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  • 55 - Mental Health Awareness

    55 - Mental Health Awareness
    2025/04/18
    Taking care of your team: why you can’t afford to ignore mental health at work Welcome back to Blended! Today, we’re talking about something that is often a strand that weaves through many of the issues we talk about here on the show, from burnout to bias – and that’s mental health. But today we’re focusing in on mental health, and putting the spotlight onto how it interacts with work. Almost 60% of the world population is in work, and we spend a lot of time there. We often spend more time in a workplace than we do at home, more time with our colleagues than we do our families! That amount of time, the environment we’re in, the people around us, the culture – all those elements of work are going to massively impact us. And, of course, everything that happens at home, we’re inevitably going to take to work with us as well. So it’s incredibly important to prioritize mental health. But, unfortunately, the numbers show we’re not doing a good enough job. Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of $1 trillion per year in lost productivity. Not to mention the impact on those people’s wellbeing. So what we can do? Our panel are going to be exploring what’s going wrong, as well as sharing some of the ways we can all protect and promote good mental health at work. IN THIS EPISODE: [01.21] Introductions to our Blended panelists. · Mariana – Marketing Director at WSI and Kase · Prakash – Fulfilment Specialist and Founder of OTIM · Brandon – Founder of Warm Heart Life · Debra – SVP, Marketing and Strategy at Halo Effect Management “Mental health isn’t separate from work. It’s the foundation of what we’re doing.” Debra [07.53] The group discuss healthy work environments – what they look like, why they’re so important, and how we define performance in a healthy environment. “We have no problem talking about our physical wellbeing. It needs to be just as easy to talk about our mental wellbeing... At my office, we all got standing desks and we didn’t have to justify it: sitting for hours a day, it’s not good for your health. And, to me, a collaborative space where we come together and laugh and catch up on life is just as important as that standing desk.” Mariana “We need to be able to slow down and ask: ‘How are you?’ Actually seeing the person you’re working with, rather than just using them.” Debra · Work is a big proportion of our lives · Mental health does not equal mental illness · Focus on/acceptance of physical health, rejection of mental health · Brandon’s experience of both healthy and unhealthy working environments, their impact, and how they could have changed the course of his life and career forever · Impact of leadership · Importance of trying different things/working in different places · Communication · Tailoring environments – people work differently · Setting clear expectations and defining performance goals for individuals · Allowing teams to be safe in their honesty and communication · Recognizing burnout · Understanding individual’s holistic needs · Importance of timely feedback/regular check-ins · Building trust · Carrying weight of unhealthy cultures into new working environments · Psychological safety · Importance of slowing down · Over-focus on productivity · Resilience · Stress/pressure · Individual responsibility vs team collaboration · Measuring KPIs for individuals and leaders · Visibility · Leadership vulnerability – trust, leading by example and giving permission · Advocating for yourself · Community “It really comes down to individuals and, if you have the right few people around you, you can transform an entire team just by having the right conversations. It doesn’t have to be the corporate conversations where you’re giving all the right trigger words, talking to the C Suite... We’re all human.” Prakash “We assign value to people via their productivity. Leaders are feeling the pressures, employees are. And we’re not having the capacity conversation. Are we actually setting realistic expectations for ourselves, based in reality?” Debra [59.31] Brandon’s experiences with mental health, and his take on the importance of shifting your mindset away from negativity and towards positivity and problem-solving. · Importance of talking · Personal development [01.07.36] The panel explore responsibility, and the role individuals and leaders ...
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    1 時間 27 分
  • 54 - Banning Non Competes: Good for Workers, Businesses and the Economy

    54 - Banning Non Competes: Good for Workers, Businesses and the Economy
    2025/03/13
    Today, we’re taking on a topic you’ve probably heard of – it may have even impacted you personally. But you might not be aware just how linked it is to the issue of diversity and inclusion. We’re talking about noncompete agreements. Noncompetes have long been a staple in corporate America. But, despite supposedly being in place to protect trade secrets, many workers, including low earners, have been subject to this practice, greatly restricting their career options, flexibility and earning potential. And that’s especially the case for underrepresented voices. A number of studies suggest that noncompete agreements more strongly affect women and people of color, with one finding that strict enforcement of noncompete agreements lowered the wages of women and people of color by twice as much as white men. But things are starting to change. Last year, the FTC announced a rule banning noncompetes. Whilst it was largely welcomed by workers, not all employers were so happy about it. So we’re going to dive into the issue today. We’re going to talk about what noncompete agreements are, how they harm workers, especially women and other underrepresented voices, and share ideas for how organizations can build trust and employee retention, without restrictive contracts. IN THIS EPISODE: [01.38] Introductions to our Blended panelists. · Kiran – Founder and CEO of M2M Business Solutions, and CEO at Brar’s · Karin – CEO at NIRAKIO · Chelsey – Founder of The Asterios Group [05.08] The group discuss noncompete agreements – what they are, their purpose, why people sign them, the challenges, and how they ultimately harm workers. · Restricted transitions from employed to self-employment/entrepreneurship · Restricted employed career growth · Can they actually be managed? · Who really wins? · Who is considered competition? – Understanding your exposure as an employee · Regular monitoring and updates · Challenge to enforce · Time and cost implications · Role in sales · Negotiation · Complexity · Intent · Lack of understanding – employees often don’t understand the potential depth of the contract · Ethics/integrity · Multitude of agreements: o Noncompete o Non-solicitation o Exclusivity o Separation agreements o Mutual non-disclosure o Confidentiality o NDA · Making it too easy to sign · Different interpretations/translations/meanings · Contradiction · Trust · Impact of words on culture · Role of technology · What can you actually restrict? · Can you restrict people and not AI? · Evolution of noncompetes · Company IP vs personal IP · Impact of job-hopping · Retention incentives · Asking for more money · Creating the right culture · Impact of economic conditions and market changes · Judgement · Senior vs junior employees “At the highest level, it sounds like a good idea. It’s at least a good idea for the employer, but not always for the employee.” Karin “It’s a system that’s put in place with the right intentions, to overcome certain issues, but I personally feel that it doesn’t fulfil the requirements either for the employer or the employee.” Kiran “It was originally designed to protect companies, but I don’t think that’s where it’s sitting today.” Chelsey “It’s something that has to be monitored, managed and updated – and potentially resigned on a regular basis, if a company is serious about its intent behind the noncompete. That’s very expensive, and each and every time you request an employee to re-sign, it’s a time for that employee to reconsider if they still want to be a part of that organization.” Karin “Fewer than 10% of workers negotiate these agreements.” Chelsey “Can everyone talk about the meaning of the words?! The words have lost all meaning, they’ve become buzzwords... Let’s talk about the words as part of impact on culture.” Kiran “It’s so hard to restrict information in a human brain. If I’m an employee in one place and go to another, I didn’t say anything about my previous job… but I still have lessons learned and knowledge, I’m not sharing information customer-to-customer, but I’m going to have new solutions. There are certain things you can’t restrict, even when you’re being ethical.” Kiran “When you build a body of expertise in a particular market segment, you’re more valuable in that market segment… My personal IP makes ...
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    1 時間 21 分
  • 53 - Don’t Feel the Burn: Fighting Workplace Burnout

    53 - Don’t Feel the Burn: Fighting Workplace Burnout
    2025/02/13

    Today, we’re talking about something that has been around a long time but, until relatively recently, wasn’t talked about openly or officially recognized – and that’s burnout.

    Burnout has been hitting the headlines more and more. From ongoing disruption to widespread corporate cost-cutting, the pressure on teams and individuals—regardless of industry—is high. And, despite being increasingly literate about health and well-being, many still find themselves stressed, overworked, and exhausted.

    And, ultimately, people are being driven out of the workforce. In a time when labor issues are an ongoing and costly issue for many organizations, we cannot afford to ignore this burning issue.

    Our panel will be exploring what burnout looks like, the multitude of physical and emotional symptoms, how to recognize it in ourselves and others, the balance of responsibility between leaders, organizations, and individuals, and what people can do to combat burnout.
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    1 時間 28 分
  • 52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career

    52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career
    2025/01/08
    Today we’re talking, once again, about mentorship. We dove into this huge topic back in episode 48 and covered a lot of ground. But one thing we didn’t talk about was sponsorship. A few years ago, sponsorship was a topic I didn’t think too much about. But I’ve found myself talking about it more and more on my Women in Supply Chain series, so I decided it was time to take a closer look. And, as organizations strive to create more inclusive and equitable workplaces, it’s important that we do. Sylvia Ann Hewlett, author of the book Forget a Mentor, Find a Sponsor said that sponsorship has long been the inside track for white men. Men are 46% more likely than women, and Caucasians are 63% more likely than professionals of color, to have a sponsor seeing to their success. And those are figures we all have a responsibility to change. Our panel will be diving into exactly what mentorship and sponsorship mean, and the difference between the two; the big question of whether or not sponsorship is favoritism; and what leaders and individuals can do to create positive sponsorship experiences that work for everyone. IN THIS EPISODE: [01.15] Introductions to our Blended panelists. · Ahmed – Global Business Development Director at GN TEQ · Sandy – CEO/Owner at Cahill Consulting Marketing · Julienne – Principal at J.Ryan Partners · Doug – VP of Marketing Strategy at Position : Global · Katie – Senior Vice President of Industry Relations and Strategic Initiatives at Manifest: The Future of Logistics [08.21] The group discuss what sponsorship and mentorship mean, and the difference between the two. · Private vs public · Advocacy · Mentorship o Emotional support o Help and tools o Teaching/knowledge-sharing o Boost self-esteem o ‘Special friend’/cheerleader o Co-worker o Organic o Two-way o Private relationship o Fluid · Sponsorship o Boss/leader o Introduce opportunities o Earned/chosen o One-way o Public relationship o Influence o Formal o Reputation – career impact · Visibility · Consistency · Putting in the work · Setting the foundations · Contracts · Goals · Expectations · Responsibility · Passion · Potential · Intent · ‘Personal board of advisors’ · Relationship-building · Trust “A mentor is someone that provides advice, support, and coaching… A mentor falls in the private relationship side of things, and sponsorship becomes much more public… Looking at that full spectrum is really important.” Katie “A sponsor can open doors for opportunity. A mentor provides the tools; supports the person and guides so they can open those doors.” Sandy “With sponsorship, the number one implied rule is that, if somethings comes of this as the person being sponsored, you’re going to do a great job and make the sponsor look good.” Doug “We’ve been going through a lot of lay-offs, a lot of transitions. We can’t depend on just one person to champion us… I coach people to make themselves visible to multiple people who could advocate for them. And the more you have somebody validating this persons worth, the more chance they have to move ahead. They’re no longer one person’s favorite.” Julienne [39.21] The panel reflect on whether or not sponsorship is favoritism, and how we challenge leaders to create a more level playing field across both corporate and small to medium sized environments. · Bias · Formal programs · Managing connections in SMEs versus corporate · Resources · Education [51.39] The group explore what individuals can do to open up conversations and create sponsorship opportunities; and they share their personal experiences of sponsorship and what we can learn. · Confidence/self-doubt · Imposter syndrome · Authenticity · Initiative · Writing down goals · Sharing achievements · Asking questions · Self-advocacy · Understanding your ‘why’ · ‘Ladder approach’ · Understanding/learning different communication styles · Honesty · Respect · Empathy · Grace · Listening · Be brave · Be proactive · Be prepared · Be humble “Every six months or so, jot down what you’ve done – it’s so easy to forget about your accomplishments… When you’ve got the facts ...
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    1 時間 21 分
  • 51 - More than words: The Power of Intentional Inclusion

    51 - More than words: The Power of Intentional Inclusion
    2024/12/18

    Today, we’re talking about inclusion.

    Now, this is not the first time we’ve talked about inclusion on the show. It’s a key part of building working cultures and environments that we all want to be a part of.

    But it seems that the way organizations are viewing inclusion might be changing. A number of leading diversity officers are reporting pushback against diversity, equity, and inclusion programs, with many organizations shifting their focus to inclusion only.

    But is it that a good thing?

    Because diversity is a fact, we’re all different. But inclusion is very much a choice. And, as workplaces continue to grapple with the changing face of the DEI landscape, it’s become increasingly clear that inclusion isn’t something that just happens. We have to work hard at it. It needs a proactive approach from everyone involved, top down – it needs intent.

    Intentional inclusion is now a growing trend in the DEI space, and we’re going to be putting the spotlight onto it today.

    Our panel will be diving into what intentional inclusion means, and the different areas it’s comprised of; how we promote intentional inclusion and the barriers getting in the way; the need to create safe spaces; and the language we use to bring intentional inclusion to life.
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    1 時間 23 分
  • 50 - When cultures collide – bridging generational divides in the workplace

    50 - When cultures collide – bridging generational divides in the workplace
    2024/11/27
    Today, we’re talking about generational diversity. Demographic change is one of the biggest issues facing contemporary workplaces. The working-age population in the US is reportedly contracting at a pace not seen since World War Two but, unlike that time, there’s no expected baby boom to compensate for it – in fact, each generation is getting smaller. We now find ourselves with a shrinking younger population and a growing older one. But, despite that reality – showing a clear need for older people to remain in the workforce – we’ve actually seen a surge of those older people exiting the workplace in the last few years. From early retirement and what Harvard Business Review called a “caustic mix of ageism and cost-cutting measures during the pandemic,” businesses let older people go, without considering the reality of recruiting and retaining the younger workers to fill those roles. And, as a consequence, we’ve seen many organizations struggle to build and maintain reliable, resilient, and effective workplaces. It’s clear that, in order to set themselves up for success now and in the future, organizations need to embrace generational diversity – they need to learn to bring those cultures together, leverage their varied skillsets, and build environments that allow everybody to shine. So, our panel are diving into all of that today. They’ll be talking about what generational diversity means; labels placed onto different generations, and the typical perspectives and working styles you might expect from them; navigating difficult conversations in the workplace; and how to put a focus on nurturing generationally diverse working cultures. IN THIS EPISODE: [01.40] Introductions to our Blended panellists. · Merlinda – Chief Community Strategist/Consultant at Community Sauce · Betty – Business Continuity Management Consultant at Kildow Consulting · Crystal – Founder and Head of Partnerships at Digital Culture Group · Annik – Marketing Strategist and Social Media Manager [05.40] The group explore the fundamentals of generational diversity; the labels placed on generations; navigating different perspectives and misunderstandings; and managing difficult conversations. · Changing work environments · Working towards shared goals · Grace · Acceptance · Openness · Embracing the natural cycle · Generational groups, eg. Millennial, Gen Z, Gen X, Baby Boomers, etc o Personality traits o Perspectives o Ways of working o What each generation brings to the table o Finding the balance o Getting to know people as individuals · Differences between America and Europe, different cultures · Bias · Stereotypes · Connection · Influence · Misunderstanding · Training · Mediators · Bringing in professionals in people and culture · How we navigate tough conversations · Influence of an organization’s culture · Influence of gender · Embracing difference · Worth · Judgment · Preconceptions · Traditional/reverse mentorship · Sponsorship · Allyship · Vulnerability “Are there differences? Yes. Are they something we have to fear, and worry about overcoming? No! Generational diversity is something we should accept, embrace – and look for the value.” Betty “To me, the biggest concern in generational diversity is people not being open to one another. There’s where problems arise.” Annik “Maybe it’s our way of understanding people, we want to put them in a category. Bu that’s a mistake… There isn’t one person in the world that is going to comfortably and totally fit into a box. We’re all the sum of so many different components.” Betty “Millennials are kind of scrappy! We’re going to say what we feel, because respect is our number one priority... We had to deal with so much to change the workplace to what it is now, from convenience to diversity, we had to fight for that to happen.” Crystal “I’ve noticed resistance to my perspective... As a Gen Zer, sometimes I feel misunderstood.” Annik [51.24] The panel reflects on their personal experiences of generational diversity in the workplace, and what they learned. · Ego · Pride · Role of therapy · Empathy · Lack of understanding · Asking questions · Responsibility · Leadership · Appreciating the contributions of other generations [01.18.13] The group discussed how we prioritize generational ...
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    1 時間 31 分
  • 49 - Dos and Dont's of Employee Resource Groups

    49 - Dos and Dont's of Employee Resource Groups
    2024/10/17
    Today, we’re doing a deep dive into a DEI initiative that has rapidly grown in popularity over the last few years – and that’s employee resource groups, otherwise known as ERGs. They’ll be talking about how ERGs work and the importance of purpose; the challenges and opportunities; and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs. IN THIS EPISODE: [01.43] Introductions to our Blended panellists. · Lola – Founder of EQImindset and Immigrants in Corporate (IIC) · Sherica – CEO at Polished Consulting · Bart – Strategic Advisor for Supply Chain · Jennifer – International Speaker, Journalist and Author [10.12] The group explore the basics of ERGs: what they are, how they work, their purpose, and the benefits and opportunities to be found. · Psychological safety · Authenticity · Evolution of ERGs · Community · Connection · Acceptance · Shared values · Judgment-free zones · Intent vs reality · Affinity · Goals and purpose o Employee insight o Employee experience o Hiring o Retention o Sustainability · Intersectionality · Is there such thing as too many ERGs? · Benefits and opportunities · Post-pandemic mindset changes · Engagement/disengagement with work · The great resignation · Alignment · Burnout · Fostering meaning outside of work · Shared culture and passions “It’s a group of people with a shared interest; like minded people who can come and have a sense of community, be seen and heard, and be their authentic selves.” Sherica “The two words for me are: ‘organized’ and ‘goal’… Whatever organizations decide to call them, ERGs are organized groups with a goal, a purpose. And that might evolve over time.” Lola “You almost have to have ERGs now in order to do business… And you’re not going to be able to attract the best talent without it.” Bart “ERGs give people an idea of values and fit inside of an organization. And if you look at the root causes of burnout, values mismatch is one of them – that people don’t feel connected, and have a lack of meaning in their work.” Jennifer [25.22] The panel discuss the roles and responsibilities of leaders and teams in establishing, running, and supporting ERGs, and where the balance lies. · Creating the right culture · Embedding into mission, vision and values · Sponsors/champions: o Executive level visibility and influence o Securing budget o Holding organization to account o Support o Permission · Employees – execution · Role of HR · Incorporating ERGs into personal/career development · Access for different types of workers · Enablement · Active listening · Sacrifice · Personal time versus work time · Honesty · Empathy “Organizations have to create a culture where these types of groups can thrive and survive, and they do that by embedding it into their mission and vision, and making sure they have the right sponsor.” Sherica “You can have access, but you also need to have enablement with that access. One of the things that goes wrong with ERGs is that they build them… But don’t necessarily enable people to leverage it, because you’re not giving them the time. Wellbeing becomes workload.” Jennifer [45.45] The group reflect on the biggest ERG obstacles and challenges, sharing their experiences of what a bad ERG looks like and some of the reasons ERGs go wrong. · Regional focus · How many/which groups? · Challenges vary by company size · Growing interest from smaller size companies in ERGs · Smaller businesses intimidated and limited by enterprise organizations · Exclusion/gate-keeping · Forced participation · Allyship · How to bring allies into a group for marginalized/under-represented people · Creation of brave spaces, as well as safe spaces · Education, training and development · Using external co-ordinators · Conflict resolution · Emotional intelligence · Establish the rules of engagement · Bridging generational divides · Leadership · Mentorship “I’ve had conversations with leaders and employees, and the gap was unbelievable. The distance between the experience for employees, ...
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    1 時間 30 分
  • 48 - From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship

    48 - From Ancient Greece to Contemporary Success: The Unstoppable Rise of Mentorship
    2024/09/20
    Today the panel will be talking about traditional mentorship and how it looks different across communities and contexts; the rise of reverse mentorship and its importance in intergenerational workforces; how to measure the success of mentor/mentee relationships and the common mistakes to look out for; and how to avoid the trap of seeking a mentor for the sake of it. IN THIS EPISODE: [01.40] Introductions to our Blended panellists. · Dillon – Senior Consultant - People Consulting at EY · Sandi – Owner/Lead Reconciliation Trainer/Consultant at Mishkwe Enterprises · Sarah – Leadership Coach/Program Manager at Joyful Catholic Living LLC · Jill – Material Program Manager at Raytheon [06.32] The group discuss traditional mentorship: what it means, what it can look like, and why it’s so important. “A traditional mentorship relationship would be pairing a senior person, who has a wealth of expertise in certain areas, with someone who’s junior or trying to make their way up the ranks and get that knowledge transfer.” Dillon · Formal programs within a business · Informal relationships · Individuals connecting on a platform like LinkedIn, etc · How mentorship changes during the course of your career · How receptive you are to listening vs how willing people are to talk to you · Influence/looking up to someone · How mentorship looks different in different contexts · Community · Indigenous peoples: o Intergenerational trauma o Traditional mentorship community structure o Finding your path o Affinity with mentors/mentees o Impact of removal of mentorship on community o Internalized oppression “For traditional indigenous communities’ mentorship was a given. And with residential schools, mentorship was lost and destroyed.” Sandi · Personal and professional exploration · Flattening of traditional career trajectories – moving horizontally, not just vertically · Mentorship is not just about careers · Understanding the ‘code of conduct’ of the environment you’re stepping into, so you’re more likely to be successful · How culture changes what a mentor/mentee relationship looks like · Responsibilities of mentors and mentees · Mutual respect · Impact of the pandemic · Remote mentors · Matchmaking · Impact of personal life on work life · Natural chemistry of choosing mentors from your own culture/identity · Cross-cultural mentors o Challenging yourself o Identifying bias “It allows for exploration; you can find your tribe… For underrepresented groups, there’s often a feeling of isolation within corporate environments, and mentorship breaks down that feeling… it makes people feel seen and protected.” Dillon [42.18] The panel discuss how we measure the success of mentor/mentee relationships and share some of the common pitfalls or common mistakes to look out for. “Define success before you even take one step! I can think of so many mentor/mentee relationships where the emphasis has been on the sharing of the information, not on what they do with it.” Sandi · Time it takes for results to be realized · Who is successful, why, what can you learn? · Move away from judgement · Observing the skills, habits and traits that work · Avoid putting all focus on just finding a mentor · Difference between coaching and mentoring · Setting expectations · Importance of common values · Organic evolution of relationships [52.00] The group explore the rapidly growing trend of reverse mentorship: how it works, how it’s different to traditional mentorship, and why it’s key for organizations to support and embrace both forms. · Dillon’s own experience of reverse mentorship, and an insight into the program at EY · Listen, learn, ask questions, challenge back · Wisdom from different generations · Building trust · Respect · Intent “Humility builds bridges; egos burn them.” Sandi [01.09.38] The panel discuss what we can learn from their discussion and share key takeaways. “Believe in your own superpowers and see how that can be complemented by a potential mentor or mentee.” Dillon · Patience · Power of social media · Work on your confidence · Do the research · Don’t put people on a pedestal · Be prepared · Honesty ·...
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    1 時間 27 分