The research team at Culture Amp are on the cutting edge of everything people + data science, and in this episode you'll get access to the top findings from their latest publication: The State of the Manager Report.The study looks at feedback from over 1 million employees, which analyzed 250,000 plus managers from 3,304 companies during the time period of July, 2022 to 2023. This makes it one of the largest and most comprehensive State of the Manager reports published.Fresia is a Lead Research People Scientist at Culture Amp. She's bringing her I/O Psychology background (M.S.) to the Culture First podcast for the third time to dive deep into this report and talk about how she and the team identify research projects, determine hypotheses, oversee the data analysis, interpret results, and ensure those insights get into the hands of campers and the broader community.SHOW NOTESDownload your copy of the 2023 State of the Manager Report.If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Sarah Walsh has been integral in making women’s football in Australia what it is today. Following a club career that saw her play in the NWSL in the United States and in the A-League Women in Australia, she won 70 caps for Australia’s national team the Matildas and has spent the second half of her career fighting for equity and equality for today’s athletes.In the 2023 Women’s World Cup, the Matildas captured the hearts of Australia and the world with record breaking audiences glued to their screens to see the Matildas secure Australia’s highest-ever finish at a World Cup.The timing of this episode was made even more special by the announcement that  the 2023 Collective Bargaining Agreement from Football Australia has gone even further to create the right conditions for high performance. For Sarah, the years and years of work leading up to this moment in time just keep paying off, and to hear her fully grasp the enormity of what she has achieved as she speaks with Damon in this episode is truly special.Sarah and Damon recorded this conversation live at the inaugural SXSW Sydney in front of a standing room only audience. They discuss the conditions needed for high performance, the importance of culture on and off the pitch and the pivotal moments in Sarah’s life that saw her become the trailblazer she is today.Show notes: This episode pairs well with Damon’s recent conversation with Jamila Rizvi, who detailed exactly what we need to do to make work and the workplace a better, safer and more equitable place for women. If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramLearn more about the Matildas at www.matildas.com.auSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Are you stressed? Or could you get benefit from getting a little more specific and looking within to see if something else is happening? Maybe you identify disappointment, exhaustion or feeling unsupported?Damon's guest today is Award-winning psychologist Susan David, and in this episode she'll break down why getting specific with our emotions activates our readiness potential, allowing us to move forward and have the necessary conversations about why work can sometimes feel really hard. As one of the world’s leading management thinkers, Susan won the management idea of the year when she expertly defined emotional agility. Her book Emotional Agility went on to be a #1 Wall Street Journal bestseller and winner of an Amazon Best Books of the Year Award. With more than 11 million views, Susan’s TED Talk, The Gift and Power of Emotional Courage, was named one of the most popular talks of the year.Right when the world needs it most, Susan and David discuss emotions, how we process them, how we handle them, how they show up in the workplace and then they narrow in on how to create space between ourselves and our emotions in order to take action and move forward. At the heart of this conversation is a quest to figure out why we have normalised the idea that while emotions are foundational to our experience as a human, they are still misunderstood or sometimes even excluded from our experience at work.This conversation will sharpen your emotional agility and help you learn how to see your emotions as helpful data points that signpost our deepest needs and values.If you're craving a healthier relationship with your emotions and the emotions of others this episode will help!Show notes:If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramConnect with Susan David on X @SusanDavid_PhDSusan has generously offered all Culture First listeners free access to the Emotional Agility Quiz: Join over 140,000 people who have taken the free Emotional Agility Quiz. The quiz takes just 5 minutes to complete. You'll receive a free 10-page personalized report offering specific strategies to help you become more Emotionally Agile.She has also offered our listeners the Emotional Agility Pyramid and How to Get Unstuck resources.Listen to Checking In with Susan David created in partnership with TED and which focuses on coping with our heightened emotions brought on by the pandemic and its aftermath.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Adam Bryant is currently senior managing director at the Ex-Co Group, but you might also know Adam for his work as a columnist on one of the most popular NY Times columns of all time. That column was the iconic Corner Office, where he interviewed CEO’s of the world’s top companies and notoriously never missed a single week of publication in his 18 year tenure. If your ambition is to be a leader who leads with empathy and humanity, then you had better take notes during this conversation with Adam. After interviewing so many leaders, he knows what it takes to step up and ground an organization's strategies in meaningful, mission-driven, and purposeful ways.Adam and Damon cover a lot of ground in this chat. How to build a great CEO-CHRO relationship, Adam's thoughts on why there are way “too many bad bosses in the world”, and we talk diversity - Adam is confident we need a path forward that includes lived experience and connecting with other people’s stories on an emotional level.Adam hasn’t stopped interviewing the world’s great leaders, even after leaving the New York Times. His latest book, The Leap to Leader, contains practical strategies and tactics for building a loyal following, moving up quickly to broaden your impact, and making the subtle but crucial mindset shifts that are required to lead others effectively.If you have a leadership program at your work or a slack or teams channel for managers, we humbly request that you share this episode with those groups. Adam has interviewed arguably the most important business leaders of the 21st century and he’s distilled those learnings to help you become the leader that the world needs right now.If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramConnect with Adam Bryant on X @adambbryant or @ExCoLeadershipSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Lucy Prebble, executive producer and writer from Succession, discusses creating Waystar Royco culture, real-world inspirations, the mentor-mentee relationship dynamics, and writing powerful female characters.

Lucy Prebble, award-winning playwright and writer for Succession, discusses the power of storytelling in workplace communication, finding meaning in work, and the intersection of theater and corporate culture. They explore the use of storytelling frameworks, the impact of Jesse Armstrong's leadership style, and caution against cult-like company cultures.

If you've ever doubted the ability of a Culture First company to have their delicious Culture cake and eat it, too - Garry Ridge is about to lay down a 20-minute Master Class on exactly how he made it possible.Our guest today was one of the very first CEO's that Simon Sinek recognised as putting his Golden Circle into practice and in this episode, you’ll hear Garry talk about his relationship with Simon Sinek and he lets us in on the tweaks he made to Simon’s own formula for creating a Culture First company.Garry Ridge’s leadership style is unique, bold and a balance of his Australian upbringing and his time on the road as a travelling salesperson. All this combined with his infinite mindset saw him become the longest serving Australian chief of a listed US company - a company that sells one of the most recognisable household items in the world - WD40!This conversation was recorded back in 2020, but we never released it in full. We want to honor Garry’s incredible legacy of 25 years as CEO of WD40 with this extended version!If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramLearn more about Garry at thelearningmoment.net and on Twitter @LearningMomentSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jamila's role as Deputy Managing Director of Future Women, an agency that supports governments and organizations that are working towards gender equality, is the culmination of a lifetime of fighting for change. Jamila is a former advisor to the Australian Government on gender and early childhood education and also a best-selling author for adults and children, columnist, media commentator and fellow podcast host.Damon's conversation with Jamila is packed with actions you can take into your own workplace and covers everything from the way language in performance reviews negatively impacts women’s chances of promotion to the scary ways that AI is being coded with inbuilt biases.We start with Jamila taking us on a history lesson about just how we ended up in a world of such great gender disparity and finish with a message from Jamila for you to send to your CEO if you, like me, want to make work actually work for women. We hope that this episode will leave you feeling confident that a path to fairness exists and we're excited to arm you with the facts and research to support yourself and your coworkers as we all move towards a better world of work for women.If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramLearn more about Jamila at jamilarizvi.com.au and Future Women at futurewomen.comListen to Jamila's story about Mina here: https://www.cultureamp.com/resources/2022-culture-first-on-demand-apac/how-to-make-work-work-for-women Show notes: At the end of this episode, Damon says to Jamila: If someone's listening and they want to send this episode to their CEO telling them "We want change, we want to make work for women", and you, Jamila, get to write a little memo that's attached to this email that goes off to the CEO, what would you like that message to be?And here's Jamila's answer, your memo to copy/paste or attach to anyone you're sending this episode on to:Safety first. Every organisation, including this hypothetical one needs to stop thinking about sexual harassment and in the workplace as a HR issue and start thinking about sexual harassment as an occupational health and safety issue. If your employees are not safe at work, that is not about interpersonal relationships and that person's experience of being your employee, that is about them being safe at work. And if you think about the extraordinary amount of money that is spent in this country by building and construction companies, mining companies, for example, on making sure their employees are safe while doing risky work, imagine if we took that same lens and that same urgency and adamancy around safety to ensuring that women were free of sexual harassment and discrimination and victimisation in workplaces. Think about how you're keeping people safe from sexual harassment. Make training mandatory for staff, make sure there is a confidential, clear complaints mechanism for people to follow. Explore the provision of paid domestic and family violence leave, and provide training for frontline responders to sexual harassment in workplaces because often it is not HR who hears it first. It is an ordinary line manager who does not know what to do. Address your pay gaps. Don't tell me you don't have one because the chances are you do. It is illegal to pay different people different amounts of money for the same work because of their gender. Start there, start with your audit and rectify unequal pay. Look at broader company-wide pay gaps. Why is it that pay gap exists in your organisation and most organisations have them? The WGEA (Workplace Gender Equality Agency) data shows us that different industries have different degrees of a pay gap, but all industries experience them. Implement transparency. Transparency of pay gap data, transparency of salary bands and a review of discretionary payments. Often pay gaps increase because of discretionary payments, bonuses, superannuation, gifts, that kind of thing. Look at how you can be more explicitly fair about that. Evaluate and revise gender and language in promotion and recruitment. Work-life balance and the idea of how that is modeled, how that is prioritized and how that is accepted. How do you create an acceptance of the very diverse and individual lives your employees lead? And I'm not talking about a diversity of just those employees. And I'm not talking about diversity meaning that you've diversified your marketing department to make sure the glossy brochure looks diverse. I'm talking about recruiting, retaining and promoting diverse employees and then supporting them to be able to attain work life balance in a way that is meaningful and real. And that means senior leaders in the organisation demonstrating and modelling that balance, creating informal opportunities to have conversations with women and with various minorities and people who face disadvantage at work, especially those who don't work full time in the physical office.Avoid promoting presenteeism. Make sure that your office culture is inclusive at home as well as at work. When you give feedback, ask for feedback about how you give it. So often we always think we're giving great, helpful, useful feedback. And too often, employees, particularly women who face some kind of barrier or disadvantage, don't have the opportunity to say, this doesn't work for me. This isn't helping me.From Jamila Rizvi, Deputy Managing Director of Future WomenSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this Culture First episode, Damon Klotz sits down with the iconic Simon Sinek in a conversation wholly shaped around Simon’s concept of the Infinite Mindset of company culture. Inside, you’ll get a sneak peek into Simon’s background and how it shaped his perspective on life and work. You’ll also hear about the massive role that storytelling plays in Simon’s work and how you can use it to help people connect with ideas on a deeper level. Simon’s passion for shaping leaders with an Infinite Mindset shines throughout this chat, and he mentions Walmart, Microsoft, and Patagonia, organizations that have embraced the Infinite Mindset as he walks us through the tools and leadership skills that are required to build it. This interview was recorded in 2019, just moments before Simon stepped on stage to address an audience of more than 1,000 people and culture professionals at a Culture First event, which makes Simon’s concerns about the power and influence of big tech companies and the need for balancing their role in society even more relevant today.Simon Sinek is an unshakable optimist who works to inspire people to do what inspires them so that we can change our world for the better. Simon and his team work with leaders and organizations in nearly every industry to help transform company culture and create a better working world. He is fascinated by the people and organizations that make the greatest, lasting impact on the world. He has devoted his life to sharing his thinking, and leading a movement to inspire people to do the things that inspire them and may be best known for popularizing the concept of WHY in his first Ted Talk in 2009. It has since become one of the most watched talks of all time on TED.com, with 37+ million views. Simon is a bestselling author and shares his ideas in the books Start With Why, Leaders Eat Last, Together Is Better, Find Your Why, and The Infinite Game.​​If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramLearn more about Simon at simonsinek.comShow notes:  Simon recommends two books in this interview. He actually says they belong on the national curriculum: Man's Search For Meaning by Viktor Frankl and How to Talk to Kids So Kids Will Listen by Adele Faber & Elaine Mazlish.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Have you ever caught yourself saying “Once I’ve achieved this, I’ll have time for that” or “I would love to, but I’m just too busy’?Yes? Same!Our relationship with time and the perpetual quest for control can lead us to feeling incredibly overwhelmed. Enter Oliver Burkeman, the author of "4000 Weeks: Time Management for Mortals." In his book, Burkeman delves into the profound concept of our mortality and how it shapes our perspective on time. The conversation Damon and Oliver have in this episode will, without a doubt, help you make better decisions with your time not only at work, but in your personal life, too.We're passionate about creating a space for discussions that straddle both realms as our work and our lives continnue to overlap more than ever.Five key concepts to listen out for are:Embracing your limitations. The idea of waiting for perfect control. How to be aware of the productivity trap. The joy of seeking novelty in the mundane.And did the term ‘strategic underachievement’, as coined by Oliver, lay the foundations for the quiet quitting trend? As usual, this episode is packed full of actionable takeaways for everyone looking to build a culture first workplace.​​If you enjoy listening to Culture First, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.comSHOW NOTES:At the top of the episode, you’ll hear Damon reference one of Oliver’s latest New York Times articles, as he sets a challenge for every listener: Opinion | Stop Multitasking. No, Really — Just Stop It. - The New York Times.Damon also mentions the work of Alain de Botton.You’ll also hear Oliver reference the work of Cal Newport, an MIT-trained computer science professor at Georgetown University who also writes about technology, work, and finding depth despite distraction.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.