17 Burst results for "Bev Jones"
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Hello everyone, and welcome to just about work where we talk about everything that might have an impact on your career. I'm your host, bev Jones. I'm an executive coach, and I'm the author of find your happy at work. Our topic today is overcoming the polarization that's everywhere in our society. And that often can be a destructive wasteful element in the workplace. Our guest is David Livermore. He's a social scientist and he is passionate about cultural intelligence and about how people from different cultures can bridge the gap and find ways to talk and work together. David has written an interesting and instructive book. It's called digital diverse and divided. How to talk to racists, compete with robots and overcome polarization. David will describe what the term CQ is all about, and he will give us the details on the process that can help a working team to get past their differences and work together in solving problems. He'll share tips for moving beyond some of the big differences between us, like origin, race, gender, faith, and politics. And he'll talk about how people are really more alike than you may think. David, welcome to jazz about work. I am so interested in the kind of work you've been doing with addressing polarization. But here at just about work would always like to know who is this person and what is their career like and how did they reach this point where they're so passionate about something like overcoming polarization. So before we dig into your book, digital diverse and divided, could you tell us a little bit about why you got interested in how people are so divided and how your career brought you to the point where you are today. Thanks, Beverly. So I really appreciate the opportunity to interact with you and your listeners. And yeah, as you know, the body of my work is predominantly focused on cultural intelligence, which then I've applied to this area of polarization. But for a long time, I didn't really share what kind of birthed in me this interest because it really stemmed from me being an aspiring missionary and Christian missions has sometimes been guilty of anything but cultural intelligence. But in spite of that, it really was in part what sparked my early interest in it, even from, you know, the age as a young kid, ten, 11 years old. I didn't end up pursuing that path, but I was actively involved all throughout my career in just finding myself in being asked to engage in expanding the programs and organizations of which I was our internationally. So specifically, I was helping a leadership development organization take their curriculum globally and the more I was doing so, the more that our international partners were saying, you realize what you're teaching us as a very western or for that matter, very U.S. model of leadership. And so that's what kind of sparked my initial interest in this journey toward cultural intelligence and then pursuing some academic research in it and then eventually really devoting my whole career to it. So that the rest as they say is history all right, so what is your definition of cultural intelligence or cq? And how have you been pursuing it? What have you been looking at and then how have you been taking that information and applying it in places where polarization is really a problem? What do you do with the approach? Yeah, so we define cultural intelligence as the capability to work with anyone who is different than you. And the primary way that we applied it for several years was kind of in the way that I described my own early career journey. That is helping people who are working internationally. Whether that be business executives traveling overseas for short periods of time or even people based in the U.S. who are a part of global teams virtually. Then as the diversity demands began to grow across the world, a particularly here in the U.S., cultural intelligence began to be applied quite a bit in the diversity equity and inclusion space. And really over the last couple of years for myself as a citizen as I started to increasingly watch the fact that it felt like no matter what the topic of conversation, it would end up in this polarizing debate, that's what caused me to go, hey, actually, these same skills that we've been teaching people about how they work with international differences. Apply to people in our own neighborhoods, communities sometimes even in our own extended families, but for sure, the people that we encounter at work. Well, before we get into maybe some techniques and ways to bridge the gap, talk a little bit if you would. And the way you did in your book about how people are not really as different as it sometimes feels, sometimes it feels like we're worlds apart, but what you pointed out and the start of your book is that in many ways, people are alike. So how is that? Yeah, thanks, bob. It's an interesting tension that I faced in doing the research for the book and then writing it because in my field is a social scientist. We kind of scoff at anything that focuses on similarities. You know, it's all about, yeah, but the real interesting thing is let's look at the differences. And so yeah, part of when I was researching this, I was coming across more and more people who do it well who we're talking about these ideas of, yeah, but I prefer to see my polar opposite as my fellow human being, which can sound like such an artificial platitude, but actually, you know, it's rooted, as you know, from us having interacted about the book. It's rooted in the research from the human genome project that came out at the turn of the century, turned to the millennium, where it was found that 99.9% of our DNA is the same. And that doesn't dismiss the importance of talking about our differences according to gender or ideological differences or race or ethnicity. But I began to see and the research beared out that if we start with a first and foremost, we are fellow human beings and we need to find our shared bond then there. And that doesn't mean that we then just take what some called years ago was the color blind approach of, oh, I don't even see color. No, of course we do. We do lean into the difference, but we're doing so having started from seeing what we have in common rather than starting with what divides us. One of the things I like is when you described how there's some things that are the same in all kinds of culture in some degree like me. All like food and it's not just food the way animal seat food. There's a motion and connectivity with other people and things around food, or how humans sort of have a night, fear of snakes, which I do. And I often emit a country house where there are snakes, but those kinds of themes that are just part of every culture. That's one way we can connect, isn't it? Just noticing those kind of similarities.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Hello, everyone, and welcome to just about work where we talk about everything that might have an impact on your career. I'm your host bev Jones. I'm an executive coach, and also an author and my recent book is find your happy at work. In today's show, we'll explore how shifts in global aging with masses of people living to a very old age. We'll change a lot about society. Our guest is Bradley Sherman. He's an expert on demographic change, and how it can disrupt social, cultural, political, and economic norms. We'll discuss breads insightful book, the super age. Decoding our demographic destiny. Brad will talk about how the growing pool of healthy older people is impacting how employers recruit workers and plan for the future. He'll describe how population shifts may impact our communities and the markets that serve them. And he'll comment on the huge longevity gap between rich people and poor people. Brad, I am so pleased that you're here with us today. I know that you and I will find plenty to talk about. I think we will. Yeah, and we're going to talk a lot about aging and what it means for society and all kinds of things about it. And of course, we're going to talk about your really intriguing book. The super age decoding our demographic destiny, but here in just about work, we always like to know about our guests own careers and how they got there. And I'm particularly interested in how, as a pretty young guy, you started to become very interested in aging. So would you tell us a bit about your career path and also you have an unusual consultancy now. I'd like to hear a little bit about what you're doing at work. And then we'll get on to the book. Sure. Well, first of all, thank you for having me. The career trajectory that I went on is I think a bit unusual for young man. When I was in college, I thought I was going to be the next congressman from western Pennsylvania. I went to American university in Washington, D.C., and while I was there, my grandparents got old. They got to a point where they needed to enter long-term care. And because of that, I picked up interest in the space of aging and healthcare for the elderly. But it really wasn't until I was making a regular drive from Pittsburgh to Washington. That I noticed how demographic change was impacting the landscape. And across rural America, you'll find that populations are older, they're whiter, they're more male. And they're working longer. They're working in jobs that would have once only been reserved for the young. And it was at that point that I thought this could be the future. And I dug into it and started my career at leading age, which represents nonprofit nursing homes across the country. I then graduated to AARP where I worked in their global relations department, focusing on finding products and services, practices, and best policies from around the world. And then I left ARP in about 2018, called a midlife crisis called amid life awakening. Call it just not wanting to be in the same place for the next 25 years, but I walked away. I walked away with an idea of starting a consultancy, a data company really that was focused on helping people understand what the changing life course meant for their businesses and how they could apply data that wasn't age based, but rather stage based to their models so they could capture more clientele. That business failed. It failed within a year. We were way too ahead of the market for them anyone really to take it seriously. There was still too little understanding of longevity. So I walked away from that with my other partners dissolved the enterprise. And a few short months later, I had put together a book proposal for the super age. It sold to Harper Collins and in the midst of a pandemic began building a business and writing a book which came out earlier this year. So the book is called the super age. And your business is also that doesn't describe what you do. What are you doing now? I mean, the core bit of work that we have at the super age is a consultancy. And our goal is to help organizations understand the future that is older and more demographically diverse than ever before in history. The super age is actually a term that I borrowed from the United Nations. It's a population term. That means that one out of 5 people are over the age of 65. But just because we're living in an older society doesn't mean that people are actually presenting as old or at least how we think old looks. In fact, through every advance our society is made, we've added life stages to it. My grandparents, my great grandparents rather lived with three stage life. They were children, adults, and old people. My grandparents loved to four stage life. They were children adults, retired, and then old. My parents loved a 5 stage life. I led a 6 stage life. I was a child. I was a teenager. I had an adult. I can expect to enter a period called the super age on this new period of life between adulthood and retirement, then I might become retired and then I might get old. But we really help businesses understand what these changes mean for their bottom line. We help them with their retention and recruitment practices for employees. We focus in on product and service design. And we help them as much as they can be helped with their marketing communications, which are kind of the last the last frontier. In addition to the consulting services, we offer design, consultation for individuals and organizations that want to future proof their space, make their space more inclusively designed. So that a greater proportion of the population can use it. Well, that's fascinating. And the timing for things like design and training and just everything going on in the workplace is so interesting because of COVID and the huge move to remote work. So aside from these demographic things that have been set in place since the 40s, the kinds of work you're doing is going to meet the needs of lots of other employers and communities that are grappling with what a remote
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Hello everyone, and welcome to jazz about work, where we talk about everything that might have an impact on your career. I'm your host bev Jones. I'm an executive coach and my recent book is find your happy at work. Today, we'll talk about the need for well trained workers for the technology sector, and about how apprenticeship programs might fill a need in the talent pipeline, and at the same time, create job opportunities for people from groups that are sometimes overlooked. Our guest today is workplace expert Jennifer Carlson. She's a cofounder and executive director of apprentice. That's a nonprofit group that creates alternative pathways to access tech talent. Apprentice is all about addressing digital skill shortages. General describe a new federal initiative to support apprenticeships. She will talk about why an organization might want to start a program. And she'll explain why you might want to look at apprenticeship opportunities. Jen, we're going to talk about maximizing the pool of technology talent in the U.S.. I know there's a real need for that. And you're going to explain to us why apprenticeships can help create a more robust and diverse tech workforce, but first, here on just about work, we always like to hear about our guests own career path. We want to know how you got here. And I know your background includes business development and marketing and all kinds of things. How did you become a workforce expert in the tech center? That's an interesting and surreptitious conversation. If you had asked me when I was a bobcat at Ohio university, what I'd be doing 20 years later, this would never have come up. It's sort of a weird I bet. It's sort of a weird culmination of experiences. From being in insurance executive to at large companies like progressive and AIG to working in sports for a number of years and seeing both how companies, how do I put this politely? How companies quantify diverse hiring, which were typically in less skilled areas of business. And also having been an executive sponsor for some large tech migration projects and feeling the pain. Of not having enough workforce to get the job done that needed to be done and having to outsource everything. And seeing very little diversity in that area of the business. And so I think it's just been sort of an amalgamation of experiences that led to the creation of what is now a tech apprenticeship in the United States. Well, let me ask before we get into this conversation about the tech sector. When you left, you were not just changing jobs. You were a cofounder and it feels as though your work might have gone from being the kind of things we all do in big organizations. To being sort of a social preneur and making this shift. Was that a gradual shift for you or were you always interested in kind of a banting better ways to do things? Always inventing better ways to do things. Almost every role I've had, I created within the company. And I had an opportunity while working for the tech association here in Washington. To see firsthand some of the challenges companies were having. And studied that for about a year while working inside that org to write this business plan. But this is just one of many, I love your social analogy. One of many examples of things I've been involved in. I also helped green sports alliance, which is focused on getting professional sports teams, leagues, franchises, and facilities to change their consumption behaviors and become more friendly to recycling water reclamation facilities construction to green resources and renewable energy and those kinds of things. So it's been around for ten, 12 years now as well, making significant changes in another industry. Well, that is fascinating. I love working and talking with people who are just innovative. They just can't help it wherever they are. They're kind of inventing new things. So I'm interested in what was happening in the tech sector that motivated you to really come up with something pretty innovative and to be so committed you actually took a leap to follow it. What was and what is the state of talent in the tech sector today? Well, kind of the definition of insanity continuing to do the same things and expecting a different outcome. We had a litany of companies that we were working with. And of course, being based in Washington, these are fairly large household names like Microsoft, Amazon, F 5 Zillow, Tableau, and these companies were all wrestling with the same challenge. There was not enough talent to go around. And as an outsider looking in, it was very easy to see that they were solving their problems through poaching, which of course, you know, at its root means that they're not actually solving anything. It's just moving the problem around. And so there was a clear need and concurrently a lot of conversation going on at that point, 2013, 14, 15. About how do we improve access for diverse audiences, how do we increase diversity coming into our talent lines? And but they were still doing all the same things. They kept going to the university tracks and most of the preferred universities and not seeing the complexion of the talent coming out of those schools any different and then saying they can't find diversity. And so it basically prompted a conversation that needed to be had about how do we do things differently to change that outcome? And because we have that audience with those large companies and many of them sat on the WTI board, we could sit down and have a really Frank and pragmatic conversation about how far are we willing to go and what are we actually willing to do differently. And that's really what prompted a healthy conversation. And as a third party and a nonprofit organization, it meant we could convene those large companies around the same table and get them to really weigh in proactively and not look at this as a competitive conversation and actually solution build together. And that's really what prompted the desire for me to write the business plan
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"I have found that I enjoy work. Now work can be defined in a lot of different ways where it could be working in our garden or taking care of our family. There are lots of things, but I like to acknowledge when I'm working, and I like to kind of plant it and do it as well as I can. And I find it satisfying to keep learning new things and trying new things. So for me, kind of pushing myself to keep exploring and keep learning and keep meeting people is important and so I approach it like I would early in my career. Well, I, for one, enjoyed your story. I know our listeners enjoyed your story as well. It's nice to hear some of the personal background of people that we associate as podcast hosts or other professionals at consultant or lawyer. It's nice to peel that back and see the real person in some of the things that motivated. So thank you for sharing all of this. And thank you, Tom for hosting today and thank you for keeping up the conversation to you and I have of it all these things we've been doing it for a long time and it's been lots of fun. Well, let me tell you, I've got many more things on the horizon, many more problems that will have to work through. So these conversations will be ongoing. I guarantee you. Wonderful, wonderful. Bye bye. Thanks, man. Today we listen to a personal story told by our host Beverly Jones. This podcast is produced by WWE public media. Adam riches are audio engineer. I'm your guest host, Tom Hudson. Today's tip is that you don't have to have a whole plan in order to make progress towards your vision. Just do one tiny little thing today and then tomorrow think up one more small action to move you in that direction. Thanks for listening to us. Please tell your Friends about jazzed about work and come back soon.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"I was so impressed in what you talked about and having lived through it in part with you. Of the enormity of the changes that you were confronted as a young college person. And after that, within the university environment, I don't think people today would understand totally how restrictive things were and how exclusionary things were against women. I mean, all of the things that you tackled that you talked about. The enormity of all of that just seems to be overwhelming. So I assume that you use this process to chip away at each part of that. Yeah, and in my little store, and I look back at myself at that age, and I just was so naive and unsophisticated about how the world worked and so forth. But in my story, I tried to illustrate that I didn't know what I was doing, but one of the things I was doing was managing the fear and anxiety and trying to be creative and just making a contribution, even if it was going to turn out to be only something that I knew about. So it was a big deal for me because I had a real epiphany and I tend to kind of look at things for a way and then every once in a while I'll look at the world in a different way and wow, you know, I see so much different and that's what happened to me. I kind of just thought I can work the system. Everything will be fine. I didn't worry too much about it. And there are other issues out there. Civil rights in the war in Vietnam and all kinds of things. I wasn't focused on the situation for women, and then it hit me one day, like freight train. And I was just overwhelmed by what people must think of women to so rigorously restrict their ability to participate in the workplace in society and governance. It just was overwhelming. So I needed to find a way to sort myself out and kind of keep moving. So let's move that forward several decades to today. Many women that I've talked to since the abolition of roe versus wade by the U.S. Supreme Court have felt for the first time, especially young women felt for the first time some of these challenges that you faced as a young woman, but they are facing them acutely for the first time. Yeah. What advice would you give to them pursuant to your sugar grade process? At adjusting to this or to make the change that they think is appropriate to make. Well, I think the first thing that I tend to do and you and I have been through so many big changes in society that we can see them. The first thing is to demonstrate that this is that change happens not gradually in a straight line, but with big ups and downs and there are many, many. Setbacks and, but you work past the setback. So we don't give up or despair. That's the kind of the first thing to talk about. But what I'd suggest is people work in the lane they're in. The first thing is you want to do something. If you see something that's totally wrong, you want to do something if only for your own peace with yourself, even if you're not confident that this is going to contribute to the change. So the first thing is say, I'm going to make a contribution. And then you figure out what is within your reach. It might be supporting other women. It might be giving money somewhere. It might be thinking about a career change that would have you playing a role in helping women or being a lawyer or whatever it is. But start with something small that is within your reach, and make a commitment to keep up a cadence of activity. And if you do that, if you know you're kind of engaged in the fight, it is less frustrating. And one of the wonderful things is you make good friends with colleagues who are engaged in the same thing. So just begin wherever you are and don't feel shy about doing something very small, just do something very small again later. Last question area I want to talk to you about is for our audience that may be approaching retirement or in retirement. I was struck by the ending of your story where you're talking about in your 70s that you are still using the process to plan. I think being a close contemporary two years to you, people get to this stage in life and they just say, well, there's no point in planning. You know? Just doesn't fit me. But I was inspired by hearing what you had to say about, you know, doing this. And having it as a trigger for good in your life. Yeah, I think it's a very individual thing, obviously. And different people have a different way of dealing with aging, dealing with managing their life. But for me, I like the energy that comes from accomplishing things, even if they're little things. I like the feeling that comes when I feel like I'm still contributing to the world. I'm still making a difference.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"We've been listening to Beverly Jones talk about her sugar grain process and now we get to talk with her one on one a little bit about that process. Bev, I was so impressed with your sugar grain process and you and I have talked about this before, it just seems to apply to so many different things in life. It absolutely does. And of course this was original to me because when I was 13 or 14, whatever it was, I didn't know about small steps. But many, many people have written about it and there are many kinds of processes because it is one of the ways human beings have created everything. It is a really important thing to remember though, because sometimes it's easy to be overwhelmed by the need to do big things. And we can do it in little steps. But I wanted to talk to you about that just a bit because during all of the time, except when you were youth, let me just say from college on I have known you through this process. And you have never struck me as being a patient person. And in the sense that you always have causes you always have things and you always want to be 5 steps ahead of where you are. Now, how does that persona that you have and you've had it in business and you've had it in law? How does that translate to the sugar grain process, which seems to be a much slower, much more mediated process? Well, the thing is to break everything into small pieces. Every goal, every mission, every vision. I certainly, in my very early years, my college years when I was thinking about how many changes had to happen if women were to have a chance at building careers or fully enjoying life. When I was thinking about that, I couldn't wait for the change, but what I could do is think about what I'm going to do tomorrow, or what we can do this week, or what goal this group can have for the next couple of months. The secret is to not get so hung up on the action that's going to happen in the future, kind of know the big picture, know the mission or the vision of where you're heading. But then focus your energy on the things that you can control and the things that you can do in the near term. And when you have short term goals and you do something, it's very gratifying and you get a sense of energy and it's kind of easy to go to the next immediate goal. But if you're always thinking about the far distant future, it's just so frustrating that sometimes you don't do anything at all. So is the sugar grain method and I guess we don't have to label it, but sometimes people work with labels a little better. Yeah. Is it a planning method or is it an action method? Oh, good question. It is a message for planning and implementing action steps. It's also part of the way. You can manage yourself. Now when I use the term process or sometimes I say principal, I'm really kind of making fun of myself because I started thinking of things like this as a teenager and not knowing much about project management or process improvement in those days. And it is a one thing involved here is a technique of common yourself focusing on what you can control and starting to make a step toward wherever you want to go. So it's almost for me it became almost a meditative approach because part of my wanting to plan ahead wanting to get everything done. There's an element of anxiety in that. And the starting point, if you really want to be clear and make good choices, is to kind of become. And so recognizing that, yes, there's something I can do, and I'm going to think about that and I'm going to necessarily imagine what I'm going to do in the morning. That's kind of a common process for me. And the little each little chapter of it culminates with the action and then the sense of gratification and the energy to do the next step. So you feel some sense of the accomplishment as you go along instead of waiting for the big reward. Yeah, and when I'm coaching now and I don't, as a rule, call it the sugar cream process, although I sometimes do, because I found that the visual of a little sugar grain can kind of help people remember. But other people might talk about it in other ways, but it's a coach. What I find is, if I can take people do little steps in the direction of the goals they want to reach. The immediate impact is to help them build confidence to clarify a little bit where they want to go to come to be more imaginative about the next step. So it doesn't matter to me how very small the starting steps are when I'm working on a client who's really action focused, but maybe kind of blocked or confused. If I can just get them to do some very little things, the way each person responds to the satisfaction of getting something done, particularly if it's something difficult and maybe they have been procrastinating is to have a burst of energy and confidence and clarity. I mean, they're tiny little bursts from tiny little steps, but once you get people moving that way, it tends to accelerate.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Can not overstate how unprepared I was for that leadership role. I was scared, and I didn't know much about management. But now, at least, I had a sense of how to keep myself hustling, and I pushed ahead with sugar grains. That job worked out pretty well, and then eventually I headed off to Washington, to work my way through Georgetown's law school. And I've been working ever since. These days, as an executive coach. But now, I'm in my 70s. And I'm thinking about how to structure the next decade of my life. To you, it may seem that, at this age, framing my life with a series of career goals, no longer makes sense. But here's what I found. It's not really about the goals. The goals are just triggers. They simulate a bit of courage, enough to help me try something new. Then, the joy is in the action. Goals are powerful because
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"bev jones" Discussed on Jazzed About Work
"Just to get on with my life. And then I remembered the power of creating change through tiny steps. And I decided to launch what I thought of as the sugar grain process. I didn't really think I could change society, but to move past my own pain, I had to at least make a statement. So I pledged that for every day I stated OU, I would do at least one tiny thing in support of equality for women. At first it was easy, and my thing might be as basic as speaking up in a class. But soon it became harder to think up my thing for the day, and I had to move out of my comfort zone. So I met with women friends and we started a group. I spoke to every class or club that would have me, and I offered to give speeches to all male groups, like the bar association, and the rotary club. I was born a cautious person, and many of these activities were things I did not want to do. But the pain when I did nothing was worse than the fear of doing a little something. So I kept going. As it turned out, the sugar grain process went on, much longer than I'd first expected. On what should have been my graduation day, I married a classmate. Who happened to be the editor of the student newspaper, the post. Now, here's a side note for any of you friends who are thinking, that's when I married former OU post editor Andy Alexander. Well, you're wrong. He's two years younger than me and when he was a sophomore and I was a senior, we never thought of dating, my husband, and what turned out to be just a little start a marriage. Hated the war in Vietnam. And he wanted to fight the military draft. He planned to stay in Athens to grapple with the draft board and a counselor told us that if he went to jail, I could not visit unless we were married. So we put a notice on the post bulletin board as a general invitation to our wedding. My parents always willing to let me set my own course. Tolerated our ceremony. It was off campus and a lodge hall that was tenant with silk, army surplus parachutes. Before our vows, musician friend played chess on a keyboard, while his buddy accompanied him with a tasteful psychedelic light show, projected against all that white silk. Once we were married, I looked for work. In those days, oh you hired a few honors grads from each class. Men were brought in as junior managers, and women joined the secretarial ranks at half the salary. Maybe nobody realized I hadn't graduated, and I became a secretary in the office of the executive vice president. From there, I had a good vantage point for learning about how our university operates, and for spotting new ideas for my daily things. One day, after I'd worked as a secretary for a while, the dean of the college of business walked into my office and pulled up a chair by my desk. He said, he had noticed my feminist commentary and was getting a bit tired of it. He suggested that instead of just talking, I should become the first woman in his MBA program. He said, bev, if you want to change things, you need tools, and you can get tools in a business program. The dean said it wouldn't be easy because most faculty and just about all the students hated the idea of allowing women in MBA programs. And this was pretty normal in that era. It's hard to believe now, but in those days women were often unwelcome in professional programs. On the grounds that graduate courses were wasted on women because we just quit work and have babies. The deans offer was attractive and I said yes. But I told him there was just one problem. I had not graduated. I explained what had happened, and he waved his hand, not worried by any decision from the English department. And so, as a bonus, one side was accepted into grad school, my undergraduate diploma mysteriously arrived at our mailbox. Only about a year late. Being the only woman in the business program was one of the hardest things I've ever done. Some of my classmates mocked me, but most of them just shun me. It toughened me up, but it was very lonely. Eventually, I found a job writing for the public media affiliate at OU, and things got easier when I shifted my business studies to just part time. Doing radio shows gave me a new way to deliver my messages. And soon, my voice was very well known around campus. It annoyed a lot of people. Then my second great career opportunity came in 1971. The OU president Claude Seoul invited me to his office, and said it was time for me to put my money where my mouth was. He asked me to spend a year writing a report in support of my claims that OU was routinely discriminating against women. He gave me an executive office and beloved cutler hall and the title of assistant to the president. Despite my new title, I didn't think president Sola, a former lawyer, expected much from me and my report. If he were serious, wouldn't he have pointed a blue ribbon committee and not just a 25 year old grad student? I was not confident of my mandate, and wasn't sure how to go about the project. So now, my anger didn't keep me up at night. Fear is what kept me awake. I was terrified that I'd let other women down, but mostly I was afraid that I'd make a fool of myself. So I applied the sugar grain process and just kept working, figuring things out a bit at a time. I could usually overcome the little fear of taking one small step because the action helped me overcome the massive fear of total failure. I interviewed scores of students faculty members and other staff from house cleaners to the dean of women. And I did lots of other research. And writing my report, I tried to build a case that the university was engaged in systematic discrimination. Of course, I hinted that we women had the potential to bring a lawsuit. When I delivered the report, I included 21 recommendations for change. Of these, one of my favorites was to allow women to join the popular OU band. Then known as 110 marching men. Soon after receiving the report, and a couple of months before the passage of title 9, president zoel accepted 18 of my suggestions, ranging from equalizing salaries to funding athletics for women. Suddenly he pushed OU to the forefront of opening doors for college women. And at the same time he promoted me to create O use equal opportunity program. I
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"I had my first big career break. When I was 13. I'd started early to earn money because my parents encouraged kids to pay their own way. They'd come to the states after dad left the New Zealand army, at the end of World War II, and they said, you can be anything you want in America. But you have to get out there and work for it. My big opportunity was a job in the fashion office of LaSalle's. The department store in Toledo, Ohio. I started there in junior high as a volunteer model in small events, staged in the store's restaurant, but then they gave me a pay job, helping to prepare for major fashion shows at the amazing wage of $2 an hour. My favorite task was running around the big store, pulling accessories like hats and pearl earrings. For a single show I might have to collect as many as 50 pairs of shorties. Those with a short, wider beige gloves that models had to wear to compliment their lady like outfits. When I modeled in a show, I was not one of those beautiful tall girls who wore wedding gowns. I was the little one. At about 5 foot one, I could wear pre teen fashions, even as a senior in high school. But modeling kids clothes meant I had to stay skinny. I was thinking about that one day, as I sat at the kitchen table, sipping tea after school. And the Jones family, true to our British roots, tea parties were how we spent time together. Even a little kid could enjoy tea, loaded up with Malcolm sugar and always served in a bone China teacup. So, that afternoon, as I took a SAP, I thought about how I loved the tea ritual, and yet, to stay slim, I needed to eat much less sugar. But I couldn't imagine drinking tea without sugar, then I was inspired to reduce sugar so gradually, I'd never even miss it. As I sat there, staring at a heaping teaspoon, I decided to start by removing just one little pinch, then every day I'd remove another grain or two, and I'd never even notice a change in the taste. Well, I did that. And soon I'd learned to drink sugarless tea without a moment of feeling deprived. After my career in fashion and high school, I headed off to study journalism at Ohio university. I arrived at OU in 1964 with the first of the baby boomers. I loved the little college town of Athens, tucked into the hills of southeastern Ohio. And I was thrilled to be on my own. But my first days on campus brought some shocks. One of them was the coed handbook. This pamphlet described the curfews, dress codes, and other special rules for female students. It said that, as a freshman woman, on weeknights, I had to be in my dorm by 10 o'clock. I had to wear a skirt to dinner and to classes. For Sunday dinner, I had to wear nylon stockings and high heels. And, for those who wanted to light up, the rule said that women could smoke in public, but only if they were sitting because ladies never smoke all standing. I enjoyed college, despite these silly rules for women. I just figured that's how life is. By the spring of 68, when I was a senior, I'd completed my journalism major. And I was doing an honors project in literature. My topic was how women became the first existential characters in early novels. I know it sounds pretty pompous now, but I still think my idea was good. My point was that while male characters in early fiction still seem like cartoons, female characters began to examine their own lives. In other words, women like Jane Austen's Elizabeth Bennet were self aware. And a reason they didn't just take things for granted is that they looked at society from the position of being outsiders. Elizabeth Bennet was insightful about herself because she saw the absurdity of social restrictions that limited her life. I never completed my thesis. That's because my male adviser rejected the topic. He said, existential philosophers believe that women can not be fully developed people. Those uppity French guys wrote that women are defined only by their relationships with men. They claimed that women are born to serve and support men, and they don't have what it takes to be fully grown people. Either a novel or in life. I'd read stacks of books and had weekly one on one conversations with my adviser. And I thought of this professor as my mentor. Now, I was shocked by his acceptance of the idea that some people are just better than other people. And I was crushed by his comments suggesting that women don't have the intellect to do first class work. So I refuse to switch topics. And when my adviser threatened me with an F, I said, I don't care. Sadly, it turned out that students who did not complete their honors theses got an incomplete. Instead of an F and I discovered that even though I had all the requirements, I could not graduate with an incomplete on my record. But still, I did not budge. I said, I didn't want to graduate from a university which required me to acknowledge that I could not become a complete human being. And so I finished that academic year without a diploma. Suddenly I felt like I was a Jane Austen character, and I saw the ridiculous rules and limits everywhere in our lives. Of course, I'd been annoyed by special policies for women like curfews and dress codes. But it had not yet hit me that these rules reflected an assessment of women as people who are weaker, less talented and essentially inferior to men. Suddenly I understood what the world really thought about us. And this broke my heart, I was so hurt and angry. I knew I had to do something.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Their problems. Whatever their problems are, not just any problems, but network in a way of do more or finding out what their problems are than you saying that you're the solution. Sometimes one great solution could lead to a great opportunity. So think about what they want and need and figure out a way to help give it to them. I think that's always good advice. 90% is the listening aspect is being able to hear something. People don't know what they are saying sometimes when they're trying to describe what's going on with their company and how they're navigating their job. They don't know what they're saying, but you could decipher that if you're listening much more than talking. It's sort of like having been married for years tomorrow. Tomorrow, I my wife and I celebrate 31 years. But after so many years, thank you. But after being so many married so many years, you hear things from the tone, and from the description and sometimes even the breath that somebody takes, then you do the actual words. Then you can go and meet that need. It's the same thing. Well, your network deeply and have those conversations where you know that you can provide that type of solution for you. That is excellent advice as always, Mark. Thank you so much for joining me here today. I look forward to our next conversation sometime and meanwhile, I hope you have a wonderful spring. Well, thank you, and you do the same. Great to talk to you. Today we've been talking with Mark Dyson about how to create an effective job search and to thrive at work. This podcast is produced by WO UB public media. Adam rich is our audio engineer. I'm your host, bev Jones, author of find your happy at work. Today's tip is that you can help people succeed in a multi generational workplace by encouraging reciprocal mentoring that means younger and older workers, pair up, together, to help each other grow. Thanks for listening to jazz about work, and if you like the show, please tell your Friends..
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Everyone, and welcome to jazz about work where we talk about everything that might have an impact on your career. I'm your host bev Jones. I'm an executive coach and the author of find your happy at work. That's a book about taking charge of your career and making it much more rewarding. In today's show, we'll talk a lot about your career. Our return guest is Mark Anthony Dyson. He's a well-known expert on job search and on job success. You might want to check out his website the voice of job seekers. There's lots of information there, but today we'll share some of it. We'll talk about the current job market and how it might evolve in the future and we'll look at ways people on both sides of the generational divide can thrive at work. Mark will offer advice about how you can create a more effective job search and about how you can improve your situation now, even if you don't want to change jobs. Mark, since you were here last time here on just about work, which was less than a year ago, it feels like the workplace, the job market, everything about work has changed considerably. And so there are many ways we can go today. There's so much to talk about. But before we get into the big picture, I'm always interested to hear what you're up to because you're always up to something interesting. So tell us what you're doing these days, please. Well, thank you again for the opportunity. It's always wonderful to speak with you. And also thank you for coming on much. Which was last fall. And it was wonderful having you. Since then, well, pretty much has been the same thing content content and more content. What often changes is where I am, I'm writing regularly or fairly regularly for linz dot com and is a job site and they ramped up their content. So they actually approached me and asked me to come on board and to write some content for them. And it's a little bit different twist than what I've written in the past. Although I've done this type of content before, it's a little more investigative. Writing, I want to say journalism, but that's such a sacred word around. I'll kind of edit it to say investigative writing along with career advice. So I take what's going on in the news. And I turn it into actionable advice. And that's Mary the two. So yeah, and I think it's a lot different take them what most people use. So you either get one of the other, I'm trying to marry both in trying, still trying to find what's a sweet spot. I don't know if I have arrived yet, but at least they're happy with it. And I'm happy and you know, gotten some attention because of it. So, you know, we move on in that direction. So tell us again what the side is, how to spell lenzo. Dot com. Ellie in SA dot com. If you add a slash insights, you'll end up at their blog where you'll see a lot of my you'll see a lot of articles. I don't have an author page yet. I think that's coming. I don't know when it's coming, but I think it's coming to that way. You could just find me and my stuff in the meantime, you had to kind of sort through the different articles to find me. But mine is pretty distinctive. I'm not writing about resume cover letters. Somebody else's, you know, niche, I write about what I just described. Well, there is a lot going on in what you just described because the world, as I said, is changing a lot. Let's talk about job search first a little bit. And then get into kind of the bigger job market and the workplace and some of the things that we can do to be successful in the new world. One of the things I've always liked about your approach to job search is your is that you keep saying job search is a lifestyle. Is that the case more than ever? What do you mean by that? And what does that lifestyle have to look like these days? Well, I think more people have embodied it. I think the younger people in my body get even more so than us older folks. And it breaks down basically to just several elements. One, job search is a lifestyle is mobile. You're able to use your mobile phone anytime any place. And you can learn while you're standing in line by your taking a bus or an Uber. While you're at a family event or maybe at the sacred place of church, wherever that is, while you're waiting sitting, still, you can engage your career in some kind of learning or content for that fact or consumption of content. Then is 24/7 because it's any time, any time of night, somebody's awake in the world, and you think about it as we're on these different social platforms, most of us, if we have more than a few hundred connections, you're likely connected to somebody across the world where they're starting their day, like if we're here in the state, it's a 12 o'clock. At midnight, it's 8 o'clock in the morning in the UK. So think about how that is just continual is not just continuing news feed, but as a continual way to engage your career in some kind of way, it's year round, for sure. Even during the holidays, we encourage job seekers to continue to jump to trying to find a job. Any relationship can be a connection. That's valuable. And that runs any position or any age, I know people who have children connected with parents who've connected with the jobs. So relationship. And I've already stated, but basically anywhere. So, you know, your connections, your ability to learn your ability to have an impact, to be at the barbershop, it could be at a volunteer event. It could be an social family party club anywhere. Because it can be done now. All right, so let me restate this because I want to emphasize several different themes you said. So we don't lose them. Part of the lifestyle is, of course, recognizing that people don't hold the same jobs forever anymore. And so we're always kind of every day we're doing today's job and we're also preparing for the next one. And the ways you can prepare, you mentioned, you can learn. There's so much content out there that's so useful. You can connect with people through all of the apps, particularly like LinkedIn, but all kinds of things. And you can meet new people, but I want to go further than what you just said. You certainly can connect. You and I connected. I can't even remember if somebody introduced us or we just bumped into each other years ago on LinkedIn. I remember exactly how. And I was telling I.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Everyone and welcome to jazz about work where we talk about everything that might have an impact on your career. I'm your host bev Jones. I'm an executive coach, and I'm the author of find your happy at work. It's a book about getting unstuck and creating some joy and excitement in your career. Today, we'll talk about how some companies are finding great ways to help recent college grads to develop both digital skills and peer relationships. Things that can help their careers really take off. Our guest is.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Network with <Speech_Female> so that when questions <Speech_Female> come up, you've <Speech_Music_Female> got somebody to <Speech_Music_Female> call on. Whether <Speech_Music_Female> it's a banker, <Speech_Music_Female> somebody bad <Speech_Music_Female> insurance, somebody <Speech_Music_Female> about real estate <Speech_Music_Female> space, you want <Speech_Music_Female> to lease <Speech_Music_Female> develop <Speech_Music_Female> Friends. Why <Speech_Music_Female> are your <SpeakerChange> circle of Friends <Music> the <Music> better? <Speech_Music_Female> <Advertisement> <Speech_Music_Female> <Advertisement> <Speech_Female> <Advertisement> And your book <Speech_Female> is a good starting <Speech_Female> point for people who <Speech_Female> want to be inspired <Speech_Female> about how others <Speech_Female> began. Again, that's <Speech_Female> called <Speech_Music_Female> she believed she could, <Speech_Music_Female> <Advertisement> so she did, <Speech_Female> <Advertisement> and it's on <Speech_Music_Female> <Advertisement> <SpeakerChange> Amazon <Speech_Music_Female> <Advertisement> and other <Music> places. <Speech_Female> <Speech_Female> It's on Amazon <Speech_Music_Female> and also <Speech_Music_Female> <Speech_Music_Female> a little different price <Speech_Music_Female> point on my <Speech_Music_Female> website. <Speech_Male> Deborah Cole connections <Speech_Music_Female> dot <SpeakerChange> com. <Speech_Music_Female> <Speech_Female> Well, it's a <Speech_Female> lovely book and I'm so <Speech_Female> <Advertisement> glad you were <Speech_Music_Female> <Advertisement> able to join us <Speech_Music_Female> <Advertisement> today and I hope <Speech_Music_Female> <Advertisement> people <Speech_Music_Female> <Advertisement> enjoy these 35 <Speech_Music_Female> <Advertisement> wonderful stories. <Speech_Music_Female> <Speech_Music_Female> <SpeakerChange> Thank you <Music> <Advertisement> so much. <Music> <Advertisement> <Speech_Music_Female> <Speech_Female> <Advertisement> Today <Speech_Female> <Advertisement> we've been talking with Debbie <Speech_Music_Female> <Advertisement> Cole about <Speech_Music_Female> <Advertisement> women <SpeakerChange> creating <Speech_Music_Female> <Advertisement> and leading businesses. <Speech_Music_Female> <Advertisement> <Speech_Music_Female> <Advertisement> This podcast <SpeakerChange> is <Speech_Music_Female> <Advertisement> produced by <Speech_Music_Female> <Advertisement> WO UB <Speech_Female> <Advertisement> public media. <Speech_Female> <Advertisement> Adam rich <Speech_Female> <Advertisement> is our audio <Speech_Music_Female> <Advertisement> engineer. <Speech_Music_Female> <Advertisement> I'm your host, bev Jones, <Speech_Music_Female> <Advertisement> <Music> <Advertisement> author of find <Speech_Music_Female> <Advertisement> your happy at work. <Speech_Music_Female> <Advertisement> <Speech_Music_Female> <Advertisement> Today's tip <Speech_Music_Female> <Advertisement> is that sometimes <Speech_Female> <Advertisement> your most rewarding <Speech_Music_Female> <Advertisement> career path <Speech_Music_Female> doesn't <Speech_Music_Female> start out as <Speech_Music_Female> the easiest. <Speech_Music_Female> Sometimes <Speech_Music_Female> <Speech_Music_Female> <Advertisement> pushing through the <Speech_Music_Female> <Advertisement> fear is the <Speech_Music_Female> <Advertisement> best way to begin. <Speech_Music_Female> <Advertisement> <Speech_Female> <Advertisement> Thanks for listening <Speech_Music_Female> to jazz about work, <Speech_Music_Female> and <Speech_Music_Female> if you like the show, <Speech_Music_Female> <Advertisement> please <SpeakerChange> <Speech_Music_Female> <Advertisement> give us a 5 star <Music> rating.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Ideas. So tell us about where people can get your book, sit less. Absolutely. You can find it on Amazon. You can just type in sit less Stefan's avelin. And it'll pop right up. It's got a beautiful purple cover, which is my favorite color. If you are adverse to Amazon, it is also in Barnes and noble. You can find it there same way. Okay, well, I think it's a readable, helpful book, and so I encourage people if they're looking for a way to begin, that's a good way. Stephan, thank you so much for joining me today. I've learned some things and I hope we've inspired some people to get moving. I know as soon as we finish this conversation, I feel a great need to get up and move around. Thank you. It's been an absolute pleasure. Thank you. Today we've been talking with staff and aveline about why it's so important for you to get out of your chair and move around. This podcast is produced by WO UB public media. At a bridge is our audio engineer. I'm your host, bev Jones, author of find your happy at work. Today's tip is that sitting too much is really unhealthy. You can boost your health and your productivity by standing up and moving. Thanks for listening to just about work and please come back soon..
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Hi, everyone, and welcome to jazz about work, where we talk about everything that might have an impact on your career. I'm your host, bev Jones. I'm an executive coach and an author, and my new book is called find your happy at work. 50 ways to get unstuck, move past boredom and discover fulfillment. Our guest today, Brandon lawes, is an expert on the workplace and on work trends. He's an executive at zenia, a company that helps employers create modern work cultures. And Brandon's popular podcast.
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"That 500 page brand new business book, there might be some key concepts that you want to pull out of it. Before you go to buy the book, for example. And so what we do is really try to provide a digest of some of the world's best most forward looking business thinking. So that people can build more awareness on a quick topic. And by before diving straight in and that obviously once they're off the dime, they can go in whichever direction they choose. And it's also interesting, I think that it really is global meaning we're adding hundreds of lessons a week. We now have a wonderful partnership with Harvard Business review and meaning much of their content is available. Via the emeritus insights app and we're really finding a lot of people get great use and more importantly I think enjoyment out of these bite sized learning experiences. Well, it's fascinating. I do think whether you're starting a career or you're thinking about what you're going to do after your traditional career building and a learning element is so important. I really appreciate your being here today, Charlie. I think you're doing some fascinating work and thank you for telling us about it. That thanks so much for having me. Today we've been talking with Charlie shilling about new ways to build a career skills you need. This podcast is produced by W ou being public media. Adam rich is our audio engineer. I'm your host, bev Jones, author of find your happy at work. Today's tip is that whenever you feel stuck, a good way to get new energy is to learn something new. Thanks for listening today and please. Tell your Friends about us..
Jazzed About Work
"bev jones" Discussed on Jazzed About Work
"Hi, everyone, and welcome to jazz about work, where we talk about everything that might have an impact on your career. I'm your host, bev Jones, author of find your happy at work. Our guest today is ride super Meyer, author of skyrocket your career. Raj came to the U.S. from India is a shy young man in the midst of the sweeping recession in 2008. It was an uphill struggle. But he learned how to snag a low paying job, and then turn it into a 6 figure business. He also lost 50 pounds. Rush talks about what he did to become an international keynote speaker, and a career coach who helps tech folks to thrive at work. He also shares tips from his book about how you can find your dream job become successful and make yourself a rockstar. Raj,.