Future Ready Leadership With Jacob Morgan

Creating a true human organization has been a topic for decades and there has been a lot of smart people, wonderful books, case studies and research reports out there that talks about leadership, employee experience, and management skills. But still, a lot of organizations all over the world struggle to embrace these things. Still, a lot of employees out there don't like their jobs. So a part of me wonders, does any of the work that I do matter? Why isn't change happening? why do these companies still exist? Then I remember the emails I get or the stories I hear from all of you about how change is happening in your organization. It might be hard for us to see change because it takes time, but change is truly happening. It's like going to the gym. I have no idea how long it's gonna take for you to look better or feel better, but I know that over time, as you exercise and eat healthier, you're gonna start to look a little bit better and feel a little bit better. One day you will wake up and look and the mirror and think "I look and feel pretty darn amazing!: Stay optimistic. You too overtime, will start noticing change.

Caskie Lewis-Clapper is the Chief Human Resources Officer at Magellan Health, Inc., ("Magellan "). Prior to joining Magellan, she served as senior Director for Human Resources Operations for Helix Health, a Baltimore, Maryland-based health care system. At Helix, she held a variety of senior leadership positions, including Sr. Director of Human Resource Operations and Director of Training and Organizational Development. Prior to joining Helix, she was a consultant with General Physics Corporation, providing training and performance improvement consulting services, and conducting human performance improvement research. She is a published author of articles on team building and human performance improvement. She received her Bachelor of Science degree from the University of Maine and her Master of Science degree from Johns Hopkins University. Magellan Health is care management for the fastest growing and most complex areas of healthcare, including special populations, complete pharmacy benefits and other specialty carve-outs. It is "the right care at the right time in the least invasive way". With 10,000 employees, they work relentlessly to provide the best care. Workplace flexibility is something that has been discussed and worked on over the years. Magellan was on the cutting edge of this issue as they were finding ways to allow employees to work off site since the early 90s. And they continue to make flexibility a priority for their employees. Currently 40% of their staff works from home. A lot of organizations question flexibility because they feel that the best collaboration and innovation happens when employees are in the same location and able to talk face to face daily. But Caskie believes that Magellan is able to make it work because they focus on having purposeful, meaningful in person meetings from time to time that allow everyone to stay on the same page. But they a majority of the time they are able to collaborate and innovate through phone calls, Zoom, and online resources. A lot of times when teams are in the same location, they tend to waste time in pointless meetings just to say they met. The important factor, whether your team is onsite or not, is that during meetings the leader is clear about what they are there to do. Caskie says, "Let the work drive when you need to be in a room together." And then when you go your separate ways everyone knows what they are aiming towards and what needs to get done. Another topic of debate these days is around who is responsible for the development, advancement, learning, and success of employees. Is it up to the organization? Is it up to the employee? According to Caskie, Magellan places the main responsibility with the individual employee. Caskie says, "You're the driver of your work. You're the driver of your development, you're the driver of your successes, you're the driver of your learnings. And that means that as a team member at Magellan, and I'm going to use a word that's a really overused, but you're empowered to, you have the power to make things happen for yourself and for our company." They feel that it is important for employees to have goals, to be proactive in advancing their careers, and to find ways to keep learning. What you will learn in this episode: How employees at Magellan collaborate while working in different locations What mindsets/skills/traits they look for in potential employees How to help people navigate change How to be a digital citizen and a perpetual learner How Magellan is giving employees ownership over their learnings, development and success Interesting programs inside of Magellan--Vern and Rita What it's like to work at Magellan Changes Caskie has seen at Magellan over the past 20 years Contact: Caskie Lewis On LinkedIn This episode of The Future of Work Podcast was made possible by our friends at ServiceNow. Please show your support by checking out the great work they are doing! Give employees the service experience they deserve because everyone deserves great experiences at work. Eliminate frustration and improve employee satisfaction with a single access point for efficient, personalized HR services. ServiceNow helps you put service at the heart of your business. Start today.

There has been a major shift in the way we view work. In the past when a company had a position to fill they announced the opening and people jumped at the opportunity. There wasn't any talk of employee perks, health and wellness programs, workplace flexibility or workplace design. Someone needed a job, they found out about the job and they applied. Now if an organization has an opening people don't just jump at the opportunity. They want to hear about what it's like to work at that company, they want to know what the company perks are, they want to know whether the office is an open floor plan and whether or not they have the latest technology. People have options now, so they don't have to jump at the first opportunity, they can wait for the job that is a perfect fit for them. That is why it is so important for companies today to focus on employee experience. Companies have to be able to understand their Reason for Being and they have to be able to answer questions like, what is it like to work for your company and why should I want to come work there? Organizations, we need to do a better job convincing people why they should work for us. This episode of The Future of Work Podcast was made possible by our friends at ServiceNow. Please show your support by checking out the great work they are doing! Give employees the service experience they deserve because everyone deserves great experiences at work. Eliminate frustration and improve employee satisfaction with a single access point for efficient, personalized HR services. ServiceNow helps you put service at the heart of your business. Start today.

Jacqui Canney, is EVP and Chief People Officer at Walmart and Clay Johnson, is EVP and Chief Information Officer at Walmart. Jacqui has been with Walmart for three and a half years. She is focused on the development, the retention and the rewarding of their 2 million employees. Clay joined Walmart 18 months ago. He focuses on the technology but also the shared services for the company. He is charged with putting those two together to create more productivity and automation. With over 2 million employees, Walmart is the world's largest employer. They have 5000 stores in the U.S and 10,000 globally. Skilling and training employees on a massive scale Investing in people is a focus for Walmart, in particular the last few years they have made investments around salaries, training and education. As Jacqui puts it, "we are people led and tech enabled. So investing in our people and humanity is what Walmart is rooted in and is our competitive advantage". Recently, they have been moving wages and announced new education benefits that employees have been asking for. One of them is a dollar a day college opportunity. Both full-time and part-time employees who have been with the company for at least 90 days are able to attend college for $1 a day to get an associate degree or a bachelor's degree. They have also created in-house training called academies and have about 200 of them in the United States, as well as others outside of the United States where they are teaching employees retail fundamentals and leadership skills. New jobs or skills that Jacqui and Clay are identifying as being important at Walmart include: Digital literacy, Data-driven decision making, Growth mindset, Flexibility and adaptability and then the Empathy One of the things recently implemented at Walmart is called BYOD at work. It stands for bring your own device. So they can bring their personal phones into work and also have access to any kind of the work content they would have on a desktop. So, if an employee is on the floor, they can access all types of training content, just like they were sitting at a desk. The idea is to create more productivity and allow people to learn in a lot of different ways. They also recently announced a game that it's on the App store called Spark City - that anybody can actually play. It's the gamifying of how to run a store. So, people that want to work at Walmart can use it, even before they are hired. You may not realize how technologically advanced Walmart is when it comes to their workforce. They are leveraging a lot of cutting edge tools to train, retain, and upskill their employees. Here are just a few examples: Using IOT – Including having sensors in freezers that 'go bad' and allowing employees to connect with their personal devices throughout the store Applied blockchain to food safety – to be able to identify the original source of the food the supply Jet Black – Which allows anyone to find and order gifts tailored to the recipient Jacqui and Clay say that Walmart is running, not walking, into the next 5-10 years and they are excited to see what new tools, tech, and resources become available to allow them to stay ahead. What you will learn in the episode: How Walmart is evolving and using cutting edge tech to train and upskill their workforce How they are using Blockchain to track food What the future of Walmart looks like 5-10 years out Trends Jacqui and Clay are paying attention to What is store #8 and how is Walmart using it to test new trends What role leaders play in Walmart's transformation How HR and IT can collaborate How Walmart uses VR in empathy training How they balance what is right for the shareholders vs. what is right for employees and customers Link from the episode: https://www.linkedin.com/in/jacquicanney https://www.linkedin.com/in/claymjohnson/ This episode of The Future of Work Podcast was made possible by our friends at ServiceNow. Please show your support by checking out the great work they are doing! Give employees the service experience they deserve because everyone deserves great experiences at work. Eliminate frustration and improve employee satisfaction with a single access point for efficient, personalized HR services. ServiceNow helps you put service at the heart of your business. Start today.

There used to be a time where work and life were kept separate and they did not overlap. Once you got home at 5pm everything that happened at work was put to the side and you focused on your personal life. But today there's no longer boundaries between work and life. It is more of a blending of the two and it's only going to keep becoming more and more blended in the future. If the work side of your life is not going well, then most likely your life as a whole is not going well. Work is life and life is work; the two things are becoming one. Therefore it matters greatly what choices you make in your work life. It matters what career field you choose to go into, what organization you choose to work for and how you interact with others you work with. If you want to have an overall meaningful, happy and satisfying life you also need to have a good work life. This episode of The Future of Work Podcast was made possible by our friends at ServiceNow. Please show your support by checking out the great work they are doing! Give employees the service experience they deserve because everyone deserves great experiences at work. Eliminate frustration and improve employee satisfaction with a single access point for efficient, personalized HR services. ServiceNow helps you put service at the heart of your business. Start today.

Dan Shapero is the Vice President of Talent Solutions, Careers, and Learning at LinkedIn. Prior to this, Dan held several positions at LinkedIn, from Vice President of Talent Solutions and Insights to Vice President of North America Sales, Hiring Solutions. He has also served as the Manager of Bain & Company, as Senior Marketing Manager of Paramark, as Product Marketing Manager of Zembu, and as an advisor for Dropbox. LinkedIn currently has over 575 million members around the world. They are the world's largest professional networking site. The idea originated to provide a platform for professionals to join and start to run their careers much like a startup would think about building their own businesses. Over the course of LinkedIn's history different capabilities have evolved. They started with 300 employees in 2008 and currently, in 2018, employ over 12,000 employees. Three things LinkedIn offers employees: Every two weeks they have a company all hands meeting hosted by the CEO Jeff Weiner They have a thing called InDay. Once a month, people are encouraged to clear their calendars, invest in themselves and invest in their teams A program where every employee, every year, gets a budget of money to apply towards any number of things that help make their life a little easier. When asked how work today compares with work 10 to 20 years ago, Dan says the biggest changes are around talent. "If you look at the most important companies in the world, if you look at the companies that we tend to talk about in the news and the areas that are really driving industry, the new reality is that companies are realizing that they win or lose on their people." Because of this, there's a new focus on how to help people really thrive at work LinkedIn has done some research on the idea of 'career sleepwalking', which is when someone is in a role that they aren't sure they want to be in, but they just don't know how to get out of it. Dan says there's a whole population of people - as large as 40% in certain categories -who are 'career sleepwalking'. There is a ton of window shopping on LinkedIn for careers. People go and look at jobs that are either different by industry, different by function, different by location, and as a crazy stat, near 22% of people on LinkedIn say that "they really fell into their current job versus actively choosing it". And another 23% say that they feel like they're on a treadmill going nowhere. Dan's advice for sleepwalkers or those on a career 'treadmill': Visualize a path to make change Find a friend to nurture your career path Find a role model to help understand the steps to take Have a plan B if it doesn't work out What you will learn in this episode: What do non-HR people need to understand about HR? How employment has changed over the last few decades Three unique things going on at LinkedIn Dan's view of Millennials What is the future of HR? How LinkedIn is doing perks differently What is Glint and why LinkedIn acquired them Suggestions to pivot your career path Contact: LinkedIn: https://www.linkedin.com/in/dshapero/

A lot of times I hear people discussing AI and Automation in a way that makes it seem like once everything is fully automated we will all lose our jobs. But is that the right way to think about it? When you lose something that means you misplaced it, you no longer know where it is. It has an air of carelessness or passiveness. I don't think we are that careless or indifferent. The truth is, we don't lose our jobs, we allow them to be taken from us. There are things we can do to ensure our job security in the future of work. First of all, we have to be perpetual learners, we have to learn how to learn. We cannot just rely on our companies or schools to teach us the skills we need for the future, we have to actively seek information out and learn things on our own. Secondly, we have to pay attention to the tangential. We cannot keep our heads down or only look forward. We have to be looking forward, sideways, behind us, etc… We have to broaden our scope so that we are prepared for anything that may come our way. So what are you going to do to actively make sure your job is taken from you?

Judy Marks is President of Otis Elevator Company, a 165 year old company that helps move over 2 billion people a day. With 27 years of experience serving federal customers across multiple agencies, her experience spans multiple disciplines including positions in systems engineering, engineering management, business development, capture management, subcontract management, program management and executive management. She has also served as the CEO at Siemens. Additionally, she was the President of Transportation and Security Solutions of Lockheed Martin Corporation. In total, she served 27 years with Lockheed Martin and its predecessor companies. Otis Elevator Company began in 1853 when Elisha Graves Otis invented the safety elevator. Over the last 165 years they have delivered products and services for 2 million elevators, in 1000 offices found in 200 countries around the world - every day. The 12.5 billion dollar company's focus of their 68,000 employees is on their customers and working to keep them satisfied and safe day after day. The foundation of the company is to know their values and stay true to them. This is especially critical in this global company. The population of the world is a little over 7 billion, so in three or four days Otis has the opportunity, and the responsibility to touch the world, and keep it moving safely. That's more people than fly, and so, it's a tremendous life safety responsibility. Of the 68, 000 colleagues, 33, 000 are mechanics who really live at the customer's facilities, who do multiple service visits, and repairs as needed really to keep cities moving, to keep buildings moving, to keep people safe, and having access to their homes, and to hospitals. There are multiple types of data that is collected and used in elevators. In a typical elevator the data you collect is everything from door mechanism, and door openings, how many times, how many floors it's been to, etc... All of that's pretty standard information, and really as you think about the ability to use that brings you to preventive and predictive maintenance in the future. But, the more exciting - in some of the elevators you probably see on the West Coast - have something in them called destination dispatch, which allows riders to get to their destination faster. It acts as a virtual concierge, directing passengers where they need to go. The rider enters their destination and then they receive an elevator assignment. The software groups passengers and stops together to ensure the fastest transport possible. There are 5 culture statements at Otis: We celebrate imagination, which means we encourage new thinking, and smart risk taking. We are family. We believe in us. We're many voices. The greatest ideas come from diverse teams of thinkers with different points of view. We're better together. We align as one team, and collaborate to serve our customers We strive to be the best. We set big goals, we rise to achieve them, and we win together as a team. What you will learn in this episode: How elevators and escalators have changed over the last 165 years Trends Judy is paying attention to right now How they ensure that Otis has the right people in leadership roles How AI and data is being used in the elevator/escalator space How Otis is upskilling their mechanics What it is like to work at Otis Links from the episode: LinkedIn: https://www.linkedin.com/in/judy-marks-otis/ judy.marks@otis.com

Have you ever heard of the phrase, "Fake it til you make it"? It is this idea of believing something or telling yourself something even when it's not necessarily reality yet. I am a big believer in this mindset and I have used it to help me throughout my career. When I went off to work on my own I struggled in the beginning. I didn't have many clients and I didn't have a ton of experience. Instead of looking at myself as a poor, young kid, struggling to find work, I told myself over and over that I was a young entrepreneur building a life for myself--a life that I truly wanted to live. I still repeat that to myself even now, years later. The way that you think and the things that you believe shape your behaviors, feelings and actions. It's kind of like a self-fulfilling prophecy. If you believe that you are successful, talented, and that you have something to offer to others you will have a different outcome than if you constantly think negatively about yourself. It's a choice. When you "Fake it til you make it" it allows you to focus on the work. What you say to yourself and what you believe truly matters.

Maynard Webb is co-founder and board member of Everwise, a talent development startup, and a board member of Visa and Salesforce. Previously, Maynard served as Chairman of the Board of Yahoo!, CEO of LiveOps, COO of eBay, and held executive roles at Gateway, Bay Networks, and Quantum. Maynard is the founder of the Webb Investment Network (WIN), a seed investment firm dedicated to nurturing entrepreneurs, bringing his experience in developing and leading high-growth companies. In 2004, he and his wife created the Webb Family Foundation, which provides underprivileged, motivated young individuals access to quality education and supports individuals who are struggling against the odds to make a positive impact on the world through innovation and hard work. Maynard is the co-author of the critically acclaimed book, Rebooting Work: Transform How You Work in the Age of Entrepreneurship . His second book, Dear Founder: Letters of Advice for Anyone Who Leads, Manages, or Wants to Start a Business, was released in September of 2018. How do we drive/change corporate culture? It helps to have a higher purpose –be working on something that matters Be winning at what you are doing Inspire and grow your team Treat everyone with dignity and respect Tackle diversity and inclusion from the outside Make sure your teams are fired up about what they are doing. How do you get people excited about their work? Maynard believes, that first of all it is important to make sure they understand what they are doing and where it fits with the importance of the company. People want to do meaningful work that makes an impact. Employees also should know what it will do for them if they do their job well. As an individual employee you should be aware of who is the best in the world at what you do and aspire to that. For people that want to quit their jobs and want to know what to do first, Maynard says, "...before you just quit and walk out, what are the pieces that you need to own for your situation, and what your situation is, and why you're not happy" If you are itching to be an entrepreneur then go ahead and start while you still have a full time job. Do both at the same time Maynard believes it is important to have a personal brand and you should know what you want to be known for. The character of who you are and how you walk in the world and how you treat people is important to pay attention to. Maynard also talks about his 32 year marriage and he says the secret is knowing the difference between rubber ball moments and crystal ball moments. Rubber ball moments are ones you can bounce back from, but if you mess up a crystal ball moment, like missing a high school graduation, that is a once in a lifetime moment that can't be replaced. What you will learn in this episode: How to drive corporate culture What the early days of IBM looked like How you know when things are going well as an entrepreneur Maynard's view of the world of work today How to get people excited about work Maynard's advice to anyone who wants to quit their job Contact: https://www.linkedin.com/in/maynardwebb This episode of The Future of Work Podcast was made possible by our friends at ServiceNow. Please show your support by checking out the great work they are doing! Give employees the service experience they deserve because everyone deserves great experiences at work. Eliminate frustration and improve employee satisfaction with a single access point for efficient, personalized HR services. ServiceNow helps you put service at the heart of your business. Start today.