In 2013, Jen ran the Boston Marathon. She dedicated mile 26 to the teachers and students at Sandy Hook. At mile 25, chaos broke out. Bombs were detonating near the finish line.

Jen spent the next two hours wandering around Boston in search of her family, who came to cheer her on, witnessing shock and fear and grief in real time.

“Since that day in Boston, this work has been my life 24/7,” she said. “It never leaves me and it will never leave me. And it all boils down to people needing to feel valued, seen, heard, cared for. We can fix that. We can.” -- Jen Marr

Our guest today has an incredibly important story and message to share. If you enjoy this conversation, I cannot recommend enough the book she co-authored with Skye Quinn, Showing Up: A Comprehensive Guide to Comfort & Connection

We’re here to talk about a difficult subject – showing up for people in suffering.

The Oxygen Mask Theory—Reimagined

The first area I asked Jen about was a controversial post she made on LinkedIn, where she flipped the oxygen mast theory on its head.

We all know that putting our mask on before helping others is the right way to go, right?

Jen shares that it actually misses a KEY part of human flourishing.

"I believed in that theory, the oxygen mask theory, which basically if you're in emergency, put your mask on first so you can help a child...In the airplane scenario, you're supposed to put the mask on the child because the child isn't capable of doing it themselves, right? In real life, not everyone is a child and there is always someone who needs help.”

In other words, self care is not the end all be all. Sometimes, we need to look outward and help others, and in so doing, we help ourselves Community and “others care” is a critical part of self-care.

Navigating the Fine Line Between the Rising Trend of Mental Health by Gen Z and the Need for Supportive Solutions

It seems that therapists are becoming our new best friends. Which is never what therapy was intended to do.

At least that’s been my perception, so I asked Jen.

The trend towards mental health may have gone too far, with therapists replacing trusted friends for things that shouldn't be considered medical.

I’ve been concerned that Gen Z’rs are treating therapy like an ongoing subscription, rather than addressing a specific condition or problem.

Jen’s thoughts?

Her team at Inspiring Comfort has conducted on-campus studies with results showing that students are more inclined to seek support from their peers rather than professional counselling.

“Students are not as eager to go for counselling on campus. They want peer support because I think there's this fear that if they talk about their mental health on campus, it could somehow impact their records... peer support falls far above having counselling on campus. The number one thing they want, by the way, is professors and staff that care...They want each other for support more than they want the counselling center, but most of all, they want their professors to care”

A Journey of Healing and Bridging the Gap

Much of Jen’s workplace impact is helping professionals navigate what’s called The Awkward Zone. This zone is the place we often land when we don’t know how to respond to or handle the news of someone’s pain.

Jen shared that people often exhibit different types of behavior when it comes to helping others who’s struggling.

We all do them at different times – respond in an unhelpful way to someone’s suffering - but the goal is to normalize the language to speak and dive into this awkward zone.

“We have to be having more conversations to normalize it, and we also need...

Political hurling. 

Speech vomit. 

Lack of listening. 

These are all things we’re so used to right now. Especially in these few months after election season. 

Fights, exchange of words, and hurling abusive words at one another have sprung up from having different views from one another and the inability to reach a common ground.  

The failure to see that we're different people with diverse backgrounds and, as such, would have different views on a topic.  

I invited my good friend, Mike Kelly, on the show to unpack a better approach to courageous conversations and even disagreement, after he published his book, Leaderfluence: Secrets of Leadership Essential to Effectively Leading Yourself and Positively Influencing Others. 

Mike shows that people are so hung up on their opinions and views that they often don't want to hear another person's point of view. 

"A lot of this problem comes from human beings mentally positioning themselves against other human beings. They say ‘I won't listen to you because I have my own ideas. My mind is already made up, and this is how things should be.’" - Mike Kelly. 

In this episode, we discuss how humans can boldly speak about sensitive issues in a respectful and courageous way without being myopic about our views. 

Mike on decision-making and challenging our base assumptions 

Mike advised us to slow down and take more time to think instead of reaching a potentially irrational decision. 

"When a heated conversation topic arises, if we just took the time to slow down and think, the world would be a totally different place." - Mike Kelly. 

He also gave ways to think and how to get time to think.  

Mike on how to react to a view you disagree with, especially on social media. 

As a Native Analog, Mike said if someone left a comment on social media he disagreed with, he would prefer to give someone a call or take them out for coffee. 

He doesn't believe in the back-and-forth exchange of words on social media, and he'd rather not say anything on social media and just prefer to speak to the person privately. 

Mike believes in communication; the receiver is the most important part of it as well as their feedback. 

Role Play of a “Courageous Disagreement” 

We went on to role-play an actual conversation: me as a “pro-choice woman” and Mike as a “pro-life black man” and how he could respond to me ranting about my disagreement about the cruelty to women concerning abortion.  

Some realizations from this exercise? 

The interesting thing I noted is how he took his time to respond by pausing.  

He didn't immediately respond to my character’s rant/ vent. I believe he did this because he was trying to ensure that she was done talking, and he wanted to not speak out of anger or say the wrong things. He found common ground and showed empathy for her friends involved. 

Mike on how to disagree but still have a productive conversation 

"When we hear each other, we're in a good place. A place from where we can start talking about 'what do we do about this" - Mike Kelly. 

Mike feels some of the best things that have happened or been put in place have yet to be done by people who agreed. He feels people should find a way to understand one another's opinions and learn to respect them. 

It would interest you to know that Mike has...

What would be your response if someone said diversity, equity, and inclusion is dead? 

Get ready to answer that because… 

My guest today makes that claim. 

And she’s 100% right. 

Kait McGregor is the Director of People Science + Innovation at WithYouWithMe, where she leads the global research team that is developing the testing and matching capabilities of their company’s POTENTIAL platform, a recruitment psychometric testing software. 

(If you LOVE this episode and the research Kait mentions, click this link to grab that research + more! https://go.withyouwithme.com/genzsignup) 

Why is DEI Dead? 

To put it simply? DEI initiatives no longer achieve what they set out to achieve. 

They simply “check a box”.  

It’s no longer about actual diversity + inclusion. Instead, in most companies, quota and box-checking trumps actual diversification of thought, background, and ethnicity. 

Kait rightfully points out that most organizations have DEI initiatives just for show, with no intention of taking steps to achieve them. There is a significant need for change. 

Diversity, Equity, and Inclusion should mean more.  It should be about recognizing people for who they are and understanding the values they would bring to an organization as individuals. 

Why DEI is mostly discussed as a surface-level thing instead of a systemic change: 

"I don't think it's from lack of trying, to be honest. For some organizations, DEI initiatives come from a place of understanding that this is a fundamental need within the requirements of what we have as an organization." ~ Kaitlynne McGregor. 

The need for this implementation is being discussed but the problem is in the method adopted.  

No one is teaching those organizations about this the different ways to go about it. They're so caught up in what they're trying to achieve that they've not had the time to take a step back and re-analyze their methods to see if it actually works.  

For example: Imagine being a Latina woman recruited by a “diversity recruiter” and given an interview, only to find out you never had a shot at the job to begin with. The position was already filled, but the company had to “fill it’s diversity quota”. 

Kaitlynne speaks on the solution to proper implementation of DEI initiatives:  

"If DEI initiatives are done right, they should start with education. It should start with the conversation around 'How do we recruit neuro-divergent, youths, indigenous people, military spouses...in a way that is friendly to them, not in the way that suits us and is easy for us as HR professionals?" She said.  

She advised having an attitudinal and psychometric assessment of employees, and making that data available to recruiters. That way, a person's alignment with a certain role is more certain. 

It removes subconscious bias. Employment would then be based purely on data from the assessment, and the employees will be better understood holistically as individuals and not the labels we give them.  

But there aren't enough people willing to open their minds to these new ideas.  

When asked what she thinks about using AI as a solution to recruitment bias:  

I asked Kait whether or not AI was a good solution to this...

Today’s guest initially went to school to become a veterinarian but ended up in a completely different place: as an engineer! Quite the shift, huh? Then he spent 29 years in the AEC world, ending up as the SR. VP and a principal at Wright-Pierce, a 250+ strong multi-disciplinary engineering firm.

We ask interesting questions on this episode such as:

• What is the future of education in heavily licensed professions (such as engineering and architecture)?
• How do we reverse burnout for mid-career professionals who are part owners in scaling firms?
• Does data support a shift to the gig economy for the AEC world? Later in the episode, you’ll hear the surprising findings of a study conducted by my guest along with the Engineering Management Institute.

Pete Atherton is the author of Reversing Burnout, a blueprint for professionals and business owners, and is the host of the AEC Leadership Today Podcast. He’s a frequent speaker at Zweig, ACEC, and ROG events.

This is our first dip into the world of professional services on The Native Digital + Native Analog Show, where the cost of recruiting + retaining talent is significantly higher than other industries we’ve explored. With an average cost per turnover of 40% of the employee’s yearly salary and an average engineering salary of $91,000/engineer in 2021 (2021 BLS study), firms are spending $35-45k per employee they lose.

In just a few weeks, we’ll hear from Tim Schroeder, President of Neumann Monson Architects, on his succession planning strategy to reduce turnover.

Pete is helping firms strategically position themselves for the transition to freelance, independent workers. And it’s time business owners heed his advice.

Pete on Independent Freelance Workers in

In collaboration with the Engineering Management Institute, ActionsProve did a 2021 study to find how COVID had impacted the AEC industry. Here were some findings that, while not surprising to Native Digitals, were quite revolutionary to see in the AEC world:

• Professionals with 10 years of experience or less (around age 30, aka Native Digitals😊) had 2X the affinity for a professional freelance career compared to someone later in their career.
• Over 50% of professionals said work was affecting their mental health.

Nearly everyone wants some type of flexibility in their work. Gone are the days of “work is everything… if I’m still living in 30 years, I’ll live life then.”

Pete on Burnout

If you listed out ALL the things in your life on your “to do” list, how many pages would be devoted to working and how many would be devoted to your family and other parts of life?

For Pete, there was a moment when he realized, his “to be” list was infinitely shorter than his “to do” list.

As a principal in a highly successful engineering firm, Peter had lived his 30+ year career chasing the next big thing.

But here’s the thing. Not only did Pete have a reckoning with himself. So has the entire AEC (architecture, engineering, and construction) industry during COVID last year. Firm leaders will need to pivot dramatically to stay in touch with the newest generation of employees who are seeking companies with values and a purpose-driven, authentic identity.

Connect with Pete!

Get Pete’s book, Reversing Burnout

Connect at pete@actionsprove.com

Peter C. Atherton, P.E. is an accomplished AEC (architecture/engineering/construction) industry insider and practitioner turned executive coach and consultant. Pete has over 29 years of industry experience, 24 as a...

Chick-fil-A is renowned for an amazing customer + employee experience, but what type of intentional leadership does it take to earn that reputation?

To answer that question for us, I’ve invited on Mark Miller, VP of High-Performance Leadership at Chick-fil-A, and the author of over 8 books on leadership; the most recent being Smart Leadership: Four Simple Choices to Scale Your Impact

We discussed aspects of his book on today’s show.

Mark has spent a large part of his life helping leaders build skills to enable them to reach their highest performance level. In his words, "poor leadership knows no level, neither does great leadership".

Mark On Being an Accidental Author.

Interestingly, while working at Chick-fil-A, Mark stumbled into becoming an author.

“My team and I were trying to figure out how to accelerate leadership development. This is because overexerting the existing leaders would eventually have been disastrous. We worked on this project for a couple of years and just when we were rounding off, we had a crisis of confidence. At this point, we realized that a professional had to be brought on board. I took what we’d put together and showed it to Ken Blanchard, bestselling author and a friend of mine, asking for his input. The first thing he said was "this has got to be a book".

Of course, I brushed off his comment but some years later, I went back, this time asking him to mentor me. That's how I published my first book.”

Mark On Gen Z's Servant Leadership Misinterpretation

One of my questions for Mark was about servant leadership. As a native digital, what I’ve experienced is that some young leaders will exchange courage for “servantheartedness.”

Mark’s response was fascinating.

He said that real leaders must have the basics covered: Courage, strong decision-making, and the ability to drive towards a vision.

But balancing that, servant leaders must also foster humility.

According to Mark, servant leadership is the highest form of leadership, but presently, there is a general misconception that it is inferior to traditional leadership. We must realize that servant leaders are skillful, service-oriented, and resilient. They put others first, they are not weak, and they value relationships and results.

"Leaders should be willing to work with their team and team members should work with their leaders" ~ Mark Miller.

Mark On Performance Reviews and Coaching

The success of every employee is the responsibility of the leaders. While they dedicate their lives to ensuring that the organization grows, the leaders and bosses should put measures in place to ensure employee growth.

Mark says it is very important to treat people as individuals, watch out for their unique personalities and treat them accordingly. Performance reviews are one of the ways to monitor employee progress but organizing periodic coaching sessions and calibrating from time to time would have an effective result on the leaders, employees, clients, and organization. "Leadership at the end of the day is about people," he says.

Speaking On the Defining Leadership Moment of His Career:

Mark learned from one of his supervisors that "your capacity to grow, determines your capacity to lead". To continuously add value to those around you, grow your income and make a difference, commit to love long learning. This doesn't guarantee automatic promotion. He said, "we only control our readiness, the organization controls our opportunity".

"If you are thinking about yourself, you want to walk into a room and take charge, if you are thinking about others,

This episode was recorded at the beginning of March 2022, when the conflict between Russia and Ukraine was first beginning.

In today’s very special episode, we’re dissecting everything from internet sex to the conflict in Ukraine, to category design.

Christopher Lochhead is a legendary founder of the management discipline, Category Design. But more than that, he’s someone I admire greatly, and my honorary uncle who tells me shit when I need to hear it.

He describes himself as a dyslexic paper boy from Montreal, who got thrown out of school at 18. So, with no other options, he became an entrepreneur, then a three-time, Silicon Valley public company CMO. After he sold Mercury to HP for $4.5B (back when that was a lot!) in 2006, he hung up his glove as an “operating guy”.

He describes his work as "what might happen if the Harvard Business Review got drunk at a dive bar with some very smart, very funny badasses" 🏴‍☠️

His books, Play Bigger, and Niche Down, are must-reads for ANY leader or business owner, regardless of industry. I’m serious. You can’t afford not to read them, and also subscribe to his newsletter, Category Pirates, where you get more valuable info in bite-sized nuggets than an MBA. No joke.

Lochhead on the Decline in Real Men

“Our world tends to produce a whole lot more legendary women than legendary men.” - Lochhead

If you can rent a bridesmaid and have virtual sex, is there depth in a relationship anymore?

Lochhead and I dissect this topic from our native digital + native analog viewpoints today. Our conclusions are surprisingly similar.

And what is the role of legendary men in raising children with values – both male and female – to be people of character?

“The degree to which children have at least one male role model who are real men – not in a macho way – but 360 men with ethics, morals, who conduct themselves in an admirable way, who have thoughtful decision-making, and strong relationships in their lives, and successful in their careers – is correlated with a child’s well-being and chance of success.” – Christopher Lochhead

Lochhead on Category Design

“Category Design is about the ability to create and dominate a new market category. In business, there’s an assumption that gets made that’s undeclared, undiscussed… It’s wrong. It’s the big brand lie.” – Christopher Lochhead

What are category kings? They are the businesses that own 76% of any given market category.

Guess what happens to the other 24%? ALL the other businesses fight over it. The smallest portion of the pie.

“There are over 50,000 business strategy books on the market. The vast majority have this same contextual scaffolding: how products disrupt markets, and products take over the market. The contextual lens we all seem to have is Brand > Business Model > Product. The problem with that thinking is it’s just not fucking right.” – Christopher Lochhead

Lochhead states that disruptive products do NOT take over markets. Here’s the proof:

Did you have a Red Bull Cola anytime recently? Did you enjoy a Colgate Lasagna recently? These were both real products.

Category Design is for people who have NO interest in competing. Instead, they are creating new categories and dominating them.

The First Native Digital War

“What we’re seeing in Russia/Ukraine is the first Native Digital war. This is why Zelensky does his own direct-to-constituent news broadcasts on Instagram. Putin stands in his made-up fake studio to make himself like he’s the grand puma king shit of turd island, and he talks on TV. And he’s completely lost the propaganda war.” - Lochhead

Enough said? Companies are pulling out of Russia left and right. Lochhead is helping

It’s time again for “FLEX OR FLOP??” And this week’s company in the spotlight is… SONIC.

Yeah. Sticking with slushies may be stupid (how's that for alliteration?). That’s about the only thing I can think of with Sonic – their frozen beverages. Is that a good thing or bad? You tell me.

But before we discuss Sonic, let’s talk about my learnings from this week’s guest episode with Jaime Jay.

Jaime runs his business, Bottleneck Distant Assistants, in a fascinating way – he’s never met a single member of his oversees team. Everyone is remote. He was doing remote business before it was cool.

His team is spread out through Haiti, the Philippines, among other countries. The average age of his staff is 22! And better yet, he has his young staff members run meetings equally important as his more experienced team members. Yes, he has 19-year-olds running meetings.

Jaime shares tactics for:

• Creating psychologically safe teams (SUPER important for Gen Z)
• Engaging team members in such a way they can be offered HIGHER pay somewhere else, and still choose to stay
• Helping entrepreneurs embrace the gig economy and leverage Distant Assistants

I had a number of learnings from this episode that are applicable to companies of any size. You don’t want to miss his wisdom. And if you haven’t checked out his episode (or his book Quit Repeating Yourself), you’ll definitely want to do so.

Flex of Flop: SONIC Edition!

Sonic confuses me. They’re kind of “Floxing” – they aren’t doing great with Gen Z but I haven’t thrown the towel in on them yet.

On paper, they should be a highly attractive brand for nostalgic Gen Z’rs, but they’re having trouble finding staff, and they’ve jumped on the bandwagon of social media too late. Their competitors are outpacing them on all accounts, yet their revenues spiked significantly during COVID due to the drive-in experience.

On the episode:

• I test out features of Sonic’s career website! And discover, well, it’s trying to be something, but it’s in a very rough place.
• We learn from Sonic’s mistake in getting so far BEHIND the competition that they fail to keep up!
• I show you how to make small career website tweaks to improve your resonance with Gen Z.

---

Don't forget to connect with me! And don't be a stranger - attend our FREE Masterclass to help you Attract + Recruit Gen Z.

@hannahgradywilliams

@nativedigitalshow

LinkedIn (Hannah Grady Williams)

Hannahgwilliams.com

Make Your Life Feel Longer, with John K. Coyle, Olympic Speed Skater and Design Thinking Expert 

If you watched the 1994 Winter Olympics, you may recognize today’s guest. 

Because he ended up taking home the silver medal in speed skating that winter with his team. 

Today’s episode is exciting and thrilling as our guest shares his adventurous journey. 

From 55 times he almost died, his thoughts about the perception of time, to how he led the shift from contract cellphone plans to non-contract plans... you’ll be hanging onto every word John shares. He even shared, for the first time in a public forum, the personal story behind a poem he wrote that has since been shared with hundreds of thousands of people. 

Join me in our episode today as I take the journey to the great mind of an Olympian, storyteller, keynote speaker, author, and a leading expert in "Design Thinking” and Innovation --- John K. Coyle  

This episode is an idea of flow, adventure, risk, and creativity combined in one. 

A Danger Seeker 

“In a lot of cases in life, bigger risks mean bigger rewards” ---John Coyle 

John’s whole life, he’s sought out thrills. Intentionally. And in moderate numbers each year. He described himself as a kid who’d go to a haunted mansion on the hill at midnight with no flashlight. 

From a young age, John's fearlessness and resilience set him apart. As he said,

I think I'm a dopamine resistant.” 

He fearlessly embraced physical challenges that others would shy away from. 

He made tough decisions that others wouldn't dare to make. 

When faced with a lack of success on the Olympic team, John took a leap and decided to train on his own.  

This audacious move earned him triumphs beyond imagination, breaking US and world records and proving that daring choices could lead to tremendous achievements. 

Throughout his life, John's willingness to embrace uncertainty and go against the grain paid off. 

In this section, pay special attention to how anyone can use seeking danger, thrills, and stories to increase the perception of time. Your life will be more fulfilling. 

Losing Creative People 

Reflecting on my own generation, Gen Z, I note how college made more sense in their time when company routes were prominent. 

John unveils how swiftly shooting down ideas dampens creativity and causes talented minds to withdraw, leading to a decline in business growth and potential failure, 

"So, it's about what's that calculated risk, and divergent thinkers, creative thinkers, are just capable of thinking far outside of the comfort zone than your convergent thinkers, and if you shut them down all the time, if you don't absorb them, if you fire them or if they leave, then you just don't have that pool of ideas that can help a business grow beyond its current boundaries. And that's how businesses die." 

I'm left pondering the significance of nurturing a culture that welcomes innovative ideas, disruption, and calculated risks... 

"So now they're essentially permanently shut down. They just don't bring ideas anymore. And then the third strike happens is they leave because people join companies, and they leave leaders. The reason they leave leaders, 52% of the write-in votes is my boss is not open to my ideas. So now you've just had an exodus of all your creative people, and this is how big companies go out of business." 

Amygdala Driven Moments, Time Perception 

Our conversation takes an intriguing turn as we discuss his research on the...

Hannah's 1984 - A 10 Year Look Into a (Possible) Future 

Remember Per Damgard Hustad, the AI expert we interviewed before Chat GPT took the spotlight? 

He foresaw a world where AI multiplies global wealth tenfold...urging us to redefine our values beyond careers! 

And in today’s episode, we're diving into uncharted territory... 

Imagine George Orwell's 1984, but with a Gen Z twist!  

Join me as I take a peek and look at 10 years ahead, chatting with Chat GPT about what could be in store for us.... 

We'll explore the phases that could shape the next 10 years... 

maybe we'll look back in a few years at how accurate my predictions are... 

So, buckle up your seat because today's episode is like no other! 🔥 

Phase I: Turbulence (Present – 2025ish) 

I've named phase one 'Turbulence,' because the changes coming our way are both exciting and nerve-wracking, and humans will have to figure out how to adapt to AI. 

From job displacements to economic disruptions, the effects maybe widespread.  

As I always say, 'Change is inevitable, and it's up to us to adapt and thrive.' 

The integration of AI will create a diverse landscape, with some embracing the positive displacement of mundane tasks, while others may worry about job losses.  

It's a challenging phase for all, but one that carries immense potential for growth and creativity.  

Phase II: The Digital Renaissance (2026 – 2030) 

 After navigating through the turbulent debates on AI's impact on jobs and potential government interventions, I’ll call the second phase of our AI journey A New Renaissance. 

During this phase, the spotlight turns to humanity's distinct strengths, with creativity, emotional intelligence, and innovation taking center stage.  

"Lifelong learning becomes essential as individuals seek continuous education and exploration of new domains." 

A world where AI works tirelessly behind the scenes, affording us ample time to indulge in creative endeavors and innovative pursuits. 

A future where our true value lies not in job titles, but in our ability to unleash creativity, empathy, and originality like never before. 

"I could see us returning to a world where people pursue higher learning simply because they want to. They could go study and get a major or a master's or a doctorate in poetry, not for the expectation of a job, but simply for the joy of studying it, enjoying it, and discussing it." - Hannah 

Imagine a renaissance where the pursuit of knowledge is driven purely by passion, unburdened by the pressures of employment.  

As AI gracefully assumes specialized technical roles, humanity will have the opportunity to focus on building a better, more connected physical world.  

Additionally, this renaissance promises a revival of spirituality—an opportunity for us to reconnect with our core values and rediscover our purpose. 

 Irrespective of religious beliefs, a thirst for deeper meaning will propel us to embrace our humanity and seek higher truths in an age that celebrates creativity over consumerism. 

Phase III: Augmented Coexisted (2030 and beyond) 

 Picture a world where AI and humans work in harmony, where ethical considerations are addressed, and collaboration becomes second nature. 

In this phase, we'll have mastered AI integration, and the pendulum of uncertainty will finally find stability. I call this third phase "Augmented Coexistence." 

"Augmented

You’ll probably remember Pete Atherton from his episode just a few weeks back. Pete was a principal at Wright-Pierce, an AEC firm (Architects, Engineers, Construction) for 18 years. Then he exited to become a consultant for leaders who are in similar roles.

So, what better way to continue the conversation between Native Analogs and Native Digitals about the profession of AEC than have the current President of a forward-thinking architecture firm join us?

My guest, Tim Schroeder, President of Neumann Monson Architects, joins me to discuss how professional services is adapting and changing for Native Digital employees.

Ownership + Employee Engagement at Neumann Monson

In my opinion, Neumann Monson is leading the AEC industry in creating succession and ownership pathways for young employees, helping them with retention efforts.

“We have a team of associate principals and have established a succession process for them to take over in the coming decade but have already readied the program for two successive generations after that.” – Tim Schroeder

As the leader of 18 years at the firm, Tim and his team have invested extensively in client experience efforts and just recently became a JUST Organization, which means they are committed to corporate transparency through the lens of social justice and equity.

Take note AEC leaders. There is much to learn from this decision by Neumann Monson.

Tim on Virtual Work in AEC

We haven’t talked much about virtual work on this show, particularly because it seems to be all the world is talking about, and this show does things differently!

However… in AEC, virtual work is creating an uprising and many challenges. So we discussed it.

Tim shared a challenge many AEC leaders are currently facing: How do teams collaborate when they are virtual?

His team very much enjoys the ideas that are generated sitting around a table. And the learnings they garner from hearing the ideas from someone across the room at another desk. I hear this completely!

Yet I find this unsurprising, as the average age of a Principal in an Architecture firm is 40+. (See this article for details)

I want to particularly highlight this fear that Tim shares with hundreds of other firm leaders, and which is not unfounded:

“If we start opening the team to 100% remote opportunity… inevitably, the culture we’ve built dissolves.”

The question I challenge Tim with: What happens when a Native Digital has the opportunity to work anywhere for any company? Will they choose you?

Or should we re-define where “culture” takes place?

Quick Insights from Tim:

1. Create authentic video content – help your potential clients make the decision to work with you BEFORE they ever speak with your business development team.
2. Managing bottom-up and allowing your staff to bring decisions to the top leads to the most innovation and engagement possible in your organization!
3. There are some great virtual collaboration tools! Check out Mural for example.

--

Tim asked me to shout out to the Stanley Center for Peace and Security. NM just designed a fully certified Living Building for them. There are less than 30 such buildings worldwide and their firm admires the Stanley Center's commitment to setting a positive example as global citizens. Go Stanley Center!

Check out Neumann Monson:

In this solocast episode of Native Digital + Native Analog, I share with you my learnings from the conversation with Chris Maslin on Tuesday’s episode. Specifically, how to apply the concept of a “personal board of directors” to daily life.

And.... (drum roll) are you ready for "Flex or Flop?" This is the segment of the show where we discuss a company that is either SUCCEEDING or FAILING to evolve for Native Digitals.

This week we have a resounding FLOP.

Here are some hints… Can you guess which company this is?

• A college drop-out bought the company in 1971 for $1.2M

• The CEO is British

• Unfortunately for this company, they haven’t recognized their key competitor isn’t Amazon. Yet, they blame most of their downfall on Amazon.

• This business used to have a store inside an old movie palace

Can you guess? Listen to the episode to find out exactly why they’re “flopping” with Native Digitals and my recommendations on what they can do to turn their course around.

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Don't be a "flop" business! Join my free masterclass to help you become a top Native Digital employer: hannahgwilliams.com/getthatshit

What would you do if your very FIRST client was the cousin of Queen Elizabeth?

That’s exactly what happened to my guest today. Elizabeth Solaru is an internationally renowned voice in luxury business, but she started from humble beginnings, baking cakes in her grandmother’s Nigerian kitchen in elementary school.

In this episode, we explore the adventures Elizabeth took from boarding school, all the way to her travels around the world baking the most decadent cakes for celebrities, billionaires, royalty, and more.

What does this have to do with Native Digitals? Well, Elizabeth also happens to have made NFT history by being the first cake designer to hold an NFT. In other words, she’s moved into the Native Digital space, while being a Native Analog, and other companies should be taking note.

Elizabeth is a dear friend of mine and has already earned her reputation as one of the best wedding cake companies in the world – in fact, her creations have been featured on TV, in numerous prestigious national and international publications such as Vogue, Tatler, Wedluxe, Brides, Martha Stewart Weddings, The Telegraph, and Conde Nast BRIDES and countless internationally respected blogs.

You don’t want to miss her stories of luxury companies that are doing a GREAT job transforming their markets for Native Digitals and… those that aren’t.

This is a fascinating conversation. Stay tuned for my solocast where I discuss learnings from the show.

About Elizabeth:

Elizabeth Solaru is an author, an international keynote speaker and award-winning entrepreneur. Formerly a Scientist and Headhunter, she has honed her expertise in luxury selling having successfully set up and run the world-renowned and multi-award-winning atelier Elizabeth's Cake Emporium and the Luxury Business Emporium. Author of the best-selling book, OPULENCIA, Elizabeth is the co-host of the Luxury News Weekly Podcast, a humorous and informative news commentary podcast focusing on luxury news and the business of luxury.

Check out her work and connect with her here:

luxurybusinessemporium.com

@luxurybusinessemporium

LinkedIn Elizabeth Solaru

TikTok @luxurybusinessguru

A couple of weeks ago we had our Think Tank episode where we've asked an interesting question to see how our guests might implement or respond to this particular scenario. 

And today is no exception... 

I got to ask our amazing guest, Karen Brieger, the Senior Vice President of People for an amazing brand called Therapy Brand 

“What would happen if native digital SWAT teams were deployed in organizations to solve vexing problems?”  

In this episode, you’ll hear her insights and strategies for leveraging AI tools to enhance the hiring process. 

With an extensive background as the SVP of People Operations and Chief People Officer at renowned companies like Thermo Fisher, Smiths Medical, and Investors Bank and Trust, Karen's experience speaks volumes. 

Pay special attention to how her rich experience and fresh outlook on the role of technology in the workplace offer unique perspectives that will surely leave you pondering. 

---- 

Leading with Authenticity  

Our conversation highlights the significance of authentic leadership in creating a psychologically safe environment. 

Karen Brieger underscores the importance of being true to oneself, which paves the way for others to do the same.  

She shares a personal anecdote about cracking jokes during an interview, which prompted relief and a sense of ease among her colleagues. 

Karen believes that her own authenticity sets a positive example, allowing others to feel comfortable in expressing their true selves. 

She notes, "And if I'm not going to be authentic, then have I created a psychologically safe space for others to be authentic? So, it's got to start with me at the top, right? It has to start with the CEO too."  

This perspective emphasizes that authentic leadership not only fosters personal growth and satisfaction but also influences the overall cultural dynamics within an organization. 

Outsourcing Solutions Through AI Teams 

One of the most pressing questions is the potential for outsourcing complex tasks to AI-empowered teams, thus maximizing efficiency and cost-effectiveness. 

As Karen points out, this strategy aligns with current practices of engaging consultants and experts. 

"If I could use this group that has the power of this AI tool to help solve the problem or do the work for me in half the time, a quarter of the time, in maybe a more creative, productive way, it's going to cost me less, it's going to get me a better outcome. So why wouldn't I?" -- Karen Brieger 

It becomes evident that the convergence of AI and digital natives presents a transformative opportunity for organizations. 

By harnessing the creativity of youth and the power of AI, businesses can overcome complex challenges... 

reshape traditional problem-solving paradigms and position themselves for success in a digitally driven future. 

Addressing Industry-Specific Knowledge and Problem Solving  

"How much industry knowledge depends on the problem, right? How much industry knowledge is needed to help guide what the solution is?" - Karen Brieger 

From a structural standpoint, Karen emphasizes the importance of domain knowledge in tackling complex problems within specific industries.  

"How much of that just, and that's learned. That's to me those are learned skills. And how essential, with this group, are they there yet? Have they learned those sorts of skills? And is that going to be a challenge in...

How important is cultural creativity to engaging Gen Z?

Well, ask yourself this: What happens when you take the 83% of Gen Z who considers themselves creative, and stick them in a work environment that dries up that creativity?

Disengagement.

As a debrief on the episode with James Nave, we explore the importance of integrating creative outlets for poetry, music, art, and language into your organization.

FLEX OR FLOP?

And… speaking of creativity, on today’s FLEX OR FLOP part of the show, we discuss Canva, an organization that empowers creators to create more.

You’ll hear my thoughts on what Canva is doing to become a magnetic employer through a focus on digital engagement, employee empowerment, and creative outlets for their staff.

What will you do to be more CREATIVE today?

--

Don't forget to connect with me! And don't be a stranger - attend our FREE Masterclass to help you Attract + Recruit Gen Z.

@hannahgradywilliams

@nativedigitalshow

LinkedIn: https://www.linkedin.com/in/hannah-williams-genz-ceo-advisor/ (Hannah Grady Williams)

Hannahgwilliams.com

Welcome to the Native Digital Native Analog Show, where today's episode is one that will deeply touch your heart and soul.  

Our guest, James Fellowes, shares his journey of unraveling and rebuilding after a diagnosis of bipolar disorder, while also co-founding a company that has placed over 75,000 people with incredible abilities into meaningful careers. 

But this episode is even more special as we welcome my sister, Sam, who was recently diagnosed with bipolar disorder, to join in the conversation. 

Get ready to be profoundly impacted and to open your mind to a level of empathy you didn't think was possible.  

Let's jump in and join this special conversation in My Den. 

From Privileged to Poverty 

 James had everything going for him, but then everything came crashing down.  

He recounts his privileged upbringing, his successful career in the drinks industry, and his seemingly perfect family life.  

However, in 2008, things began to unravel for him...  

“This dawned on me. Having been white male and exceptionally privileged. I'd never heard any kind of or experienced any kind of barrier to employment in my entire life...”-James Fellowes 

This was when his mental health began to suffer. He lost his confidence and struggled to operate in any way. He couldn't even turn on his computer and found himself staring out of the window.  

Despite this, he found hope through therapy and the support of his family, and he now works to help others going through similar struggles. 

“And I started rebuilding my life again. And I was like, “Okay, we can start again, you know, bottom of the snakes and ladder”. - James Fellowes 

 Navigating the Future of Talent in the AI Age 

James and I discussed how employers should view the future of talent, given the shifting landscape where AI surpasses our expectations. 

“I think this (AI) makes this talent pool even more strategically vital. Because if AI can do what typical talent can do, but much better and working 24/7 and various other things.” -- James Fellowes 

And James points out that managers need to start thinking about all different types of diversity, not just gender and ethnicity.  

 Embracing Diversity in the Workplace 

Neurodiversity includes talents like those with autism, who have attention to detail and focus, and dyslexics who are extremely creative. 

James said, "if you have gone through a system that's designed to put you down, tell you you're stupid, and you have gotten through that, well, you must be bloody good." 

People who have lived through difficult experiences also bring unique experiences to the table that cannot be replicated by AI 

Therefore, it is crucial for companies to embrace diversity and seek out untapped talent pools to get ahead. 

If you want to catch the full conversation, be sure to listen to the complete podcast. 

About James Fellowes 

In 2018 James was made redundant for the fifth time in 8 years. It was then that he had an epiphany: to leave the corporate world to try and change the world! He co-founded Bridge of Hope Careers to create the missing link between ‘untapped talent’ and inclusive employers seeking to expand their talent pool. He’s a proud dad of three, an unshakable optimist and an obsessive wild swimmer. 

Connect with James Fellowes 

Imagine you’re a young man full of aspirations who decides to give up everything to serve his country in the US Army as a paratrooper. But upon returning home, your wife asks for a divorce. You find yourself homeless and starting again from ground zero. Now imagine finding a way out of complete desperation to become a successful entrepreneur, and now a bestselling author. That is Jaime Jay, and he is our guest in this episode of Native Digital + Native Analog.

Jaime Jay is the co-founder of Bottleneck Distant Assistants, and the author of the new bestselling book, Quit Repeating Yourself. Jaime’s a true friend of mine, and someone who radiates empathy – in fact, he's known by everyone who encounters him as one of the most empathic individuals they’d ever met.

On this episode, you’re going to hear Jaime’s inspiring story of how he climbed from homelessness (multiple times since his childhood), fought the definition of “entrepreneur” his father had set for him, and designed a transformational business and life with his partner Sara.

Jaime was part of the elite 82nd Airborne Division and was trained as a paratrooper. You’ll hear him recall how intense the training was to be part of such an elite organization and be battle-ready for when the country needs them.

Jaime (The Native Analog who Runs a DIGITAL Business)

Jaime runs his business in a fascinating way – he’s never met a single member of his overseas team. Everyone is remote. He was doing remote business before it was cool.

His team is spread out through Haiti, the Philippines, among other countries. The average age of his staff is 22! And better yet, he has his young staff members run meetings equally important as his more experienced team members. Yes, he has 19-year-olds running meetings.

Jaime shares tactics for:

• Creating psychologically safe teams (SUPER important for Gen Z)

• Engaging team members in such a way they can be offered HIGHER pay somewhere else, and still choose to stay

• Helping entrepreneurs embrace the gig economy and leverage Distant Assistants

To hear more for Jaime Jay and how you can Quit Repeating Yourself when running your own business, download this episode AND check out Jaime’s practical book.

About Jaime

Jaime Jay is a connector, starter – geek, podcaster and founder of the award – winning Bottleneck Virtual Assistant Services company that offers professional growth opportunities for ambitious leaders by creating an efficient and systematic approach to identify, hire and cultivate team members who focus on specific roles and responsibilities through a single point of contact. He served in the U.S. Army as a paratrooper in the 82nd Airborne Division and worked in corporate America for over 12 years before becoming a full-time entrepreneur in 2006.

Jaime Jay is the host of the ‘Live with Bottleneck’ show. He participates in interesting dialogs with his guests where listeners are able to participate in the conversation during the live format. His guests are some of the brightest minds in business today. Stop the Bottleneck in YOUR business by watching his show today

In addition to running the distant assistant company and hosting his show, he is the author of Quit Repeating Yourself. This book is all about setting up your business with a strong culture, leading with kindness, creating systems and processes, and learning how to recruit and hire effectively. If you are in business, this book i s a must read.

Jaime lives in Springfield, Missouri with his wife Sara and their dog Nikita. He is an amateur hockey player, enjoys spending time on their boat on Table Rock Lake and traveling. Fun fact: Jaime has been playing ice hockey for over 45 years . He also loves traveling, playing guitar, hanging out with friends and doing the occasionally crazy thing like jumping out of perfectly good airplanes.

Follow Jaime Jay...

A Conversation on Education, Change, and Innovation with Amy Horner, Top 50 Women in Accounting

Many of us know the familiar feeling…

The fear of hurting someone's feelings or the resistance to doing things differently holds many people's back in their careers, and sometimes personal life as well.

In this episode, our guest, Amy C. Horner, CPA, MBA, C-Suite executive, and Strategic Change Ambassador will unpack the topic of change leadership.

Not only that!

This episode spans from far-beyond-things related to accounting, to recruiting Gen Z into professional services, and so much more!

The Evolution of Work Experience for Women

In my conversation with Amy, I got to ask her thoughts on the experiences of women leaders in male-dominated industries and the evolving landscape of diversity, equity, and inclusion. 

While I highlight the common thread I have observed among many women leaders, 

Amy shared her perspective on the challenges faced by women in the workforce... 

emphasizing the need to focus on the people and their talent rather than the metrics of diversity. 

“Instead of really focusing on who are the strongest people to put at this table, let's please stop with the metrics. Let's focus on the people on their talent and not be so worried about adding a seat or giving up a seat. Let's make sure that all of the seats are filled with the strongest people that we can possibly put in them.” -- Amy Horner 

She criticizes the "metric-driven diversity mentality" that treats diversity as a checkbox, rather than considering the strength and capabilities of individuals. 

She emphasizes the importance of genuine connection and collaboration among diverse individuals, rather than relying solely on metrics to drive change. 

Accounting Recruitment Challenges with Gen Z

Amy attributes the difficulty in recruiting Gen Z’ers to accounting's negative reputation of being a “boring career” and lack of exposure in early education.

Many high schools have cut accounting courses as electives, resulting in students not being exposed to accounting until college, if they pursue a business major.

“I can tell you, having seen Intro to Accounting within the last two years out of the local community college, it's not fun.”

Amy acknowledges that the Intro to Accounting course can be challenging and not enjoyable for those who aren't interested in mathematics.

She also mentions the perception of accountants working long hours in dark, windowless rooms, which has created a bias and reputation that is hard to overcome.

The negative programming and reputation associated with accounting make it challenging for the profession to attract Gen Z talent.

However, Amy believes that efforts, such as incorporating accounting into STEM education at an early age and dispelling outdated stereotypes, can help improve recruitment efforts in the future.

Embracing Change: Unveiling the Resistance within Organizations 

As I seek Amy’s perspective into why people fear change, she highlights the impact of early programming: 

“Let's think about any little kid that's on a playground and they're running around, they're having a great time, and what are the adults around them doing? ‘Slow down, you're going to hurt yourself.’ And that programming impacts all of us differently. We've been doing that for decades to little kids, and then they come out and they come into the workforce. And so that translates into being afraid of innovation and change, doing something outside of the way they were taught.”- Amy Horner 

She...

What’s it like being a Disney Imagineer? Let’s hear from our guest 😊

I had an interesting and relaxed conversation with Shawn Nason, former Disney Imagineer, and founder of MOFI; Man On Fire, after reading his best-selling book: Kiss Your Dragons: Radical Relationships, Bold Heartsets, + Changing the World

Career Transitions + Disney Imagineering

Not many people have had a fascinating career life like Shawn. Currently in his 5th career, Shawn has been a professional musician, a Disney Imagineer, coach, author as well as a pastor alongside his wife for 10 years.

I was really curious what being a Disney Imagineer looks like tactically, and what it’s like to work at Disney.

For one – did you know that employees are so empowered at Disney, they have the right to comp an ENTIRE family’s vacation if they’ve had a bad experience?

Shawn worked on the finance team in the Imagineering division, so he would know 😊

What I found most fascinating about Shawn’s experience was how intimately the finance team is involved with the creative process for designing incredible new Disney visions – whether a ride or a new park experience.

Shawn + Culture at Disney

Working at Disney was the experience needed to set the idea for Man on Fire in motion. In Shawn’s words, "...Disney takes good care of their crew members...they paid for the adoption of my daughter and gave me a 6 weeks paternity leave…"

His wife’s decision to quit her job and be a stay-at-home mom for their daughter led him to leave Disney in search of another career.

This exposed him to the reality of what the general workplace environment looks like.

In other words, nothing like Disney.

Shawn on Kiss Your Dragons

We get a unique behind-the-scenes look on the writing of Kiss Your Dragons.

Shawn and his co-authors, Robin Glasco and Michael Harper, had an aligned mindset (or "heart set") and this was the impetus they used to commit to this project.

What’s the book based on?

Because of COVID, we’ve had such a HUGE shift in the workplace. People aren’t working for leaders or companies that don’t treat them well.

“How do we get back to the heart of what people are? I preach a 3-point sermon. Leaders need to learn to be (1) transparent, (2) build radical relationships with your people, and most importantly, (3) you have to love people. If you’re a leader, 80% of your day should be focused on the people who work on your team. 20% should be focused on business.” – Shawn Nason

In light of the pandemic, Gen Zie’rs realized that a college education is not necessary to make money and be happy. As such, they have explored new ways to be educated so that when they get jobs in the corporate world, it's toon their terms only.

"People aren't working for companies that don't treat them right, they are quitting and would figure out what they need to do"

~ Shawn Nason.

In his book, Shawn pushes lessons he learned from working with Disney. There are some very interesting tactics.

Make sure to tune in to this edition of the show to learn more about Shaw Nason's refreshing philosophy to leadership, heart-sets, and Kissing your Dragons confidently..

--

Get Kiss Your Dragons: shawnnason.com/kissyourdragons/

About Shawn Nason

Shawn is an Author, executive, public figure, pastor, and creative consultant who has leveraged on the skills that helped him become successful at Disney, Xavier University (as chief innovation officer), Healthways (as chief experience and transformation officer) to take his clients at MOFI to additional 8- 9 figure increases in revenue while increasing morale, lowering attrition and increasing the lifetime value...

“Who are the people who need to serve on your personal board of directors? Does that personal board include people younger than you?” – Chris Maslin, VP of Talent and Organizational Development, The Biltmore Company

The Native Digital: Hannah (Age 24)

The Native Analog: Chris Maslin (Age 42)

In this episode of Hannah Grady Williams: Native Digital + Native Analog, you will hear a former summer-camp director turned luxury hospitality executive relive the tale of transitioning from throwing a 4-square ball with middle schoolers, to leading the talent strategy of a 5th-generation, family-owned company with 2000+ employees, established by George W. Vanderbilt in 1895.

Chris Maslin is the VP of HR & Organizational Development for The Biltmore Company. His daily work is overseeing the recruiting, engagement, and learning & development efforts for all employees, as well as leading strategic planning efforts for the executive team.

Biltmore Estate is America’s Largest Home, and a world-renowned provider of Gracious Hospitality. The company has also been ranked in the top 100 Best & Brightest Employers to work for, and it’s my personal belief this is strongly correlated to the work of Chris’ department directly.

Chris is a speaker and facilitator as well through Biltmore’s Center for Professional Development, and through this work, has trained hundreds of leaders how to take the insights from luxury hospitality and apply it to their business as a competitive advantage.

But unlike his gigs on stage and in the board room, in this episode, you’ll get to hear his heart on a deeper level, including how he teaches his young son (10) and daughter (13) leadership skills on a daily basis, and how other parents can use those same practices.

Leading with a Personal Brand

“I work every day to show up online the same way you would experience me in person.” – Chris Maslin

Chris and I agreed that online branding can quickly become inauthentic, especially when you build a business (coaching, training, etc.) build around a certain persona.

We discussed that when Native Digitals (Chris’ kids!) and I put ourselves out online, we are open to vulnerabilities that were not as imminent for past generations.

What if every parent helped their kids digest, each night, “what did I do to help someone today?”, and “what did I accomplish today that I’m proud of?”

Reverse Mentorship & A Personal Board of Directors

The conversation shifted into mid-experience mentors. What if mentorship wasn’t just “senior teaches junior?” Instead, what if the attitude towards mentorship was simply “everyone is a mentor, and we can all offer unique perspectives”?

Chris presses that most people don’t see themselves as mentors. He hopes that young people will move towards people and “go first” in pursuing the learning opportunity.

As a leader for 15 years in the same organization, Chris shares practices for building a personal board of directors to lead and guide you as you make decisions as a business owner, director, or even mid-level manager.

Culture-Centric Recruiting

Finally, Chris shares how to help your front-line supervisors to help their team understand their “why” and how it connects to the “organizational why" to create a magnetic culture.

Each of the supervisors at Biltmore is trained to ask their teams these questions that are in alignment with organizational goals:

• “What’s one thing you did to help support your teammates today?” (Employee Engagement goal)
• “What is one thing you did to provide Gracious Hospitality to our guests?” (Guest Satisfaction goal)
• “What’s one thing you did to create a profit for preservation (based on Biltmore’s mission)?” (Business Growth...

Have you considered the benefits of being vegan? Are you attending in-person hiring events? What is your role in helping with your community’s food insecurity? What role do video games and hunting have on a child’s relationship with violence?

These are just a few of the questions we ask during this episode of Native Digital + Native Analog. This conversation explores many directions, as my guest, Tina Weaver, and I navigate her journey.

Tina was the former executive director of the YMCA in Kansas City, and now owns Vespa Equity, where she trains organizations in LGBTQ Language, DEI, and engaging with marginalized communities. I wanted to bring her on the show for multiple reasons – one is because I wanted a nonprofit executive’s perspective on the shift from analog to digital worlds, and to see how this organization embraces young perspectives. Secondly, it’s because (as I discovered through this conversation) Tina and I come from incredibly different backgrounds (and even though we don’t dissect this much on the show), have very differing viewpoints.

As you’ll see through this conversation, despite our differences, Tina and I learn from each other’s perspectives.

Here are a few ways Tina and I are vastly different.

• Tina was a multi-sport athlete. Simply put, I am not. Invite me to a game of soccer for a laugh 😊

• Tina is vegan as a point of principle. I eat meat and enjoy hunting as a principle for conservation.

• Our views on marriage differ and our perspectives are different on how to raise children.

• Our approaches on how to solve the problem of violence in adolescents differ.

But despite the differences, here are just a few of the areas we found we agree on:

• Our world would be a better place if we supported and affirmed people’s differences.

• Youth empowerment is important to organizational success.

• Conservation and respect for the earth is incredibly important to create a better world for all living beings.

Tina Weaver on Youth Leadership

“One of our employees began as an intern and became a board member at 19. She led a fireside chat with the community at one point. The nuggets of wisdom that the audience walked away with from a 19-year-old – give credit where credit is due – was phenomenal. There’s really not a mistake you can make by including young perspectives in your decision-making.”

– Tina Weaver

At the Kansas City YMCA, Tina’s team let a variety of programs, including working with school systems and intern programs. At one point, they identified that 21% of their members were food insecure, and Tina’s 19-year-old intern led an initiative to become their own food supplier by starting a small farm.

Tina offers the perspective that if you allow youth to have this sort of decision-making ability and influence, they will do amazing things within your organization.

Tina on Connectedness

“Our connections are incredibly vibrant. I believe we know each other much deeper than we’re willing to allow each other to get to know.”

– Tina Weaver

I believe there are valuable lessons we can learn from having a close relationship with our environment. Tina’s work focuses on operationalizing diversity, equity, and inclusion for human, animal, and earth, and there is much to learn from her and this holistic perspective.

Connect with Tina!

Tina is an experienced and passionate executive driven by cause-driven results. She offers an entrepreneurial spirit through innovation, inclusion, management and staff development with a strong ability in programming and cultivating key partnerships for strategic development and growth. She has a diverse portfolio of skill sets that include strategic planning, operational effectiveness, strategic alliances, shared services and advocacy. Tina puts into...

Buckle up and get ready for a ride into the future of retail experience design!

My guest, David Faulkner, just left a multi-year career leading the design teams for over 100 physical retail locations.

The interesting part? Bose just closed ALL their physical stores, and there were many lessons from this experience.

Today, David takes us inside the design room behind the projects of CapitalOne Cafes – a project he designed and led – and gives us a glimpse into the future of phygital retail in this brand-new world.

David on what's important to him about retail design:

David’s got a fascinating history of experiences – from banking to global retail experience design – and when he jumps on most podcasts, people want to know about the future.

But he rarely gets to spend time talking about the most IMPORTANT part of the work he does: getting to connect with the real humans to make his ideas come to life.

"The human side has always been important to me. The few moments I spend talking to a store manager, hearing their experience in the buildings I manage and watching customers interact with the design of a space, I get excited to hear the impacts, which pushes me to go on." – David Faulkner

David visited a specific memory with us – a CapitalOne café in Portland Oregon – where he got to go “undercover” and speak with customers who used the café experience!

David on Digital Banking

The new way of banking and retailing is going digital. And no surprise – Native Digitals form a considerable part of the clientele of small and large businesses.

But David believes that an analog touch can be the make-or-break of the banking industry.

People enjoy having analog, human connections when their life savings are involved so David believes banks should have a portal to touch base with their customers.

"Digital banking is simply having all the information available immediately at the touch of a button."

When Native Digitals takeover, what’s the purpose of an analog banking experience?

According to David’s experience, banks should be quickly adapting where all transactions are digital. The digital experience must be seamless.

But the physical experience serves a different purpose: (1) education, (2) a place for emotional relationships to be built, and (3) a portal where banks touch base with their customers to be a guide on major life decisions.

For example, Lenovo found that customers buy 3-4x the amount of products when they are in-person vs buying digitally.

David takes us “inside the design room”:

While working with a team, team leaders tend to make the mistake of creating a boring atmosphere without knowing.

This hinders the creativity of everyone and causes an unwillingness to bring their A-game to the project.

So how do you create an effective space for design to happen?

"You want to create a relaxed atmosphere, make it super interactive, you want to center on around 3 core ideas and carry everyone on the team along, make sure everyone is on the same page, count every opinion as important, you will realize then that in no time, ideas start coming and you get moving on the project".

--

David’s working on an exciting new project in downtown NYC. You can follow along when you check him out on LinkedIn!

BIO:

David Faulkner has spent decades working alongside senior brands, operations, and distribution executives at the nation's top retailers and financial institutions. His unique perspective on customer experience was formed by touring dozens of Nordstrom Stores with John Nordstrom, the retailer who made Nordstrom synonymous with superior customer service and brand loyalty. Over the...

Are you ready to hire the best and brightest talent from Gen Z?

In today's episode, we're diving into the concept of the NarcisStory and what it means for businesses hiring Gen Z’rs.

We Are a Brand

“Since we were kids, Gen Z has had personal brands…We've already had our own brand or what I call the “NarcisStory” by the time that you hire us. So, this presents a really big challenge for employers who don't recognize that Gen Z is not just an employee, we're actually a brand.” --- Hannah Williams

When it comes to job hunting, Gen Z is not just looking for a paycheck. They are looking for a company that aligns with their brand, image, and online presence.

They've been building their own personal brands.

This is something that every CEO, HR executive, and business owner needs to understand in order to attract, recruit, retain, and engage Gen Z talent.

And if you want to unlock the potential of Gen Z, the book, "A Leader's Guide to Unlocking Gen Z." is something you might want to check out on. It is written from a Gen Zer's perspective and covers 30 essential concepts for successful Gen Z hiring.

Be Part of the Naciss Story

“Human beings are continually on a quest for a meaningful life, and Gen Z is no exception.” --- Hannah Williams

Gen Z’rs consider how well the company aligns with their personal brand and are seeking their purpose and meaning in their work.

And this where the "NarcisStory" comes in. NarcisStory is defined as

The reputation of a person amplified by their interests, activities, and the associations they want to be defined by.

Some Gen Z’rs may not even realize they're doing it, but they're building their reputation through social media, fashion choices, and more.

In other words, it's the choices Gen Z’rs make based on how they want to be portrayed to their followers.

It’s crucial to understand the "NarcisStory" in order to retain and what made them tick, because if you don't, you'll be missing out on the best and brightest from Gen Z.

Redrawing the Lines of Success

“We are pioneering this new way of living, this new future…” --- Hannah Williams

The concept of NarcisStory is so integral to Gen Z.

Work for Gen Z is an extension of identity.

The NarcisStory exists because Gen Z’rs have been given an incredible opportunity to create and pave our own pathways from a very early age.

We take immense pride in sharing where we work and the purpose behind our daily responsibilities.

In the past, the American dream was all about getting a good job, owning a home, and raising a family. But for Gen Z, the dream is something different entirely.

From college degrees to online businesses, Gen Z is rewriting the rules of success. And in the process, they've created their own unique story,

It's a reflection of how Gen Z’rs are living their lives.

Not content to simply punch a clock and collect a paycheck, but to make a real impact on the world.

-----

Book: A Leader's Guide to Unlocking Gen Z.

Join our community! Link here!

A Native Digital Talent Thought Experiment, with Adam Levin, CEO of Information Experts, and Steven Keith, Chief Experience Officer at CX Pilots 

Picture this: legislation from the top above mandates that you replace HALF your staff with the younger crowd--- under 30s! 🙀 

I know, it sounds wild, but stick with me! 

In this exciting episode, we've got not one, but TWO incredible executives on board to help us unravel this mind-boggling scenario.  

Adam Levin, the CEO of Information Experts, 

and Steven Keith, the Chief Experience Officer at CX Pilots. 

We’ll ask our guests about how businesses should adapt to this new generation. 

These two powerhouses will be our guides as we venture into the Gen Z takeover. 

Now, we know the real world isn't going to flip overnight, 

but trust me, the takeaways from this convo are MIND-BLOWING!  

Imagine completely reorganizing your company culture or hierarchy to sync with Gen Z's vibe.  

These two boutique consulting firms, Information Experts and CX Pilots, have some radical ideas! 

--- 

A Case Study 

Today you’ll get a glimpse into a think tank. 

What if a brand-new law mandated replacing at least half of your team with tech-savvy, native digital humans under 27? 

Steven and Adam have some fascinating perspectives on how their companies would adapt to this digital revolution. 

Adam highlights that the first step might be embracing Gen Z's intuitive digital flair, focusing on design as a starting point. 

"The easiest point would be to start with design since they're intuitively digital." - Adam Levin 

His thoughts on the prospect of suddenly replacing a significant portion of their team with native digital humans appeared exceptionally challenging. 

Their company prides itself on being sought after for its experience and expertise 

and the potential mismatch in perceptions between the seasoned clientele and the young, digitally native workforce posed a notable challenge. 

"It would be a challenge for me to put that demographic in front of my clients." - Adam Levin 

On the other hand, we've got Steven who is all in for the Gen Z takeover, stating,

"I'd love it! Sure, it comes with significant challenges, like ageism. But some of the smartest ideas come from surprising packages, like a 22-year-old genius who blows us away with game-changing concepts."-- Steven Keith 

Nonetheless, they recognized the importance of embracing change and exploring innovative solutions to make this transition work seamlessly. 

It was clear that they were determined to navigate these obstacles and find a path towards a successful integration of native digital talent into their team. 

AI and Gen Z 

Taking it a step further, we contemplated the remarkable possibilities if Gen Z talents were half our staff. 

Adam offered valuable insights, saying

"If you can leverage that technology again to create really dynamic deliverables, the clients aren't going to care who did, who worked on those." 

It's clear that the integration of AI could revolutionize our deliverables and bring unparalleled value to our clients. 

We also pondered whether these young individuals, equipped with AI capabilities, could potentially make an astounding career leap in terms of knowledge and strategies. 

Adam acknowledged the potential for growth but emphasized the importance of experience and expertise gained over time,

It may seem, at face value, like a straightforward question: What is the purpose of school?

But this seemingly simple question has created immense division between educators, parents, politicians, and students across the USA.

Today, to help clarify this question, I've invited Ted Dintersmith, who The Washington Post calls the “Bill Gates” of education, and the top performing Venture Capitalist of 1995-1996 to pick his brain on the topic.

This is part 1 of a 2-part series on the Future of School in America.

Ted On the General Purpose of The School:

According to Ted, school should be for preparing kids for career citizenship and, importantly, purposeful lives. But the reality in America is that schools prepare children for standardized tests, college applications, and more school.

"The difference between these two is grander than the Grand Canyon," he said.

Ted On What Makes These Two Purposes So Different

He spoke at length about how those standardized tests and diagnostic measures could benefit kids in the early grades. But it goes wrong when we amp up the intensity of these tests as the kids get older when we should be getting rid of them.

Because these tests only reward students for short-term memorization capabilities and penalize kids for thinking creatively and trying out different answers.

We're pushing kids to excel on things that aren't even relevant anymore, like fact-based recall capabilities, when we have machine intelligence for that.

We need creative, entrepreneurial, and outside-the-box thinking kids that can leverage available resources, but sadly, those are considered a recipe for troublesome students in our society today.

These days, society and the education system measure a child's intelligence by how much they can memorize.

"The thing I beg college boards to do, which they are very reluctant to do, and the thing I beg schools to do which they don't have any interest in doing, is to evaluate students one to three months after they've taken an exam and see how much they retained. When it's done anecdotally, the results are incredibly revealing. The students that aced these tests don't remember most of it two months after the tests," Ted Dintersmith.

Ted, a Native Analog, on what he thinks is the difference between the modern-day school system and that of his time.

According to Ted, there are quite a few similarities between his school experience (of decades ago) and today.

Unfortunately, there’s WAY too much that’s the same. There is very little innovation.

"Are these kids better prepared? I think they're worse prepared. Are they enjoying it? No. Are we robbing them of their childhood? Yes." ~ Ted Dintersmith.

All this is because state legislators couldn't create better standards for learning. As human beings, we have so many innovative ideas within us. We must tap into them and not let the bureaucratic system dictate.

This episode was all about the problems we see in the education system. Tune in for Part 2 where we discuss possibilities for the future and solutions.

About Ted...

In last week's solocast, you heard my TEDx talk about Peter Analog and Sophia Digital. But there's one company I called out for being a Native Analog business that's not exploring ways to change for the future.

Our FLOP of the week, ladies and gentlemen:

De Beers Jewelers.

In 2018, De Beers released a comprehensive report titled "MILLENNIALS AND GEN Z: CAPTURING THE OPPORTUNITY." But here we are in 2022, and I'm (not) shocked to see that De Beers has not taken their own report's suggestions.

Here are a few of the suggestions they made to themselves (then promptly didn't follow):

• Align social promises with brand promises (blood diamonds anyone??)
• Help Gen Z build their personal brands through a personalized selection and shopping experience
• Seamless online purchasing experience
• Focus on individuality in the shopping experience and the jewelry curation process

Sure, De Beers is engaging influencers. Sure, they're showing gay couples in their ads. But is this addressing the most fundamental problems with their lack of product alignment with Native Digitals?

The answer is a resounding "NO."

What is a "romantic gesture" to Gen Z?

Within De Beer's quoted study on Gen Z, one woman from NY (the one they chose to call out mind you) said that "a romantic gesture would be going out of your way to do something special."

Then they equated that with the purchase of an expensive ring. Instead of even possibly considering an experience-driven model. Why? Don't ask me.

Even worse, their chart (figure 9) on page 19 of the report depicts diamond sales DECREASING for engagements among the younger generation! In none of the research do they take the time to consider that diamonds are on the decline, and other jewels, experiences, and meanings are more important.

We can take away many learnings from this FLOP. It's important for businesses to be thinking about where we're HEADED, not just what's one step ahead.

De Beers has a major opportunity within Meta, NFTs, and more impactful experiences. They're missing it as we speak.

Don't be like De Beers.

---

Don't want to be on Hannah's Hit List? Get registered for OVRTURE ACADEMY! Where we teach to you to become Native Digital fluent.

ovrture.academy

Follow the Show:

@nativedigitalshow

Welcome to this riveting episode, that forewarning, may be difficult to listen to at times.

By the end of this conversation, you’ll have a new lens for how you see start-up growth, war, and maybe even develop a reverence for worst-case thinking.

You see, today’s dialogue is with a legendary founder, Yurii Filipchuk, who at the time of recording on Sep 15, 2022 is ACTIVELY in Ukraine in the midst of the Russia-Ukrainian war.

If you’ve ever founded a start-up, you’re well acquainted with the chaos, stress, and battle the early days.

But what if you were doing all those things AND you happened to be in the middle of an active warzone?

Yurii Filipchuk is the founder of Party Space.

Today, you’ll hear about everything from:

- Hiring people for your start-up in an active warzone

- The effect war has on employee motivation

- And even, the difficulty of separating good people from the nation attacking you, and how that impacts both personal and professional decision-making

As a side note, Yurii’s company, Party.Space, is in the middle of funding rounds. If you’re an angel investor listening, and you’re looking for incredibly resilient founders, reach out to Yurii.

--

If being "brave" and having a "resilient spirit" was a person, Yurii Filipchuk is that person. It is fascinating to know that despite being an optimist, Yurii conditioned his thought process to consider the worst-case scenario first.

Warning other countries,he says, "the worst-case scenario is the real scenario."

Yurii to GenZ's who are unprepared for the reality of war in recognizing the warning signs early enough.

"If you conceive the chance of the dark ages starting again, you should be ready for them." - Yurii.

Yurii believes Gen Zrs have a very expansive and globally-focused worldview which gives him hope that if a disaster, like what has happened in Ukraine, occurred in other parts of the world, Gen Z would be ready for it.

"It is becoming the new normal to be ready for things that weren't perceived as possible." - Yurii.

Yurii's experience being a startup founder in the middle of the war.

"Being a startup founder puts you in the situation of being in the midst of war every day." - Yurii.

He explained that Party.Space started two years ago, and every day has been full of challenges. Being a company with its base in Ukraine, the most recurring challenge is dealing with client skepticism about trusting the brand.

This impacts funding efforts, growing his client base, and more.

The emergence of war, as you would expect, made it worse. In the first month, the operational level dropped and only experienced a spike after about 3 months (war was a surprising motivator), but Party Space still paid salaries and supported people by hiring.

About Yurii Filipchuk

Yurii Filipchuk is CEO & Founder of Party Space, a metaverse events platform for remote teams and online communities. Yurii was born in Kyiv, Ukraine, and currently lives in Los Angeles, USA. He started his career in traditional banking and moved to investments, but the entrepreneurial spirit took over him.

Party Space is in the middle of funding rounds. If you're looking for incredibly resilient founders, reach out to Yurii.

https://www.party.space

https://www.linkedin.com/newsletters/6953344758626824192/

Today, I’m going to read a live HOT TAKE from Gen Z’rs point of view (POV)!

When’s the last time you read a Reddit stream? Well, you don’t have to because I’m going to do the equivalent for you in a medium you probably enjoy more 😊

---

If you haven’t checked out OVRTURE ACADEMY, you need to.

Join the first cohort in October 2022 to become a Native Digital Fluent Leader.

--

Gen Z's hot take: Don’t have kids, if you want to brainwash them and convert them to your point of view.

I’m going to read through an entire stream of Gen Z’rs debating this topic on The Conversationalist, so you can get into our brains a bit and hear what we’re thinking.

What will you learn? Well, maybe Gen Z’rs think a bit differently, deeper, or more thoughtfully than you might expect. Or maybe you find that our generation is doomed based on the thought pattern.

Your thoughts?

----

Follow the show @nativedigitalshow

LinkedIn

Check out OVRTURE ACADEMY: ovrture.academy

Ever wondered what's on the mind of a leader when they're working with someone from Gen Z like you? 

In this episode, we're going to give you an inside look at how leaders think when they're trying to engage and motivate someone from your generation. 

This show is all about breaking down what goes on behind the scenes to make Gen Z-Gen X working relationships successful. 

Join us as we dive into the world of leadership through the unique partnership of Coco Brown, the Founder and CEO of Athena Alliance, and Brit De Visser, the Chief of Staff at The Athena Alliance.  

Through their honest conversation, you'll get to peek behind the curtain and see how Coco, an experienced leader, keeps someone as talented as Brit (gen Z) engaged and excited about their work. 

Coco embodies the kind of leader you aspire to work with, and by listening in, you'll gain valuable insights into how leaders like her think and make decisions. 

This episode is your open door to expanding your connections.... 

So, put aside those textbooks for a moment, turn up the volume, and get ready to explore the world of leadership and Gen Z engagement with Brit De Visser and Coco Brown! 

--- 

Embrace Transparency and Dialogue 

In our conversation, Britt emphasizes the importance of open communication and alignment between a company's mission and an employee's personal goals. 

"I think it's really about transparency and dialogue. If you can align your company's mission and vision with their personal goals, it's just a win-win." — Britt de Visser 

This alignment can lead to mutually beneficial outcomes... 

"When you give somebody autonomy and trust, you're essentially saying, 'I trust that you know how to get to the destination. I don't need to map out every step of the journey for you.'" — Coco Brown 

On the other hand, Coco highlights the value of trust and autonomy in empowering employees. 

Trusting them to find their own way to achieve goals can be more effective than micromanaging. 

Britt underscores that Gen Z individuals are often motivated by aligning their personal goals with a company's mission. 

Trust and goal alignment can be key to their success. 

Shift to a Partnership Mindset 

I get to ask Coco’s thought on the importance of Gen Z employees... 

and she stresses that Gen Z should be treated as partners and granting them autonomy and trust. 

This approach fosters a sense of ownership and collaboration. 

"With Gen Z, it's more of a partnership where you're saying, 'I trust that you have a unique perspective, unique skills, and unique ideas, and I want to leverage that. I want to harness that.'" — Coco 

Coco highlights the shift towards a partnership mindset when working with Gen Z, acknowledging their unique contributions and ideas as valuable assets. 

"It's not just, 'Hey, come here and do this task,' it's, 'Come here and let's collaborate on how we can achieve this goal together.'" — Coco 

She emphasizes the importance of collaboration and shared goal setting when working with Gen Z... 

moving away from a purely task-based approach, and the need for a more flexible and non-structured approach in today's world, aligning with the evolving nature of work and society. 

Cultivating Autonomy, Embracing Continuity, and Nurturing...

Ever wondered about the boundless potential of education? 

In our ongoing pursuit of reimagining education and reshaping traditional learning paradigms.... 

We've brought you captivating conversations with trailblazers like Ted Dintersmith, James Fellowes, and many more... 

But what if I told you that there's more? 

More to the story of bridging the gap for students and adults who face barriers to accessing traditional pathways. 

Today's exploration takes us deep into the heart of innovative education and career pathways. 

As we ponder the question of equity and opportunity, we’ll continue that dialogue from a unique vantage point... 

with someone whose journey will leave you in awe – Nitzan Pelman, the visionary force behind ClimbHire. 

Hold onto your seats, because as you listen, you'll discover how ClimbHire opens doors to learning tracks that transcend traditional norms.  

Join us in this immersive episode, where Nitzan's journey unfolds in her own words. 

----- 

The Transformative Power of Relationships 

"Once you get a label, then you live into that label and it's really hard to not live into it."--Nitzan Pelman 

In our conversation, Nitzan Pelman shares her personal experience of being labeled as a "special ed" child in her early education.  

This label led to low expectations from teachers and peers, and she found herself in a cycle of limited learning experiences.  

She describes the demoralizing environment of separate classrooms for labeled students, where they internalized the label and formed a self-deprecating identity.  

The result was a lack of motivation to excel academically, leading to a deep desire to distance herself from school. 

But her transformative journey highlights the impact of personal relationships on shaping one's capabilities and mindset. 

"I invested the time, and I invested the energy and I invested and pushed through those feelings of shame."--Nitzan Pelman 

She discusses how her relationship with her boyfriend, who had a deep love for learning, introduced her to a different way of thinking.  

Being surrounded by his intellectual circle challenged her to reevaluate her own potential. 

This experience led to a profound shift in her perception of herself and her capacity to learn.  

Rethinking Education for the Critical Thinking Economy 

While technology offers new opportunities for learning and collaboration... 

Nitzan emphasizes that critical thinking remains an essential skill in an increasingly automated and outsourced knowledge economy. 

She discusses the role of emerging technologies like ChatGPT in the education sector. 

"The art of writing is really the art of thinking, and if you can't think critically, then you're going to have a hard time doing anything that's valuable in society."--Nitzan Pelman 

Nitzan challenges the notion that technology can replace core skills like writing and critical analysis. 

Instead, she advocates for a reimagined education system that focuses on developing strong critical thinking skills to navigate the evolving complexities of the modern world. 

Building Social Capital for Economic Mobility 

Nitzan highlights the disparities in access to networks and relationships that often hinder individuals from low-income and non-traditional backgrounds. 

"No one wants to be that first black person on the staff... it has to be organic, and it has to be real, and it has to be...

The debate on AI, its implications, and the potential obsolescence of traditional skills is heating up.

So, today, you get a rant on this very important topic...

--a multifaceted perspective on the ban of chat GPT in many school systems.

This ban is not just about technology...

It's about hindering our kids' preparedness for the digital economy.

To all the parents out there, to every leader who's also a caregiver.

It's time to explore the world of AI, education, and the road ahead.

– this one’s for you.

The Shift in Careers and the Role of AI Automation

"Every single company right now is sitting down trying to plan strategically,’ what are we going to do about AI?"- Hannah.

In the wake of IBM's announcement to cut 7,800 jobs, a wave of concern has swept over various industries.

It's crystal clear that every company is in the throes of strategic planning to tackle the impending AI revolution.

This revelation isn't just for hiring managers;

As a parent, it's a wake-up call about the future of my Gen Z and Gen Alpha children's careers.

The fact that IBM is shedding thousands of jobs due to AI automation speaks volumes about the seismic shifts we're about to see in the job market.

This realization marks a turning point, not just for hiring managers but for parents as well, as they contemplate the future careers of their Gen Z and Gen Alpha children.

"Careers are fundamentally changing, and d'Skills you're going to need to learn as a student are fundamentally shifting toward digital economy skills."--Hannah

The Clash Between Education and Rapid Technological Advancements

My frustration with the education system's resistance to incorporating AI technology, like chat GPT, is palpable.

The workforce now demands soft skills and digital literacy in a digitized economy.

"The most important skill you could possibly be learning right now are d’Skills -- skills that are made for the digital economy that are learned digitally and demonstrated."

And yet, the education system seems stuck in inertia, oblivious to the seismic shifts underway.

It's a head-on collision between the rapid pace of technological evolution and the sluggishness of educational adaptation.

and it's our Gen Z and Gen Alpha children who stand to lose the most.

This clash between the pace of technological advancement and the inertia of the education system demands a collective push towards preparing students for the AI-powered future.

The Imperative for Proactive Learning and Collaboration

Given the transformative nature of AI and GPT my call to action is clear...

embrace these tools as co-creators.

"Use it kind of like you might use Google. Build a habit of using GPT."

I encourage Gen Z and entry-level employees to tap into GPT's insights and perspectives as an integral part of their decision-making processes.

Through initiatives like the d'Skills community...

we're creating spaces for students to grasp AI's intricacies.

It's time to shed the reluctance and uncertainties and step boldly into an AI-powered era.

Your career site is incredibly important, with 79% of Gen Z’rs saying that a company's website is the most important place for them to research a company.

But when Gen Z goes to your site, what are they actually looking for?

"There's three things we're looking for. One is inspiration. We want to be inspired ...to be inspired about what a career would be like at your company. The second thing is to see the type of life you offer us. The third thing is to see how well your culture aligns with our Narcis Story. ” -- Hannah Grady Williams

We will highlight and dive into 4.5 things that your career site must have to catch Gen Z's attention.

Turn “We” -Statements into “You” Questions

Swap out those boring "we statements" with some engaging "you questions".

Instead of bragging about being around for 110 years, ask "Do YOU like to laugh? Dream big and work with meaning?"

This shows you’re interested in your employee’s potential life and not just about the company's history. Frankly, Gen Z doesn’t care how long you’ve been around, or any appeals to authority.

By making this shift, you'll see a whole new level of messaging connection with Gen Z!

It’s all about Stories.

Forget about just listing job openings...

Gen Z wants to be inspired and see themselves in your company.

Day-in-the-life videos showcasing diverse representation in various roles is something eye-catching to Gen Zer's

Take a cue from the manufacturer, Stryker, who chose to showcase front-and-center a pop-up to a library of “day in the life” POV videos showing what it’s like to work at Styker. Check them out – it's like a video search engine.

Omit Long Text Paragraphs

Get rid of word vomit!

Gen Z’rs don't have the patience to read through six or eight paragraphs of text.

If your site looks cluttered, they'll assume the work environment will be too, and they'll quickly click away.

So, keep it short, sweet and to the point.

Embrace Irreverence

If you're really looking to connect with Gen Z and millennials, then you might want to consider embracing some irreverence.

Twitter is a great example of a company that's got this down.

They're not afraid to be a little silly and have a bit of fun on their career site...

like a tweet that says, "I love how Twitter employee's dead ass love each other."

And that's the key to this tip, being a little bit silly, a little bit irreverent.

It makes Gen Z’r's feel like they're part of a fun, playful community, and it shows that you don't take yourself too seriously.

So, a smidge of irony, a pinch of nonsense, and a dash of humor - these ingredients can go a long way in making Gen Z laugh and genuinely interested in what your company is all about.

To read more, check this out.

Join our growing D'Skills Community. Click here.

Ever think you’d hear anybody singing on a podcast? Well, today’s the day.

From music to poetry, be prepared to be transported to another dimension on today’s show. My brilliant Native Analog guest, James Navé, steals the show with live dramatized poetry. I croak out a Billie Eilish chorus about halfway through the episode.

“We were all poetic friends laughing away the afternoon

Full of honey, wine, and smoky stories of Cuban music weeping from

Old radios falling out of a postcard sky after the neighborhood parties

Ended, and nobody wanted to go home.” – James Nave

James is a skilled master of words, to say the least (the poetry above is his). Honestly, I feel no need to write too much here; you simply need to listen to the episode.

In today’s storied journey, James recalls the tale of his meeting with aspiring young poets, and co-founding The Artist’s Way Creativity Camp with Julia Cameron, whose book “The Artist’s Way” has exploded in popularity for Gen Z’rs recently. Since its publication, over 4 million copies have been sold, mainly due to the catalyst of TikTok in recent months.

We also ponder the questions:

• What is “poetry” to Native Digitals?

• How do we leave a legacy of the written, spoken, and practiced word?

• What is the future of language? (and ha! Should “lol” be a word in the dictionary? Listen for James’ opinion…)

• Are pop icons like Billie Eilish poets? Can modern music be considered poetry?

“The difference in my view of what makes me register a work as art… the artist knows when to stop. The artist knows how much sandpaper to rub over the skin so you notice the little abrasion, so you remember the message, but not so much that your arm gets infected.” – James Nave

What could we as leaders, parents, artists, and business owners learn from the use of our own words? How they shape the world? How they determine the future?

If you want to improve your own writing or look at leaving a legacy of the written word, I HIGHLY suggest you visit the Imaginative Storm Writing Prompt of the Week session. It’s held on Saturdays at 12noon ET and is a community of writers James and fellow writer, Allegra Houston, lead in discovering their voice. www.imaginativestorm.com

About James Nave

Connect with James: www.jamesnave.com

James has presented well over 10,000 shows and workshops as a poet, teacher, and storyteller. He holds an MFA in Poetry from Vermont College of Fine Arts and a BA in International Relations from UNCA. His company, The Imaginative Storm for Writers, teaches writers how to write from the Imaginative Storm to the Creative Form. He co-founded The Artist's Way Creativity Camp in partnership with Julia Cameron, author of the perennially bestselling guide to creativity, "The Artist's Way,” and has taught writing, creativity, performance poetry, and public speaking worldwide, from Nouakchott, Mauritania, to Galway, Ireland, Bangkok, Lima, and all across the US. As co-founder of the landmark performance company Poetry Alive!, he memorized over 600 poems and has performed shows and workshops in the United States and International Schools throughout West Africa, Asia, South America, and Europe. In addition, he hosts a weekly radio show, Twice 5 Miles Radio, which airs on WPVMFM-Asheville, NC, KECIFM-Taos, NM. Google Twice 5 Miles-SoundCloud to hear all the show. His latest book of poems, The 100 Days, will be published by 3: A Taos Press in late 2022.

I’ve mentioned Deb a couple of times on The Native Digital + Native Analog show before, but today, I was honored with her presence.

If you ran into a colleague at the grocery store whose daughter had just attempted suicide, what would you say? Would you be able to find helpful words?

Most of us would be flabbergasted. Most of us are paralyzed by a state-of-mind that Deb calls “the awkward zone” of “should I say anything?” or “would saying something hurt?”

In the Awkward Zone, we’re confronted by second-guessing and doubt which often inhibits comfort and connection. Barriers like these have always been there, but modern life has made them stronger.

Some of us might share a story of a similar experience that we’ve had or seen. And actually, we might cause worse pain than already exists.

In my conversation today, Deb Knupp, Managing Director at GrowthPlay, shares her trials through a similar circumstance within her own family, and the crucial moment when she realized, most human beings aren’t equipped to walk alongside others in suffering.

Deb works primarily with attorneys. Her consulting practice primarily helps law firms to scale, increase revenues, improve client experience, and motivate talent. But we don’t even touch on these in today’s episode.

Instead, we discuss the shadow pandemic. It is rearing its ugly head each day in the law firms Deb works within, so she has set out to help professionals understand how to be with people in suffering. Deb, as the selfless person she is, asked me to promote the work of Jen Marr. Jen’s organization, Inspiring Comfort, helps organizations create a culture of comfort, where colleagues and leaders learn how to walk with people in suffering. Check out Jen’s work at inspiringcomfort.com.

What is the Shadow Pandemic?

“In 2024, experts are saying we will ultimately lose more lives to depression, anxiety, PTSD, and suicidality, than actual people who died from COVID-19. And yes, when you speak to leaders in an organization, and show them the tsunami of a mental health crises with adolescents, they think they are immune. That it will just happen to other families, other firms, but ‘not to us’. This is an extremely dangerous posture.” – Deb Knupp

The shadow pandemic will impact not just families, friends, and communities – it is going to shape organizations as well. Yet most companies aren’t prepared for the onslaught.

Deb shares that proactively addressing mental health issues at work are not only important for employee happiness, but organizational stability. But what does “addressing mental health issues” look like?

It means teaching people how to be with others in suffering. Training them to say helpful rather than hurtful things. And training leaders how to approach mental health with care and intentionality.

Deb on Suffering and Leadership

“Learning to walk with people in suffering is a leadership skill. Not just a nice to have. It is a skill equally important to a leader’s ability to meet revenue goals, inspire action, and create meaningful connection.” – Deb Knupp

With the looming Shadow Pandemic, it’s up to LEADERS to build this necessary skill. Not just assume that mental health is being addressed at home or within a community.

About Deb:

LinkedIn: https://www.linkedin.com/in/deb-knupp-2694a21/

The HX Collective: https://thehxcollective.com/

Deb Knupp is a Managing Director for GrowthPlay - a consulting firm that inspires clients to achieve their growth potential through actionable research-backed strategies...

Welcome Rebels! 🤘😎 

If you've been following our podcast rebrand and caught the excitement in the air 

You already know we're not just a podcast... 🔥💥 

We're a dynamic community and a powerful movement. 

This is for high schoolers or a gap year student with a unique perspective... 

We hope you've joined the vibrant d'Skills community already, too! 😉 

Today, Swetha Tandri and I will unravel the real "why" behind this journey 

From launching this show and its vitality... 

Plus, the 10 commandments that shape the very essence of the d’Skills community. 

Buckle up, because this episode marks the beginning of an extraordinary voyage into the world of skills, empowerment, and a different mindset.  

Are you ready? Let's dive in! 🎧🌟  

Welcome to the groundbreaking inaugural episode of d'Skills in Action! 🚀 

--- 

Our 10 d’Skills Community Commandments: 

1. Skills Over Scores: We believe that real-world skills, mindsets, and impacts say infinitely more about who we are than test scores and GPAs. 
2. Progress over Perfectionism: We believe that mistakes are ESSENTIAL to grow and build resilience to succeed, and that we should welcome them in our lives. 
3. Courage Over Conformity: We believe in the power of courage and tenacity to break the mold and defy the status quo. 
4. Impact Now: We believe that we don't have to wait until we’re older to make a real impact in the world on real businesses and real problems. 
5. Community Over Competition: We believe in the strength of community to uplift, encourage, and educate one another, rather than just competing for “top spots”. 
6. Pathway-Inclusive: We believe that whatever pathway you're on—college, no college, technical school, entrepreneurship, or something entirely different—d’Skills are vital to launch you into a fulfilling, best version of yourself. 
7. Different OVER Better: We follow our different. 
8. Forge Our Path: We believe that everyone has the opportunity to learn from this community and carve out their own unique career path. 
9. Digital Tools, Infinite Potential: We believe Native Digitals are unstoppable when we harness the power of digital resources and AI technology. 
10. Real World, Real Skills: We believe that real learning happens when you begin with a real-world impact you want to make, and work backwards. In our community, we don't just learn; we apply and impact the real world. 

Links 

Manifesto — d'Skills (dskills.io) 

COMMUNITY — d'Skills (dskills.io) 

We wake up in a fast-paced world, and sometimes 24 hours isn’t enough.  

But what if you could get back an extra hour each week? What would you do with it?  

I bet most of us will do what we love.  Perhaps become a better spouse, parent, or friend.  

Or pursue bigger things and spend an hour less treated like a ticket.  

That’s when the power of AI comes in.  

Today’s episode is not a typical discussion about AI because our guest, Dan Turchin, CEO and Founder of PeopleReign, will tell us what the future could be with the help of AI. 

Meet the tech powerhouse and AI aficionado, Dan Turchin! As the CEO and Founder of PeopleReign, he's revolutionizing employee service automation with his leading AI platform. He's also a member of the Forbes Technology Council and the host of the wildly popular podcast show AI and the Future of Work. But wait, there's more! Before PeopleReign, he was at the helm of InsightFinder, the AIOps leader, and co-founded Astound, an AI-first enterprise platform for HR and IT. Oh, and did we mention he's served as Chief Product Officer at Fortinet and a Senior Director of Product Strategy at ServiceNow? This guy's tech cred is off the charts. But he's not just a tech genius, Dan's also an active angel investor and startup advisor with over 30 companies in his portfolio. He's passionate about building great teams and great products that solve hard problems and change lives. And when he's not crushing it in the tech world, he's likely cheering on youth soccer, indulging in some adventure sports, or reading Asimov and Dr. Seuss. Dan's got a BS and BA from Stanford University, so he's got the smarts to back up his incredible tech journey. 

A, for Augmented Not Artificial 

 “If we could build like a great big digital brain that like personal concierge that would be awesome. You've got like your companion brain that gets smarter all the time and is just there to assist you, to make you like the best version...That's our vision for the future of work, for the future of humanity.” --- Dan Turchin 

Gen Z is known for being great consumers of new technologies, like AI and machine learning, without necessarily understanding how they work.  

Imagine walking into the office and the walls knowing who you are, making your job easier.  

The mundane tasks that create friction between employees and employers disappear, giving employees an hour back to do more of what they love.  

Dan Turchin emphasizes the end goal is to bring impact to the next billion employees and make work life more human. 

Transforming Life, Enhancing Capabilities 

 Imagine being able to travel the world and understand every language without even speaking it. Sounds like science fiction, right?  

But with the rapid advancements in technology, it's becoming a reality. 

The only impediments to this technology were storage problems, bandwidth, and data training, but now those are rapidly being solved. 

Augmentation is a huge part of this... 

“There's amazing research in AI that's going into the augmentation of capabilities that we thought, we thought there was a limit to what we could do as humans, now we realize there's no limit and its augmented intelligence that's helping us realize that.” --- Dan Turchin 

Not only does it save time and accelerate outputs, but it also helps people with disabilities, too. 

Futuristic Perspectives 

Doing what you love is what makes you the best version of yourself. 

Dan delves

WTF is “coddiwomple”??

I had never heard of it until recording this episode. It means “to travel in a purposeful manner towards a vague destination.”

And when operating in a Native Digital world, this is, in a nutshell, what business owners must do to remain relevant.

Instead, so many of us remain bystanders – waiting until someone else “figures it out” before taking a purposeful step forward into an unknown direction.

Or worse, others actively dismiss the Native Digital ideas which will keep their business alive.

On today’s show, my guest, David Kepron, who is a former VP of Global Design Strategies at Marriott International, unpacks a “coddiewomple” mindset vs. a “cautious” mindset to business decision making – whether that’s in experience design, leadership, or decision-making.

“There are a lot of leaders out there who believe in a SET way of believing how the world spins – and they’ve relied on that because it’s served them well – but to continue relying on that traditional approach to thinking about the way you run your business isn’t going to fly anymore, so why shouldn’t you have someone who’s 19 years old, 18, 17, 16 years old (keep going down the list) helping you run your business?” – David Kepron

David suggests to companies to hear the “learned perspective” of Native Digitals so you don’t fall behind – not necessarily taking advice from this age group but hearing their differing perspective.

David on EXPERIENCE Design:

We then shifted gears into discussing the power of EXPERIENCES for engaging Native Digitals, rather than focusing on physical objects and products. David’s work at Marriot International involved designing unique guest experiences for Marriott’s “Premium Distinctive” segment which included: Westin, Renaissance, Le Meridien, Autograph Collection, Tribute Portfolio, Design Hotels and Gaylord hotels – and his experience with biophilic design ups and downs.

David found that mastering the millennial worldview when designing experiences for a global brand was a challenge with older leaders involved.

“My world is gone. It’s like ancient history… The challenge is NOT to get a younger generation to fit into my worldview. The challenge really is to get my worldview to be agile enough to be able to look backwards and sideways at a younger generation and adopt THEIR worldview. The extent to which someone can adapt or not adapt, will determine whether or not they should be sitting on the bus.” – David Kepron

David on Observing Gen Z’s Life Choices…

“My 19-year-old son’s into Crypto investing, and sometimes my wife and I get concerned about that. But then I say to her, ‘look, if I was 19 years old and I was investing the way Ben is investing, we’d not be in the place we are right now. We’d be living in a villa in the South of France’... Gen Z is intuitively tapped into what’s going on around them in a way that’s foreign to my generation.” – David Kepron

David has a legendary perspective and has recognized behavior patterns in his two Native Digital sons that didn’t exist when he was growing up. Both in their fears and in how his sons choose to use their resources, time, and energy.

To hear more from David on experience design for the digital economy, and read his revolutionary perspective on retail, definitely check out his book: Retail r(Evolution): Why Creating Right-Brained Stores Will Shape the Future of Shopping in a Digitally Driven World

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About David Kepron:

Connect with him: www.davidkepron.com

Podcast: @NXT Level Experience Design Podcast

David Kepron is a multifaceted creative professional with a deep curiosity to understand ‘why’, ‘what’s now’ and ‘what’s next’. He brings together his background as an architect, artist, educator, author, podcast

Have you ever done research for a potential client or partner by scouring their TikTok? Welp, that’s exactly what I did for today’s guest, Steve Cadigan.

In this episode, Steve gives us a sample of the skills he teaches viewers on TikTok, from his 25+ years of experience working with clients from Google and Salesforce to The Royal Bank of Scotland and the BBC.

TikTok and The Future of Work + Play

Believe it or not, TikTok is quickly becoming a search engine that Native Digitals trust at the level of Google! And Steve is killing it on this platform!

After asking Steve (who’s a Native Analog) what the impetus was for adopting TikTok, he stated, he shared an incredible project where he’s working with students at Georgetown University, and this was his way to reach into the Native Digital world.

If you’re NOT a Gen Z’r, take note! Steve’s got over 120k followers on TikTok and he’s using it to reach audiences of all types.

Accustomed to apps was challenging, given how the algorithm was ever changing. But it was a pleasant surprise to see people interacting with his posts.

He went ahead to talk about how his TikTok videos broadened his reach to the point that people he knew from LinkedIn would approach him for jobs to speak at conferences, simply based on his video content.

STEVE ON SALARY NEGOTIATION SKILLS.

Ready to dive into some of what Steve teaches in 30-second videos? Let’s do it:

"My dad had given me this advice a long time ago. In his journey as an educator he said that, if you ever find yourself in a position of negotiation, when they make you an offer, just look them in the eye and just be silent for 10 seconds, don't say anything, don't give any facial expressions, just look at them and most of the time, their real discomfort with silence will cause them to be uncomfortable with their own offer, if they’re low-balling you." - Steve Cadigan.

There you go! You probably learned more in that 30-second clip than some people’s 20-min TEDx talks. That’s the power of TikTok.

Words he has lived by throughout his career. A proven strategy that doesn’t feel powerful but is.

STEVE ON LEARNING AND DEVELOPMENT STRATEGIES THAT RESONATE WITH GEN Z

“Gen Z’rs are not looking for job security; they’re looking for knowledge security. They'd stay with you if they believe you're adding value to them, and not because it's just a job.” - Steve...

Today, I bring you a special sneak peek!

This is a dramatic reading of my TEDx Asheville speech that was recorded this week.

Here's the crux of what we discuss, through the eyes of Peter Analog and Sophia Digital. Each of these people has a similar goal, but approach arriving at their dream job in two VERY different ways.

Understanding the difference between the Native Digital and Native Analog worlds is the biggest marketing, employment, and business trend of the decade. And hardly anyone is talking about it.

Be on the cutting edge. Take a listen.

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The truth is, it’s nearly impossible to comprehend a native digital mindset if you aren’t one yourself, and yet, understanding how to market to us, and employ us is critical for your business to survive.

Why you may ask?

This year, Native Digitals outnumbered Native Analogs for the first time and by 2025, a projected 27% of all your employees will be Gen Z’rs.

We are at the beginning of a mass extinction event of analog companies because most companies do not understand that Gen Z is a new CATEGORY of human, not just another generation. My peers grew up completely integrated with technology. Our digital lives are PRIMARY. Our analog lives are SECONDARY. There have never been humans who are 100% integrated with machines, until now.

My generation is not just being “digitally transformed” like our parents assume. We work, think, and play starting from an entirely different perspective.

For this reason, I believe that if you don’t have a Native Digital on your board of directors, your leadership team, or at least one you pay to pester you like a fly in your ear, your business will not be relevant in 15 years.

You can start changing that today by getting into the mind of a Native Digital.

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Follow us!

hannahgwilliams.com/show

@nativedigitalshow

LinkedIn: https://www.linkedin.com/in/hannah-williams-genz-ceo-advisor/

Imagine you’re my guest for a moment. You’re 11 years old, and for as long as you can remember, you have ridden on your grandfather’s shoulders as he recounted tales of the family businesses’ trials and tribulations, while walking you through your family’s property and buildings. Your grandfather frequently shares with pride: “Reg, one day, you’ll own all of this.”

Then suddenly, at 11 years old, you get a call. Your grandfather had an accident and has died.

Stunned, you watch a family war break out in front of your eyes.

Your family is torn apart – brother against brother, cousin against cousin – and your father is expected to take over the company at an age far younger than he ever anticipated.

Now you’re an adult? What would you do?

My guest today, Reg Athwal, chose to become the bridge that brought his family back together. And now, because of his experience watching a family business be torn apart and then reconciled, he now breaks the code on running successful family businesses.

Reg is the Founder & Chairman of RTS Global Partners and Founder & Chief Educator of the Family Business Academy, and he has privately advised 200+ family-owned businesses and family offices in 25 countries over 2 decades.

“Only 3% of businesses get to the 4th generation. One of the longest standing family businesses in the US is the Shirley Plantation. There is a family business in Japan that is on the 43rd generation! How did they do this? There are three things everyone must have to build a legacy…” – Reg Athwal

What are the key factors that determine the success of a multi-generational family business?

Reg cracks the code for us today. We listen to his experience and perspective on:

• What parents/grandparents can do to help their children “catch the fire” to take over the company

• What Reg’s family does to ensure each child is encouraged to developed entrepreneurial and leadership skills of their own

• The largest pitfalls many family businesses face that cause them to fail

• Ways to create harmony and unity in the family, including a core set of values

As someone who runs my own family business (real estate and property management), I have experienced the exact challenges + joys that Reg dissects for us today!

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Connect with Reg!

LinkedIn: www.athwal.com

Clubhouse: @regathwal

reg@rtsgp.com

regathwal.tv (Videos)

fbaclub.house (Club Page)

familybusiness.app (App)

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Book out later this year: The Family Business Messenger – 24 Parables to Guide Your Family Legacy

Check out the Fobillion Foundation – its vision is to support children from 12-21 who have no access to education and enterprise development in underdeveloped villages.

REG ATHWAL, is the Founder & Chairman of RTS Global Partners and Founder & Chief Educator of the Family Business Academy, and has privately advised 200+ family owned businesses and family offices in 25 countries over 2 decades, impacting $6.2b in revenue growth and equity value. He is also the Executive Chairman of the TAO Legacy Family Office and Founder & Chief Mentor of Fobillion. He is a certified global speaker and educator, who has delivered over 3,000 live speeches and programs in 65 countries, and frequently booked as a global expert speaker for Harvard Business School, Young Presidents Organization, Entrepreneurs Organization and Vistage International, as well many other leading Business Schools. He is a bestselling author with 6 books published to date, including the highly acclaimed “Unleash Your Family Business DNA”. He’s also an investor in two technology platform ventures focusing on EdTech & FamTech. His lifetime mission is to impact over one million family businesses and be a...

We all know that our children are the future, and we're all looking for ways to help them get there. That's why I'm so excited about this episode!

Part 1 of this series started with a discussion about the quality of education in America. If you haven't listened to it yet, check it out!

Here, we delve deeper into how parents and the system mess with the creativity of young people. And what we can do about it.

Ted On Helping Young Adults Realize They Could Create Their Own Paths

We often encourage children to buckle down, get good grades, and get into the right colleges.

In Ted's words, "on the scale of: is college an amazing education experience were paying that tuition is much better than what you could otherwise do? Versus, is college a glorified four years, incredibly expensive version of summer camp? I'm in the category of summer camp."—Ted Dintersmith.

It's difficult for young kids to see the obsession with getting college education degrees, even though many college graduates get dealt a bad hand in the job market despite their outstanding resumes.

Ted on What Students Should Learn vs. What They Are Learning

Ted believes students should be allowed to voice their opinions on what they would love to learn because that is required in the real world.

Nobody gives a notebook to an employee to read and answer multiple-choice questions like they're being taught in schools. Instead, these jobs look for people with practical reasoning and who have something valuable to offer.

If College and Test Prep Are Not the Answer, Then What Is?

Ted emphasized that if native digitals can master native digital skills and team up with other native digitals that are gravitating towards traditional skills like woodwork, carpentry, etc., and are encouraged to recognize that they can create their career path, these will lead to happier and more purpose-filled lives.

Ultimately, these paths could pay more than a college graduate AND be better equipped than a 4-year degree.

We should start looking at things that transform lives. It's not surprising that the people who go on to do amazing things in their careers are the ones that have the money to dive into ambiguity at the age of twelve or thirteen and have gone ahead to be prosperous and financially stable adults.

"We know what matters; we sit around and don't do anything about it… We keep erasing from them the skill set and mindset they need, pushing them to excel in irrelevant things, and nobody views this as a crisis. They should."—Ted Dintersmith.

Let's give room for young adults to dive in and figure things out by creating their own life's journey without minding what the bureaucratic system says.

About Ted:

"I'm on a mission to help catalyze and accelerate progress in our schools. We need to equip our children with skillsets and mindsets essential in a world of innovation. I can't overstate how fast machine intelligence accelerates (and this short video makes the point). No school can be complacent. My travels have convinced me that our best path forward is to let our teachers do what they entered the profession — engage and inspire our kids — and draw on their insights into how best to transform our schools." ~ Ted...

Hannah Gets Coached to Self-Coach LIVE, with Mike Normant, Best-Selling Author of Coach Yourself Up 

Ever wondered what it truly means to coach yourself?

Get ready, as our guest Mike Normant is about to reveal the secrets behind this powerful skill.

In this conversation, I dared to ask Mike, author of Coach Yourself Up, an executive coach, and leadership trainer, to coach me right here on the show.

We explored his methodology, delving into the essence of self-coaching and its transformative potential for your career, life, and everything in between.

Brace yourself for a mind-opening experience unlike any other.

Let's dive in!

“Capital T” Truth vs. “Small t” Truth

Drawing from his extensive knowledge, Mike provides a relatable example to illustrate how these truths manifest in our daily experiences. 

“One of the biggest things that drives human behavior is whether they believe a world, the world is a safe place that is filled with good people, or it's a dangerous place filled with dangerous people.” ---Mike Normant 

We discussed the common small “t” truth of needing things to be perfect initially shaped by childhood experiences and the desire for acknowledgment. 

Gradually, it transformed into a capital T truth—the perception that imperfection equated to failure. 

However, upon reflecting on our conversation, I realized that this belief did not correspond to an objective reality. 

 It was not a universal truth that dictated worth or guaranteed success. 

As Mike Normant said, "Under all people's behaviors are the stories we tell ourselves." 

Imagine the possibilities that arise when we become aware of the stories we tell ourselves and take active control over them. 

These stories resemble invisible threads woven into our minds...  

They empower us, giving us the courage to take risks and embrace growth, or they can hold us back, limiting our potential and trapping us in self-imposed barriers. 

"If you can't really focus your attention very well, it's hard to self-serve, but there's self-observation. And then once we have a pretty good grip on what we think is going on story-wise, then we move into the third step called being response-able, the ability to choose an intentional response." --- Mike Normant

Ontological Humility + Political Stances 

Ontological humility and Political Stances—two crucial aspects to consider. 

In a nutshell, ontological humility delves into the study of reality. 

For example, your perception tells you that marketing has gone awry.  

But ontological humility nudges you to pause and consider that your perspective may not be the only valid one. 

It invites us to engage in conversations with the awareness that our perception of reality is shaped by the core set of facts we believe to be true.  

"It may be the truth, but when we jump to it without allowing for other inputs and ideas and perceptions, we do a disservice and we frankly are unaware back to your point, that there might be other things involved that we're not aware of."---Mike Normant 

Hannah Gets Coached to “Self-Coach” 

"it's very easy and very common for us to see somebody doing something that goes against what we believe, and we label them as wrong."---Mike Normant 

However, it's important to recognize the ease with which we pass judgment and the commonality of this tendency.  

By acknowledging our instinct to label others, we can go deeper into the complexities of differing perspectives.  

In this

Now here’s a guy with an intriguing story…

From wanting to become a priest, to wanting to sell furniture, to writing a book about AI and its prospects, there you have Per Damgaard Husted. CEO of Canecto and Founder of Cognifirm.

We’ve heard about AI for a while now, but it wasn’t until this interview that I realized we have barely scratched the surface of the conversation as it pertains to business + the impacts AI will have.

Per’s perspective on almost everything is different from your typical human.

Take for example, Per’s perspective on teenage gaming habits: While most parents fear that their kids play too much Call of Duty, Per’s perspective for his own sons is:

“When they play, they play war games, but they don't play to kill each other. They do this to build their understanding of morale and ethics… and their understanding of good and evil as they interact with each other and other players.” ~ Per Damgaard Husted.

In other words, Per believes that the digital world of gaming is not something teens need to “get away from” or that is “just entertainment.” Instead, he recognizes that the DIGITAL world (and a Native Digital’s primary life experience) is a wholesome, robust way to learn communication, social ethics, and values.

While this method of education is different from other generations, it is far from a bad thing.

Interesting, right?

Per on Teenagers’ Isolation and Addiction to Games.

“Everything is about balance.” ~ Per Damgaard Husted.

He describes Artificial Intelligence as a structured way of working with knowledge. Per also uses the IBM and McDonald’s call center to illustrate how an AI can be integrated into the system by giving one task at a time.

Per on Humanity’s Fear of Extinction at The Hands of AI.

When it comes to AI in business, much of humanity has a fear: AI will take over and humans will be overshadowed, irrelevant, or worse.

Per’s perspective is different.

Curiosity and willingness to learn new skills to learn about unique positions will go a long way.

“So, you would have a situation where some of the tasks that are necessary to be performed are performed by humans and some with AI, but they would work together in a collaborative partnership. It takes people who understand how to use the technology in a non-offensive way or who’s open to see what it can bring.” ~ Per Damgaard Husted.

Per suggests that people should be willing to work with AI as a colleague. Guess what this means? A VERY necessary skill of the future (think 20-30 years from now) will be the capability to “manage” AI. Interesting, right?

And as for dealing with the impact, it is going to have on jobs; he reminds us that we as humans may have to redefine our purpose and search for things other than jobs that fulfill us because AI will make the world 10X richer than it is today.

Join us as Per discusses more on the Future of AI and its impact on humanity. And let this interview expand your mind and thinking on an often, scary subject.

About Per:

Per Damgaard Husted, CEO of Canecto.

Per is an international keynote speaker, author, entrepreneur, and COO of the Danish tech company, Cognifirm.

He has more than 15 years of IT Management experience from the telco and finance industries.

Per founded the...

"I was a victim of my career" says today's guest: Loren Greiff, founder of PortfolioRocket.

"Victim means that you are passively involved with your search in what I often refer to as the ‘wait and see ‘game.’ I sent this application out, and now I'm just waiting to hear from them. So yes, I've been a victim of my career, a victim of my life. I've been a victim in so many places. And I don't say that like, oh, that's a great thing. But I have learned over the years that there are a lot of choices." - Loren Greiff

In today’s fun conversation about escaping non-progressing careers and seeking out a better future, Loren details how she worked in the corporate world for 30 years, at Jay Walter Thompson among other agencies, and then, decided to move onto something better.

She needed to stay present with how the marketplaces move, how people are constantly innovating, and staying on the cusp of what's next. And that's very much her personality. She had been in the same job for too long and needed to solve fresh problems, the necessity for continuous learning. It was this realization that led to her launching her company, PortfolioRocket.

Now through PortfolioRocket, Loren propels Creatives & Marketers into the “hidden job market” and helps land them at their next ideal (galactic) career move. Recently, one of her C-Level HR clients landed a role making $100k more than her previous position, all using Loren’s tips!

Loren on Native Digital Careers

Loren is a massive proponent of digital nomading/native digital careers.

In fact, her 25-year-old son, Sam, is a Native Digital through and through. He lives in AirBnb’s while traveling the world as a digital nomad while working for an incredible company, Bucket Listers.

How did he land this incredible position? After meeting with the CEO, he took it upon himself to use digital tools like his camera, Instagram, and his personal social media to ensure that he stayed on the company's radar. He would send them pictures of wherever he was - whether in New York, Boston, or Philly - and tag them in his posts to keep himself top of mind.

As a Native Analog, Loren talks about the amazing skills she learned from her Native Digital son, in how he showed up to the job search. Sam showed Bucket Listers that he wasn't just someone who had merely skills. In her words:

”Sam showed the company that he was the person who embodied the entire mission and values of the organization. Sam understood the digital tools at his disposal and how to combine the native digital and analog. Nor was he a victim; he didn't wait for follow-up emails; he took matters into his own hands, and it paid off.” – Loren Greiff

Loren On Setting Yourself Apart During the Application Process

"Disruption is your BFF!" It takes embracing risk, consistency, and the ability to think differently to attain specific points in life. “ – Loren Grieff

Do not do yourself the disservice of using your age as a hall pass to not stay current in whatever or wherever you are in the marketplace. Invest in personal development and constant learning. What are you doing to upskill? Don't allow yourself to become irrelevant or outdated.

Find out your why.

"I can promise you this. People will not hire what you do. Remember, people hire people. They won't hire a resume, LinkedIn profile, or avatar. They won't hire anything other than an actual person." – Loren...

Today’s episode is an opinion piece. Albeit an important one. And my husband is joining me.

We discuss “Therapy Culture.” Heard of it? I might have made up the term... not sure about that.

This is a topic Gen Z may have difficulty discussing, and a problem that I believe is occurring within my generation that is rapidly spreading.

With the mental health crisis and the shadow pandemic plaguing our world, finding healthy solutions to anxiety, depression, and suicidality is vital. But is the best way to handle these crises with a therapist? And why is “therapy” such a casual need nowadays? Are therapists replacing trusted friends, and is this healthy?

We believe your kids, grandkids, and friends are at risk, and they are likely unaware. Because therapy culture pushes the notion that in order to have a voice, you have to have had something significantly traumatic occur in your life.

Where is the line? We don’t necessarily have the answers, but this conversation is crucial to the well-being of our generation. We do welcome your thoughts and observations as well.

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Connect with Hannah

Hannahgwilliams.com

@hannahgradywilliams or @nativedigitalshow

LinkedIn: https://www.linkedin.com/in/hannah-williams-genz-ceo-advisor/

When you come across a "study" like "100 most influential people", do you ever pause to ask "what factors actually go INTO producing that?" I hadn't.

At least not when it came to college rankings. Until I came across a startling report.

Reed College's US News Rank Dropped 54 Places After They Stopped Sending Data...

We're all familiar with the US News Best Colleges Ranking.

But when a private liberal arts school in Portland, Oregon smelled something fishy with the way USNWR calculated rankings, they decided to stop cooperating.

The result?

Even though nothing changed about the academics of their school, USNWR decided to drop them 54 places on that year's report. So Reed's statistics students went a step further...

They built an algorithm to duplicate the "secret" formula US News uses to produce the ranking.

The results were startling.

Reed was able to produce a model, using public sources, that predicted the rankings of USNWR with 98% accuracy.

Guess what they found has the LARGEST impact on your rankings?

A little something called the "Peer Assessment Score"...

Sounds very academic, right? Heh.

The PAS has a coefficient of 6.58, meaning if you hold everything else constant, but increase the PAS by 1 unit, your overall score will increase by 6.58 positions.

But... you may ask, how is the PAS calculated?

I'm glad you asked.

Each year, USNWR sends out 3 surveys to the President, Provost, and Head of Admissions in the other 220 schools in your category. These 3 individuals are asked to rate the OTHER SCHOOLS on a scale of 1-5.

Schools that most heads of academia have never visited, might have beef with, or simply know nothing about. So on what basis are they making these judgments?

No one can answer that.

In other words, these rankings are based on FEELINGS. So if you've ever wondered why Princeton consistently ranks Top 5, now you know. It's all in the name. Literally.

Sounds made up, no?

It's not. And we wonder why Gen Z overwhelmingly does NOT trust institutions.

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Read the full study here. And listen to Malcolm Gladwell's AMAZING episode on this topic (thx Pushkin Media for the inspiration for this article)

What’s the state of recruiting + careers in Ireland?

John Murphy is here to give us a global perspective and expand our view of the job market around the world.

John On the State of Recruiting in Ireland

First of all, what America is facing as an employer-driven market is happening in Ireland as well.

In Ireland, most companies have their headquarters in Dublin and the aggressive market presents great opportunities for young people.

According to John, the pressure in the recruitment processes is centered on salaries. Companies and organizations offer a lot upfront, and so the potential employees have the decision to either take the offer or not. This becomes a problem in the long run because these companies are unable to retain their staff, including Pharmaceutical companies.

How Is the Marketplace in France and Ireland Compared to The US In Terms of Talent And Equity?

John stated that these days, the market attracts young people as Covid has made remote jobs more accessible. The Native Digital generation prefers to work from home because they get to dictate how they work and the pay they receive.

The downside to this (experienced especially by companies like manufacturing companies where certain tasks are better carried out onsite) is that the employees express displeasure whenever they have to be physically present.

"Equity doesn't mean that you treat everyone equally, it means that you treat everyone for the roles they are in and the experience they bring to the table". – John Murphy

What About Leadership is Most Important:

With the rise of self-proclaimed leaders all over our communities and social media spaces, it's beginning to seem like being a leader is an easy task. There are numerous materials on the subject matter by unfamiliar people and it's sometimes difficult to filter the right ones.

"The name ‘Manager’ comes with a title, but the name ‘leader’ doesn't come with a title". – John Murphy

John shared that leaders in organizations should focus on ensuring that those under them are pushed to give their 100%. A good leader should be ready to bring value to his team and organization. At the end of the day, working effectively with a team is imperative. To him, it's about creating the environment to have the kind of result he wants his team to produce.

Everyone wants to work in high performing teams but is not ready for the commitment, accountability and challenges that go into it. John implements the "7 R's" in his team; finding the right people, in the right roles, doing the right work, in the right way, with the right resources, delivering the right results. This has helped him be as effective a leader as possible.

About John Murphy

Check out John’s book: 10 Key Traits of Top Business Leaders

John Murphy is a result-oriented business coach and mentor to senior executives and CEOs. He's a great communicator with broad experience and is skilled at identifying what make businesses and individuals grow and thrive. Originally from Ireland, John lives and works in the south of France. Before starting his own business, John enjoyed a highly successful career in the corporate world, beginning as a door-to-door life assurance salesman and culminating as the CEO of a Pan European Life Assurance Company in Ireland. John started his business, John Murphy International, in 2004 and has worked worldwide across a broad range of industries. His clients include major corporations such as Pfizer, Circle K, Merck, State Street Bank, Vodafone, among others.

Before starting his coaching business, John was a corporate...

This episode marks a bittersweet moment... 

Because today is the final episode of Native Digital Native Analog Show. 

As we welcome a new chapter with the d’Skills in Action... 

Strap in for our last ride as we cap off this season with a conversation full of mind-blowing thoughts about the profound impact of artificial intelligence on our world. 

With our special guest, Cynthia Schauer. 

Exploring topics from automating outdated practices to addressing AI-related fears... 

Cynthia Schauer has a brilliant mind with extensive experience as an executive and strategic advisor, including her recent role as Vice President of Creative Services at Rite Aid. Today, she is pioneering a crucial venture in the AI landscape, helping companies automate their onboarding and historical data processes through SmartFlow. 

Her expertise in questioning the fundamental premises of practices, especially in the context of onboarding, offers valuable lessons. 

--- 

The Necessity of Adapting to AI and Automation  

In my conversation with Cynthia, I get to ask her thoughts about the students coming into corporate... 

She noticed the growing gap between how students are exposed to technology and AI in their personal lives and how they are educated within traditional institutions. 

“Students are going to come in and they're not prepared for the way the companies have changed. I would challenge you and flip it. I would say the students are going to be prepared. The companies aren't, especially in some of these more established companies.” --Cynthia Schauer 

She emphasizes the need for educational institutions to catch up and teach students how to harness AI as a tool... 

And the importance of companies and institutions adapting to AI and automation. 

She added..."If companies are going one way and the education systems are going the other, that gap is just widening." 

 She emphasizes that these technologies are here to enhance human capabilities rather than replace them. 

AI and Abundance Mindset 

Another pressing topic from our conversation is the common misconceptions and fears surrounding AI, such as job loss or misuse.  

"It's a little of both. Now, when I talk to those in the tech sector, there have been some that have admitted they're seeing their own clients don't understand AI."--Cynthia Schauer 

Along with this is the shift from a scarcity mindset to an abundance mindset in the context of AI. 

Rather than fearing job displacement due to AI, people and organizations should embrace the opportunities it presents for increased efficiency and productivity. 

It's crucial to educate individuals about the benefits and opportunities AI can provide while addressing their concerns. 

"There is enough for everybody... We need to bring that happiness back into our teams. Stop making my job so frustrating because when I have to redo something multiple times, I'm not happy." --Cynthia Schauer 

Transformation of Organizations 

As we look ahead 10 years, the conversation we had predicts a transformation in the way organizations operate. 

"You need a chief AI officer to drive this... It is the person that not only understands technology but also understands leadership."-- Cynthia Schauer 

Cynthia emphasizes the need for a CAIO. 

This role is described as a bridge between technology and leadership,...

In the latest trends and insights from the world of business and culture…

Are you ready to learn about the power of global connection and how to successfully manage Gen Z in a global world?

Well get ready because today's episode is jam-packed with valuable insights and inspiration.

From the advantages of leading Gen Z’rs via global trending culture, to defying and breaking down geographical barriers between countries…

Let’s hear from Ekaterina Curry, one of the foremost experts I know in leading global Gen Z teams in the finance world.

Ekaterina is an expert in Capital Markets, a leader who elevates people and global teams. She most recently led a team of 240 Native Digitals across 22 countries, and as you’ll hear today, is more than just passionate about leading + inspiring Native Digitals – she has learned from them too. She is a first gen immigrant who came to the USA at 17, a mother of 2 native digitals who both humble and reverse mentor her.

Gen Z And the Advantageous of Trending Culture – Geographical Barriers Are Much Less Pronounced. It’s Much Easier to Lead a Global Team Now Than Even 10 Years Ago.

Today’s generation is breaking down geographical barriers.

They are not only globally connected through fashion, music, and art but also in their aspirations and learning.

And the best part? Ekaterina found this connection was also reflected in her team:

“This generation is very globally connected. They, in many ways watch the same shows. They follow the same influencers and they have so much in common in fashion and music and art, but also in what they are learning and what they're aspiring to do, and who they aspire to become...” – Ekaterina Curry

Geographical barriers were much less pronounced with this team than with others. And for her, as a Native Analog, this was a powerful and insightful learning experience.

Ekaterina takes us on a journey of stories through leading this team and the “aha” moments for her – pay special attention to how she leverages these cultural trends as an advantage instead of a barrier.

How To Use Sprints to Create Quick (and POWERFUL) Wins with Gen Z

“Learning and fun are two of the big things that I have learned keep our Gen Z colleagues engaged, and to continue accelerating and progressing in their roles.”

Learn from Ekaterina how Native Digitals, based on our experience with short-form, self-learning, is able to achieve incredible outcomes with short-burst “sprints” rather than long, drawn-out projects.

This is a MASSIVE progress accelerator that any company can use.

Ekaterina shares that by using sprints, you can help Gen Z stay focused, motivated and on track towards achieving company goals.

Lessons from Ekaterina: Specific Ways to Motivate YOUR Gen Z Team

“Motivation starts with being truly clear about the mission, vision, and strategy for the team. Now, this might sound like common sense, but this clarity, especially the translation of what it means for each team member, helped my team to create a sense of community and engagement behind the same goalposts.” – Ekaterina Curry

Second is to let humanity and authenticity lead and shine through. This cannot be faked, and it creates personal connections with the team.

Listen about how Ekaterina’s team built a community called “Culture Club,” which was all volunteers who led global engagement and fun activities—this is where the power of Fun comes in.

She also found that being fair and transparent with promotions and pay increases was key to connecting with Gen Z colleagues. She also highlighted that most companies have some work to do around understanding the expectations of Gen Z when it comes to bonuses and pay increases.

How To Structure...

Just a few weeks ago, we had James Fellowes on our podcast, a partner at Bridge of Hope Careers.  

We delved into the world of invisible and visible disabilities in the workplace, exploring how unlocking the potential of people with different backgrounds can become a powerful advantage for companies. 

Little did we know that James would introduce us to a friend with an even more extraordinary story--- Chance Bleu Montgomery 

Chance, the Partner Support Manager at Bridge of Hope, has overcome incredible odds, from a challenging childhood marred by abuse to facing the depths of addiction and prison. 

His transformation and the impact he's making now will leave you in awe. 

As you listen, pay close attention to the unique challenges faced by individuals from disadvantaged backgrounds when entering the workforce. And Chance's coaching tips offer practical ways to uplift and support them. 

Every word of this episode is pure gold. 

 ---

The Journey of Personal Transformation 

"So, I was left with these choices to either not live or change... And I spent three years and 10 months in therapy almost every day to unlock some pain and to deal with those childhood traumas while spending five years studying with the Open University to give myself an education my childhood didn't afford "-- Chance Montgomery 

Chance's journey from a traumatic childhood to becoming a successful founding partner of Bridge of Hope exemplifies the remarkable power of personal transformation. 

His story highlights that reframing one's mindset and investing in self-development can help overcome adversity. 

He reframed his experiences, replacing phrases like "life is hard" with "life is challenging," leading to a shift in his mindset and outlook. 

He found the determination to change by recognizing the value of time as a currency and committing to a long-term journey of growth. 

“Now I realized that time was a currency we spend. You spend money you spend time if you spend it, It's a currency. I started to think about how I am spending my time currency? Am I spending it for a return?... When you start to look at your time currency in that valuable way, you start to think right, ‘well, I'm now an investor’. I'm an investor of time and I invest my time in a return.” -- Chance Montgomery 

This shift in language and perspective empowered him to navigate difficulties with resilience and adaptability. 

--- 

Bridge of Hope's Holistic Approach to Empowerment 

I get to ask Chance what Bridge of Hope do and how does it specifically help? 

Chance emphasizes that it is driven by sincerity and passion rather than just setting up a business. 

“We mean it. It's not about let's set up a business here. It's about let's change lives.” --- Chance Montgomery 

The program focuses on changing lives by offering candidates access to various support partners. 

Candidates benefit from skills assessments, personalized industry suggestions, and pathways to qualifications. 

Financial support forms a crucial component, with candidates being able to access wages before payday and receive free financial advice for themselves and their families. 

By recognizing that a person's success has a ripple effect on their family, Bridge of Hope strives to uplift entire communities. 

"Because if they love who they are, that's when inspiration strikes in the family household. That's when it taps into that next generation. Because we know when someone has...

If you're in high school, you probably spend a lot of time buried in textbooks, but don't really know how your skills could apply to the real world. Trust me, I get it. It can be daunting to build skills and take them outside the classroom. That's why we started this show.  Welcome to d'Skills in Action, the show where we help you get the d'Skills you need to impact the real world, not just ace a test or rely on a degree. 

I'm your cohost, Hannah Grady Williams. I'm 25 and I'm the brain behind d’Skills and alongside me is Swetha Tandri. She's 20 and she's the founder of Melodies for Math. Both of us have forged our own career paths doing something we love. This is a real dialogue podcast. It's for high schoolers, gap year adventurers, and epic parents with a different mind. 

Each month, we'll bring you d'skills deep dives with students who are making real world impacts so you can see how it's done, and Rebel roundtables with leaders who had untraditional pathways to success and who inspire us. Why are we doing this? Well, it's pretty simple. Less than 30 percent of companies in the 21st century think that students with degrees have any marketable 21st century skills. 

Big yikes. It's time to ditch the script and get d'Skills in high school. But we're not just a podcast, we're a movement and a community, and you can join the conversation and have a chance to be featured on the show if you go to d'Skills. io forward slash community or click the link in the show notes. 

Because we're on a mission to help 1 million high schoolers graduate with an impact portfolio of the skills they've applied to the real world before they ever get a degree. All right, Rebels, ditch the script, and we'll see you on the other side. 

Links 

Manifesto — d'Skills (dskills.io) 

COMMUNITY — d'Skills (dskills.io) 

On this Episode:

Hannah introduces the podcast and why she believes more authentic conversation will bridge the gap between two generations in the workforce.

Tweetable quotes:

"When I entered corporate America, at age 18, what I quickly realized is that most companies around the country are not prepared for a native digital workforce"

"If you're from the native analog generation I'm sure you're thinking 'What are those native digitals? Are the aliens?' And my generation is thinking 'Why do we have to do things the same way we always did?'"

Resources:

"A Leader's Guide to Unlocking Gen Z" - Hannah G. Williams https://tinyurl.com/2p9fxe2r

https://hannahgwilliams.com

Is college the best pathway to career success and real-life opportunities?

There is a point in our lives where we try to figure out our careers, what we're interested in, and what we love doing the most, amongst other fundamental things that shape our personality. It is a critical moment of life realities and self-discovery. However, it's striking that college as the only pathway has been an idea nurtured by generations long before ours. 

It's incredible what a keen eye for research and exploration can discover. Join me on this thought-provoking episode to learn more.  

Who are the most innovative thinkers? 

According to the president of Temple University, Jason Wingard's article, Higher Ed must change or die, we are enlightened about the ongoing ruin of the college as the only path to career success because most people end up becoming what they didn't study. 

"The college degree had ceased to guarantee that employers would get what they wanted. So instead, why not go younger? Why not hire cheaper?" As a Native thinker, I'm not surprised. Ah, the college as a platform is burning.

College; the Burning Platform 

According to the National Student Clearinghouse Research Center, Public university enrollment has fallen by 12 to 15% in some states per year. Registration for both undergraduate and graduate students and US colleges, as of just this year, 2022, up to this point, has decreased by 4.1%. It's alarming, and there is more bad news; however, there is a massive shift. 

Massive Shift; The Power in online learning 

Employers are returning to certification and Apprenticeship models. The Power of online learning is boosting the shift.  

Who needs a four-year marketing degree, for example, to run social media when you can instead hire someone fresh out of high school and sign them up? That's a massive shift right there!  

Hannah, on the evolution of education 

There are four phases.  

• The Agrarian phase 
• The Industrial phase  
• The knowledge phase  
• The post-recession phase  

We're still in the post recession phase, and the fifth phase is beckoning.  

You can read the full article by Jason Wingard here: https://news.temple.edu/news/2022-08-17/higher-ed-must-change-or-die

Connect with Hannah: 

"Imagine a world where we have a bunch of 1000's of entrepreneurial minded young people who were exposed to the options they have, not through an institution, but through real hands-on learning and work experience. They use the skills they inherently have as native digital humans to add value to the world, to companies, to nonprofits, and potentially and hopefully to more of their own businesses, to create real fulfilling life paths for themselves. We'll be in a fantastic place if we can envision that world together." 

Thanks for listening to the Native Digital, Native Analog Show.  

If you enjoyed this episode, kindly subscribe, leave a rating, and review, and please don't forget to tell your friends! If you want to connect and talk more about attracting and retaining native Digital, you can reach me at Hannahgwilliams.com. Thanks again, and I'll see you next time.

When there is a hot political mess that calls for corporate action, how does your company respond?

Do you REACT? Or are you PROACTIVE?

In this solo episode, I expound upon my learnings from the episode with Elizabeth Solaru, founder of the Luxury Business Emporium.

As a black, female business owner who resides in London, but spent a good portion of her childhood in her family’s home of Nigeria, the conversation with Elizabeth raised important questions for me about the nature of authenticity in business decision-making.

From the blood diamonds that were a part of Tiffany & Co.’s 2020 campaign to the collaborations with Gucci & Balenciaga, we can learn much from the choices high-profile luxury businesses are making and how they clash or align with Native Digitals.

The conversation begged the questions:

• How authentic are your business decisions?
• And expanding broader, what does “diversity” mean to you?
• Do you think in terms of just color?
• Or do you think in terms of diversity of perspective?

If you haven’t checked out Elizabeth’s podcast, Luxury Business News Weekly, I highly recommend you do so.

AND on this week’s “FLEX OR FLOP?” we’ll be discussing a business that’s flexing for Gen Z!

Gucci.

Yes, you heard that right! Gucci is setting the tone for how luxury companies relate to Gen Z. Their TikTok strategies are on point, and they’ve even moved into the metaverse with virtual sneakers.

Check it out, and stay relevant ya’ll!

Don't forget to connect with me! And don't be a stranger - attend our FREE Masterclass to help you Recruit + Retain Gen Z.

@hannahgradywilliams

@nativedigitalshow

LinkedIn: Hannah Grady Williams

Hannahgwilliams.com

The Inception of Netflix’s Subscription Model, with Robbie Kellman Baxter, Best-Selling Author of The Forever Transaction

Subscriptions are the norm in 2023.

But it wasn’t always that way.

Behind every genius model is someone. Someone who made things the way they are by changing the way they were.

And in the case of the brilliant shift to a membership economy that Netflix led, and millions of others followed, the “someone” behind that move was our guest today, Robbie Kellman Baxter.

It was such an honor to dive into a personal conversation with Robbie, who is known for her #1 best-selling books The Forever Transaction” and “The Membership Economy”, but today we get to experience Robbie’s insights on not just subscriptions, but education, digital community, and even poetry.

You’re in for a treat.

From Poetic Verses to Subscription Expertise

In the late 1980s, Robbie’s parents encouraged her to pursue her passions and study whatever interested her.

They believed in her ability to forge a successful career, regardless of her chosen field.

With this support, Robbie embarked on a journey into the world of poetry...

As she entered the job market after college, she faced condescending questions during interviews, such as being asked if her passion for poetry would distract her from her work.

Despite such challenges, Robbie's dedication and impressive track record of achievements eventually landed her a job.

“People mostly you get your next job based on what you've done prior to that. Sometimes school is a signaling factor. And what I always said about poetry as a signaling factor is that I am, I have an ability to do a close read...to see patterns and draw conclusions.” --- Robbie Baxter

To thrive in the independent consulting realm, she understood the importance of establishing a personal brand and becoming an expert in a specific area.

It was during this phase that Robbie discovered her passion for subscriptions and membership models, which she has been actively involved in for over two decades.

“If you want to be a successful independent in this world, you have to have a brand and you have to be an expert on something and be known for something.  Eventually I sort of found my way into subscriptions and membership about 22 years ago. And it's been a really fun journey.” --- Robbie Baxter

Today, Robbie's expertise lies in the realm of subscriptions, where her skills as a writer and researcher come to the fore.

Robbie’s Journey

Robbie shared her experience of working at three different tech companies after graduating from business school.

In retrospect, these companies operated under recurring revenue models, similar to today's SaaS companies.

When faced with a layoff, her immediate focus was on financial stability to support her mortgage and family.

Initially, she was open to any work that could provide income. However, she realized the need to specialize and become an expert in a specific area.

“Now that I'm more comfortable that I can make a living as a contractor, consultant, where am I going to focus? I need a focus. I need to be an expert on something.” --Robbie Baxter

The turning point came when she began working with Netflix as an independent consultant.

Witnessing Netflix's relentless dedication to customer retention and its profound impact on...

We all know that the attention spans of both young individuals and adults are decreasing....

As the volume of learning content continues to rise, our ability to focus diminishes.

However, micro-learning presents a refreshing approach to knowledge acquisition...

And in this episode, we explore how this innovative approach is revolutionizing training and learning,with our special guest, tech start-up rockstar Chris Sterbenc, who has three decades of epic entrepreneurial adventures under his belt; we'll delve into the captivating world of micro-learning.

How Ole Miss Used Microlearning to Go from WORST to BEST Defense in the Country

Chris’ company, Learn to Win, had the opportunity to deploy their micro-learning technology on a crazy experiment: Could micro-learning help a college football team improve their defense strategies?

Ole Miss shifted from traditional methods to using Learn to Win to break down lessons into one to three-minute chunks.

“Rrepetition is a big key piece to this. And also training on one concept at a time,so, you don't train players on four things at once. You break it down into four pieces and you train them in one concept at a time. And people just generally have much better comprehension and retention if you build the training program to be structured that way.” -- Chris Sterbenc

As a result, not only did the players find it more enjoyable, but the comprehension and retention of the material skyrocketed.

The ultimate result? They went from being one of the worst defenses to becoming the top defense in the country.

Chris shared that the key to effective training lies in meeting people where they are comfortable and delivering content in a format that they prefer.

“There's no getting around it. That's the style of interaction that the folks have now. If you try to force them into a format that they're not comfortable with, it's not going to be very effective or they're not going to like it. “--- Chris Sterbenc

Flipped Learning

Flipped learning is an alternative approach that can be utilized alongside micro-learning.

Chris explained that this method flips the traditional order of presenting information, resembling a game of jeopardy.

“In traditional classrooms there's another variant. Which you can take advantage of with micro learning, which is flipped learning, where you present the problem before you explain how afterwards. And you get people's brains engaged and how they might solve the problem before you teach them the backstory behind it.” --- Chris Sterbenc

In flipped learning, the problem or question is presented first, engaging learners' minds in thinking about how they would solve it.

Chris’ Thoughts on the Education System: Active Learning Classrooms

In the realm of education, exciting experimentation is taking place both in universities and high schools.

From active learning classrooms to collaborative sessions, the focus is on hands-on experiences that defy passivity.

As Chris mentioned, “There is now a lot of experimentation going on in higher education, at university level, and you're seeing a little bit of it in the high school level with active learning classrooms... there's hands-on experimenting going on. There are collaboration sessions. It's not passive.”

This shift signifies a powerful transformation, where students are actively engaged in their learning journey, paving the way for dynamic and impactful educational experiences.

Chris’ College Degree

Chris’ journey was far from ordinary.

He discovered his interests and preferences by immersing himself in a business

A Deep Dive into Finding Product Market Fit with Sean Sheppard, Venture Capitalist and Managing Partner at Corporate Venture Builder U+. 

Are you an early-stage startup struggling to attract investors and find product-market fit? 

Do you ever wonder what you might be missing when it comes to presenting to VCs?  

Well, we recently spoke with the brilliant mind that is Sean, and he dropped some major knowledge bombs on the subject. 

Sean is a savvy serial entrepreneur, who knows how to make a business boom! With three successful exits and a background in Venture Capital, Sean is the Managing Partner at Corporate Venture Builder U+. 

For over 30 years, Sean has been bringing new products to market as a five-times sales founder. With his extensive experience and expertise, he helps startups find their footing in the industry and develop predictable revenue models. 

It's no wonder Sean has been recognized as one of the Top Sales Influencers You Should Be Following on social media. 

Transparency is the Key in Entrepreneurial Ventures 

 You know that feeling when someone isn't being totally honest with you?  

Well, that's exactly what gets VC investors like our speaker here worried. 

In our conversation with Sean, he pointed out that most young start-ups often lack honesty when presenting to VCs. 

And that's a big issue because finding product market fit is a tough journey. 

“...tell me what you don't know and how you're going to find out; to be a learner at all instead of a know-it-all and have that growth mindset...embrace ambiguity. Replace the word rejection in your vocabulary with feedback, and you see feedback as a gift...” ---Sean Sheppard 

It's not just about what entrepreneurs are holding back from investors; it's about their attitude towards learning and growth.  

Building a successful startup isn't just about having a great idea or cool technology... 

It's about understanding the problem you're trying to solve, and the people you're trying to solve it for. 

Balancing Immediate Gains with Long-Term Strategy 

 One of the pressing topics about market strategy is the difference in mindset between those who prioritize short-term gains and those with a strategic understanding of technology companies. 

Sean explains why Wall Street guys tend to prioritize quarterly earnings... 

While those with a strategic understanding of technology companies can see the bigger picture.  

Adobe's acquisition of Figma is an example. 

Sean emphasizes the importance and the need to adapt between generational demographics and to own relationships with customers to stay on top in the long run 

“...if you don't adapt, you are going to die... that doesn't mean you can't reinvent yourself tomorrow. I think everybody can and everybody should. But you have to stay out in front to stay relevant. And that means understanding the Gen Z demographic versus the millennial demographic...” ---Sean Sheppard 

Sean’s Insight about the Shift of the Knowledge-Worker to Intellectual Capitalist 

“The way that we're investing now is we're giving less money to more companies earlier on...Because applied technology means anybody can do it … and that measured by the cost acquire customer over the customer lifetime value...and it was because they could find product market fit, and they understood the real problem.”  - Sean Sheppard

This is the age of infinite leverage. 

In today's age of applied...

Have you ever stopped to think about the unique challenges faced by Latin American entrepreneurs in the United States? Or how the digital age has transformed their society and economy?  

Well, on today's episode we're thrilled to be joined by Carlos Baradello, Managing Partner of Sausalito Ventures and Alaya CP, who brings a wealth of knowledge and experience to the table. 

You won't want to miss what Carlos has to say about his own experiences growing up in South America and the challenges he's had to overcome to get to where he is today... 

As someone who started small, he has made it his central mission to help small entrepreneurship businesses in Latin America get off the ground. 

We'll also explore the fascinating topic of the shift from native analog to native digital and the profound impact it's had on business and society, and on the purpose of a degree in Latin America and how it compares to the experiences of American students. 

So, whether you're a tech enthusiast, an entrepreneur, or just someone interested in learning about the world around you, this episode is for you. 

So, sit back, relax, and get ready for an engaging and informative conversation with Carlos Baradello. Let's go! 

 ---

Carlos highlights the barriers Latin Americans face in the United States. 

What’s it like being a Latin American business owner? Carlos gives us the inside scoop on the objective and subjective barriers that make it a challenge. For starters, Latin American entrepreneurs face unique obstacles when it comes to the rule of law, predictable policies, and infrastructures that work. And then there's the subjective barrier of global mindset and cultural adjustments that are needed to thrive in a global economy. 

Carlos talked about his experience growing up: 

In his own words, "It's a story of socioeconomic diversity, the fact I grew up in an immigrant family, a very low middle class. Growing up there, you'll learn basic business principles." ~ Carlos Baradello. 

From his turning point of attending a higher institution to receiving a full scholarship to do his masters in the Netherlands, Carlos's unique experiences have shaped his life in incredible ways. 

The shift from native “local” to native “global” 

"It's interesting you said from native analog to native digital. I'll say it paralleled from native local to native global. And today, I'll argue that people are born global for the most part." ~ Carlos Baradello. 

As we explore the profound impact of digitalization, Carlos shares his insights on how it can help create new perspectives and bridge the gap between native analog and digital worlds. 

The purpose of a degree in Latin America and other countries and how it differs or is similar from the experiences of an American student. 

We had a great discussion about how education in Latin America differs from the United States. Carlos points out that degrees in America are often overpriced and not always the most effective method of learning, while in Latin America, a degree still carries significant weight. 

"The system that allowed people to spend all those years in college and maintain a steady career afterward no longer exists. Therefore, people in this generation have no choice but to change their attitude toward college degrees, or else we're doomed." ~ Carlos Baradello. 

Don't miss out on the complete discussion - be sure to check out the full podcast! 

About Carlos: 

Dr. Carlos Baradello is an investor, advisor, public speaker, and university professor at 

Hult International Business School. He is leading innovation and...