. [39:42] Rigid workspace metrics must evolve to support dynamic, flexible workforce needs. [42:16] Organizational transformation requires change management and relationships with systems thinking. IMMEDIATE ACTION TIP: Leaders need to assess their talent reality from now through 2030 – aligning the expectations of their workforce and the needs of the business. RESOURCES Cali Williams Yost on LinkedIn flex+strategy group website QUOTES Pre-pandemic "Flexibility was happening organically. It was happening inconsistently, and it was not optimized." "The consistent recognition is - I need to do this differently. So what does that look like?" "You have to be willing to hold the space because change is messy." "This [flexibility] isn't a policy. This is a way of operating." "We're getting ready to hit a historic labour cliff demographic cliff. There aren't gonna be people. The workers who are ...
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