Brent is a sought-after keynote speaker and a leader of connected-worker ecosystems at Hexagon ($HXGBY), an international data company working in many industries — from oil and gas to AI and manufacturing — to improve the human condition at work, amplify skills, and create a seamless collaboration between humans and machines.

His work at Hexagon involves digitizing and connecting data autonomously and holistically so that futuristic work environments, which are fast approaching, will be human-centered. He wants to give people the time, resources, tools, and skills to do their job.

Brent was involved in human performance trends in significant government and commercial industries, including the Department of Defense, executive and judicial branches of the US Government, aviation, healthcare, and nuclear industries.

With 35+ years of experience in human performance (including 25 years at Shell as Head of Learning Strategy & Innovation), he has been featured and cited in prominent publications, including Harvard Business Press, Workforce.com, and BBC News. In this article, he explores reclaiming human-centricity amidst a messy digital transformation.

On your podcast, Brent would be excited to discuss:

The Growing Disconnect: The reasons behind the growing disconnect in the anatomy of work, leading to increased worker frustration, disengagement, and disenchantment.
Enabling Human Centricity: The importance of considering the human experience cycle and human design principles in the design and execution of human-centered connected worker ecosystems across various industries.
Humans and the Future of Work: Why human-centric connectivity is more relevant than ever in a dynamic modern workplace where automation and AI are accelerating and have the potential to outpace humans if not harmonized.

To get a feel for Brent, check out his appearance on the most listened-to episode of Courage of a Leader, where he talks about insightful strategies for leading significant, complex movements.

Also, here’s a webinar he did for Oil & Gas IQ about driving operational excellence through a connected worker strategy, which was the editor’s top pick for 2021.

Bio:

Brent Kedzierski is an award-winning thought leader and innovator in Human Performance, Human-Centered Connected Worker Ecosystems, and the future of Industry. Throughout his career, he has consistently delivered groundbreaking insights and transformative contributions. Brent's expertise has earned recognition from respected publications like Harvard Business Press, Chief Learning Officer Magazine, Workforce.com, BBC News, and more. His webinars have been featured as "editor's picks of the year," his podcast appearances consistently rank as "top-listened to" in the industry. Before becoming the principal industrial Strategist at Hexagon ($HXGBY), Brent spent nearly 25 years as Shell's veteran Global HR transformation strategist. Brent passionately advocates advancing progressive ideas and creating a more human-centered approach to industry, human development, well-being, and sustainability.
https://twitter.com/humanwrks?lang=en
https://www.linkedin.com/in/brentkedzierski/

Summary Brent's International Consulting and Expertise Michael and Brent had an introductory conversation, discussing Brent's extensive international consulting work and his frequent travel. Brent shared his areas of expertise, which include work stress, line managers, human performance, and work-life balance. Michael expressed his appreciation for Brent's insights and experiences, particularly his global perspectives. They agreed to delve deeper into these topics in the following discussion. Navigating Complex Organizational Changes Brent shared his experiences and insights on navigating complex, global organizational changes, emphasizing the importance of understanding different perspectives and beliefs to build an effective change strategy. He introduced the concept of the "arc of drama for change," which describes the challenges and learnings that occur during a change process. Michael concurred, highlighting the importance of focusing on the journey, learning from setbacks, and managing workplace drama. He also noted the unique perspectives and approaches of different generations in the workforce. Brent was then invited to share his observations on the changing landscape of the workforce. Evolution of Work and Its Impact on Generations Brent, an industrial anthropologist, discussed the evolution of work and its impact on different generations over the last century. He highlighted the changes in work patterns and attitudes, from the early silent generation's strong work ethic and loyalty to the Baby Boomers' ambition and burnout, and the Gen Xers' pursuit of work-life balance, which often led to burnout. He noted that the Millennials, faced with the gig economy, student debt, and social media, are also experiencing burnout. Michael agreed with Brent's points, emphasizing that while the commonality across generations is stress and burnout, the reasons and impacts differ, highlighting the need for a tailored approach to address these issues. Stress, Burnout, and Their Consequences Michael shared his personal experience with stress and burnout, emphasizing the negative impact it can have on one's health and well-being. Brent added to this by discussing the prevalence of work-related stress and its consequences on individuals and society. He noted that stress can lead to substance abuse, obesity, and physical inactivity, which in turn increase the risk of cardiovascular disease. Brent also highlighted the impact of work stress on family dynamics and the broader community. Michael agreed, pointing out that stress and burnout can hinder an individual's ability to engage in non-work activities, such as volunteering for charities, and can lead to relationship problems and divorce. Embracing Personal Responsibility and Perspective Michael emphasized the importance of taking personal responsibility for one's life and actions, particularly during times of stress or difficult situations. He shared his own experience of reflecting on his actions during a period of burnout and cardiac event, which helped him understand why he made certain decisions. Brent agreed with Michael's approach, adding that it's beneficial to step outside of oneself and observe one's situation from a third-party perspective to gain clarity and perspective. Both highlighted the need to understand one's role in their ecosystem, particularly in leadership and management roles. Burnout, Leadership, and the 4th Turning Brent and Michael discussed the impact of burnout on leaders and employees in organizations. Brent highlighted the significance of leaders' well-being, noting that their exhaustion can negatively affect their decision-making abilities, empathy, and capacity to empower employees. Michael emphasized that changing roles at the executive level can be disruptive and cause further burnout. They also discussed the concept of the "4th turning," a period of crisis in society that occurs every 180-200 years, which they believe the current society is entering. They concluded that understanding and managing the diverse perspectives and influences of multiple generations in the workforce is a challenge, but also an opportunity. Disrupting Work Practices for a Changing Workforce Michael and Brent discussed the rapid pace of change and its impact on the workforce, particularly in adapting to new technologies and work environments. Brent highlighted the issue of inefficient and unproductive work practices, emphasizing the need to improve the anatomy of work to make it more enjoyable and fulfilling for employees. He also stressed the importance of creative thinking and collaboration as automation takes over more tasks. Michael suggested that Brent's work in this area could greatly benefit the industry, and Brent agreed to continue sharing his insights through LinkedIn. Ongoing Work, Sharing Plans, and Adaptation Michael and Brent discussed the importance of their ongoing work, with Michael emphasizing the urgency of its completion due to the high rate of company failure among Fortune 500 firms. They also discussed plans for sharing their work, including the creation of educational snippets and the use of raw footage by Brent's team. The conversation touched on their locations, with Michael splitting his time between Toronto and San Diego, and Brent's experience with San Diego. They both agreed on the need for individuals to adapt and prepare for the changes and disruptions that are expected in the future.

Pro Day Trader Teaches Me How To Make $100/Day