This Podcast is created and curated by Deepak Jayaraman (an Executive Coach and a Leadership Advisor). He lives in Mumbai and works with successful Senior Executives by helping them play to their unique potential but with a sharp focus on transitions (business or career). Just like businesses need to think about "where to play" and "how to win", leaders need to be coherent about "where to go" and "how to grow" in their journeys. Deepak works with them during pivotal moments to help them with ...
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Content provided by The Ready, Rodney Evans, and Sam Spurlin. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by The Ready, Rodney Evans, and Sam Spurlin or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://player.fm/legal.
Rodney Evans and Sam Spurlin have helped teams around the world adopt more modern ways of working and on At Work with The Ready they’re sharing the inside scoop with you, too. Whether you’re struggling with a carousel of ineffective meetings, annual strategy sessions that go nowhere, or decision-making churn that never ceases, they’ve seen it all and are here to help. In each episode, they'll break down common workplace challenges and show you the moves—both big and small—to start making real, lasting change. (Formerly “Brave New Work” with Aaron Dignan and Rodney Evans)
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Rodney Evans and Sam Spurlin have helped teams around the world adopt more modern ways of working and on At Work with The Ready they’re sharing the inside scoop with you, too. Whether you’re struggling with a carousel of ineffective meetings, annual strategy sessions that go nowhere, or decision-making churn that never ceases, they’ve seen it all and are here to help. In each episode, they'll break down common workplace challenges and show you the moves—both big and small—to start making real, lasting change. (Formerly “Brave New Work” with Aaron Dignan and Rodney Evans)
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In this miniseries, we’re exploring Depthfinding—an easy-to-grasp framework designed to help leaders and teams solve their gnarliest cross-functional challenges. This week, Rodney and Sam zoom out. Because here’s the truth: the experience the last few months in the U.S.? It’s not an exception. It’s the environment we’re working in now. From top-down compliance crackdowns to the resurrection of five-layer approval chains, we’re watching organizations double down on control just as the world demands more adaptability. Many teams feel stuck waiting for the storm to pass—without realizing that this is the weather now. In this episode, we unpack what’s going on, what it means to lead when volatility is the default, and how to stop standing still and get moving. Download the Depthfinding guide to get the template and examples of how to use it. Want to learn more about Depthfinding? Head here: theready.com/depthfinding -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: Mongolian-Manchurian grassland "USAID cuts" "former federal employees as foreign intelligence targets" "diversity in teams leads to higher performing teams" "permacrisis article" Overton window Critical Uncertainties (a Liberating Structure) 00:00 Intro + Check-In: What’s a notable wildlife encounter you’ve had? 05:03 Understanding the moment we’re in 07:01 Efficiency in principle vs execution 11:31 Broad cuts that don’t acknowledge complexity 14:57 Midnight Zone churn 19:29 Big sky mandates that are a distraction from real work 28:18 Navigating the changing sky within your organization 34:11 Compounding crises are likely, plan for uncertainty 38:34 Parting thoughts 39:33 Wrap up: leave us a review and send us your questions! This episode's theme music is Yaggadang by BG & Coyote Radio . Sound engineering and design by Taylor Marvin of Coupe Studios .…
1 Brave New Work: Making Layoffs More Human [Rebroadcast] 53:37
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Play Later Play Later Lists Like LikedRebroadcast note: With everything happening in the world right now, we're taking a quick break from our miniseries to reshare this episode about layoffs. Because sometimes large layoffs are necessary, but they shouldn't be the norm and those being let go should still be treated like humans, rather than a line on a spreadsheet. If you listened the first time around, share this episode with someone in your network who might need it (especially if they're a government employee 😬 ). We'll be back in two weeks with a brand new episode. -------------------------------- We won’t mince words: Layoffs suck. They heap very real stress and chaos onto very real people’s lives. And as we’ve seen reported lately, big waves of layoffs are hitting several companies—and thousands of people—hard right now. This pile of not-good news sparked some questions for us, like: Why are layoffs a go-to cost-cutting lever? What pre-layoff org design decisions put employers and employees in this gnarly position? And why does every CEO letter announcing mass layoffs sound like it was written by the same robot? In today’s episode, Aaron and Rodney, who’ve been on both sides of the layoff aisle, spend time with these queries and dig into: The all-around messiness of the traditional layoff process Why companies default to short-term thinking when the boom times boom Dehumanizing layoff practices we should shelve for good Creating clear containers and agreements for handling layoffs How we could design a layoff moment that’s truly people-positive -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: "RIFs" ConvertKit episode: BNW Ep. 36 with Nathan Barry "life stress inventories": Holmes and Rahe stress scale Office Space , 1999 movie Up in the Air , 2009 movie…
1 Depthfinding: The Midnight Zone - Experience, Emotions, and Reactions at Work 48:56
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Play Later Play Later Lists Like LikedIn this miniseries, we’re exploring Depthfinding—an easy-to-grasp framework designed to help leaders and teams solve their gnarliest cross-functional challenges. This week, Rodney and Sam dive into the Midnight Zone—the deepest layer of organizational life, where the lived experiences, emotions, and unspoken reactions of individuals shape everything that happens above. While many organizations focus on surface-level solutions, ignoring the human realities of work leads to burnout, disengagement, and resistance to change. Leaders who acknowledge and engage with the Midnight Zone create organizations where people feel seen, supported, and empowered to contribute fully. Understanding the emotional undercurrents of work isn’t just about empathy—it’s about unlocking real, lasting transformation. Download the Depthfinding guide to get the template and examples of how to use it. Want to learn more about Depthfinding? Head here: theready.com/depthfinding -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: First depthfinding episode Conscious Leadership Group ACT Matrix Iceberg model "workers deriving identify from their job" "knowledge work is at peak inefficiency" - Jared Spataro from Microsoft at Charter's "Leading with AI" summit in Jan 2025. See his statements about 60% of a knowledge worker's time being spent on overhead Gareth's episode: BNW Ep. 5 with Dr. Gareth Holman This episode's theme music is Yaggadang by BG & Coyote Radio . Sound engineering and design by Taylor Marvin of Coupe Studios .…
1 Depthfinding: Twilight Zone - Where Work Happens 48:50
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Play Later Play Later Lists Like LikedIn this miniseries, we’re exploring Depthfinding—an easy-to-grasp framework designed to help leaders and teams solve their gnarliest cross-functional challenges. This week, Rodney and Sam step into the Twilight Zone—the often-overlooked but deeply influential space where teams navigate the “how” of work—the “how” of collaborating, meeting, deciding, and experimenting. Many organizations put all or most of their focus on visible outputs and assets, but the rubber meets the road in the Twilight Zone. It’s the organizational depth where strategy actually gets executed—which means it’s worthy of more than a passing glance. When an important initiative stalls out, when teams side-eye change, when a leadership team’s decisions never translate into clear and meaningful action, it’s time to investigate the Twilight Zone. Leaders who want real progress—not just compliance—must foster cross-functional collaboration and create space for meaningful iteration. Because strategy isn’t about what’s declared. It’s about what actually happens. Download the Depthfinding guide to get the template and examples of how to use it. Want to learn more about Depthfinding? Head here: theready.com/depthfinding -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: Twilight Zone, tv show layers of the ocean sea anemone The Mom Test , book by Rob Fitzpatrick Liberating Structures: BNW Ep. 49 with Keith McCandless "IDM" (Integrated Decision Making): BNW Ep. 43 This episode's theme music is Yaggadang by BG & Coyote Radio . Sound engineering and design by Taylor Marvin of Coupe Studios .…
1 Depthfinding: Sunshine Zone - Artifacts, Org Charts, and Metrics 48:16
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Play Later Play Later Lists Like LikedIn this miniseries, we’re exploring Depthfinding—an easy-to-grasp framework designed to help leaders and teams solve their gnarliest cross-functional challenges. This week, Rodney and Sam dive into the Sunshine Zone—the highly visible work of organizations, from strategy decks and OKRs to mission statements and financial targets. While these elements are easy to track and refine, spending too much time in the Sunshine Zone often leads to performative goal setting, misaligned priorities, and a disconnect from the deeper work that actually drives change. Leaders who want real progress—not just a well-polished plan—need to balance the visible with the essential. Cultivating adaptability, feedback loops, and space for creative, cross-functional work is the key to moving beyond surface-level success. Download the Depthfinding guide to get the template and examples of how to use it. Want to learn more about Depthfinding? Head here: theready.com/depthfinding -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: EBITDA ACT Matrix "womperjawed" " 90% of executives failing to reach strategic goals " operating rhythm: BNW Ep. 118 Deming quote "Bach suite" SMART goals This episode's theme music is Yaggadang by BG & Coyote Radio . Sound engineering and design by Taylor Marvin of Coupe Studios .…
1 Depthfinding: Sky - Threats and Opportunities 50:49
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Play Later Play Later Lists Like LikedIn this miniseries, we’re exploring Depthfinding—an easy-to-grasp framework designed to help leaders and teams solve their gnarliest cross-functional challenges. This week, Rodney and Sam look at the Sky—the external forces like market shifts, technological disruptions, and political changes that shape your organization. While most companies are comfortable staying heads-down in the day-to-day, failing to look outward creates costly blind spots that lead to org debt, misaligned strategy, and even existential risk. Cultivating a regular practice of looking up and outward is the key to successfully meeting this moment—and all the ones to come. Download the Depthfinding guide to get the template and examples of how to use it. Want to learn more about Depthfinding? Head here: theready.com/depthfinding -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: lido deck Deep River potato chips the giant Snickers "building the bridge to the next thing" - dual transformation Kodak's digital revolution moment the Information age "op rhythm": BNW Ep. 118 "Liberating Structures": BNW Ep. 49 with Keith McCandless Critical Uncertainties red team "essential intent": BNW Ep. 90 with Greg McKeown This episode's theme music is Yaggadang by BG & Coyote Radio . Sound engineering and design by Taylor Marvin of Coupe Studios .…
1 Depthfinding: Solve Your Cross-Functional Problems…Finally! 36:19
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Play Later Play Later Lists Like LikedOver the last decade at The Ready, we’ve seen firsthand that the most significant organizational challenges are nearly all cross-functional. But most company structures? Very much not cross-functional. Adding more project managers, looking to external partners for one-and-done silver bullets, or assembling yet another task force just isn’t cutting it as the world changes faster than most organizations can keep up. Enter Depthfinding—an easy-to-grasp framework designed to help leaders and teams solve their gnarliest cross-functional challenges. In our new Depthfinding miniseries, Rodney and Sam will help you see your organization in a new way whether you’re individual contributor or a C-Suite executive. Ready? Let’s dive in. Download the Depthfinding guide to get the template and example Rodney mentioned in this episode. Want to learn more about Depthfinding? Head here: theready.com/depthfinding -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: The Ready's OS Canvas strategy pancakes: AWWTR Ep. 2 even/overs: BNW Ep. 44 essential intent: BNW Ep. 90 with Greg McKeown check-in round This episode's theme music is Yaggadang by BG & Coyote Radio . Sound engineering and design by Taylor Marvin of Coupe Studios .…
1 25. 1M Downloads and Counting: Looking Back on 2024 34:45
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Play Later Play Later Lists Like Liked2024 felt like a bit of a rollercoaster—and while we’re ready to close the book on this year, we wouldn’t be first-class org designers if we passed up the chance to hold a retrospective. Add in the fact that this is Rodney’s 200th episode and BNW + AWWTR have crossed the one million download milestone, and a little celebration feels like the right thing. In today’s episode, Rodney and Sam reflect on the show’s 2024 season—including the episodes they loved, the episodes they want a do-over on, and what they hope for the show in 2025. We want to know what you think! Take our 2024 Listener Survey. -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: The Future of HR Miniseries The Ready's OS Canvas RACI episode: AWWTR Ep. 10 Leaders as org designers episode: AWWTR Ep. 13 "McGillicuddy" All the small things episode: AWWTR Ep. 19 "video about the woman who doesn't use a calendar" Jason Fox episode: AWWTR Ep. 17 with Jason Fox Dual Transformation , book from 2017…
1 The Future of HR: Giving HRBPs the Future-of-Work Makeover They Deserve [Rebroadcast] 39:15
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Play Later Play Later Lists Like LikedRebroadcast note: We're hard at work recording a brand new miniseries for January, so this week we're resharing one this episode from our Future of HR miniseries. As we've worked with companies over the last year to reimagine their HR departments, we've seen this episode's ideas and lessons about evolving the HRBP even more important in practice. So take a listen with some fresh ears, and we'll see in two weeks with a brand new episode. The role of HR Business Partner is often a tale of two experiences. On the one hand, HRBPs are some of the most empathetic and passionate people you’ll ever meet. On the other hand, they’re stuck on the hamster wheel of busywork, bouncing from crisis to crisis without the authority to prioritize their energy—and without the respect from leadership to make a real difference. Look up “burnout” in the dictionary and odds are you’ll find a picture of an HRBP. In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 5, they explore how this critical role took a hard left turn from it’s intended purpose, what its future-of-work glow-up (hello, HR Business Coach) could look like, and how HR Business Coaches + Mission-Based Teaming = unlimited potential. References mentioned: Mister Rogers' Neighborhood Episode 1481 "Talks about Compet ition" (1981) . "How People Make Crayons" begins at 05:20. American Gladiators Dave Ulrich , of the Ulrich HR model -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com .…
It’s mailbag time! And while we know we said this last time, we really mean it that this was probably the hardest group of questions we’ve dealt with on the show yet! Rodney and Sam get out their thinking caps and answer some questions from listeners like you about non-traditional organizational leadership, workplace dynamics around project capacity planning, and more. Questions tackled: Are great teams and strategies impossible without traditional leadership? Can project capacity planning be done in a people-positive, complexity conscious way? Why do traditional orgs bias towards convergent thinking, especially around annual planning? How do you prioritize cross-functional initiatives between leadership and teams that avoids zombie projects and mutual disappointment? -------------------------------- Interested in learning more about Depthfinding and the ocean framework? Head here. Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: the LinkedIn post asked about Rube Goldberg machine "MBT" (mission-based team): FoHR Miniseries Ep. 1 "DAO": BNW Ep. 96 with Chase Chapman "product mindset episode": AWWTR Ep. 23…
1 23. Adopting a Product Mindset in Organizations 46:31
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Play Later Play Later Lists Like LikedThere are plenty of organizations that say they want to be “customer-focused”—but in practice? It’s easy to fall back on leader-driven opinions and assumptions about what customers really want. That’s especially true in big companies with entrenched processes and hierarchies that prioritize internal agendas. In those environments, staying aligned with customer needs can be an uphill battle—and organizations instead get stuck building solutions based on what leaders think customers should want, rather than what they need, leaving exciting opportunities on the cutting room floor. In this episode, Rodney and Sam dig into what it actually takes to adopt a product mindset. From navigating a “hammer looking for nails” ethos to designing flexible solutions that adapt to actual user behavior, they unpack how to bring customer-centricity into daily practice—and what to do when you start to veer off course. -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: Depthfinding psych safety ep: AWWTR Ep. 20 experimentation ep: BNW Ep. 62 founder mode ep: AWWTR Ep. 22 Josh Bersin ep: The Future of HR Ep. 12 with Josh Bersin revealed preference…
1 22. Founder Mode vs. Manager Mode is the Wrong Question 46:23
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Play Later Play Later Lists Like LikedIf you’ve been on LinkedIn this past month, you’ve likely seen at least one post (or more than you’d care to) about “founder mode.” Presented as a counter to “manager mode” (meant to represent highly bureaucratic leadership rife with micromanaging and delegation), “founder mode” is all about championing the pioneering, hands-on behaviors of startup founders scaled to organizations of any size. And sure, when these are the only choices, anything that’s not “manager mode” sounds like a good option. But show us a binary, and we’ll respond by asking tough questions. This week Rodney and Sam dig into how “founder mode” actually shows up in practice, whether it causes more organizational harm than good, and what it means when real leadership seems to be left out of the discussion entirely. -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: Diane from Cheers Founder Mode , article by Paul Graham either/or thinking Kim Scott's op-ed about founder mode "people positivity episode": AWWTR Ep. 21 "strategy episode": AWWTR Ep. 2 "futures thinking" BNW Ep. 34 with Kevin Kelly Depthfinding John Cutler Ashby's Law of Requisite Variety Andon cord…
1 21. From Control to Trust: The People Positivity Journey 41:24
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Play Later Play Later Lists Like LikedOver the last nine years, The Ready has seen firsthand how organizations designed to be people positive (a.k.a. a foundational belief that people are eager to contribute and capable of change) outperform those that aren’t. Turns out when you treat people like adults, it boosts your team’s motivation, adaptability, and contribution. The only catch? Unlearning nearly everything traditional leadership and management science has taught us for decades. Once beliefs like “People are lazy,” “People can’t be trusted,” and “People will actively abuse any flexibility they get” get baked into an organization’s culture, it’s tremendously hard to change. But not impossible. In this episode, Rodney and Sam get candid about the fears that come with letting go of control, offer real-world examples to help skeptical leaders flip the script on trust, and explore how people positive principles can lead to long-term benefits. -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: " the tower " Theory Y vs Theory X " Dan Pink stuff " mastery: BNW Ep. 63 "psychological safety episode": AWWTR Ep. 20 " nature vs nurture " " complexity conscious " "discretionary spending discussion": AWWTR Ep. 16, question 3 negativity bias…
1 20. Psychological Safety Starts With Your Leadership Team 44:23
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Play Later Play Later Lists Like LikedPsychological safety is a buzzy topic every company claims to want—but only a handful actually achieve. Sometimes, it’s misunderstood as being about “niceness” or “politeness”, but real psychological safety is deeper and more complex than that. It’s an ecosystem of behaviors that add up over time to impact how your team shows up day after day. Unfortunately, this misconception has a stranglehold on most leadership teams as well, who spend more time talking the talk than walking the walk. We’ve seen and worked with many executive teams over the years where people didn’t feel comfortable speaking up, challenging ideas, admitting mistakes, or sharing concerns without fearing retribution or embarrassment. When that’s happening inside the team responsible for some of a business’s biggest decisions, there are big consequences. In today’s episode, Rodney and Sam break down why leadership teams often feel the most psychologically unsafe, how to move the needle on developing trust, and why a ropes course can’t solve a team or organization’s culture problems. (Producer’s note: Ok, so we're zero for two this week with Sam's mic going rogue after Rodney's mishap last episode. Taylor's been working some major magic lately. Hopefully third time's the charm with episode 21 🤞 ) -------------------------------- Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: What Google Learned From Its Quest to Build the Perfect Team (NYT, 2016) ” emperor has no clothes ” ”leaders as org designers episode”: AWWTR Ep. 13 ” hard vs soft power ” team charter working agreements ”mundane episode”: AWWTR Ep. 19…
1 19. All The Small Things: The Power of Good Habits 55:32
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Play Later Play Later Lists Like LikedWhile exploring bad meetings a few episodes ago, Rodney and Sam hit on something that doesn’t often get a lot of air time: the power of good habits and the discipline to care about the small things. Because when we’re trying to change companies on an atomic level, it can feel like small potatoes to focus on check-in rounds, or writing Slack messages, or how we compose to-do lists. But you can’t run toward the future of work at full speed when your shoes aren’t properly tied. Here’s what we know: High-performing teams—from ice hockey to symphony orchestras—all prioritize the fundamentals. So why don’t we do that in the workplace? In this episode of At Work With The Ready, Rodney Evans and Sam Spurlin dig into why building strong work habits are more important than you might think and the mundane but fundamental practices they start with. (Producer’s note: We had a tech mishap during recording, so this week’s episode might sound a little different. We blame Rodney’s lake house ghost (more on that in the SXSW episode ). We’ll be back to our usual sound next episode.) -------------------------------- Interested in learning more about Depthfinding and the ocean framework? Head here. Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram -------------------------------- Mentioned references: "op rhythm": BNW EP. 118 "all work is now meetings": White-Collar Work Is Just Meetings Now , from The Atlantic, 2024 John Madden ( the hockey one ) John Madden ( the football one ) John Wooden , UCLA basketball coach Atomic Habits , book by James Clear Sunsama 80/20 rule "5:1 praise to criticism": The Ideal Praise-to-Criticism Ratio , HBR, 2013 action meeting: BNW Ep. 80 with Sam Spurlin retrospective meeting: BNW Ep. 10 with Jordan Husney check-in rounds "don't say hey website": https://nohello.net/en/ inspired by https://www.nohello.com/ "Amazon memo meeting" "silent meeting"…
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1 18. If You Won’t Make Changes, That Employee Engagement Survey Is a Waste of Time 50:12
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Play Later Play Later Lists Like LikedNo burying the lede this week: Employee engagement surveys are broken. We expect them to tell us everything about a workplace’s culture—but they often miss the mark, capturing just a sliver of what's going on and usually only symptoms instead of underlying causes. As leaders try to make sense of the data, there’s frequently a lot of smoke chasing, but nobody can tell where the fire is, or if there’s one at all. Add to that employee distrust around anonymity, spun-up initiatives to make changes that never go anywhere, and the fact that most surveys don’t even ask the right questions, and it’s no wonder everyone, from the C-suite to the frontline worker, suspects these surveys do more harm than good. In this episode, Rodney and Sam explore what “engagement” actually means, what organizations should be measuring instead and why, and how to truly understand the health of your organization. -------------------------------- Interesting in hearing more about the zones of the ocean? We've got stuff coming soon! Sign up here for first access: https://theready.ck.page/newvision Want future of work insights and experiments you can try delivered to your inbox? Sign up here . Follow us on your favorite platforms for more org design nerdery: LinkedIn Instagram ------------------------------- Mentioned references : RACI episode: AWWTR Ep. 10 performance management episode: BNW Ep. 56 The Ready's OS Canvas "complication" vs "complexity" "state" vs "trait" Marcus Buckingham…
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At Work with The Ready
1 17. Making Meaningful Progress with Dr. Jason Fox 51:42
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Play Later Play Later Lists Like LikedWe talk a lot about the importance of emergence—of being more comfortable with being uncomfortable. However, it’s hard to practice what you preach… especially for a podcast with a tight schedule. Normally, when one of two hosts is out of commission, you don’t record. But when this recently happened to us, we asked “How might we?” and took a big ol’ step into the unknown. We’re glad we did, because this week’s guest is Dr. Jason Fox, a self-proclaimed wizard-philosopher, best-selling author, and senior leadership advisor to Fortune 500 companies around the world. In classic wizard-philosopher fashion, he and Sam throw out the script for a far-reaching conversation about the importance of rituals, the roles we play when we’re at work, and how embracing uncertainty is where the magic truly happens. Learn more about Jason: On his website On LinkedIn Read How to Lead A Quest or The Game Changer Follow us on LinkedIn and Instagram for more org design nerdery! Got an idea for future episodes or a thorny workplace question you need answered? Shoot us a message to podcast@theready.com . Mentioned references: Game Frame , book by Aaron Dignan Brave New Work , book by Aaron Dignan James Carse , author of Finite and Infinite Games Rodney's "I am CEO vs I hold the role of CEO": AWWTR Ep. 14 Lands of Lorecraft , series of articles by Venkatesh Rao Jevons Paradox " rivalrous dynamics " " multipolar traps " "operating rhythm": BNW Ep. 118 Creativity, Inc. , book by Ed Catmull and Amy Wallace basilisk "GTD": BNW Ep. 39 with David Allen John Keats and "negative capability" Antifragile , book by Nassim Taleb " Metacrisis " The Ministry for the Future , book by Kim Stanley Robinson Children of Time , series by Adrian Tchaikovsky The Expanse , series by James S.A. Corey The Culture , series by Iain M. Banks…
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At Work with The Ready
1 16. Ask Us Anything No. 2: You Asked, We Answered 43:56
43:56 Play Later Play Later Lists Like Liked43:56
Play Later Play Later Lists Like LikedIt’s mailbag time! We’ve been diving into specific problem areas every episode—and turns out if you go deep, your audience will go even deeper. Listeners, the questions you send us are getting hard! The ones that feel extra complex and extra tangly? We take those to the airwaves to unravel them live and share our knowledge back with you. On today’s episode, Rodney and Sam tackle another batch of our audience’s thorniest questions. Questions tackled: How to combat business speak in the workplace? How do we use new ways of working and psych safety in an arena that relies on older practices as part of its identity? What are your thoughts on how to divide up total compensation for employees? How much is salary vs health care vs perks? Is there a size threshold to organizations? What do companies do that have gotten too large and it’s hurting their operations? What are the trends around new ways of working, and what motivates organizations to engage with The Ready? How can orgs unlock real collaboration, not just sharing information? Follow us on LinkedIn and Instagram for more org design nerdery! Got an idea for future episodes or a thorny workplace question you need answered? Shoot us a message to podcast@theready.com . Mentioned references: Junior Mints Jets Pizza Detroit style pizza Maslow’s hierarchy Span of control "rule of 7" Dunbar’s number W.L. Gore Adaptive strategy ”Hail Mary” pass ”Jamnado”: AWWTR Ep. 7…
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At Work with The Ready
1 15. This Workshop Could Have Been A Meeting 57:28
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Play Later Play Later Lists Like LikedPlanning a corporate workshop or off-site often feels like making a burrito. So many options—and so many opinions on what should go in it. A presentation rodeo on the next quarter’s objectives? Absolutely. Time for a key initiative to get the spotlight in front of the C-suite? Yes, please. Extra scoops of mandatory team-building to strengthen your culture? Why not. Everyone likes fun, right? But when it’s time to actually chow down, it quickly becomes clear you’re dealing with an overstuffed, leaky, $20,000 mess. And everything the workshop was supposed to accomplish? Yeah, that didn’t happen—so you’re back at square one come Monday. In this episode, Rodney Evans and Sam Spurlin explore why our workshop eyes are often bigger than our workshop stomachs; standard off-site practices we need to offload; and how to design new experiences that are actually meaningful and productive. Interested in hearing more about the sunshine, twilight, and midnight zones? We’ve got stuff coming soon! Sign up here to get first access. Follow us on LinkedIn and Instagram for more org design nerdery! Got an idea for future episodes or a thorny workplace question you need answered? Shoot us a message to podcast@theready.com . Mentioned references: spinning top game "Skittles" "meetings episode": AWWTR Ep. 12 "strategy stack": AWWTR Ep. 2 "even/overs": BNW Ep. 44 "essential intent": BNW Ep. 90 with Greg McKeown working agreements: BNW Ep. 103 Topgolf Liberating Structures Ball Point game Brainflakes…
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At Work with The Ready
It’s an unspoken truth in most knowledge work that summer is a wasted season. From late May to early September, many teams face reduced numbers and it’s nearly impossible to spin up anything new. The director you need approval from? On a cruise. The graphic designer you need for that new marketing campaign? Camping with the kids. When people just aren’t around, it can sometimes be easier to keep the lights on during the vacation relay race and run out the clock until fall. The two most common sense solutions: take vacation yourself or focus on different things when people are away. But actually doing either of those things? Way harder than you’d expect, especially when modern work is tuned to overwhelm mode 24/7/365. In this episode of At Work With The Ready, Rodney Evans and Sam Spurlin talk about why summer is where organizational progress goes to die, and how we can stop spending those months doing business as usual and instead live a hot employee summer. Interested in learning more about Depthfinding and the ocean framework? Head here. Follow us on LinkedIn and Instagram for more org design nerdery! Got an idea for future episodes or a thorny workplace question you need answered? Shoot us a message to podcast@theready.com . Mentioned references: "Vacation OS episode": BNW Ep. 142 "async episode": AWWTR Ep. 7 "medieval peasant vacation time": all articles point back to Juliet B. Schor's 1993 "The Overworked American: The Unexpected Decline of Leisure" "workshop episode": will be released Monday, July 22nd! "work as a paycheck discussion": AWWTR Ep. 11…
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At Work with The Ready
1 13. Leadership Teams of the Future Act Like Org Designers 52:31
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Play Later Play Later Lists Like LikedThe world is changing faster than ever. But leadership teams seem a little… stagnant. Sure, there’s plenty of changeover as one CEO is replaced by another, or as new C-suite roles pop up, but the way leadership teams operate is largely unchanged from the 1950s. That model? It’s antithetical to the change that’s needed for the rest of an organization to become more adaptable and resilient. In this episode, Rodney Evans and Sam Spurlin explore the ways in which leadership teams are holding their organizations back from the future. They’ll dig into how leaders can shift from defense to offense, set the right expectations for their teams, and recognize what their “real work” actually is. Interested in learning more about Depthfinding and the ocean framework? Head here. Follow us on LinkedIn and Instagram for more org design nerdery! Got an idea for future episodes or a thorny workplace question you need answered? Shoot us a message to podcast@theready.com . Mentioned references: " totchos " management science servant leadership The Ready's OS Canvas Functional Analytic Psychotherapy Made Simple , by Gareth Holman Gareth's podcast episode: BNW Ep. 5 with Gareth Holman " Closing Time " by Semisonic Mural…
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At Work with The Ready
It seems everybody’s up in arms about meetings these days. “There’s too many! They ones we have suck! We have meetings to prepare for other meetings! They keep me from doing my actual job!” We get it, and we hear you. In fact, between BNW and our current show, we’ve devoted 9 episodes to meetings! What more could there be to say in a tenth? Turns out, a ton. There’s so much intertwined with modern meeting culture that we’re often doomed to failure before we even get in the room. From the trap of the status meeting to leaders hogging all the stage time, Rodney and Sam dissect where most meetings go wrong and give you the tools to rewrite the script for how to start holding meetings that matter. If you’re looking to make your next meeting better, make it a huddle! Learn more about how huddles can bring side-by-side collaboration and creativity to your remote teams at Slack.com . Interested in learning more about Depthfinding and the ocean framework? Head here. Prefer to watch rather than listen? Check out the extended live cut over on Youtube . Want future of work insights and experiments you can try? Sign up for our newsletter . Follow us on your favorite platforms for more org design nerdery! LinkedIn Instagram Youtube We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Mentioned references 1:1 meetings: BNW Ep. 19 with Michael Bungay Stanier ; AWWTR Ep. 4 retrospective meetings: BNW Ep. 10 with Jordan Husney OS Coffee meetings: BNW Ep. 144 an operating rhythm of meetings: BNW Ep. 118 action meetings: BNW Ep. 80 with Sam Spurlin "RACI episode": AWWTR Ep. 10…
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At Work with The Ready
1 11. The Ones Who Care The Most Will Leave You First 47:31
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Play Later Play Later Lists Like LikedIn the nearly five years since launching this podcast, our inbox has received one type of question more than any other: “If I’m trying to change a system that just doesn’t want to change, how do I keep going? When should I admit defeat and leave?” As people who function as “professional resistance” in organizations all over the world, this questions always hits us hard—because change itself is hard and often can lead to burnout. So we’re finally having this conversation out in the open to tackle why the people who care the most are the ones who leave. Rodney and Sam dig into why burnout is so common among change agents, how to identify signs of meaningful progress, and when individuals and leaders should see the writing on the wall and throw in the towel. Oh, and we're on Instagram now! Check us out there for fun behind the scenes stuff and extra things you won't find anywhere else. To see the video version of this episode, head on over to Youtube . Mentioned references: "orthogonal" " wasta " "emotional labor of change": AWWTR Ep. 6 " Sisyphean " " the maze and the mouse " " see through The Matrix " Mission-Based Team: FoHR Ep. 1 " the yips " Rick Rubin EMDR Therapy Basecamp scandal: BNW Ep. 71 Want future of work insights and experiments you can try? Sign up for our newsletter . We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
1 10. RACI is The Wrong Answer To The Right Question 49:55
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Play Later Play Later Lists Like LikedThe RACI matrix (as well its cousins DACI, DARCI, etc.) aims to neatly categorize stakeholders into roles—who’s responsible, accountable, consulted, and informed for every decision your team makes. We spend a lot of time filling out those RACI boxes, because it’s supposed to give us order and predictability—a single source of truth for all future choices. We’re all about achieving real clarity, but we often see RACIs treated as a one-and-done exercise, rather than something that evolves with a team. People end up in the “R” or “A” space without having the actual authority to execute a role, and then we make those roles the fall guy for a system never set up for them to succeed. In this episode of At Work With The Ready, Rodney Evans and Sam Spurlin explore the good intentions that lead us to make RACIs in the first place, where they fall flat, and why decision making is always more complicated than what can be captured on a chart. Interested in learning more about Depthfinding and the ocean framework? Head here. Mentioned references: Responsibility assignment matrixes (such as RACI, DACI, and DARCI) DARE model MacGuffin DRI (Directly Responsible Individual) SPOA (Single Point of Accountability) "traditional consulting ep": AWWTR Ep. 8 "future tension": BNW Ep. 16 with Thomas Thomison "scenario planning": BNW Ep. 34 with Kevin Kelly Want future of work insights and experiments you can try delivered to your inbox? Sign up for our newsletter . We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
1 9. Ask Us Anything No. 1: You Asked, We Answered 39:05
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Play Later Play Later Lists Like Liked“Ask Us Anything” episodes were a Brave New Work tradition, and we knew they were going to live on in this next new chapter of the show. What we didn’t know was how much harder the questions would be this time around! Turns out, after nearly 200 shows our audience is pretty sharp and asking some very specific questions. On today’s episode of At Work With The Ready, Rodney Evans and Sam Spurlin look at what arrived in our inbox and tackle our listeners thorniest questions…and even tease a little something coming on the horizon. Sign up to become the first to hear when the thing Rodney teased in this episode is live! Check out the extended live video version of this episode on our Youtube channel or shoot us a message if you'd like a transcript. Questions answered in this episode: How do you give critical feedback without being seen as a threat? Any thoughts on orgs moving to eliminate excessive layers of management? What's a workplace project you thought would be easy but turned out to be hard, and vice versa? What's a starting point for orgs that want to work with someone like The Ready? Can you have an episode about the disconnect between senior leadership and where the work happens? Mentioned references: "high and low umbrella" "org debt" "how might we?" Chesterton's Fence Bayer's elimination of managers Humanocracy: BNW Ep. 47 with Michele Zanini Haier's elimination of managers The Ready's OS Canvas Liberating Structures: BNW Ep. 49 with Keith McCandless "anti-pattern" We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox? Sign up for our newsletter . We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
1 8. Traditional Consulting Sold You a Great Idea. Now What? 50:53
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Play Later Play Later Lists Like LikedFor decades, traditional consulting (think “management” or “strategy” varieties now synonymous with the Big Three) has been a go-to move for organizations looking for a shake up. Need a bulletproof vision for the future or a new org restructuring that’ll win over the C-suite and shareholders? You can’t beat their analytical prowess, strategy design, and slick presentation. But too often clients wind up stuck with expensive change plans they can’t execute on their own. Without real coaching, structure, and experienced guidance, these efforts stand a high chance of fizzling out and collecting dust on a shelf. Facing that reality time and time again lead The Ready to study and understand how organizations actually work and evolve. Yes, we’re also consultants—but the processes, outcomes, and experiences we create differ greatly. And that can lead to a whole bunch of confusion. In this episode of At Work With The Ready, Rodney Evans and Sam Spurlin delve into the stark differences between traditional consulting and how future-of-work firms like The Ready operate. Because not all consulting is created equal. Prefer to watch instead of listen? Check out the extended video cut of this episode, with even more Rodney and Sam moments, on our Youtube channel . Mentioned references: VUCA "participatory change": BNW Ep. 43 "cross-functional teaming": Future of HR Ep. 1 "strategy pancakes episode": AWWTR Ep. 2 We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox? Sign up for our newsletter . We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
1 7. Sync or Swim: Riding the Waves of Async Work 48:18
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Play Later Play Later Lists Like LikedFor decades, face-to-face working has been the default way of working. Launching a new project; untangling an OS problem; updating a team on progress made in the last week—our classic go-to for all those different kinds of work is blocking off time on a calendar. When in doubt, just corral everybody into a room, real or virtual. But this “one-size-fits-all” approach is coming up short as work evolves. And while almost everyone dreads having a meeting-stuffed calendar, ideas for what to try instead can be in short supply. Plus, when 85% of leaders find it hard to trust that their employees are being productive , async work can look like a risky free-for-all. In this episode of At Work With The Ready, Rodney Evans and Sam Spurlin explore how our attachment to synchronous work is hampering performance and why asynchronous work is a mindset, not a tool stack. Looking for other ways to asynchronously enjoy this episode? Check out our Youtube channel for the live video version , or email podcast@theready.com to get a transcript for reading. Mentioned references: Loom Rodney's article on org debt: How to Tackle the Biggest Threat to Your Team's Growth Red, amber, green (RAG status) Tanisi's podcast episode: BNW Ep. 88 with Tanisi Pooran Miro Pitch Pomodoro method We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox? Sign up for our newsletter . We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
Every time something changes at work, someone’s bound to be upset. Digital transformations take resources from analog teams; restructuring a department can take authority from one group and give it to another; removing a step from a workflow can eliminate a role altogether. Any change, including those meant to make things better, will create winners and losers and that’s bound to kick up a hornet’s nest of feelings. Here’s the puzzling part: Despite years of research showing us that surfacing and processing these feelings is key to unlocking a company’s ability to be adapt, many workplaces often treat emotions as taboo. They’re messy, unpredictable, and nobody wants to touch them—even when ignoring them does more harm that good. Playing pretend isn't getting us anywhere. In this episode of At Work with The Ready, Rodney Evans and Sam Spurlin explore why we have negative feelings about big feelings and how it’s holding our organizations back from evolving into the places they could be. We're on Youtube! An extended video version of this episode (with extra Rodney and Sam moments) is available to watch there . Mentioned references: Tabea's Meet The Ready post "unconsciously protecting the status quo": Immunity to Change, 2009 book by Robert Kegan and Lisa Laskow Lahey "protection state": On Point of Relationship podcast episode with Frederic Laloux "complicated vs complex": Brave New Work keynote The unpaid emotional labor expected of women at work , 2024 BBC article What Rodney said at SXSW last year: BNW 162: Live from SXSW with Brian Elliott Love the show? Leave us a review and share this episode with your coworkers! We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox twice a month? Sign up for our newsletter. We want to hear from you. Send your thoughts and feedback to podcast@theready.com.…
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At Work with The Ready
Ask anyone about organizational silos and they’re bound to tell you they’re bad. When we run Tension and Practice exercises with clients, “We work in silos” often shows up as Tension No. 1 holding a team back. Yet like a moth to a flame, we keep gravitating toward them, building walls that are higher and more insurmountable than ever before. What gives? In this episode of At Work with The Ready, Rodney Evans and Sam Spurlin dive into the bottomless ball pit that is organizational silos, exploring why we think they’ll solve all our problems, how they’re actually sabotaging organizations from being effective, and why trying to build bridges between them (rather than designing something new from the ground up) is one of the worst things we can do. Mentioned references: "Ready for Anything structure episode": BNW Ep. 23 "Hollywood Model episode": FoHR Miniseries, Ep. 1 The Ready's Tension & Practice Cards "the previous episode": AWWTR Ep. 4 value stream mapping Spotify chapters and guilds video Sam promised "IDM consent-based governance": BNW Ep. 43 "movies and studios" "retro": BNW Ep. 10 with Jordan Husney We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox twice a month? Sign up for our newsletter . We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
1 4. Return to Office: Real Issue or Handy Distraction? 41:03
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Play Later Play Later Lists Like LikedYou can’t throw a stone on LinkedIn without hitting at least one post about return-to-office policies. From CEOs to employees, from thought leaders to maybe even your mayor , everyone is taking a side, doubling down, and yelling into the void as loud as they can. Where people work is being treated as the most important issue—the existential sea change that will either make or break a company. In reality, the RTO debate is the superficial fight we have instead of addressing the deeper, tougher, and way more complex issues that really matter (think questions around purpose, trust, "productivity", and communication). And here’s a fun fact: You can’t work well anywhere (in person or remotely) if confusion and misalignment is swirling around your company. In this week’s episode of At Work With The Ready, Rodney Evans and Sam Spurlin unpack why we’re still debating where people work, what that obsession costs our organizations, and how to start breaking free of the cycle. Mentioned references: BNW’s first RTO/hybrid work episode: Ep. 79 Erin Grau’s Fortune article “Flexible work is feminist” "Theory Y" Brian Elliott's previous appearances on our show: BNW Ep. 129 , BNW Ep. 162 , and FoHR Miniseries Ep. 9 "Return-to-Office Mandates" from Mark Ma and Yuye Ding of the University of Pittsburgh's Katz Graduate School of Business "Lessons Learned: 1,000 Days of Distributed at Atlassian" "Basecamp": BNW Ep. 4 with Dan Kim Mural Miro Children of Time Previous episodes about retreats and in-person gatherings: BNW Ep. 64 , BNW Ep. 82 with Lindsay Caplan , and BNW Ep. 94 We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox twice a month? Sign up for our newsletter. We want to hear from you. Send your thoughts and feedback to podcast@theready.com .…
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At Work with The Ready
1 3. How 1:1 Meetings Are Messing Up Your Culture 40:43
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Play Later Play Later Lists Like Liked1:1s (or one-on-ones) are a ubiquitous part of our daily working lives. These two-person meetings (a manager + a direct report = a classic 1:1) are meant to be a space for diving into individual challenges, fostering trust, building stronger relationships, and providing a forum for feedback and recognition. When designed with intention, they can be great. But at some point, 1:1s jumped the shark. Today, we see more and more companies with an overwhelming “1:1 culture,” where calendars are packed with a million two-person meetings (on top of lots of other meetings), leaving precious little time to get work done. Worse still, most 1:1s include our worst meeting habits: over-indexing on status updates, information hoarding, and bureaucratic theater. What gives? In this episode of At Work with The Ready, Rodney Evans and Sam Spurlin meet one-on-one (see what we did there?) to explore why 1:1 cultures take hold in organizations, the cost that comes with doing them poorly, how to rely on them less, and how to start making the ones you do keep count. Mentioned references: “Tear and share roll” “op rhythm”: BNW Ep. 118 A Beautiful Mind, movie from 2001 “default stack of pancakes” : At Work With The Ready Ep. 2 “Action Meeting”: BNW Ep. 80 with Sam Spurlin “retrospectives”: BNW Ep. 10 with Jordan Husney “Donut meetings” “Ali’s 1:1 article” “Lean coffee/OS Coffee”: BNW Ep. 144 We’re on LinkedIn! Follow Rodney , Sam and The Ready for more org design nerdery and join the conversation around episodes after they air. Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox twice a month? Sign up for our newsletter. We want to hear from you. Send your thoughts and feedback to podcast@theready.com . Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
It's January! New beginnings? Ambitious plans? Giant commitments to change? They’re on everyone’s mind. Companies included—since now’s the time when glossy PowerPoint decks are so eagerly rolled out. And those PowerPoints? They’re always brimming with promise for the year ahead. But there's a glaring disconnect between those slides (all 73 of them) and eventual success we often don’t address. Because how frequently do those meticulously crafted plans pan out? Does the new agenda account for the day-to-day running of the company? Is the plan flexible enough to handle economic curveballs? (We remember 2020, right?) The reality is that “traditional strategy” often resembles New Year's resolutions; they’re imbued with good intentions but ultimately destined for disappointment. In this episode of "At Work with The Ready," (new year, new podcast name!) co-hosts Rodney Evans and Sam Spurlin explore our deep-rooted conditioning toward conventional planning methods (despite their shortcomings), share what a more complexity conscious approach to strategy looks like, and give you moves to start busting up the annual cycles of frustration, stagnancy, and finger-pointing. Mentioned references: "Getting Things Done and David Allen": Brave New Work Ep. 39 with David Allen "90% of leaders admit strategies fail based on implementation": Closing The Gap: Designing and Delivering a Strategy That Works - The Economist's Intelligence Unit Essential Intent Japanese pancakes , straight from Sam's Instagram algorithm Even/overs: Brave New Work Ep. 44 Weighted Shortest Job First (WSJF) Looping Red Teaming "Scenario planning": Brave New Work Ep. 34 with Kevin Kelly Adjacent possible Op rhythm "mango sorbet": Brave New Work Ep. 163 Check-In Round Looking for some help with your own transformation? Visit theready.com Want future of work insights and experiments you can try delivered to your inbox twice a month? Sign up for our newsletter. We want to hear from you. Send your thoughts and feedback to podcast@theready.com Read the book that started it all at bravenewwork.com .…
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At Work with The Ready
Whether it’s in front of clients or in front of a mic, we talk about change all day long. Having fewer, better meetings; learning to productively disagree; overhauling and evolving the HR function; exploring four-day work weeks—the podcast has covered miles and miles of transformational ground in 4 years. However we don’t often talk about how we’ve changed. And after six seasons and 162 episodes, how could we not be different? We used the show’s hiatus to reflect on where we’ve been and where we want to go—and we reached some bittersweet conclusions. But if we resisted change and all the learning and joy that can come with it, we wouldn’t be The Ready. In this very special episode, Aaron Dignan, Rodney Evans and Sam Spurlin talk about Brave New Work’s origin story, what they’ve learned making all these episodes (it was 162, right?), and what the show’s future may hold. Trust us, you won’t want to miss it. This episode was recorded with video, so you can see our smiling faces on The Ready’s Youtube channel . Mentioned references: Imoyoshi , home of the purple sweet potato soft serve Ira Glass The Ready's Spotify Wrapped LinkedIn post "Pop up and do less" scene from Forgetting Sarah Marshall Supermanage , from Murmur Labs The File Drawer Fields of Work The Future of HR miniseries "the Panera days": The Ready's first "office" was in a Panera near Bryant Park in NYC! Hear more about The Ready's early days in BNW Ep. 158. ------------------ Looking for some help with your own transformation? Visit theready.com We want to hear from you. Send your thoughts and feedback to podcast@theready.com Our book is available now at bravenewwork.com…
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At Work with The Ready
1 The Future of HR: The End Is Just the Beginning 40:39
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Play Later Play Later Lists Like LikedIn July, we began exploring what HR’s current reality looked like and how People teams could evolve into a better, brighter, more adaptive future. Thirteen episodes, three guest interviews, a record breaking AUA, and lots of unexpected hot dog talk later, we’ve reached the end. And while endings can be bittersweet, this miniseries, proudly co-hosted by two org design nerds, is transforming that feeling into a sweet retrospective. In today’s final Future of HR episode, Rodney Evans and Sam Spurlin look back on the three months they spent in the deep end of the HR pool and talk about they’ve learned, what’s surprised them, and where their opinions have shifted. Plus, we pull out all the stops with one of the funniest check-in rounds of the series and a little something extra at the end as a thank you for tuning in. Buckle up, brave listeners. Because this isn't really an ending; it's a launchpad for all the exciting adventures HR is truly ready for. Mentioned references: Willy Wonka and the Chocolate Factory (1971 film version) Kids Incorporated Kids Incorporated theme song (we listened to it, even though Sam wouldn't) The Boxcar Children School of Rock -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: When you were a child, what TV show or movie do you wish you could have been a part of in real life? 05:04 Goals of the FoHR miniseries 12:44 Reception of the miniseries from HR folks 16:51 How Rodney and Sam’s views have changed (or not) since episode 1 25:48 Convictions that are stronger now than when we started 29:52 Final takeaways: If you remember nothing else, remember this one thing 32:38 What’s next on your FoHR journey 34:42 Thank-you 35:31 Blooper + humor reel…
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At Work with The Ready
1 The Future of HR: Creating Irresistible Workplaces with Josh Bersin 46:06
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Play Later Play Later Lists Like LikedHR departments struggle to be all things to all stakeholders while delivering on the most strategic priorities of the business. But when we dig into the OS of HR, we find a resource-constrained function that contains multitudes. Long range people priorities are deemed negotiable, HR’s domain expertise isn’t respected, and the function acts as a service-provider when it should be guiding the organization's evolution. This week, Rodney Evans sits down with HR industry giant Josh Bersin to discuss his book Irresistible: The Seven Secrets of the World’s Most Enduring, Employee-Focused Organizations and dig into how HR must transform itself to enable a shift to more profitable, resilient, human organizations. They explore what makes a company “irresistible,” the tidal wave that is AI, and the critical role HR plays in shifting a workplace’s culture. (Editor’s note: This episode was recorded in July, so many things Josh talks about as “upcoming” are already out in the world! Look below for a full list of current references.) Learn more about Josh Bersin on his website , LinkedIn , and Twitter (X) . Learn more about Josh’s book here . Learn more about the Josh Bersin Company at their website and explore the courses offered in Josh Bersin Academy . Mentioned references: Josh Bersin’s Systemic HR model Microsoft research about employees thinking they are productive vs what their leaders think Study about managers feeling more stress than employees W. Edwards Deming The AI episode of Josh’s podcast Rodney refers to: AI Deep Dive: Three Generations of HR Tech AI Solutions in the Market (May 15 2023) -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: What’s something that you’re trying to learn right now? 03:33 Story behind the origins of Josh’s book 09:58 The shift behind “Coach, Not Boss” 16:17 Concept of “success” in Irresistible companies vs traditional companies 21:20 How irresistible companies are transforming their HR departments 30:11 HR leader Interview tips to identify an irresistible company 33:49 HR and AI and how to think about it 40:23 Where HR should start engaging with AI 43:04 Wrap up: Share this episode with your HR friends!…
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At Work with The Ready
“Ask Us Anything” episodes are some of the most fun to make, so we knew we had to include one in our Future of HR miniseries. In the spirit of a well-meaning (but often toothless) HR feedback box, all the questions are anonymous. On today’s episode, Rodney and Sam look at what arrived in our mailbag and try to solve listener questions. But did they beat the Brave New Work record of answering more than four questions in a single episode? You’ll have to tune in to find out. Some of today’s questions include: Will Mission-Based Teams make Platform Teams feel “less than”? How do I make HR my career without any formal training? How can we change our HR department’s perception within our own company? How do I identify a toxic boss or workplace during interviews? Will Agile HR ever be a thing?!? Mentioned references: Liberty Belle , from Glow Tobias Fünke , from Arrested Development Ron Swanson , from Parks and Rec "Jets and the Sharks": Westside Story "Contracting episode" : FoHR Miniseries, Episode 3 Jason Beck, PhD, Partner at The Ready -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: What is a favorite Halloween costume of yours from the past? 03:21 Question 1 - How do you get Finance and Strategy teams to collaborate in Level 4? 07:17 Question 2 - How does HR engage with higher FoHR levels without making Platform Teams feel “less than”? How do you plan budgets for this? 13:53 Question 3 - How can we change the current perception of HR within an organization? 16:22 Question 4 - How can I sell the value of creating more transparency and inviting more non-management team members to participate in this? 21:45 Question 5 - How do you get a leadership team to truly work together if their remits are very different? 26:43 Question 6 - We’re having trouble identifying our shared work, often popping in and out of silos. Can you help us get unstuck? 30:53 Question 7 - How do you enable collaboration and drive accountability in a fast-paced matrix company? 33:47 Question 8 - We have a traditional HR team with defensive processes. How can we start to shift that into a service mindset? Will Agile HR ever be a thing? 37:55 Question 9 - I have lots of experience in operational leadership and company culture roles, but no formal training. What should I do if I want to make this my career? 41:39 Question 10 - I’m working in a toxic work environment with a bad manager and I didn’t see this during my interview. What questions should I ask in future interviews to uncover this? 46:27 Wrap Up: Share this episode with your HR friends!…
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At Work with The Ready
1 The Future of HR: Slaying Your Company’s Org Debt Monster 45:36
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Play Later Play Later Lists Like LikedSpooky season is here, so it seems fitting to share a horror story. Because there’s a monster draining time and energy from most of our organizations. This sneaky shapeshifter can take any form, show up at any time, and is one of the more destructive, chaotic forces we’re forced to deal with at work. We’re talking about the monster that is org debt—and HR has been trapped in a maze with it for decades. Worse still, the maze’s towering walls and serpentine corridors come from outdated policies and processes HR largely built themselves. And it’s historically been impossible for many leaders to find the time to clean up org debt—or even know where to look for it. In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 10, they help you learn how to identify org debt, shine a light on its hiding places, measure what it’s really costing us, and start eliminating it from your organization for good. Mentioned references: The Ready's video about Org Debt Marie Kondo Murmur Meg's episode about centralization/decentralization: FoHR Miniseries Ep. 3 Zapier "MBT" (Mission-based Team) "MVP" (Minimum Viable Product) Ali Randel , partner at The Ready Gary Hamel and Michele Zanini, authors of Humanocracy, where the org debt annual cost is attributed -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: Do you remember the first CD you ever bought, and if so, what was it? 03:20 Intro to org debt 06:41 Why companies struggle getting rid of it 13:36 Clear examples of org debt in HR 20:10 Why org debt is such an issue now 25:51 Stopping the cycle of org debt and creating capacity 33:05 Nipping new org debt in the bud 35:14 Psychological behaviors behind types of org debt 41:43 Financial costs of org debt 42:45 Wrap up: Leave us a review and share this episode with your HR friends!…
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At Work with The Ready
1 The Future of HR: HR’s Data Dilemma and Breaking Free of the Status Quo with Brian Elliott 51:10
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Play Later Play Later Lists Like LikedWe’re living in a data-rich time. Searching for a study or report on, say, the benefits of a three-day return-to-office policy? You’re mere clicks away from convincing arguments with shiny graphics and spicy pull-quotes to post on LinkedIn. But there’s also never been a worse time for data, with a glut of conflicting information being confidently shared from unreliable sources. Most frustrating, even if you find all the trustworthy data needed to craft a watertight argument for burning your performance management program to the ground, all the numbers in the world don’t seem to be enough to change a single executive’s rigid opinion, let alone an entire C-suite. HR has never had more data at their fingertips—so why does that data often feel useless? To explore this data dilemma, we brought back friend-of-the-pod Brian Elliott to unpack what’s stopping HR departments (and let’s be real, most organizations writ large) from turning this mountain of information into meaningful action. In this episode, Rodney and Brian talk about: The top headaches facing HR leaders around the globe Why change efforts for problems with clear supporting data often fail to get moving How to source and interpret external information, as well as gather it from within your company How to meaningfully engage with entrenched opinions and make change Learn more about Brian and what he’s up to on LinkedIn . Mentioned references: Future Forum Muriel Bowser, mayor of DC inaugural address (actually said in her third, not her second) Helena Gottschling , Former CHRO of Royal Bank Canada Tsedal Neely , Harvard Business School professor and author Future of HR AI episodes: Part 1 & Part 2 Brainwriting eNPS (Employee Net Promoter Score) Erin Figueroa , former VP, Operations at Slack Dawn Sharifan , former SVP, People at Slack Nadia Rawlinson , former CPO at Slack Boston Consulting Group Future of HR Hebba Youssef episode: Episode 6 -------------- Learn more about The Future of HR at our website. Curious where your company sits on our 5-stage maturity model? Take our assessment and find out! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: Who is your more interesting relative? 03:35 What Brian’s been up to since SXSW 04:58 Top of mind concerns Brian hears from CPOs/CHROs: #1 - Burnout, #2 - Return to Office 11:09 #3 - Generative AI 16:09 HR leaders feeling “not ready” and “too busy” to change 18:52 You can’t be a strategic partner if you don’t want to/can’t change 20:31 What keeps people from acting on data and research that contradicts the status quo 28:16 Timeline and subtlety of change and the temptation to snap back 31:06 Organizational metrics Brian keeps an eye on 33:35 Cross-functional solutions to data driven problems 39:08 C-suite not supporting HR when they do bring a data backed case for change 41:59 Sourcing and interpreting external and internal data 45:13 How HR can combat entrenched opinions with data 48:17 Wrap up: Leave us a review!…
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At Work with The Ready
1 The Future of HR: Finding a Third Way with AI Through The Noise, Part 2 24:06
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Play Later Play Later Lists Like LikedWas it ever possible for our first AI episode to not be a two-parter? Probably not. So we’re back today with more thoughts on AI and the Future of HR. In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Last week, they dove into the AI pool to begin filtering out the noise about how this coming wave will impact all of us. Today on episode 9, Rodney and Sam keep swimming around the deep end. Which reminds us: If you haven’t yet listened to last week’s episode, do that first for some important context (and jokes)! On Part 2, they discuss: How AI tools could help HR finally make progress on historically un-winnable battles What automation really means for most jobs and how we perceive our value and identity in the workplace Experiments you can run on your own if your company isn’t already playing around with AI Mentioned references: "Meg's episode" (discussion actually takes place in Hebba's episode, starting at around 44:27) HR's new future of work skill episodes: Part 1 , and Part 2 ChatGPT Midjourney -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: You’re going for a walk through the forest and see a big rock and flip it over. What are you hoping to find? 02:37 HR’s historically unwinnable battles AI will help with 08:53 Facing fears over your job being automated 14:14 Being “busy” and “productive” as avoidance to doing real work 17:40 Experiments to run on your own, independent of your company 21:15 Wrap Up: Share this episode with your HR friends!…
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At Work with The Ready
1 The Future of HR: Finding a Third Way with AI Through The Noise, Part 1 37:56
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Play Later Play Later Lists Like LikedOne midnight scroll through LinkedIn is all it takes to be overwhelmed with AI stories and hot takes. There’s a massive amount of confusion, apprehension, excitement, and just general noisiness to make sense of, some which is created by AI tools themselves. But as more and more AI-powered solutions promising to revolutionize HR flood the market—and as more and more employees spiral with worry that the’ll be automated out of their jobs—how are we supposed to get caught up on some AI basics? Let alone actually use these tools at work? In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 8, they explore how AI will help the most advanced HR teams move from Level 4 to Level 5 of our maturity model—and how it can be a positive force for change if we’re asking the right questions and trying to solve the right problems. In fact, Rodney and Sam had so much to digest, this episode became a two-parter. Today on Part 1, they dig into: How cultural takes on AI are already falling into old patterns Rodney and Sam’s own personal AI journeys How to start small and begin your AI exploration in a Mission-Based Team The AI-powered upgrades that take HR from Level 4 to Level 5 of our maturity model Mentioned references: Oops! All Berries (the Cap'n Crunch cereal variant) "Betamax vs VHS" ChatGPT MidJourney Law of requisite variety ("Ashby's Law") MBTs (Mission-Based Teams) Early AI research into Go and Starcraft The DAO arc: BNW Eps. 105-107, 109-111, 113-115, and 124-125 -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Introduction & Check-In: What is your favorite evidence that you have had a successful time off? 04:05 Level setting for the AI conversation 08:57 Rodney and Sam’s personal AI adventures 14:16 Exploring AI in Mission-Based Teams 20:01 Knowledge barrier to begin experimenting is low 22:12 AI and counterintuitive moves 25:41 AI’s role in the move from Level 4 to Level 5 30:59: Impact on human beings from atomized marketplace roles 32:40 AI in industrial-era org vs AI in evolutionary org 35:59 Wrap up: leave us a review and share with your HR friends…
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At Work with The Ready
1 The Future of HR: Putting the “Change” Back in Change Agents and Building Your HR Talent Marketplace 43:10
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Play Later Play Later Lists Like LikedStop us if you’ve heard this one before: A company hires a change agent (think anyone with “org effectiveness,” “change management,” or “strategy and efficiency” in their title) with promises of how they’ll be the one to revolutionize the company’s future. Several months later, the change agent realizes the company is fighting them at every turn. Despite all the talk, these roles often have minimal authority and autonomy, so those lofty dreams of change? They end up unfulfilled. But for HR departments heading toward Level 4, The Marketplace, of our maturity model, these roles need to step off the sidelines and into the game as Market Designers. In this reimagined role, they facilitate a dynamic network of talent and Mission-Based Teams that enables HR to get after its thorniest and most valuable business objectives. And this transformation isn’t one-and-done: Newly empowered Market Designers continually change and evolve the company to meet new moments and challenges 🚀 In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 7, they explore why Market Designers are ready to make the change their predecessors couldn’t realize, what their relationship with HR Business Coaches looks like, and how they’re instrumental for building the HR marketplace of the future. Mentioned references: Valve, the video game developer Haier, the appliance manufacturer “Chapter of market designers” “Volun-told” DAOs Brave New Work’s episodes on Talent Marketplaces: BNW Ep. 160 & Ep. 161 -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: What’s an award you received as a child you were prouder of than you probably should have been? 04:26 Why change agents have trouble changing the organization 07:43 Changing the org chart first usually isn’t the right move 12:25 Day-to-day of a Market Designer 15:11 Transferring skills from consultants to Market Designers 18:15 Difference between HR Business Coach and Market Designer 20:29 How many Market Designers does a company have? 24:17 Future of CPO/CHRO in Level 4 and beyond 27:56 What a healthy HR talent marketplace looks like 33:26 Sam’s adventures into DAOs and unregulated marketplaces 38:32 Why HR is ideal for a talent marketplace 40:54 Wrap Up: Send us your burning HR questions!…
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At Work with The Ready
1 The Future of HR: Why Being CPO Is Just the Hardest with Hebba Youssef 49:32
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Play Later Play Later Lists Like LikedSince last fall, we’ve spoken/joked/laughed/cried with hundreds of HR leaders and change makers about the Future of HR and the industry’s evolutionary tipping point. And despite spending time with many inspiring CPOs and CHROs, there’s none quite like Hebba Youssef. Along with being Workweek ’s Chief People Officer, she’s also the author of “I Hate It Here”, a no holds barred newsletter unpacking HR’s thorniest problems and putting into words what everyone’s thinking but too afraid to say. Plus, her GIF game? Unparalleled. This week, on episode 6 of our miniseries, Rodney Evans sits down with Hebba to talk about how “I Hate It Here” came to be, how a role often tasked with putting out one fire after another can stay focused on strategy, and why being CPO is the hardest and loneliest job in any organization. Learn more about Hebba Youssef: On LinkedIn Subscribe to the “ I Hate It Here ” newsletter and listen to her podcast . Join the Safe Space community . -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------- 00:00 Intro + Check-In: What’s something that you love that is kind of embarrassing? 04:20 Origins of “I Hate It Here” 09:36 What resonates the most in the “I Hate It Here” community? 10:32 Sources of burnout in HR 15:58 Balancing strategy with the day-to-day as CPO 21:23 HR’s martyrdom complex 23:48 Isolation and loneliness in HR 30:25 The CEO-CPO relationship 34:52 HR as the organization’s doctor 40:09 Hebba’s top HR mission to solve 46:03 Wrap up: Leave us a review!…
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At Work with The Ready
1 The Future of HR: Giving HRBPs the Future-of-Work Makeover They Deserve 37:46
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Play Later Play Later Lists Like LikedThe role of HR Business Partner is often a tale of two experiences. On the one hand, HRBPs are some of the most empathetic and passionate people you’ll ever meet. On the other hand, they’re stuck on the hamster wheel of busywork, bouncing from crisis to crisis without the authority to prioritize their energy—and without the respect from leadership to make a real difference. Look up “burnout” in the dictionary and odds are you’ll find a picture of an HRBP. In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today on episode 5, they explore how this critical role took a hard left turn from it’s intended purpose, what its future-of-work glow-up (hello, HR Business Coach) could look like, and how HR Business Coaches + Mission-Based Teaming = unlimited potential. References mentioned: Mister Rogers' Neighborhood Episode 1481 "Talks about Compet ition" (1981) . "How People Make Crayons" begins at 05:20. American Gladiators Dave Ulrich , of the Ulrich HR model -------------- Learn more about The Future of HR at our website . Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . -------------- 00:00 Intro + Check-In: What was your favorite show to watch as a small child? 04:05 Why the HRBP role isn’t working 10:41 Why Future of HR requires rethinking the HRBP 12:53 Skill overlap between HRBP and HR Business Coach 21:03 Shifting from “service mindset” to “product mindset” 25:07 HR Business Coach’s point of view 27:20 Recap of Level 3 and what’s changed 29:26 Who does the HR Business Coach report to? 34:55 Wrap up: Send us your burning HR questions!…
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At Work with The Ready
1 The Future of HR: Building Your Capabilities Pt. 2 - From Levels 3 to 5...And Beyond! 29:09
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Play Later Play Later Lists Like LikedIn this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Last week, Rodney and Sam teamed up with Future of HR team member Meg Saxby to explore our new maturity model, assessment, and the six key capabilities every HR department needs to learn, strengthen, and evolve to succeed in the future of work. Today, on episode 4, Rodney, Sam, and Meg finish that two-parter. Which reminds us: If you haven’t yet listened to last week’s episode, do that first for a 101 overview of our maturity model. This episode focuses on the capabilities needed to succeed in Levels 3-5 (and our secret bonus level): Facilitation and Future of Work Coaching Solution Design and Market Management Data Literacy and Automation --------------------------- Learn more about The Future of HR at our website Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com . Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com . --------------------------- 00:00 Intro and Check-In: What is a language you would like to speak (or speak better than your currently do) and why? 03:03 Why these are Varsity 2.0 level skills 04:31 Key Capability 4: Facilitation and Future of Work Coaching 08:04 What Future of Work coaching looks like in practice 11:34 Key Capability 5: Solution Design and Market Management 15:31 Why solution design is such a big shift for HR 18:18 Key Capability 6: Data Literacy and Automation 19:56 Big potential wins for automation in HR right now 23:32 Impact of AI on capacity planning 24:58 Holding our predictions lightly 26:51 Wrap up: Send us your burning hot HR questions!…
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At Work with The Ready
1 The Future of HR: Building Your Capabilities, Pt. 1 - Getting to Level 3 41:05
41:05 Play Later Play Later Lists Like Liked41:05
Play Later Play Later Lists Like LikedAfter decades of dealing with stagnant practices, burnout, and competing agendas, HR might be tempted to trade in the old family minivan for a flashy new race car and just put the pedal to the metal. A car’s a car…right? While we’re big proponents of “start by starting”, without the skill, confidence, and ability to take tight turns or use the paddle shifters (you’re still with us, right?), you’ll run into problems. Building fluency and comfort with the fundamentals is how your HR team can level and go full speed ahead. In this miniseries, Brave New Work’s Rodney Evans is joined by friend-of-the-pod and Ready OG Sam Spurlin to dive into how HR can become more resilient, efficient, and equitable. Today, on episode 3, Rodney and Sam are joined by Future of HR team member Meg Saxby for part one of a two-part conversation. They dig into our new maturity model, our assessment, and the six key capabilities every HR department needs to learn, strengthen, and evolve to succeed in the future of work. Welcome to the Future of HR. This episode focuses on the three capabilities necessary for reaching Level 3: Adaptability and Experimentation Contracting and Communications User Design and Decentralization ----------------- Learn more about The Future of HR at our website Curious where your company sits on our 5-stage maturity model? Take our assessment and find out ! Have a burning HR question for Rodney and Sam to answer? Email us at fohr@theready.com. Ready to get started moving your HR department into the future? Email us at fohr@theready.com or hello@theready.com. ----------------- 00:00 Intro and Check-In: Your 20-year old self comes to work. How would we know? 04:27 Purpose of the Future of HR Assessment 07:21 Importance of the Key Capabilities 10:14 Key Capability 1: Adaptability and Experimentation 11:23 Key Capability 2: Contracting and Communications 13:42 What makes contracting hard to learn 17:40 Using contracting to combat burnout 24:27 What good structured communications look like 26:22 Key Capability 3: User Experience and Decentralization 28:37 Taking UX seriously in HR 32:00 Using MVPs to fuel decentralization 34:08 Balancing decentralization and risk mitigation 38:42 Wrap up: Send us your burning hot HR questions!…
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