Growth Hacking Culture

Ivan Palomino

The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures. These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures. Hosted by Ivan Palomino. read less

Eric M. Bailey on How to Handle a Toxic Manager
Jan 9 2023
Eric M. Bailey on How to Handle a Toxic Manager
One in two employees have left a job to get away from a toxic manager and improve their overall life at some point in their career, according to the Gallup's State of the American Manager report. We are really living times of change where everything is on the table to make the workplace better for employees. In this episode of Growth Hacking Culture, I really want to understand how to handle a toxic manager and what is the root cause of displaying toxic behaviors at work. About Eric M. Bailey Eric M. Bailey is the bestselling author of The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior and President of the Bailey Strategic Innovation Group, one of the fastest-growing human communication consulting firms in the United States. Eric is the creator of the Principles of Human Understanding™, a leadership and communication methodology based in brain science and psychology. Eric works with Google Inc, the US Air Force, Los Angeles County, Phoenix Police Department and many more. He has a Master’s degree in Leadership and Organizational Development from Saint Louis University and is a lifetime learner of human and organizational behavior. What we discussed in this episode of Growth Hacking Culture: During COVID there was moments of panic in many organizations as managers couldn't cope with the need of agility, managing remote teams and empathy required in times of change. From a psychological perspective why managers “suck at” adapting to change?When talking about Toxic Work Cultures, is it fair to put all of the fault in the poor “overloaded managers” or should we look bigger - to the senior management team that allows the spread of toxic behaviors?In your bestseller book The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior at Work - you describe the Principles of Human Understanding as a toolbox to understand behaviors, decisions and motivations - what are the principles that explain the most frequent toxic behaviors in managersWhat would you recommend to the people experiencing a toxic manager?How would you explain to a CEO that despite good performance a manager with toxic behaviors is harming the future of the companyYou have years of experience advising CEOs - Do you have some good stories on their misunderstandings of human psychology related to their employeesIs it true that the more senior we are in an organization the less we are aware of the employee realities ? Where to find Eric M. Bailey online:  Website: https://ericmbailey.com/ His book:  The Cure for Stupidity - Using Brain Science to Explain Irrational Behavior at Work https://baileyinnovationgroup.com/thecureforstupidity YouTube Channel: https://www.youtube.com/@eric_m_bailey    ### This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures. This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
Dr. Beth Banks Cohn on Building a Work Culture that is Ready for Change
Jan 4 2023
Dr. Beth Banks Cohn on Building a Work Culture that is Ready for Change
Change in organizations has a price - the natural resistance of humans to change. In this episode of Growth Hacking Culture - I discuss with Dr. Beth Banks Cohn how to overcome the forces of resistance to transformation and how to prepare an organization to be ready for change.  About Dr. Beth Banks Cohn Beth Banks Cohn is regarded by many as the authority on culture, leadership and change - Beth holds a PhD in Human and Organizational Systems from the Fielding Graduate University. She is the author of the book: ChangeSmart: Implementing Change Without Lowering Your Bottom Line. She is the founder and president of ADRA Change Architects a business transformation firm decoding the Human Element of High Stakes Decisions. ADRA Change Architects http://www.adrachangearchitects.com/  Beth Banks LinkedIn https://www.linkedin.com/in/beth-banks-cohn-phd/  What we discussed in this episode of Growth Hacking Culture: What are the most common mistakes organization when they embark in transformation?Getting the buy-in for change in organizations is often the part with the biggest friction - How do we get around to nudge people?Organizational change means having to deal with the psychological resources of individuals to overcome fear, stress… This is often disregarded in traditional change management models. How can we integrate the psychological factor to be more effective in an organizational transformationYou have developed a model for change called ChangeSmart - What was missing in other models and how relevant is it in today’s world?Most leadership development programs prepare people to manage business and less to drive and inspire people during times of change - what does a good leadership program should include?How can corporates develop work cultures that embrace change?   ### This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.   The Simply Human Pledge 2023 will be the best year for corporates that have committed to values of being people first, collective and inclusive. That's why I will continue advocating and sharing stories of companies living by these values. I am working on making companies commit to human centric cultures. Want to join? https://bit.ly/SimplyHumanPledge
Priszcilla Várnagy on Disruptive Ways to Train People to Shape Great Work Cultures
Dec 21 2022
Priszcilla Várnagy on Disruptive Ways to Train People to Shape Great Work Cultures
Many organizations have embarked in reshaping their work culture - sadly the biggest challenge is on the way people can learn (and practice) the actual behaviors behind the new purpose and values. Indeed, this needs practice not slides!  My guest Priszcilla Várnagy is well known for her disruptive PUNK Attitude towards learning and it looks like this is the right time to rethink how people learns. About Priszcilla Várnagy: Priszcilla is the founder and CEO of Be-novative [Design Thinking Management Platform] and Superflow [the next-generation training platform supporting high-performing teams, coaches and creators]. Pris is recognized by Forbes 30under30, and the winner of several competitions (SingularityU's first Global Impact Competition in the CEE region, The Next Web's Innovation Challenge, TechMatch Europe Silicon Valley, Morgan Stanley CTO Summits). You can reach out Pris here https://www.linkedin.com/in/priszcilla/ Want to try SuperFlow? Ivan Palomino has designed its own "Flow" - The personal growth canvas aligns (📝 All in 1 page) ⭐ Values ⭐ Passions ⭐ Impact ⭐ Purpose ⭐ Commitments for learning, actions and risk taking ⭐ What you plan to let go to achieve your Goals Try it here https://app.superflow.team/flow/my-personal-growth  What I discussed with Priszcilla Várnagy: The top challenges that organizations have to scale up great work culturesWhat is a great work culture - from the psychology point of viewToday 90% of corporates are operating with 2 options to upskill people - traditional delivery (couple of hours of face to face training) or through elearnings - what results should corporates expect?Organizations have become more aware of the need for human centric cultures - what options do organizations have to train their people?What does science tell us about how the brain learnsThe expectations on agility in business is not inline with the need of scalable upskilling at work - business says: too long, too expensive, not practical, not available when needed…. if you had a magic wand … what would you do?What would you say to someone who is scared of changing the current paradigm on training?  ### This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures. He is the co-author of the book: The Rough Guide to Awesome Leadership - A brain friendly approach to take action and be an inspiring leader. Learn more at https://www.ivanpalomino.net/books
Claire Boscq on How Great Work Cultures can make Great Customer Experiences
Dec 13 2022
Claire Boscq on How Great Work Cultures can make Great Customer Experiences
The way organizations treat their people reflects on their customers - a work culture that is driven by the level of happiness of employees boosts the bottom line of any company. In the book Delivering Happiness: A Path to Profits, Passion and Purpose, Tony Hsie describes how Zappos defined their culture: Make customer service the responsibility of the entire company-not just a departmentFocus on company culture as the #1 priorityApply research from the science of happiness to running a businessHelp employees grow-both personally and professionallySeek to change the worldPay new employees to leave their company if the employee felt - there wasn't a fit Oh, and make money too . . . It sounds crazy? right?  I found a great believer in these principles to be my guest: Claire Boscq About Claire Boscq Claire is an international Award Winning Customer Experience Expert, The BizShui Creator, Keynote Speaker & Consultant Awarded No 3 Top Global Customer Service Guru with three decades of expertise. Claire is an authority in the Customer Experience Industry. Author of 4 books; with a No 1 Amazon Best Seller in 2020. And the great news is that she just moved from her beautiful island of Jersey! to Dubai 🎉 Claire's website: https://claireboscq.com/  Her latest book: BizShui, 9 Keys to Feng Shui your Business for Success: Enhance Customer Experience, Optimize Employee Productivity, Increase your Profitability https://www.amazon.com/BizShui-Keys-Feng-Business-Success-ebook/dp/B09QFNGJQY    What we discussed with Claire Boscq: How do you define what is a Service oriented Culture?Can toxic work cultures still have great Customer Experience?What are the major misconceptions regarding Customer Experience (CX)? What are the non-negotiables in CX?Who should be accountable in the organization to define how and what should be in the bucket list of CX?How do we make sure that departments that are not directly involved in CX feel part of the objective: Customer Experience or Customer Happiness?What are companies doing right or wrong on Customer Experience? What actions that could be implemented tomorrow can you suggest for corporates to align their business culture to more customer centric   ####### Are you wondering how to create great work culture by being a great leader - Read our book  👇 The rough guide to awesome leadership: A brain friendly approach to take action and be an inspiring leader It is just launched in Amazon https://www.amazon.com/rough-guide-awesome-leadership-inspiring-ebook/dp/B0BNLMM779
Angela Stopper on Boosting Performance, Growth and Happiness at Work
Dec 4 2022
Angela Stopper on Boosting Performance, Growth and Happiness at Work
About Performance and Happiness One of the first articles correlating performance and happiness was published in 2003 showing that these two concepts are closely related. They are part of an effective performance-management system; connecting a culture that supports positive impact on people: performance and overall happiness. Studies show that individuals who are happy and effective performers share similar characteristics. They: Have a clear direction and find that direction motivatingTalk and act in ways that promote performance and happiness for allAre significantly engaged in their work, finding meaning and purpose in their work, and have more positive experiences than negative experiencesAre optimistic, look into the future, and are happy about their workplace. That’s where I want to dig more and understand new ways to Boost performance, growth and happiness at work. My guest - Angela Stopper - is known for her innovative views on education. About Angela Stopper Dr. Angela Stopper is the Chief Learning Officer at the University of California, Berkeley. In addition to her work at UC Berkeley, Dr. Stopper is a faculty member with Penn State World Campus . She holds a M.S. in Workforce Education and Development, and a Ph.D. in Workforce Education and Development. Connect with Angela at https://www.linkedin.com/in/angela-stopper-ph-d-a75b0710/  What we discussed with Angela Stopper: Post-covid many organizations have increased there investment in people’s development - what changes have you observed on their areas of focus in Learning & DevelopmentHas the role of L&D changed since covid? Should we expect more changes?What are the most recurrent limiting beliefs that L&D / HR have concerning people’s developmentWhat are the strategies that work to drive performance, growth and happiness at workOne of the challenges for organizations is on scaling up coaching. It cost a lot and sometimes it takes time to see results - what are their options?Is ‘coaching culture’ a myth and can it a reality? How?The traditional model of assessing performance might be the bottleneck to create intrinsic motivation and engaged workplaces. What alternatives should organizations consider? This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning. 🌟 Want to join a pledge to promote human centric values at work? Read more about the Simply Human Pledge here https://bit.ly/SimplyHumanPledge
Zoe Fragou on Why is it so difficult to talk about Toxic Cultures
Nov 13 2022
Zoe Fragou on Why is it so difficult to talk about Toxic Cultures
Speaking up about the type of culture or toxic practices at work is a starting points to create positive change in the workplace  — so why are so many people reluctant to do so? There might be several reasons: first, there may be significant personal or professional risks associated with being the one speaking up. Second, many people assume someone else will step up. In reality, only few will have the courage to openly talk about toxic work cultures. In 2018, Nike had several cases of women harassement, that ended up uncovering toxic practice almost by luck - check this article:  https://www.nytimes.com/2018/04/28/business/nike-women.html   For this episode, I needed to have a rebel mindset about toxic cultures and was happy to find her - Zoe Fragou About Zoe Fragou Zoe Fragou is an Organizational Psychologist - she is a fixer of TOXIC WORK CULTURES - she uses science to help organizations transform their culture She also does research is mainly focused on the psychometrics of the corporate culture.  She writes and speaks about: equality in the workspace, stereotypes, mobbing, burnout, leadership, toxic positivity, positive psychology. Here is where you can find her Zoe Fragou Website https://www.fragouzoe.com/ Zoe Fragou LinkedIn Profile https://www.linkedin.com/in/fragouzoe/   What we discussed on this episode on Why is it so difficult to talk about Toxic Cultures There are so many review aggregators (GlassDoor, Indeed and others) - most of these reviews are done when a person has left their company. Today, is it difficult to speak up and name toxic cultures?How would you define a toxic culture?How do we quantify how healthy is a corporate culture? Many organizations have invested in pulse surveys - can these insights be transformed into tangible actions?Positive Psychology has contributed on the way we understand humans thriving in the workplace - how can we be sure that we are not overdoing it in terms of happiness and that it doesn’t become a “toxic” contributor?If you had a magic wand to make the majority of toxic work cultures change… what are the actions you would have done?What actions would you recommend to people living in a toxic culture? This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning. 🌟 Want to join a pledge to promote human centric values at work? Read more about the Simply Human Pledge here https://bit.ly/SimplyHumanPledge
Brian Glibkowski on How leaders can inspire a continuous learning organization
Nov 7 2022
Brian Glibkowski on How leaders can inspire a continuous learning organization
One of the most recurrent challenges for organizations is about creating a culture of learning - unfortunately the way we learn in corporates hasn't changed much in the last years - unpractical, not inspiring and not inline with the agility of business. The change on the way organisations develop a culture of continuous learning has become urgent - it is time to explore alternatives to design rituals empowering people to learn.  About my guest Dr. Brian Glibkowski Dr. Brian Glibkowski is an author, researcher and futurist passionate about the role of questions and answers . Think about it - in business and society - it is encouraged to learn how to formulate great questions and not often we get to learn a process on how to answer. In his book Answer Intelligence: Raise Your AQ. Dr Brian introduces a new science of answers. The AQ framework has been adopted by universities, including the Imperial College of London Business School. Brian Glibkowski PhD is Associate Professor of Management at North Central College in Illinois, USA and CEO of Semplar Science Corp. His research focuses on the role of questions and answers in business and society. What we discuss in this episode on inspiring a continuous learning organization Billions of dollars are spent on trainings in corporations - the sad thing is that the traditional way of training adults has not changed much. What are the flaws of the current learning model?We have seen an increase of leaders that have been trained on mentoring and coaching approaches - which is often associated with knowing how to ask questions - from your famous TED talk, you mention that there is imbalance of questions vs answers. Why is that important?AQ seems to me like of mental process (a meta-skill) that leaders can use to teach, communicate and motivate their teams - How does it work?I am a fan of micro-habits - creating small routines to acquire skills - What could be some good routines to start practicing the AQ modelPart of your research includes a way to assess AQ - can you really measure if someone is progressing in acquiring this skill?When a corporation invest on teaching AQ in their organization what type of outcomes can we expect - business, organizational and human This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning.   Mentioned in this episode on How leaders can inspire a continuous learning organization About Answer Intelligence (AQ)™ https://www.raiseyouraq.com/ TedTalk on Answer Intelligence (AQ) | Brian Glibkowski https://youtu.be/7eeXf5dfJRE Free explore AQ self-assessment https://www.raiseyouraq.com/explore.html Brian Glibkowski LinkedIn profile https://www.linkedin.com/in/glibkowski/
Miriam Ismail on Managing your Time means Happiness
Oct 30 2022
Miriam Ismail on Managing your Time means Happiness
We are living times where many of us ask questions about purpose and happiness - we are living moment of rupture moving away from external motivators such as money & status to alternatives that can give us sustainable happiness - and drives intrinsic satisfaction in our lives After watching a piece of a Ted Talk The Secret Ingredient to Happiness by Miriam Ismail- I found interesting that somehow I would have more answers about how the feeling of being in control of our lives can contribute to our happiness (and this starts by managing our time). About Miriam Ismail Miriam Ismail is a Personal & Professional Coach equipped with the most complete approaches such as meditation, self-hypnosis, EFT (Emotional Freedom Techniques), Naturopathy, hypnotherapy, and Time Management. She’s an Entrepreneur, a Published Author, a Speaker and Instructor. She was a Finance College Professor and worked in a Fortune 500 investment firm.  She is a Certified in “Leadership Strategies Coaching” from Harvard University. If you want to reach Miriam - here is where: The Precious Time website -> https://www.precioustime.info/  Her LinkedIn Profile -> https://www.linkedin.com/in/miriam-ismail-joueidi/ Watch her Ted Talk -> https://youtu.be/CBiKjdavRlY    What we talked about: The ‘autopilot syndrome’ - how big is the problem of not having the control of our time in our society?What are the consequences of not having the control of our time?What is the correlation between managing time (life control) and happiness?In our ‘all digital’ way of living - we often get ‘hooked’ but digital can also help us be more efficient - were do we draw the line between the positive and negative of the 'all digital' lifestyle?There are many methods to manage time - what are the ones that you feel are more appropriate to drive long term results?Why is it so difficult for people to take a serious grip on their time management - we always have a good excuse to say ‘I dont have time for that’ but behind there must be more than in the human psychologyIf I have to start tomorrow taking control of my time - what are the actions that I should be doing?   This episode is hosted by Ivan Palomino -> https://www.ivanpalomino.net/
Recognition at Work - It is not all about Money
Oct 26 2022
Recognition at Work - It is not all about Money
If your organization doesn’t prioritize employee recognition, you’re missing out on a big boost to your bottom line. Organizations provide various benefits and compensations to employees for their splendid work. From lunches to gift cards small goodies always seem like the right package. But do employees really want and appreciate these small goodies? First of all randomly giving out gift cards usually does more damage than good. Often we see a companies do this and they have these recognition programs around performance. It usually happens once a year which leaves many employees demotivated with reduced productivity. So a better way to do a recognition program is to identify a set of values, for example, and what are the behaviors of those values look like that you would expect of someone who actually deserves a recognition award. Secondly it is important for companies to realize that monetary benefits alone wont motivate employees or make them happy. Recognition in front of others is what matters the most to employees. A simple ovation, as simple clapping in front of others can pull it out quite nicely in order to have sustainable engagement of stainable motivation of people. This video also talks about the importance of recognition to be peer drive.  Lastly, the reward system is actually in the brain located in the amygdala, where we feel emotions, to start or stop doing a particular task based on how it makes us feel. So when something feels good a fall, of course, we want to do more of it, be better at it and get that feeling again, and when we experience something unpleasant, our brain is not a fan of that. So it will steer us away from that activity in the future to the best of its ability. So by giving recognition to your employees simply put an even better peer recognizing them.   This episode on Recognition at Work is hosted by Elena Agaragimova and Ivan Palomino.
How can leaders influence positively their teams?
Oct 24 2022
How can leaders influence positively their teams?
Influencing others is essentially an art that works wonders if done in the right way. It helps an individual indirectly grow, adapt and develop. On a daily basis this is a negotiation as we tend to influence or get influenced by the people around us. As a leader, manager or a general employee in a workplace in order to climb up the corporate leader or get people on your side to support you on a certain, Influencing is very important. This begins with only GIVING. We have to give before we ask. If we don't put in the effort, we won't get anything back in return. As a leader, offering your time mentoring, coaching, somebody creating opportunities for people to grow, right, as an individual contributor, even you can also use this tactic by offering your help on a project or helping out a colleague. Another important one is to lead by example. If you want your team to be better at time management, then show them how you manage your time be the person that is explicit about their time management. So people are inspired by that. You want your team to have more transparent communication. Well, that starts with you, being transparent in your communication with them. Lastly build trust. The more people trust you, the better you will be able to positively influence them and create great work cultures.   This episode of Learn With Bessern is hosted by Ivan Palomino and Elena Agaragimova If you enjoy this episode follow this podcast and write a review. Thank you
Bouncing back from adversity - How to build resilience?
Oct 19 2022
Bouncing back from adversity - How to build resilience?
Workplaces are often ever-changing and stressful environments, and the challenges they present can truly test a person’s tenacity. What’s interesting though is that some people not only comfortably ride out these waves of difficulty, but they even find success in them. Resilience is defined as individual's ability to bounce back from adversity. It really just encompasses our ability to emerge from struggle without any kind of significant impact. It's really looking to find that positive side of things that silver lining and an opportunity in any challenge that might come up. Resilience really comes down to regulating our emotions when bad things happen. And that really just relates to how do we manage our energy? How do we use the resource of our time to our best advantage, and it's as simple as just, you know, equipping ourselves with tools that help us become more resilient and be able to manage our energy better, such as just basics of taking care of ourselves, right? It's working on our mindset, it's again, looking to reframe situations into something that could be an opportunity in disguise. It's also about how compassionate we are towards ourselves. So are we actually kind with ourselves? The answer is mostly NO. We are way more harsher to our self than we would be to a friend or a relative. And this has to stop in order for us to grow and evolve. Lastly this episode gives us some great tips on how to start being resilient not only in the workplace but also in our daily life!
Chris Hail (founder of MindForce) on turning the page of Suicidal Thoughts.
Oct 9 2022
Chris Hail (founder of MindForce) on turning the page of Suicidal Thoughts.
We humans dont enjoy talking about suicidal thoughts (specially men who are the population with the highest suicidal rate). The most awkward thing is that if don't talk about it - it becomes worst for people struggling in silence and shame. About Chris Haill My guest is Chris Haill founder of MindForce - a couple of years ago, he was running his own company, developing new business in media and publishing.  I remember clearly the day I met Chris in February 2020 - some days before a life changing event had occurred to him. This was also an important moment for me to reflect on this brief conversation that had a long lasting impact on me… after a long battle of depression, Chris became a suicide survivor. If you wish to #justreachout contact Chris Haill via his LinkedIn profile or the MindForce DXB LinkedIn page or Chris.Haill@mindforceuae.com  About Mindforce: MindForce is a business platform dedicated to helping people of all nationalities, religions and economic backgrounds to address mental illness and addiction problems. MindForce offers help, support and advice, not just to recover but to get people's lives back on track. Mindforce is based in Dubai, UAE https://mindforceuae.com/  If you wish to discuss partnerships or business opportunities with MindForce, contact, Simon Walker at Simon.Walker@mindforceuae.com or through the MindForce DXB LinkedIn profile. The key questions answered by Chris Hail: What are the groups that are most affected with high suicide rates?What are the origins of suicidal thoughts - is it the same for young people vs the 40+?Why is it a shame to talk about suicide still today?The series 13 reasons why was speaking about suicide in teens - according to the producers the aim was to create awareness but many reacted negatively - what is the right way to create awareness?Suicide rate in men is higher than in women - I got the impression that we men have a hard time to open up about their struggles… is that true?How can we provide peer support: a friend of somebody in our family with symptoms of suicidal thoughtsIf you had a magic wand - how would you impact the numbers of people dying of suicide?What is the mission of MindForce, what type of support can people having suicidal thoughts get?   This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
Chris McNeil on The Taboo of Limiting Beliefs in Leadership
Oct 4 2022
Chris McNeil on The Taboo of Limiting Beliefs in Leadership
Being vulnerable is certainly not the top mindset of the typical leader. Most leaders get promoted into their roles because they project confidence and self-assuredness. Leaders are humans with their own set of challenges on being open about their limiting-beliefs - and yes it is kind of a taboo to talk about it in organizations. Some of the most common limiting beliefs in leaders are: imposter syndrome, incapacity to cope with change, believing in the capacity to learn for themselves and their teams.  About our guest Chris McNeil - from the Thought Leadership  In this episode of Learn with Bessern - we deep dive on the topic with Chris McNeil. Chris is an NLP Master Practitioner who has developed innovative methods of using NLP in sales and marketing. He is also the host of the podcast Thought Leadership Studio. To reach Chris McNeil: Thought Leadership Studio Podcast Site  https://www.thoughtleadershipstudio.com/ Get his ebook Marketer's Guide to Strategic Thought Leadership for free https://www.thoughtleadershipstudio.com/F/Free-Marketers-Guide-to-Strategic-Thought-Leadership   The key questions on The Taboo of Limiting Beliefs in Leadership: What are the most common limiting beliefs in leaders at workDetecting limiting beliefs is difficult as our brain controls the perception of our reality - what are the cues to spot limiting beliefsWhy is it so difficult for leaders to show vulnerability at work?What can be the impact of leaders with limiting beliefs in their teams and their organizationWhat are the practices that leaders in the workplace can start by themselvesThere are many approaches to become a better leader - you are a Master Neuro-Linguistics Practitioner - what does NLP means compared to other ways of coachingHow possible is it that if you dont take actions on your limiting beliefs - it can have an impact on your mental healthIf you had a magic wand - what would you like to see on leaders today? This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
How to get rid of the bad habit of micromanaging?
Oct 2 2022
How to get rid of the bad habit of micromanaging?
Micromanaging is a hard habit to break. You may downplay your propensities by labeling yourself a “control freak” or by claiming that you just like to keep close tabs on your team, but those are poor excuses for excessive meddling. For starters, let's agree that there are in fact very little things that we can control, especially in the world of work. Where essentially our main job as leaders is to manage, motivate, inspire and lead our teams. Being a micromanager and controlling every step is just simply not an effective use of your time as a leader. And let's be real this need to control stems from fear, fear of failing as well as lack of trust. And these issues are coming from something beyond the working space. These obstacles are the ones stopping you from being an awesome leader. The fact that these people who have a tendency to control are often the ones who are dealing with their own anxiety. Controlling other people is a means to alleviate it to make it a little bit more relaxed. Individuals who have control over their emotions are better managers and have a better work-life balance than individuals who stress about taking care of their emotions. In todays fast moving world every business has to come up with unique innovations in order to stay profitable and continue to grow in the market. Some managers panic with the thought of failing which results in them getting anxious and controlling their team.   Managers must learn to trust their employees and be flexible with them in order to avoid being a know it all and to start managing well.    This episode of Learn With Bessern is hosted by Ivan Palomino and Elena Agaragimova If you enjoy this episode follow this podcast and write a review. Thank you
Scott Armstrong on What we don’t say about  Mental Health at Work
Sep 28 2022
Scott Armstrong on What we don’t say about Mental Health at Work
Can we now be candid about the real situation of mental health at work? I was quite optimistic at the start of this year - we had 2 pandemics that has redefined the way we think and live - one viral and one related to mental health. Obviously I said hey that's the year where corporations are going to get the right actions and make a substantial reduction of mental health challenges at work - it didn't happen. I zoom in to the place I live, the UAE: 55 percent of employees are saying they are thinking about quitting, far higher than the global average of 36 percent. Not only that, the UAE workforce as ‘the most stressed in the world’. For my friends outside the UAE - the situation is not improving either in most countries. This is a special episode of Learn with Bessern - where we will talk about what we dont say about Mental Health at Work. I needed to have a guest who is known for his candid way and depth to talk about this subject: Scott Armstrong About Scott Armstrong Scott Armstrong is a monument in the Arab world, he is the former editor-in-chief of Arabian Business Magazine and recently he decided to go full blast on a purpose driven venture, he is the founder of ‘mentl’ – a platform providing a holistic approach to mental health issues in the workplace. Learn about mentl at their website http://mentl.space/  Instagram https://www.instagram.com/mentl.space/ LinkedIn https://www.linkedin.com/company/mentl/ or simply reach out Scott at https://www.linkedin.com/in/scottarmstrongeditor/    What we discussed on this chapter of Learn with Bessern on Mental Health at Work: is there a personal story behind launching mentl?what are corporations doing wrong on the way they deal about mental health?Let’s be graphic - what are some real stories by managers or workplaces that you find that are contributing to the deterioration of mental healthwhat is refraining organizations of taking (more) actionwhat are the actions that individuals take that are detrimental to their own mental health?what is particular about the middle east and mental health?Imagine that we have a time traveling machine and we travel 10 years from now while nothing has changed, no actions have been taken in terms of mental health - what is happening in the workplace and in our society?How is Mentl different vs the existing solutions?   This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
Ryan Estes on How to build a business with purpose and spirituality?
Sep 20 2022
Ryan Estes on How to build a business with purpose and spirituality?
We are living interesting times: my question is in 10-20 years will we still call the COVID times or it will be called the the great reflection times ?  In recent times employees attitudes have changed from just earning money to creating value at work. They want to contribute the thing is that this search for purpose at work is in the back of the minds of the majority of people and finding alternatives is becoming critical. Something that is essential for us, the search for meaning through spirituality is something that is sometimes misunderstood. In particular, when we think about Buddhism, we think about religion or we think about meditation and yoga mats. But but But it's more than that. About our guest Ryan Estes Ryan Estes is the founder of Kitcaster and Wildcast. He is a also a marketeer and tech founder. He is disrupting the podcast industry but more than that his vision on how to lead companies that are purpose driven is what makes him the appropriate guest for our episode today: He practices Buddhist principles in life and business. How to reach out Ryan Estes? On LinkedIn https://www.linkedin.com/in/estesryan/ Check out https://kitcaster.com/ryan-estes/ or https://www.gowildcast.com/   About Buddhism in life and work When we talk about Buddhism some distinctions about American Buddhism because certainly, the culture is very prevalent. In America, the Buddhist tradition is very young. And so we're trying to grapple with what is Americans contribution to Buddhism? What can we offer the community as a whole and also how are we going to incorporate some of these principles into our practice? We have heard about Westerners converting to Buddhism, mainly in the early 20s. There was people like writers like Herman Hesse, who was German or Austrian, one of those, so converted to Buddhism. And they both had other writers who were following but in the USA, I think it came wide after the 50s that there was an integration into this culture. There was an integration of these spiritual principles in the in this ideology. For people who aren't aware of Buddhist principles, what does it mean to live and breathe? These principles in your day to day life? Buddhism has a way of soaking into a culture or into different religious traditions. 95% of them don't have any contemplative meditation practice at all. It's really more of a religious practice. In Ryan's practice, and this is kind of taking the lead from the Dalai Lama, where the Dalai Lama said, you know, if you're reading our scriptures, and there's a section where it said that the Buddha walked and flowers bloomed from his footprints, he's like, take that with a grain of salt. That's poetry. We understand with physics and science that like actually that can happen, which is really refreshing. So that's to say that in Buddhism, there's a very small lift when you're talking about things to believe. And in fact, particularly with Zen Buddhism, there's nothing to believe there's there's you don't need a doctrine that can be helpful. You don't need a teacher, it can be helpful, but there's nothing to believe here. Rather, Buddhism is something that you do. There's different techniques, as far as like contemplative techniques that will evoke different consciousness states and different states of being so with the end goal being like I want to be the best person I can for the people that I love and for the people that have expectations on me, what are the practices that will lead me to that is the main question? Furthermore, if we want to change the culture of the company to make it a little bit more human, more human changes that's at the top. What would be your message for a founder or a CEO to consider creating a business culture, centering, kindness, mindfulness and purpose what could be the years the message if you have the magic wand and you have the opportunity to say it face to face? You know, you could see what happens when good intentions go terribly wrong There are a lot of times, those late night ideas that pop into your head, probably not a good idea. You know, I think the first step is to really become sensitive to it. Like really, if that's really something you want to I want to change the culture you realize right from the beginning, like how almost impossible this is going to be to do how long this is really going to take how much of a sacrifice this is really going to be in like, are you fit for that? Are you fit for the kind of cultural change that needs to happen inside of you so that it can emanate to everybody else?   Misconceptions about Buddhism What could be the things that you consider as a misconception of Buddhism?  The main one is the idea of enlightenment. We have I think, I have kind of a cartoonish representation of that if you see someone in a cartoon that's been enlightened they're in this like pose and they're hovering above the ground. And of course, a lot of that has been informed by folklore, like monks that you know, can melt snow and they can, they can levitate and stuff. You know, that, that that and somehow, the idea of enlightenment is something to be pursued. And then once you have enlightenment, it's a thing and you're some kind of Christ like deity now that that drifts off into the sunset. I think it's counterproductive to the essence of Buddhism, which really speaks about like, Hey, if you're pursuing enlightenment, this isn't the place for you. So maybe a more accurate way to understand enlightenment is, again, enlightenment is a mental state. You know, you can be in a state of enlightenment. There's maps within within Buddhism that will show you as you're approaching those states, what kind of things will kind of be arising in your mind and in your body? So if you want to pursue that, that's great. But like, once you climb to the mountaintop, you still got to come down, you know what I mean? Jump wood carrying water. So I think that that the idea of enlightenment is, and there's a kind of a purity associated with it.    Components of Spirituality Ryan's favorite definition of happiness is happiness is freedom from the pursuit of happiness. Yeah, you let that go. There it is, which speaks to the other component of spiritual practice. Again, not something you believe rather something you do you know speaking to like the secular spirit, scientific materialists. You know, there's benefits to it. The other side from a spiritual component is the insights and meditation or insights and wisdom traditions.    How is Ryan's changing the world with his two companies, Kitcaster and Wildcast?  Ryan says: I think my best opportunity to change the world to love my children and steer them in the right direction. You know? If you want to be real Buddhist and one thing you do have to believe in is reincarnation, because there's no scientific evidence to that but it's encouraging because they've been kind of released you from the stress of having one life so I can if I take this one life and change the runner direction, just 10% in 100 lives, you know, my progeny are going to do great. I like that. But if I can, do you know there's a principle in Buddhism called right livelihood, and the fact that I work in podcasting to me really feels like right livelihood, because, you know, whereas you you're a creative and you're out here creating opportunities, and creating new thought we actually facilitate that opportunity, which feels like a really great place for us.   This episode of Learn With Bessern is hosted by Ivan Palomino If you enjoy this episode follow this podcast and write a review. Thank you
How to be proactive with your emotions at work?
Sep 14 2022
How to be proactive with your emotions at work?
In recent years in corporations, a lot of focus has been placed on emotional intelligence – our ability to manage our emotions at work and those of others. As leaders, it is certainly a skill one must have and continue to practice and improve on. Each level of our career and life will require us to evolve in all aspects in our personal growth as well.   In this episode of Learn with Bessern - Elena Agaragimova and Ivan Palomino discuss on How to proactively power up your emotional intelligence at work.   Emotions are part of being human. Think of emotions as waves of energy that flow through our bodies and communicate to us. We are built to feel a full spectrum of core emotions such as anger, fear, joy, sadness, excitement, and disgust. These core emotions help us understand, connect, and communicate with others. They also help us to connect with ourselves. However instead of getting to the last step of managing emotions in this video we talk about the initial steps of how to be proactive instead of reactive. Something as basic as understanding the endorphins, the little chemicals that are released when you are doing certain activities like exercise can put you in a better mood. Another factor to keep in mind is the food we put into our body,. What we intake is what we give out and this works in a flow. The more wholesome, rich and nutritious food we consume in place of processed and sugary items the more good bacteria we generate to fight illness and negative emotions. Lastly it is necessary to acknowledge your emotions as an when you feel them instead of controlling them. It is not easy to learn how to accept emotions because they often do not feel very good and we have instincts that may tell us to avoid them. With persistent practice, though, you can learn how to be more accepting of your emotions. Mindfulness meditation, or the practice of being aware of both your internal and external experiences, can be tremendously useful as you are learning how to accept your emotions. It helps us build relationships as we see ourselves in a better mood most of the time.    About Learn with Bessern 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/   and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome. 🚀 Follow us on: Instagram https://www.instagram.com/bessern.co    LinkedIn https://www.linkedin.com/company/bessern    Twitter https://twitter.com/BessernOfficial    YouTube https://www.youtube.com/bessernofficial
How to keep your Values and Purpose at Work?
Sep 12 2022
How to keep your Values and Purpose at Work?
Your values in life help you navigate through career choices, partner choices, and overall, how you spend your days and how you behave. Furthermore, values help you establish a sense of purpose and direction for your personal brand. Values act as guides that drive your choices in your life based on what you want to be known for. Your core values at work and personal brand (how you show them) will speak loudly without you even saying a word. They are the core principles that give meaning to your life and are defined as a set of standards that determine your attitudes, choices, and actions. Values change as you change; they reflect what’s important to you at any given moment. It’s not always easy to identify the values that mean the most to you, but it warrants serious reflection so that you can pay more focused attention to what really matters in life. Look at your weekly schedule on your computer, phone or diary. If you value health and put it at the top of your list but you work 70 hours a week, then you need to make some serious changes to align yourself with this value. Very often we do the wrong assumption that values will not change upon the time. But what we have to consider is what happens in our brain when we are aligned in terms of our values. It happens a little bit like a stock exchange and it's almost like a currency reward system that is automatically put in place where the dopamine reward in the values that you are displaying in that are aligned with yourself. So it's super important to understand that when you know your your values, you know the exchange rate of this currency dopamine if I do this, I would receive so much of a rush of this molecule of pleasure called dopamine. But imagine that you don't know your values for the funny thing is that you you feel cheated? All the time. You feel unsatisfied because you don't know if you receive enough or not enough reward for this plane, the good behaviors that are aligned with your with your values. Another thing that is super important is that when we are talking about about values, we need to consider that the context of the situations may change or shaped your values.  A few ways branding yourselves helps you in your daily lives are: 1. It Helps You Stand out from the Crowd. 2. It Leads to Opportunities. 3. It Inspires Trust in Your Audience. 4. It helps you Build Relationships.    🎙️ This episode on Keeping your Values and Purpose at Work is hosted by Elena Agaragimova and Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/   and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome. 🚀 Follow us on: Instagram https://www.instagram.com/bessern.co    LinkedIn https://www.linkedin.com/company/bessern    Twitter https://twitter.com/BessernOfficial    YouTube https://www.youtube.com/bessernofficial
Why traditional coaching at work doesn’t work and How to fix it with Meredith Bell
Sep 7 2022
Why traditional coaching at work doesn’t work and How to fix it with Meredith Bell
This episode of Learn with Bessern is about the flaws of traditional coaching at work and what actions can be taken to fix it. This episode is going to be interesting for leaders wanting to create a coaching culture in their organizations. Many companies have started programs to individualize the development of people and traditional coaching has become the tool of choice to make it happen. And the reason is that companies have realized that developing people cannot be done simply with training. The current need for agility transformation requires a model to develop people rather than the simple transfer of knowledge that you have in simple training. But Traditional Coaching is failing to deliver the impact required by organizations About our guest Meredith Bell Meredith is one of the most respected leadership development advisor - She is a reference in the coaching world and has written a couple of impressive books. Meredith is also the president and co founder of Performance Support System - a company focused on communication and leadership development. One of her books 'Connect with your Team' has been recommended by no other than Ken Blanchard (Author and Reference in Leadership Development).  How to reach Meredith: https://growstrongleaders.com/  Her 2 books are on Amazon: Connect with Your Team - Mastering the Top 10 Communication SkillsPeer Coaching Made Simple - How to Do the 6 Things That Matter Most When Helping Someone Improve a Skill Excerpt of our discussion: Some of the misconceptions on how corporates deploy coaching: There are a couple that really stood out to Meredith and one is not realizing that everyone in an organization needs coaching. Most of the time, it's reserved for executives or higher level folks, because, of course they have a great impact within the organization. And that's that's the traditional perception is these are the folks who kind of qualified to have a coach, when in reality in time we are attempting to improve a skill or improve the way we do things. Coaching will accelerate that process dramatically. And so it's logical that everyone can benefit from having enough but the thing is, the other misconception is often they think we've got to bring in an external person, you know, to with the right credentials like qualifications to perform that function. When in reality there are internal resources that can be tapped into, such as people coaching each other or managers learning how to be coaches, to their employees. However many times corporations are not deploying in a wider scale to the different levels of organization because it's costly. One spectacular way to enhance coaching is by speeding up the process. Trends that companies can follow while coaching: One of the the trends is looking at how can we provide just in time coaching for people around the specific things that they need so it's a shorter engagement and and maybe even shorter bursts of time because everyone is feeling so overwhelmed so much to give these days. Just in time, real time, kind of coaching opportunities is what the world needs today. One of the best investments I think an organization can make is in teaching managers, how to be effective coaches as a part of their role in working with the people on their teams. How employees feel opening up to a manager about a challenge? When managers evaluate the performance of an employee, employees are often overwhelmed and they think twice before opening up and becoming more vulnerable. According to Meredith it takes time to create what I would call a coaching culture where people feel comfortable opening up about a problem they're having or a challenge they're facing, to seek guidance from that person who's also in the role to evaluate them. And I think there are a couple of different things at work here. Number one is we do have this perception that to be an effective coach, you need to be certified. Well, if you're going to be a paid professional coach, definitely. But if you're looking at taking on a role of coaching someone is simply a part of the way you interact with them at work. There are really a few basics that can be learned and they're things that we all do naturally with people we care about in our other parts of our lives. The second important task is learning to ask questions. One of the challenges that I think managers face, especially when they are newly in their positions is they think they have to provide all the answers. That's part of their job is to be the answer person. So if somebody comes to them, they're, you know, they they feel like they need to have the answer instead of asking questions that help the other person, think about it for themselves and often come up with their own solution. One of the best ways for a manager to become a good coach is to first be coached.   🎙️ This episode on coaching in organizations is hosted by Ivan Palomino. 🚀 Subscribe to our monthly 📧 newsletter https://bessern.substack.com/   and Get superpowered for your self-development: learn stuff that makes you proud of you, manage your wellbeing, have the mindset to make your life awesome. 🚀 Follow us on: Instagram https://www.instagram.com/bessern.co    LinkedIn https://www.linkedin.com/company/bessern    Twitter https://twitter.com/BessernOfficial    YouTube https://www.youtube.com/bessernofficial