Multi-time guest and long-time friend of the Rebase podcast Elatia Abate is back, and in this critically important episode we discuss how “The Future Of Work” is no longer some mythical thing coming sometime in the future.
No, The Future Of Work is here now, and ready or not it’s time to prepare ourselves.
It is April 2020 and, in just 4 weeks time, 22 Million Americans suddenly find themselves unemployed. And there is a TON of uncertainty swirling about, and no doubt it is definitely warranted. And for many of us, this is not the first time in our professional lives where we’ve seen such a dramatic downturn in the economy, resulting in massive layoffs and entire businesses going under.
So while we’ve never experienced this type of pandemic before, it’s precisely because many people have experienced large scale recession that I wanted to connect those of you who are feeling uncertain with stories of growth, hope, and fulfillment.
In this episode, I have the pleasure of chatting with someone I have a ton of respect for and consider a friend: Nick Hermandorfer.
Nick is the Founder and CEO of Home Run Dugout, yet the reason I was so excited to talk with Nick is the journey he’s taken to get to where he is now. Nick graduated from college at Princeton and spent a total of 6 WEEKS working at Lehman Brothers in Manhattan before the 2008 economic crisis cost him his job. What you’ll hear in this episode is Nick telling the story of how he found himself unemployed, living in his parents’ basement, trying to figure out what was next. You’ll hear about how circumstances found him traveling to Austin, TX, where he went to work at a local startup that would coincidentally lead to starting his own company.
So, if you’re feeling worried, fearful, or just a little uncertain, I hope this conversation with Nick will instill you with some hope, some optimism, and maybe even some ideas for how you can turn any crisis into an opportunity.
I have a confession: I like being around people I work with, in close proximity in the same physical space. And I have been feeling a lot of the pains, stresses, and challenges of becoming a fully-remote Leader & People Manager. It’s a shift that I wasn’t ready to make, but fortunately a shift I’ve prepared myself to make successfully.
And if you are a Manager, or a Team Lead, or an Executive who is suddenly faced with leading a completely remote or distributed team, then you might be feeling some of the same pressures and challenges.
So in this post, I want to cover a handful of valuable questions that you can use so that you can also make this shift. By doing so, you can truly become a real champion at leading individuals and teams in a remote environment.
(If you love the Rebase podcast, please leave us a review at RateThisPodcast.com/rebase. YOU are the KEY to helping more people discover a “Profession With Purpose”. The more people we can reach with the podcast, the larger and more meaningful a impact we can make, and reviews are the lifeblood of podcast exposure.)
Is your unspoken definition of “culture fit” actually hurting your organization?
Is it possible that your current approach in assessing a candidate’s ability to fit in your organization is actually hindering your growth and preventing your success? Can you clearly speak to what it exactly means to be a ‘culture fit’ in your environment?
In this episode, we’re going to talk a little bit about meetings. Meetings are one of those things that, just by their nature, people think that they’re inherently bad… and that if you have too many meetings it means that meetings are useless, and if you could have ZERO meetings then everything would be great.
Outside of my business, where I work primarily with folks on the Employer side of things, I spend a lot of my outside time mentoring and guiding folks who are trying to either progress in their current career OR make a career shift.
Sometimes that shift is a minor one, and sometimes it’s a complete career change. Inevitably, by the time I’m talking with them they’ve reached a sticking point, or they’re in a rut, or they’re completely stuck and disenfranchised.
And while everyone’s situation is unique, I almost always here some version of the same few things.
Every single year, Retention rates drop and Turnover seems to find a way to set a new record high.
Companies finally seem to be taking notice, too, and implementing so-called “Employee Retention measures” to reduce the costs and pain associated with high turnover. But are these tactics really effective?