Punk Rock HR

According to JT O’Donnell, we’re pretty bad at job searching. After all, we aren’t in the business of finding jobs; our skills sets are DOING them. So, if and when you need to change employers, outside advice is invaluable. Today, Laurie and JT talk about why the old way of job searching is obsolete and how you can compete with other job seekers in a very crowded environment. Have you seen the George Clooney movie, Up in the Air, where his job was to lay people off? That was JT’s last corporate career. She laid off hundreds of people before leaving corporate America to start her own career coaching practice. JT saw the recession coming, so she was proactive and started a blog in 2008. When the recession hit, people needed an edge in finding jobs, and JT was there to deliver. Laurie has seen a lot of discrimination when it comes to landing jobs: ageism, sexism, racism. While it’s a common belief that work is broken, JT also believes that the job search is broken. People are going about it the wrong way because the rules changed and they didn’t catch on. It’s all related to a branding problem for both those hiring and those looking for jobs. Do you really need to work through recruiters to find a job? JT has a fresh take on what has happened in the land of recruitment. It’s all become very regimented, and often, recruiters get pushed around by their employers to make certain numbers that are next to impossible. And here’s the result of that: if you’re a job seeker who is doing your part right, you don’t NEED a recruiter to land your dream job. In fact, you might want to AVOID recruiters altogether and JT explains why. How do you get past the gatekeepers and talk to the hiring managers? It’s not really sneaky, but it IS easy. JT shares two of her favorite resources. The first is net. It’s a simple search engine for LinkedIn that allows you to search for hiring managers and other titles. The other is Hunter.io, which allows you to search for up to 100 email addresses every month so you can connect. As you listen, you might feel like everything has changed. It has, fundamentally. Step one to getting YOUR ‘bucket list’ job is to forget everything you think you know about job searching. JT shares the story of someone who reached out to her – they thought what she said about cover letters was the ‘hokiest’ thing ever… until it worked. Finding a dream job shouldn’t be like shopping a used car lot for your dream car. JT shares a great strategy for how to begin your search. Start with 20 companies you’d love to work for and figure out WHY you want to work for them. We aren’t talking benefits – what about what they do is so compelling to you? That’s how you target your job search. She shares the next few steps on your path to getting a bucket list job. Community is incredibly important. It’s how you network, find new opportunities and help others do the same. But it’s not always easy to ask for help, especially when free communities tend to be negative. JT shares why her Work it Daily community is so very different – it’s an uplifting place for career coaching, even with generational divides. Coaching isn’t a sign of weakness; it’s the path to greatness. If robots and AI are the future of work, where does that leave job seekers? Make no mistake: there is yet another shift coming in the workforce and you need to be prepared for it. And with all the discrimination that exists now, more is on the way in the form of globalization. JT and Laurie discuss what this future looks like for job seekers and what you can do to be ready for the next set of fundamental shifts. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!JT O’DonnellLinkedInWork it Daily WebsiteWork it Daily YouTubeJob Search ToolsRecruitIn.netHunter.io

Cy Wakeman is an international keynote speaker, business consultant, New York Times best-selling author, and psychologist. She helps people around the world ditch the drama and turn excuses into results. Naturally, Laurie is a total fangirl. Today, Cy and Laurie talk about how to get the best out of people, whether or not you really NEED leaders, and what the future of work looks like for all of us. Cy has a great strategy for getting clients in the door and to help them take all the negative energy at work and turn it around to positive results based on new actions: she gives her stuff away for free. The individuals who learn from her content then turn around and put the pressure on their leaders to bring her in to do work, and she gets great results. Cy has an interesting take on work NOT being broken. Work, she says, is our reality, and whether or not we succeed in it is up to us. Cy explains the parts of work that are lacking, from leadership to HR, and it all has to do with the people, not the construct. If you’re keen on learning about leadership, you’ve probably noticed there are a million different people speaking and teaching about it. But have you stopped to actually listen to their messages? Sounds a lot like pop psychology, feel-good stuff that, unfortunately, doesn’t really address the problems. Cy shares her take on the current trend of ‘best practices’ and why understanding the human condition is the most important thing you can do, leader or not. You’ve probably heard people talking about the ability to bring your ‘whole self’ to work. Cy disagrees; instead, she urges you to bring your ‘most evolved’ self to work. In fact, Cy doesn’t think you should bring your whole self anywhere, and she explains why you need to be fit for duty beyond the tasks you undertake. Leadership has evolved over the years. In modern times, we’re more concerned with purpose and engagement. Cy shares a surprising insight: engagement without accountability creates entitlement. And more importantly, happiness at work isn’t up to leaders. Cy’s years as a therapist come to bear when she says that a relationship like that is co-dependency and isn’t healthy, and you end up losing the best employees. Community has been a buzzword for a while now, whether you’re talking about regionality or groups online. How healthy are the communities in which you find yourself? As a psychologist, Cy has a great message about what makes a healthy community and what makes hers thrive, even with millennials. Cy has a vision for the future of work and what you need to remember is this: it’s not something that’s going to happen TO us. It’s something we need to do for ourselves. It’s where we go beyond ego, salary, title, and all the other things that seem so important to us now. How and why should we do it? Cy shares what drives her to do the work she does. With the future of work being AI and automation, we’re left wondering if the future holds any place for heart and for love. Laurie poses the question to Cy, and she’s got a very heart-centered answer for you. And it all comes back to people and the concept of ego. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Cy WakemanFind her @cywakeman everywhere on the Internet!Reality-Based Leadership: http://www.realitybasedleadership.com/ Life's Messy Live Happy Facebook Page: https://www.facebook.com/LifesMessyLiveHappy/No Ego: How Leaders Can Cut the Cost of Workplace Drama, End Entitlement, and Drive Big Results https://amzn.to/2uqfPGc Reality-Based Leadership: Ditch the Drama, Restore Sanity to the Workplace, and Turn Excuses into Results https://amzn.to/2ul0tTg

You’ve heard the saying, opinions are like… armpits, right? So is advice. Everyone has them and most of them stink, especially when it comes to careers. But Alison Green has some advice about advice for you; you’ve got to separate the good from the bad, and you have to pick your battles. Today, she and Laurie talk about crappy advice, what it takes to be a great leader, and what she wishes all managers knew. Bad advice isn’t limited to careers. It all stems from a much bigger problem: we think we know what’s best for another person and their life. We’ve all had jobs, and as a result, we all have opinions about how they should be. But the truth is, most of us have trouble acting on the advice we give AND receive. Alison even has a folder full of questions asking for her advice on topics where there IS no great answer, including farting at work. Seriously. Not all advice is crappy (pun intended). Every once in a while, we get a gem that can fix a situation or even change the way we think. Alison had one such piece of advice early in her career: pick your battles. Despite it being good advice, Alison had a hard time swallowing it, and she explains why. Twenty-somethings, this is for YOU. Laurie also shares a piece of advice she got that she has patently ignored. Great leaders get where they are by filtering the good advice from the bad, and there are some key aspects they share. Drive and commitment are a given if you want to get results. But some of the other things Alison believes are required for good leadership might be a little difficult for you to embrace. While there are some great leaders, there are plenty who are lacking, and Alison shares her theory on why there are so many of them. Conflict avoidance is one of the most pervasive issues in management. People don’t want to have difficult conversations, and it leads to terrible work cultures. Alison shares a story about a difficult conversation she had to have with an employee, and you should DEFINITELY take notes on how she handled it. Do you have to be a people person to manage people? Ask 10 people and you’ll get 10 different answers because, you guessed it, we all have our own advice to give. But if you want GOOD advice, Alison wrote the book on it, Ask a Manager. She shares whether you really need to be a people person if you want to lead well. Introverts, according to Alison, you CAN be a great manager. As an employee, or even as a manager, you’ve probably come across the sense of secrecy about management. So what do managers wish you knew? Alison has some great thoughts about that, and first among those is that it’s okay for an employee to speak up. She shares when it’s appropriate and how much you should divulge. Alison’s new book, Ask a Manager, isn’t just a collection of blog posts she’s written over the years. Instead, Alison took all she’s learned and created a handbook for managers. Specifically, ‘what to say when,’ and other things that you can actually learn and apply to your daily interactions with employees. Alison gives you the language to use for awkward and cringey conversations. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Alison GreenAsk a Manager WebsiteSlate ArticlesNew York Magazine ArticlesTwitterFacebook

Shawn Madden is made of fun. No, really. His company, Fun Corp, runs ‘friend building’ parties for small to medium sized teams and companies to help create real social connections and friendships that directly affect culture. Because his business is mostly fun and games, Shawn has a unique perspective on the workforce because he takes employees OUT of their normal habitat. You might be surprised at what he sees as a result. There are two ‘dirty f-words’ at work, fun and friends, and this is where Shawn believes that work is broken. People are almost afraid to be social at work the way they are in life, so they end up with a sharp divide, which Shawn explains as ‘Facebook is for friends, LinkedIn is for co-workers.’ Now Shawn claims that it’s science that it’s good to have fun at work, and he reveals why. You’ll often find that friendships at work can cause trouble, especially when it’s between a manager and an employee. But it’s really not that different than having falling-outs with your friends in life. Shawn poses the question: is it a matter of touching a hot stove or falling off a bike? He explains why the distinction matters. Shawn has a plan for fixing work, even though many leaders are resistant to it. Rather than invading the workplace, he’s inviting teams out of the office to connect in different ways: company parties. It’s the one box that company managers know they need to check off whether they believe in being social at work or not. Oh, and introverts? Fun Corp hasn’t forgotten about you. Laurie and Shawn don’t necessarily see eye-to-eye on team building. In fact, Laurie owns the domain name teambuildingisforsuckers.com. (For real!) Laurie believes that companies put on events to help themselves, not their employees, and it’s all for profit. Shawn doesn’t disagree, but he explains why his approach is very different. How does Shawn know what he’s doing is working? It’s from the stories they get back after hosting an event for a company. It’s when the employees want to keep the party going at the office. Well, sans alcohol and giant Jenga. But people who used to walk the halls with their heads down now have fun memories in common. Despite the fact that Shawn’s current strategy is to get teams out of their environments, when he looks at the future of work, he poses the question: do we really need to leave the office to have a party? How would YOU feel if your boss decided that they were going to give you 4 hours off on a Tuesday so that you and your co-workers could party and bond together? Shawn talks about other ways that leaders can bring fun back to work. Planning parties isn’t easy. And getting leaders to engage is challenging, too. Shawn recommends a simple game that teams can start playing tomorrow: High, Low, Betcha Didn’t Know. He and Laurie play it live, and you’ll see from Shawn’s recommendation of a tour guide for Laurie how effective it can be in making connections. Shawn also shares the ONE metric you should use to see whether or not the party went well. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Shawn Madden at Fun CorpWebsiteFacebookInstagramLinkedIn

Elisa Camahort Page co-founded BlogHer, later became the CCO at SheKnows Media after they acquired BlogHer, and is now a writer and consultant. Entrepreneur, speaker, conference leader, and blogger, Elisa has the type of bird’s-eye view of work the rest of us can only dream of. Laurie and Elisa talk about the disconnected workforce, the gig economy, and the rise of those brave souls who are daring to be their whole selves at work. Elisa has a unique view of why work is broken. Have you ever noticed that the higher up someone gets in the management chain, the more disconnected they become from what they did before? That disconnect turns into a fundamental lack of empathy. But here’s the kicker – that lack of empathy goes in BOTH directions. Elisa has been at the top of the management chain, and she approached the problem of empathy directly. If you’re an aspiring entrepreneur who is looking for a partner or co-founder, you know it isn’t easy. Elisa has some very practical advice for finding the right person: date them. Not romantically, but work on a project together before you launch a company. You’ll thank her later. She shares the story of how she and someone she barely knew founded BlogHer. Many of the issues we’re discussing in this day and age (wage gaps, family leave, etc.) were front and center for BlogHer in 2008 – a decade ago. That fact alone makes the idea of change seem like a lost cause. But is it? Elisa shares what is disappointing for her, but also, where she has hope for the future. The first one might surprise you: working from home. Then, there’s the gig economy. With so many people working from home as contractors, what about benefits? How is automation affecting jobs? Why is wealth being concentrated in the hands of so few? Is it possible to outsource and globalize yourself out of having a workforce that is engaged? Elisa and Laurie pick apart what the future of work looks like. Have you ever heard of a ‘work-life advocate?’ These people are coming from a place of not being politically engaged or familiar with social issues, but in recent years, they’ve become galvanized. To do what? Elisa explains what work-life advocates are… are you one of them? This is one of those cases where it might do a later generation well to learn from the younger ones. There are some companies out there who are doing it right. Take, for example, the company who makes Wordpress. They don’t even have a headquarters; they meet regularly, but everything they do is remote. People who can’t work in traditional settings flock to companies like this, and the flexibility they provide is incredible. In closing, Elisa tells the story of a boss who told her she needed to lower the expectations of her employees when they were upset they didn’t have the time or resources to do their jobs well. As you can imagine, that didn’t go over well with Elisa. You have to hear what she asked HIM to do instead. And the point of the story is this: do you understand the difference between satisfaction and happiness? The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Elisa Camahort PageWebsite/SpeakingPreorder Book: Road Map for RevolutionariesLinkedInSheKnows MediaWebsiteLinkedInTwitterFacebook

Robert Sutton is a Professor of Management Science and Engineering and a Professor of Organizational Behavior (by courtesy) at Stanford University. He co-founded the Stanford Technology Ventures Program (STVP) and the Hasso Plattner Institute of Design (which everyone calls “the d.school”). He’s also a Ph. D., but he doesn’t like to be called Doctor, or even Robert. His latest book is called The Asshole Survival Guide: How to Deal With People Who Treat You Like Dirt, and that’s what he and Laurie talk about on today’s episode. Bob and Laurie both think the management landscape is broken, and according to Bob, managers tend to make two major mistakes. First, they overestimate their own value. In practice, this means that the more they micromanage employees, the more highly they'll rate their employees’ performance, whether they actually perform better or not. Second, managers don't know when to back off. It’s true: when an authority figure is in the room, it has a stifling effect – and Bob reveals why leaving the room is often the better move. What’s the solution? Bob argues that we do need some management, but we need as little as we can get away with. Think about it: nowhere in the animal kingdom or in human society does there exist a group without some sort of pecking order. Google tried to get rid of it in the early days, but that blew up in their faces. Bob shares another story about GitHub’s dysfunctional lack of management adhocracy which led to every business owner’s worst nightmares and a founder getting forced out. Want some quick and dirty advice on how to deal with assholes when you’re stuck in your job and you can't get out? Bob’s got some tips for you. In fact, he’s the expert on how to deal with assholes; he even wrote the book on it. But the answer is probably going to shock you, and he shares a story of someone who worked at Apple for 25 years and how he avoided Steve Jobs’ wrath. You also don’t want to miss the technique another of Bob’s colleagues uses on assholes – he deals with this problem like a research scientist would! Bob’s latest passion project is spearheaded by his podcast, Friction. What is organizational friction? Bob’s learned a lot about it – he and his co-host have tracked organizations as they scale, and how great ideas and excellence can spread, but the big obstacle is continuing to do the great things they’ve been doing all along. Friction, frustration, and fatigue – they bring everyone down. But in his research, Bob has also found good things about friction, such as when friction was a result of a problem that could be fixed. When is friction good or bad? Are there times when you should embrace the friction or you should change the system to eliminate it? Bob shares a wealth of insights on how to deal with friction in the workplace. One of these is ‘the cone of friction.’ It’s a person who, wherever they go, cause friction around them. He also draws in the legendary George Carlin’s saying: “Your stuff is shit; my shit is stuff.” Some of the worst managers and leaders act like children and lick the cookie. Rebecca Hinds was a guest on Bob’s podcast, and he shares the DIY sabotage that creates bottlenecks and breakpoints within a company. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Bob SuttonWebsiteTwitterLinkedInFriction PodcastAsshole VideosBooksPodcast AppearancesBob’s Favorite Friction Podcast Episodes Don’t Sugar Coat Your Culture with Patty McCord Friction’s Antidote: Radical Candor with Kim Scott DIY Sabotage: Lick the Cookie with Rebecca Hinds of Dropbox

Sam Weston is attempting the impossible: trying to educate our lawmakers about technology and its effect on the workforce. Okay, maybe it’s not impossible, but so far, it’s been an uphill battle as automation and artificial intelligence have continued to take jobs from people who need them. There’s no support for those people, and Sam’s mission is not just to raise awareness; he aims to help those lawmakers by giving them context with awareness, and a plan to make things better. Sam was born in New Zealand and began his career in politics there, but it wasn’t long before he came to the US to become a political consultant. From there, he stepped into PR and then into an Internet agency where he participated in the early days of the Internet and saw its impact on business. The Internet has been great for business. We all know this. But there’s a hidden truth that no one wants to talk about. Businesses have been growing but it’s at the expense of employees, and the Internet explosion threw fuel on the fire. Consider: Facebook changed the world, but have all the changes been good? No doubt you’ve seen a million different promises that if you fix THIS ONE THING, you’ll fix work for yourself. It’s the perfect marketing pitch. But according to Sam, fixing one problem won’t fix all of work. In fact, a lot of what people say is broken about work isn’t really broken at all. Case in point: communication. So, if all these problems are just symptoms, then what is the actual problem? It’s simple: no one is fixing work for employees. All the consultants, programs, and courses are trying to fix work for the company instead. Most employers are happy with the way things are and Sam reveals what’s really on their minds when they think of fixing work. If you’re a cynic, you’ll agree. As always, there’s an underlying problem here: the interests of a company are its shareholders. And that interest will always be diametrically opposed to the interest of the employee who asks, ‘how can I get paid what I’m worth?’ A different sort of problem for those who don’t struggle to earn enough to live is finding purpose and meaning in their work. They wonder if they’re wasting their lives. The amount of change rushing toward the workforce is massive. With the advent of AI and technology, more and more jobs will be disappearing. Importantly, this second rush of automation won’t just affect automotive industries and factory workers; it’s the white-collar workers who will bear the brunt of this coming change. Laurie asks a scary question, ‘is the future of work NOT work?’ Sam believes the jury is out on whether the number of jobs AI creates will be more or less than the number of jobs it destroys. But here’s the parallel issue: no one is talking about the jobs it will destroy. According to Sam, we are drowning in awareness of problems, but we aren’t drowning in change. This is what he’s dedicated himself to fixing. If we can present the problems that technology brings, give it context, and make it matter to policymakers, that is a HUGE step forward in heading off the issues before they arise. It might not only be up to policymakers and business owners to create a vision for the future. In the past, families like the Rockefellers and Carnegies have done amazing work, so where are the new millionaires and billionaires who are creating real, positive change in our world? (If that’s you, Sam has some pointed advice that can help you make almost immediate change and why you shouldn’t focus on foundations.) The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Find Sam Online:Sam Weston's Website TwitterLinkedInEssence Global on Facebook

Laurie gets emails all the time with the same question: ‘Should I quit my job?’ She admits right off she might not be the best person to ask; she’s not exactly driven to work. Despite that, she’s been in the HR world for the past 25 years and she’s seen it all. Laurie begins with the first answer she generally gives: Yes. Quit your job. Here’s why. Let’s get one thing straight. You don’t write in asking if you should quit your job for no reason. You’re asking because you WANT to quit your job and you want permission to do it. But in today’s society, we’re expected to ask for advice, to get consensus and validation. Consider this your green light. Stop asking and just go for it. There’s another group of people who actually love what they do but they’re embroiled in wage gaps, #MeToo issues, terrible bosses, and bad work environments in general. It doesn’t seem fair that they have to quit their jobs, but Laurie has some tough love that you need to hear. Maybe your job is craptastic and the only reason you’re in it is that you can’t find another job. Know this: you are not expected to keep yourself in a toxic environment. If you can’t find one job to replace the terrible one, then find two. Do whatever it takes to get yourself out of the toxic situation because it is slowly killing you. It is self-abuse. Stop it! You deserve better. Are you angling toward something more entrepreneurial? Maybe a swim school or frozen yogurt stand? Great! If you’re determined to be your own boss, then bet on yourself. Get a business plan and get to work. But make sure you’re ramping up first. Don’t quite a job and THEN start a company; it’s a recipe for disaster. Are you really struggling with the decision? Then get someone qualified to help you work through it. We’re not talking about some sketchy Internet life coach who is using you to self-soothe their own past. Laurie recommends talking with a psychiatrist or psychologist – no, really! If that’s not an option, check out The Muse. They have certified career coaches to help you take the right steps when you’re ready to quit work. Finally, if you’re determined to quit your job, make sure you take all your paid time off and exhaust every benefit in your employee handbook. Use your health insurance to make sure you’re well; go to the dentist, the eye doctor. While you’re doing this, try to remember why you accepted the job in the first place. What made you say yes? Is it worth leaving? Think through it. Laurie’s final piece of advice is instrumental: expand your network. Talk to smart people. If you truly CAN’T leave your job and it’s a toxic environment, then you need good people around you. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Episodes referenced in this podcast:Eric Barker Episode on being smart about choosing your jobKatrina Kibben Episode on how to ramp up a businessBen Brooks Episode on democratizing coachingScott Stratten Episode on burning down your careerOther links:The MuseUnmarketing podcast with Scott Stratten IF YOU NEED HELP:National Suicide Prevention Lifeline United StatesCall 1-800-273-8255 - Available 24 hours every dayCrisis text line: Text CONNECT to 741741 in the United States.List of international suicide hotline numbersWorkaholics Anonymous The Forces Driving Middle-Aged White People's 'Deaths of Despair'

Has your company tried to implement leadership training that ended up doing absolutely nothing for the leaders or the employees? If so, you’re not alone, and it’s because they’re missing a key component in what makes a great leader: accountability. Today’s guest, Vince Molinaro is an expert on the subject. In fact, he wrote the book on it, The Leadership Contract. He and Laurie talk about the 5 behaviors of accountable leaders and ways to fix a disengaged, broken workforce.Vince Molinaro is a thought leader and consultant, and author of the fantastic book, The Leadership Contract. We all have our stories about work and the leadership we experienced, some good and some bad. But some of them are just lukewarm. Dead and dull, the daily grind, even in sectors where the work itself is life-changing. Vince shares the story of his time at a company like that, and the heartbreaking reason why the turnaround his mentor and leader spearheaded ended up failing and the toxicity that was behind a curtain. This experience is what set Vince on his path of thought leadership. Vince’s former mentor and boss was the epitome of great leadership. Not only did she have what Vince calls leadership ESP, but she also shielded him and the other employees from the toxicity of upper management. All that Vince does, he does in memory of his mentor. She inspired him to work only with truly great leaders. Is there one, standard definition of what great leadership is, or does it vary from organization to organization? Vince has spent a long time learning and researching that very questions, and what he’s found is that while companies are investing more and more in leadership programs, they aren’t happy with the outcomes. It all comes down to accountability. Vince shares the 5 behaviors that describe a truly accountable leader: holds others to high standards of performance, is excited about the company and shows that enthusiasm every day, has the courage to tackle tough issues and the courage to have difficult conversations, knows how to cascade and communicate strategy, and one who keeps their eyes truly open. Laurie points to the chicken and egg problem with trying to find future leaders in a workforce that is largely disengaged. She and Vince talk about the huge opportunities companies have missed and instead have tried foosball tables and cafeterias to increase engagement. For example, focusing on leader engagement sets off a ripple effect throughout the entire company. Don’t kill the souls of the people who work for you. Please. Do us all a favor and take Vince’s advice on how to get your passion back and become engaged once again in your role as a leader. First of all, you have an obligation to lead. Leadership is a contract (which is why he named his book The Leadership Contract). But you ALSO have an obligation to yourself to fulfill, and that is to ask yourself whether you’re really meant for a leadership role. Vince brings a measure of optimism to Laurie’s normal cynicism, and he shares his thoughts on how you can fix work for yourself. Yes, the robots are coming. There’s AI. There’s employee disengagement all around. But then there’s YOU. You have a wealth of experience in the trenches, and Vince reveals how you can be the change you hope to see at work and the tremendous opportunities that await you. The DIY HR HandbookWouldn't you love to get your hands on Laurie's no-holds-barred, honest DIY HR Handbook for employees and pros alike? Download it for free!Links from this episode:The Leadership ContractVince on LinkedIn

Chances are you’ve already seen the Gender Equity Iceberg, and today, Laurie talks with Adrienne Murphy, Ph.D., of Dimitry|Murphy & Associates. Adrienne is a wicked smart psychologist, business leader, and consultant who works with professional women to align their jobs with their values. But what’s more is that Adrienne helps these women find their voice, develop their careers, and break through glass ceilings. Even so, her common-sense approach to careers and life can help men, too. Adrienne doesn’t just believe that work is broken. She has proof. She held a focus group filled with professional women who have opted out of the workforce and instead, spent their time doing ‘meaning-making’ work. These are the types of women, along with first-time professionals, are the focus of Adrienne’s work. When Adrienne works with these women, she has two primary things to teach. First, your career is an asset, just like your portfolio. Second, if you want to be something more than a director, you need to know yourself. Adrienne explains what she means and gives some great examples of how to do both. Laurie and Adrienne dig into the layer beneath opting out of the workforce by asking why these women choose to follow a different path, and the reason might surprise you. Naturally, there’s the money, the hierarchy, the inequality, the glass ceiling, but that’s not all. Adrienne believes that it’s also values that clash with one other within a single woman. It’s not always easy to use your voice when you don’t have words to describe the problems you experience. Adrienne has some powerful advice for you that includes sitting with your feelings for enough time to give them words, and then being mindful of how you communicate them to others. Have you seen the Gender Equity Iceberg infographic in your social media feeds? (If not, find it here!) Laurie and Adrienne take a closer look at the iceberg theory, from legal to cultural issues, and what to do about them. In addition, the illegal actions that occur won’t go away until the cultural behaviors, those below the waterline on the iceberg, are dealt with as well. Would you believe that some companies are actually recognizing fathers and their role in parenting by giving them paternity leave? It’s this and a few other heartwarming things Adrienne shares that gives her hope about the future of work. Speaking of the future of work, Adrienne has an interesting viewpoint of how technology will help people map out their career path. But what is REALLY fascinating is how she believes that women have influenced the workforce in such a way that the traditional hierarchy will give way to project-based organization. Adrienne has some beautiful words to share around #itdoesnthavetobethisway. You might not be able to make change in your life immediately, but with a plan and an open mind, your life doesn’t have to be this way. Links from this episode:Adrienne MurphyTwitterFacebookWebsite The Gender Equity Iceberg (Download)Other links:Jane Harmon