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THE COMMUNICATION & CULTURE PODCAST


BY NADEGE MINOIS

It is all about communication! Do you know how to get your message across?

We live in a diverse world. In our teams, our organisation, we are more likely
than ever to have people coming from various backgrounds. And it is not easy to
manage communication when people have different expectations and put different
meanings on your messages.

It is not easy to ensure that people understand your message the way you want it
to be understood. But this is crucial, and it is your responsibility. So, if you
want to listen about how to get your message across each time, you are on the
right podcast.
See more
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EPISODE 22 – CONFLICT COMMUNICATION AN…


THE COMMUNICATION & CULTURE PODCAST06. SEPT. 2023



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00:00
35:58
EPISODE 24 - CODEV AS A TOOL FOR BETTER COMMUNICATION

In this episode, I receive Magali Vives, a codevelopment (Codev) specialist.
Truly « addict » to cultural diversity, Magali calls herself a citizen of the
world before anything else. Her mission is to contribute to improving the
quality of interactions amongst individuals ; she is convinced that this is the
key to a better world. Here is why, on a daily basis, she supports leaders and
organizations worldwide and actively contributes to spreading the method of
codevelopment. She initiated a codevelopment world map and recorded a podcast
with Claude Champagne, both in order to promote codevelopment beyond
French-speaking countries. So, what is codevelopment? Codev is a structured
communication approach to use when you want to find a solution to a problem, get
ideas about something you are stuck with and so on. It is mostly use for
professional topics but can also be used for personal questions. A codev session
is divided in 6 steps: 1. A subject is chosen by the participants and the person
whose subject have been chosen (the client) explains the situation in more
details 2. Clarifying questions. In this step, the other participants (the
consultants) ask only clarifying questions, to ensure they have understood the
situation correctly 3. Contract. The client confirms what he/she/they expect
from the group 4. The consuktants then share ideas, suggestions in the form of
for instance "If I were you, I would do, try...", without any judgement. 5. The
client then defines what 2 to 4 suggestions she/he/they will follow and
implement, without justifying their choice 6. The session finishes by all
sharing their feedback on the session. Listen for more details. Are you ready to
use codev? You can reach Magali via her Website:
https://www.pourquoipasmindset.com/ Or email: magali@pourquoipasmindset.com
See more
04. Okt. 202332:53

EPISODE 23 – COMMUNICATION JOURNEY

Welcome to this latest episode of the Communication & Culture podcast. In this
episode, I thought I wanted to begin at the beginning with communication and I
use my background as a biologist to delve deeply into communication in general
and how it developed. When we think of communication, we mostly think about
human communication. Because this is what most of us are interested in.  A lot
of us are amazed at how apparently complex our communication is, how clever,
intelligent or whatever adjective you want to come up with, we are. I might
offend some of you here, but this is narrow sighted. Because all living
organisms communicate.  So, when did it all began? Well, it probably began as
soon as life began. To stay alive, the first organisms needed to be able to
sense messages from their environment, food, potential danger, temperature and
so on. This was the first type of communication to evolve because many reactions
and processes in a cell need receptors and thus the blueprint was there for
evolution to stumble on chemo and olfactory receptors. Visual communication was
probably not very far behind.  Chemocommunication is still with us, coming from
our most ancient ancestors.  Then, as organisms got bigger, evolution had more
opportunities to come up with different ways of communicating and making sense
of the world. This is how all the different ways of communicating arose. Species
come and go and while they are around, they do so because the ways of
communication they have fulfil the kind of messages they need to send. And of
course, every species make full use of what evolution has given them. It just
happens that a random mutation has made our larynx move further up into our
throat and allowed us to make more sounds than many of our ancestors. It has
nothing to do with being superior to other species. We are just one of the
results of the always ongoing process of evolution. The more we look at it, the
more we will learn and understand about how other species communicate and
discover how intricate it is.
See more
20. Sept. 202308:16


EPISODE 22 – CONFLICT COMMUNICATION AND ORGANISATIONAL CULTURE

Welcome to this episode of the Communication & Culture podcast. I receive a
special guest:  Liz Kislik is a management consultant and executive coach, and a
frequent contributor to Harvard Business Review and Forbes. Her TEDx “Why
There’s So Much Conflict at Work and What You Can Do to Fix It” has received
almost half a million views. She specializes in developing high performing
leaders and workforces, and for 30 years has helped family-run businesses,
national nonprofits, and Fortune 500 companies like American Express, Girl
Scouts, Staples, Janssen Pharmaceuticals, and Highlights for Children solve
their thorniest problems.  Liz’s work has been featured in the Wall Street
Journal’s Morning Download, the Washington Post, Business Insider, and Bloomberg
Businessweek. Her articles have been included in Harvard Business Press
books Guide to Motivating People, Dealing with Difficult People, and Guide to
Power and Impact, as well as in Entrepreneur, the European Financial Review, and
the Forward.   She is a member of Marshall Goldsmith’s 100 Coaches initiative,
which brings together the world’s top coaches and thinkers; has taught at
Hofstra University and New York University; and is a frequent podcast guest. She
received her BA from Yale University and earned an MBA in Management from NYU. 
We discuss the communication around conflict and its relationship with a
company’s culture.  Liz talks about the diversity of conflict and highlights its
similarities too. A big intake for me is the subjectivity of conflict.  Liz
gives us examples how the culture of a company can increase unintentionally the
level of conflict and that you need to take active steps to change the aspects
of the culture creating conflict.  We are usually unconscious of other people’s
perspectives, and this can trigger conflict. A lack of awareness of our
assumptions.  Liz gives us advice on how to handle conflict. We feel conflict in
our body. The first thing is to calm our body. Then, we open to others and we
also look at structural aspects of the company that can perpetuate conflict.  To
continue the discussion with Liz, you can reach her on the following social
media: 
LinkedIn: https://www.linkedin.com/in/lizkislik Facebook: https://www.facebook.com/lizkislik Twitter: https://twitter.com/lizkislik
See more
06. Sept. 202335:58

EPISODE 21 – A CHANGE IN DIRECTION

Welcome to this latest episode of the podcast, now called the Communication &
Culture podcast. A change of title, a change of direction but the same
philosophy.  How did it come about? Since the end of last summer, I had the
opportunity to take a step back from what I was doing, to pause, question and
reflect.  The final outcome of this process is a change of direction for my
business and hence this podcast. It is how we communicate with others that
dictates our interactions and relationships with them. How we communicate is
influenced by and is the result of our culture, our upbringing, our values, our
biases, our assumptions, our personalities, our education and many more. It is
how all of these are externally exhibited. It is how you show respect, empathy,
compassion, care, love but also disrespect, contempt, dislike, even hate to
others.  This is why I have decided to change direction to help people
understand what communication really is and how to communicate better.  In this
context, to me, it is about how to adapt our communication to our various
audiences to get our message across, each time. So, are you ready to embark on
this new path with me and my guests on this podcast? So, then, until the next
episode.
See more
24. Aug. 202305:58

EPISODE 20 - CONFIDENCE, COMMUNICATION AND INCLUSION

In this episode, I receive Robin Sacks, a confidence coach. For many years now,
Robin has been helping leaders to develop their confidence. And yes, it is
something that Robin stressed so well: confidence can be developed and learned.
You are not born confident, or not. In this episode, Robin discusses how ther is
a fine balancing act between stress and confidence and how when one goes up, the
other goes doen automatically. Far from being theoretical, Robin gives us simple
actions who can take to decrease stress and increase confidence. Isn't it what
we all want? What I was particularly interested in was to delve, using Robin's
expertise and knowledge, into the relationship between confidence and inclusive.
It is not as simple as you might think. So, listen to the full episode to make
you get all Robin's nuggets. If you want to continue the discussion with Robin,
you can catch up with her: on LinkedIn: https://www.linkedin.com/in/robinsacks/
or on her website: https://www.robinjsacks.com/
See more
10. Aug. 202332:34

EPISODE 19 – CULTURE FIT, CULTURE ADD, CULTURE WHAT?

Culture fit, culture add, culture what? Welcome to this episode of the Culture &
Inclusion podcast. What is this all about? You may have heard about these terms
of culture fit and culture add when it comes to hiring new people. How you
should, or shouldn’t hire for culture fit or culture add and so on. I want to
give you my take on this subject. Hiring for culture fit, for culture add, none
of those, something else? I’ll give you my points of view, and I insist on the
plural, and then you can decide what you want to hire for. Let’s take culture
fit. Culture fit is seen as hiring more of the same. This happens when for
instance you rely on your network when hiring, because most people in your
network are just like you! It happened when you think you need to hire people
coming from certain schools or universities or having a certain degree. These
people will be more similar because they have experienced the same culture. Now,
this is not the best if you are a homogeneous group because you will keep on
getting people from that same homogeneous background. It is not the best either
if your culture for instance is totally results driven, however the results are
achieved. You keep on hiring results driven people who will see their quarterly
targets as more important than their people, their team. Now, in contrast, let’s
say that your workplace is diverse, inclusive, innovative and anything positive
you can associate to a culture. Then, you would want more of that, wouldn’t you?
In that case, culture fit doesn’t seem so bad. Shall we turn to culture add now?
As it suggests, hiring new people is about adding to the existing culture. This
is a great approach when you have identified a gap in your organisation. It is
the way to go when you decide you need people with different experiences than
what you already have, people from different backgrounds that who you already
have, when you want to bring different ideas and expertise to your organisation.
However, if you are already not sure what your culture is actually, if you have
let in people whom you’d rather not have in the organisation, then adding to an
already suboptimal situation will not help.
See more
10. Mai 202309:35

EPISODE 18 - AN INSIGHT INTO RECRUITMENT AND INCLUSION

In this episode, I receive Tom Hannigan, an experienced recruiter to talk about
recruitment and inclusion. I was glad to hear from Tom's experience that most
companies he's been working with have in their minds diversity and inclusion
when they want to recruit and that companies are keen on improving in general on
these topics. However, the approach taken by companies will differ a lot
depending on their culture, if I can say. Tom shares interesting differences
between companies from different countries. Different approaches are used
because regulations and laws can allow certain things in some countries that are
not allowed in others. The approach seems to be also shaped by the more
widespread discussions in the society. For instance, companies will think more
of racial diversity for instance when the topic is more prominent in media and
society as a whole. Tom shares his insights on what recruiters can do to help
companies fulfilled their diversity and inclusion goals. Recruiters can help
diverse people to apply. Work well on the job description. Make it inclusive and
keep it simple and to the point. Give an idea of how it feels like and is to
join the organisation. We had an interesting discussion around the use of
anonymised CVs. We finish with Tom giving you his advice, so listen to the end!
If you want to continue the discussion with Tom, you can follow or connect with
him on LinkedIn
See more
26. Apr. 202331:30

EPISODE 17 - HOW DIVERSITY AND INCLUSION FIT IN ORGANISATIONAL CULTURE

I this episode I am giving you my take on the relationship between culture and
inclusion. Is there a relationship? Is inclusion all what culture is about? Is
it part of an organisational culture? A culture is shared by people who share
the values, what is important, appropriate for that culture. They share
behaviours, communication patterns and ways of seeing the world. Cultures are
made by people. People within a culture choose what they want their culture to
be. This is true for your organisation. Its culture has evolved and is shaped by
its people. And it is here that inclusion comes in. An organisation, via its
culture, can choose to be inclusive, or not. Inclusion is an action. As an
organisation, and as an individual, you decide to behave inclusively or not.
This is how inclusion becomes part of your culture, or not. But this is not just
an add-on to your culture. Because being inclusive has ramifications to
everything everyone does and says in the organisation. Deciding to be inclusive
will shape your messages, your procedures, processes and rules. Inclusion is
part, or not, of your organisation culture because it is underpinned by the
values of the organisation and is exhibited, or not, in the behaviours and
actions of the people within the organisation. And it all needs to be in sync.
No point of saying you value diversity and you are an inclusive organisation if
you are not really diverse and if people do not feel they can express
themselves, their ideas are belittled and they are not valued and recognised.
Inclusion is not words. The people interacted with your organisation, whether
employees, customers, suppliers, partners; they will judge if you are inclusive.
So, yes you first decide if you want to be or not, and by the way, I would more
than strongly encourage you to be, and then put in place what is necessary to
translate inclusion into actions, which it is. When you do it well, people will
notice!
See more
12. Apr. 202307:29

EPISODE 16 - AN INSIGHT INTO BICULTURALISM

Today's guest is Janina Neumann, a German/English Creative Director and
Intercultural Trainer and the host of the Bicultural Podcast. In this episode,
Janina shares her experience of how her biculturalism helped her understand
cultural differences, how people reacted to her being from a different culture.
She shares some tips and practices when interacting with people from different
cultures and share many insightful examples. She also shared the framework of
principles developed by Dignified Storytelling and give touching examples about
some of them. The principles are: 1: It's not my story 2: I do no harm 3: We are
all multi-dimensional 4: Consent is more than paperwork 5: I am biased (repeat)
6: I do my homework 7: I am empathetic 8: I protect others' data like it's my
own 9: Truth over headlines 10: A story can change the world. If you want to
continue the discussion with Janina, connect with her on LinkedIn
See more
29. März 202330:37

EPISODE 15 - IS AN ORGANISATION'S CULTURE ONLY INTERNAL?

In this episode, we are going to talk about where the culture of an organisation
applies. So, in short, the answer to the question in the title “Is an
organisation culture only internal” is no, an organisation’s culture is not just
internal. Any culture is internal because it is based on very deep underlying
assumptions. These deep, basic assumptions are the internal layer of a culture.
It is about what we hold as true or false. For instance, how a culture views
time is a basic assumption of that culture. Another assumption is our
relationship with the wider world, our environment, nature. Basic assumptions
are what that cultural group holds as true or false. What do you hold for true
in conducting business, dealing with customers, suppliers and so on, providing
products or services and about everything an organisation is at a fundamental
level? This is the basis of your organisation’s culture and that is internally
focus in the sense that it is the basic assumptions of the people within the
organisation. The second layer, the intermediate layer of the culture of your
organisation are the norms and values of your organisation. Norms are what is
considered right, appropriate and acceptable in a group. Can you talk about
politics, religion? Can you say openly how much you earn? Is it ok to challenge
your boss if you have a different idea? What is the dress code? And it is here
that your culture begins to get external, even if your values and norms are
internal to the organisation. Your organisation probably has a list of values
somewhere on its website. Your norms and values are also the filters through
which you will judge, even if is unconscious, the people you interact with,
whether they are internal or external to the organisation. And finally, you have
the external layer of culture. This layer consists of the artefacts and products
of your organisation. This is what someone experiences first when they come in
contact with your organisation. This how you do things in your organisation,
your standards, the expectations, the behaviours you encourage. This is also, if
you have offices, the plan and deco the organisation has chosen. It is what your
people say about your organisation. It is all the external aspects that everyone
in contact with your organisation, its people or any of its messages or products
that people come in contact with. This is the window for the world into your
culture. And this is purely external. It is driven from the more internal layers
of the basic assumptions, norms and values of the organisation. It is how these
are translated into actions, behaviours and messages. But all these are for
other people, hence the external aspect of it. So, I hope now you can see that
with everything your organisation and its people do, say and so on, you show the
culture of your organisation. You may have a thought here that it will also
reflect the culture and personal opinions of the person involved. But this is
also a reflection of your organisation culture: that actually your people
haven’t been transmitted your culture consciously in a way that they can convey
it. If people express their own view when representing your organisation, you
need to make your culture stronger.
See more
15. März 202308:35

EPISODE 14 - THE RELATION BETWEEN PROFESSIONALISM, ORGANISATIONAL CULTURE AND
INCLUSION

In this episode I am talking to Dr Richard Beal, a professionalism expert. We
discuss the relationship between professionalism and the culture of an
organisation. Richard shares his experience and deep knowledge on the topic in
wonderful nuggets of insights. In short, there is a strong link between the
level of professionalism and the culture of an organisation. The standards and
expectations, or lack of, are a reflection of the underlying culture. To
summarise, professionalism rubs off others and to the whole organisation,
positively or negatively. So, a good way to improve your culture is to increase
the level of professionalism you require from your people and from yourself. If
you want to continue the discussion with Richard, you can contact him at
https://www.personalprofessionalism.com/ or info@personalprofessionalism.com
See more
01. März 202332:17

EPISODE 13 - WHAT IS REQUIRED TO UNDERSTAND CULTURE AND INCLUSION

Today, I want to talk about what is required to understand culture and
inclusion, particularly when an organisation is looking for people to work in
that field and improve inclusion in their organisation. This topic came to me
after seeing many times that if basically, you are not from a minority group,
you cannot understand inclusion. In short, it seems that you have to experience
being in an underrepresented group, having been discriminated against, maybe
bullied or harassed because of your differences. Here, I want to raise the view
that this is not enough and that lived experience doesn’t give you all the tools
to tackle diversity and inclusion. This lived experience needs to come alongside
a robust theoretical knowledge. It doesn’t replace it and cannot substitute for
it. So, when you want to improve your organisational culture and inclusion, a
crucial step is to bring this knowledge to people and that people with the
responsibility for your culture and inclusion have a strong knowledge about the
subject. Finally, the last thing that is required to fully understand inclusion
is the need to understand the specificities of your organisation.
See more
15. Feb. 202305:50

EPISODE 12 - DATA, KPI AND INCLUSION

Listen to Vinay Raman sharing his view on how data can help with inclusion. We
tend to think that culture is something intangible, fluffy, a soft aspect of an
organisation. Not at all. Like many other things in an organisation, culture and
inclusion have results that can be measured. This is what we discuss in the
episode. - People management and data are not often used together, in the same
sentence. - How can data and their analysis help with knowing where you are in
your organisation with inclusion?  - What kind of data should be collected when
it comes to inclusion?  - How could you relate these data to more conventional
KPIs?
See more
28. Sept. 202235:32

EPISODE 11 - HOW TO BRING PEOPLE TO HIGHER LEVELS OF AWARENESS OF DIFFERENCES

Raising your level of awareness, and the ones of the people around you will
improve inclusion and belonging in your team or organisation. I am going to
touch on two subjects. In the first part of the podcast, I will delve into why
we react the way we do to diversity. In the second part, I will discuss some
steps you can take to raise your awareness to differences. It was found that the
more familiar something becomes by repeated exposure, the more we “like” it. How
does this occur? Our brain has both an avoidance reflex towards the unfamiliar
and an approach reflex. The studies showed that familiarity decreased our
avoidance reflex. It did not change our approach reflex. So, it seems that
familiarity reduces the “fear” we have for something. This is why familiarity
makes us feel safe. We may not like it but we feel safe in familiar
environments. On the other side, novelty attracts us because it activates a
different part of the brain, the motivation centres. This is what allows us to
try new things, explore new territories. How could this then explain and be used
with how we react to diversity and our view of inclusion. It looks like exposure
is a very important part. Without exposure, something cannot become familiar.
Now when we think to our exposure to diversity, we should recognise it is not
that much for most of us. Let’s take the UK for instance, where I live and the
idea of race/ethnicity I mentioned earlier. In the second part, I am going to
give you 5 steps that will increase your awareness. There is a lot of talk about
becoming more inclusive. We may think of it at the level of an organisation but
at the end, it is all about people. It is people in whatever group they are part
of who exhibit inclusive behaviours or not. So, becoming inclusive begins (and
ends) with people, with you. So, let’s go through the 5 steps. The first step is
to Become self-aware The second step is to keep learning The third step is all
about respect Then, accept Finally, integrate, make the differences yours
See more
10. Aug. 202212:49

EPISODE 10 – HOW COACHING CAN HELP WITH INCLUSION

In this episode, I receive as a guest Henrika Tonder. Henrika is originally from
Finland. She has lived half of her life in France and is now located in Helsinki
with her husband of 2 decades and their 3 teenage boys. She stands for equality
and believes that we can’t afford to waste another generation of unused human
potential. As a self-employed Peace Performance Coach Henrika helps
international high achievers, start-up founders and CEOs in growth companies
raise their level of awareness, develop emotional intelligence and create their
best possible lives! She works globally in 4 languages: English, French, Finish
and Swedish. We discuss the power of coaching and how using coaching among other
approaches will improve the implementation of inclusion in organisations. If you
want to continue the discussion with Henrika, you can reach her: LinkedIn
Website: https://www.henrikatonder.com/
See more
27. Juli 202234:50

EPISODE 9 – 5 BENEFITS OF CULTURAL DIVERSITY

Remember from episode 3, go listen to it if you haven't, diversity is numbers.
Putting different people together is not a recipe for success on its own. What
matters is what you do with your diversity, how you build inclusion and safety.
When you combine diversity and inclusion, then you will reap the benefits. In
this episode, I am going to talk about 5 of them. Benefit 1: different ways of
thinking and working More ideas More innovation Better solutions Benefit 2: More
understanding Better team work More harmonious relationships Less conflicts and
silos More risk taking Benefit 3: Different strengths and abilities Better
problem solving More efficient work Less time lost Benefit 4: More adaptable
organisation Handle unexpected turn of events better Flexible strategy and
procedures Benefits derived from other benefits Benefit 5: The bottom line: more
profit and customers Meet customers’ expectations Adapt communication to each
audience Better adapted products and services
See more
13. Juli 202222:19

EPISODE 8 – EMBRACE DIVERSITY WITH CURIOSITY

In this episode, I receive Catherine Polet. Catherine is an award-winning
nutrition and sustainability coach. She helps people with their diet and the
planet at the same time. As the guest in this episode, Catherine is sharing her
diverse experience. She has lived in many countries, speaks many languages and
has been involved in very diverse organisations. Catherine gives us all her
advice and views on how to best approach such diversity. And in a nutshell, it
is by being curious. If you stay in your little bubble, you will not take
advantage of the diversity you experience. When you are open and curious, you
can learn, grow and develop. If you want to continue the discussion with
Catherine, you can reach her: Website: https://www.catherinepolet.coach/
Website: https://www.healthyyouhealthyplanet.earth/home
See more
29. Juni 202230:35

EPISODE 7 - ARE THE CURRENT LEVELS OF DIVERSITY HELPFUL?

Welcome into this new episode of the Culture & Inclusion podcast. Today we are
going to talk about the usual categories of diversity we think about when we
think diversity. I am going to look and discuss two aspects. In this episode, I
want to present my view about this subject, which will not be everyone’s view.
First, do we really think that diversity is important and second, are the usual
categories of diversity helpful really? So, open your ears and mind and see what
you think yourselves. If I raised some eyebrows, some thoughts and emotions,
then I will have achieved my goal for this episode.
See more
15. Juni 202209:02

EPISODE 6 - HUMAN-CENTRED LEADERSHIP AND EMPATHY

In this episode, I am speaking to Luis Moreno. Let me introduce Luis to you.
Luis Moreno trains Leaders to be more human. He has a passion for Personal and
Professional Development and reads, studies, speaks, and writes on topics
related to Human-Centred Leadership, Emotional Intelligence, Diversity and
Inclusion, Talent, Workplace and related topics. He collaborates with experts
from around the world to help advance the research, work and knowledge in those
areas. Luis obtained an MBA in Marketing & Strategy from the Carlson School at
the University of Minnesota and is a Humphrey Public Policy Fellow. He is
engaged in efforts to increase U.S. Competitiveness and Shared Prosperity as a
member of the Young American Leaders Program at Harvard Business School. The
State of Minnesota gave Luis the Distinguished Service Award for his
contributions in the areas of race relations, justice, community service,
education, and civil and human rights. We talk about empathy, how it applies to
all feelings, how it is important to understand others' experiences and many
more aspects. How to reach Luis: LinkedIn: linkedin.com/in/luismoreno Instagram:
instagram.com/luismorenotcbpn/ YouTube: Luis Moreno TCBPN
See more
01. Juni 202249:02

EPISODE 5: YOUR LEVEL OF AWARENESS TO DIFFERENCES WILL BE CRUCIAL TO INCLUSION

This time, I am on my own once again and I want to talk about awareness. What
kind of awareness? Well, awareness of differences. Why is it important to know
our level of awareness of differences? Because your current level of awareness
will influence how inclusive you are likely to be. To be inclusive requires
higher levels of awareness.
See more
18. Mai 202219:31

EPISODE 4 - LEADERSHIP: PEOPLE, RESULTS AND HUMONY

In this episode, my guest is Steven Howard. Steven Howard is an award-winning
author of now 23 leadership, business, and motivational books. He is well-known
and recognised for his truly international and multicultural perspective, having
lived in the USA for over 30 years, in Singapore for 21 years, and in Australia
for 12 years. He currently resides in Mexico City. He has over 40 years of
international senior sales, marketing, and leadership experience. His corporate
career covered a wide variety of fields and experiences, including IT, consumer
products, publishing, international tourism, and personal financial solutions.
He has coached, mentored, and trained over 10,000 leaders from every continent –
except Antarctica! We discuss about the fine line in leadership of looking after
your people and getting the results for the organisation. Leaders lead for
results AND for people development. People first and the results will come. You
manage things and you lead people. Leaders need to unlearn management and
relearn to be human. Leaders need to bring the right values and focus on the
inclusion of your human force. We discuss how to harmonise the workplace, the
place of empathy and compassion and how to add to them adaptability, flexibility
and resilience. How preparing multiple plans and executing is crucial for
leaders. Steven introduces his latest concept of Humony, the subject of his
latest book. And Steven even has a challenge for you! How to reach Steven:
LinkedIn https://calienteleadership.com/ Steven@calienteleadership.com
See more
04. Mai 202238:21

EPISODE 3: DIVERSITY, EQUITY, INCLUSION: WHAT IS THIS ALL ABOUT?

Today, we are going to talk about various aspects around Diversity and
Inclusion. In my work and interactions with people, I came to realise that the
various concepts involved were not clear to many people, used interchangeably
when they have very different meanings. So, as we talked about culture in the
second episode of this podcast, in this episode, I will talk about the concepts
of diversity, equity, equality, inclusion and belonging. I will explain how they
are different but fit together to get you this inclusive leadership and
inclusive culture in the workplace.
See more
20. Apr. 202215:24

EPISODE 2 - WHAT IS CULTURE?

In this episode, we will start at the beginning. I will explain what a culture
really is, its various layers to external, superficial to very deep and how it
affects everything within and without each of us.
See more
05. Apr. 202216:59

EPISODE 1 - INTRODUCTION TO THE PODCAST

This episode is an introduction to the Culture and Inclusion podcast. I will
briefly cover what the podcast is all about!

04. Apr. 202205:21
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