Folgen
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Well friends- we have appreciated you all as loyal listeners for these last years! The podcast has been an amazing project for us, but we need to wrap it up to pursue doing sociology in other ways. This episode is our farewell message and a THANK YOU!
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In this episode, we go back to the Sociology canon, talking about rituals, share the merit of Girl Scout Cookies and Josh once again tries to help Megan understand sportsball terms. However, this one makes a lot of sense and should get you thinking about what you're bringing to the workplace. Additional info: Feminist Cookieshttps://nypost.com/2020/01/07/new-girl-scout-cookie-flavor-comes-with-a-surprise-feminist-message/Value Above Replacement (VAR)https://hbr.org/2020/01/are-you-pushing-yourself-too-hard-at-work
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Fehlende Folgen?
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In this jam-packed episode, we talk about how the workplace, not the employee, is responsible for burnout. We also discuss the differences between streaks and habits and why you should tend toward one over the other (hint- habits are social). But before we get to all of that, Megan reveals that electrocution is something she thinks about, though it is NOT a fear, Josh... and we help Oscar Meyer recruit for what looks like the best job ever. PLUS, we share what we're reading right now.
Additional Info:Hotdoggershttps://www.thedrive.com/news/31751/oscar-mayer-is-looking-for-full-time-hotdoggers-to-drive-the-weinermobile-cross-country
Burnouthttps://hbr.org/2019/12/burnout-is-about-your-workplace-not-your-people?utm_source=linkedin&utm_medium=social&utm_campaign=hbr
Streaks and Habitshttps://www.thecut.com/2019/04/why-breaking-a-streak-feels-so-awful.html?utm_source=Habit+Weekly&utm_campaign=28a81df317-HABIT_WEEKLY_8_3_2019_15_12_COPY_01&utm_medium=email&utm_term=0_ab93d31fb5-28a81df317-110851071
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In this episode, we join Jess Pettitt, Inclusion Extraordinaire, and the third member of our Outstanding Org Change band. We talk about hidden strengths in your organization that often masquerade as trouble areas, and we allude to our process for making important changes to create inclusive cultures. Plus- Jess tries to define what kind of "Change Crushers" we all are...
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Welcome to 2020!!!!We make predictions for the THIRD time in a row...sometimes we were right. Voiceover Guy didn't believe we could make it annual. We did. So we win! We also spend most of the episode walking through the scientifically informed Six Elements of Culture that we use to help organizations change for the better. Culture can be an amorphous and empty concept. We hope that this episode helps to make it seem more tangible.
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Is anyone surprised at this point that soft skills are on employers' wish lists? People are afraid of automation, but relationships can't be automated. We share tips for getting your team on to do what it says it's going to do, and talk about trust. Josh has a business idea!
Soft Skills are in demandhttps://www.hrdive.com/news/soft-skills-top-employer-wish-lists-despite-automations-rise/546255/
Barriers to team performancehttps://hbr.org/2014/05/get-your-team-to-do-what-it-says-its-going-to-do
Trust is about relationshipshttps://www.entrepreneur.com/article/321705
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This episode originally aired on 9/24/18
We share a story about how character matters when hiring, and how quality character should pay more. Many companies say that they feel like their organization is a “family”, but we believe that may not be an asset.
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This episode originally aired on 8/5/19
Some people just love to push the limits of any policy, and sometimes it has humorous results- we share how Texas does it. Job success has historically been measured by performance, but we know that there's more to the story. Also, you can't eliminate the likelihood that someone doesn't pull their weight in a team, but we have advise about that and more!
Additional Info:
Leash your petshttps://dailycaller.com/2019/03/21/petco-steer-houston/
Performance is not the only measure of successhttps://www.fastcompany.com/90335145/most-people-are-focused-on-the-wrong-measure-of-success
You can't eliminate social loafinghttps://blog.trello.com/avoid-social-loafing
Contact Theoryhttps://journals.sagepub.com/doi/pdf/10.1177/1368430217712052?casa_token=yGIuYiGMb14AAAAA:iq2KSgPp5JqRJ2-oKEkSOUTiFYMw0SBci6uGM7aKHvXLDjCdnF6OcSsOM8oriOn0Jwbmz7TxoJ5sNQ
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This episode originally aired on 11/19/18
Social innovation can be disgusting, but meaningful... we share how. Megan confesses one of her biases, and we share the secret thing about entrepreneurship that no one really thinks about. Also, we give you a bottom-line reason to always consider diversity.
Additional Info:
Maggot Meals- https://money.cnn.com/2018/09/20/smallbusiness/agriprotein-fly-farming/index.html
Reduce Action Bias- https://theascent.pub/the-most-ignored-and-important-leadership-advice-take-guilt-out-of-the-equation-c56b85c8b7 https://medium.com/personal-growth/the-mother-of-all-biases-the-action-bias-and-the-power-of-restraint-e3ae31b25247
Contact us for a copy of the academic article
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You've very likely heard about this, but we discuss the general hysteria over the success of a trial 4-day work week and how we should be letting people who are challenged by change efforts duke it out instead of silencing them. Much to Megan's chagrin, we talk about the up-side of personality tests and she does concede that there are some...and then Josh has another surprise for her.
Additional Info
4-day work weekhttps://news.google.com/articles/CAIiEE5-0n-L7kEV1jDfC_ofYEoqFwgEKg4IACoGCAow3O8nMMqOBjCP1egF?hl=en-US&gl=US&ceid=US%3Aen
Let them fighthttps://www.chronicle.com/article/The-Management-Corner-Stop/246188?cid=RCPACKAGE
Up-side of personality testshttps://www.linkedin.com/feed/news/the-positive-on-personality-tests-4464747/ and https://www.bbc.com/worklife/article/20191030-the-helpful-upside-of-office-personality-tests
2-minute personality test! https://psychcentral.com/quizzes/personality-test/
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We don't want you to feel badly about yourself, but you might not be as good at that one thing as you think you are. Most people aren't, but they're better at some things than they give themselves credit for. Now that you're sufficiently confused, we'll discuss how over-rationalizing roles can undo your talent and give you a key action item to help with your culture by sharing the "Peak-End" rule. We also share what we're reading right now. Update: After this episode was recorded, Megan read the same book...we HIGHLY recommend it, business people.
Additional Info:
You're not that goodhttps://www.nytimes.com/2019/04/06/opinion/sunday/overconfidence-men-women.html?utm_source=Habit+Weekly&utm_campaign=37247ffe37-HABIT_WEEKLY_8_3_2019_15_12_COPY_01&utm_medium=email&utm_term=0_ab93d31fb5-37247ffe37-110929751
Over-rational Roleshttps://search-proquest-com.unco.idm.oclc.org/docview/216294231/fulltext/12EBC273AD4D43D5PQ/1?accountid=12832
Peak-End Rulehttps://kenthendricks.com/peak-end-rule/
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Happy Thanksgiving! In this episode, we give you the best tips on how to appear smart in meetings, discuss how innovation done with the wrong intention can demolish trust and talk about the value of attention. We talk about the sociology of leadership, which has many practical applications-some of which we even share out loud.
Additional InfoAppear Smarthttps://medium.com/conquering-corporate-america/10-tricks-to-appear-smart-during-meetings-27b489a39d1a
Trust trumps (SMALL T) innovationhttps://hbr.org/2019/07/when-innovation-and-trust-are-at-odds
Sociology of leadershiphttps://workinprogress.oowsection.org/2015/10/27/is-there-such-a-thing-as-a-sociology-of-leadership/
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In this episode, we talk about how unemployment is low and people are working, but wages are low too. We also discuss how you SHOULD argue with success because of this bias and how diversity isn't happening because we're not building the right things to keep people around.
Additional Info: Jobs, Yes! Wages, No!https://www.linkedin.com/feed/news/as-job-demand-grows-wages-decline-4719780/
Outcome biashttps://www.bbc.com/worklife/article/20191001-the-bias-behind-the-worlds-greatest-catastropheshttps://hbr.org/2011/04/how-to-avoid-catastrophe
Diversity in Tech...or Nothttps://www.wired.com/story/five-years-tech-diversity-reports-little-progress/
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In this episode, we discuss the merits of remote working and how the changing face of the workplace has led to uncertainty about boundaries. While it's obvious that we're not "trust your gut" sort of people, we talk about when it may be ok to do just that.
Additional Info: Remote Workers are Happiesthttps://www.linkedin.com/feed/news/remote-workers-are-happier-4717060/
Workplace boundarieshttps://www.theladders.com/career-advice/65-of-workers-believe-that-this-is-extremely-inappropriate-for-the-office
When NOT to trust your gut OR Why Understanding Biases Mattershttps://www.forbes.com/sites/theyec/2019/09/26/three-cognitive-biases-undermining-executives-strategic-decision-making-ability/?utm_source=Habit%2BWeekly&utm_campaign=5bb55c4edf-HABIT_WEEKLY_8_3_2019_15_12_COPY_01&utm_medium=email&utm_term=0_ab93d31fb5-5bb55c4edf-110851071#666002497626
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It's our 100th Episode!!!!!! We made it! And we still love it. Voiceover Guy and our live audience join us for a special episode about "Dumb Things." We share a fun option for your Tesla which Megan thinks is great...until she realized that car noises are mandatory now. Other dumb things include stupid rules that over-regulate even the trustworthy employees to the point of anger and how business speak makes you dumb. OH yeah, and there's a surprise for Megan.
Additional Info:Car Noiseshttps://www.theverge.com/2019/10/7/20902506/tesla-cars-elon-musk-fart-bleat-safety-horn-movement-sounds
Stupid rules feed distrusthttps://medium.com/s/story/autonomy-is-the-biggest-reward-your-team-can-get-248676be71c1
Business Speak makes you stupidhttps://www.inc.com/geoffrey-james/listening-to-corporate-speak-makes-you-stupid-according-to-science.html
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In this episode, we discuss how misconstrued data correlations can lead to problematic conclusions...(in English, Megan!) In other words, when people think two things are connected that are not, it can lead to lies. Lies. We share how innovation is just a performance without a culture and supports to see it through and let all those tricksy behavioral scientists out there know that we're hip to their nudge.
Additional Info: Oh Spuriousnesshttps://www.inc.com/chris-matyszczyk/of-all-happiness-studies-in-world-this-one-may-affect-you-most.html
Performing Innovationhttps://hbr.org/2019/10/why-companies-do-innovation-theater-instead-of-actual-innovation?utm_medium=email&utm_source=newsletter_weekly&utm_campaign=insider_activesubs&utm_content=signinnudge&referral=03551&deliveryName=DM52272
Hip to the Nudgehttps://behavioralscientist.org/consumers-are-becoming-wise-to-your-nudge/
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In this episode of The Bias Disruption, we talk about the social structuring that makes an odd business concept work, argue a little bit about the notion of social scoring (we do NOT debate the evils or make it political) and share our thoughts about how some companies are making money on our willing, free labor. That all sounds like it could be slightly depressing (it's not), so we share what we're reading right now!
Additional Info:Cuddle Partyhttp://www.cuddleparty.com/Social Scoringhttps://www.wired.com/story/china-social-credit-score-system/Monetizing isolation: Build a sense of homehttps://www.fastcompany.com/90376773/how-spotify-and-other-popular-apps-trick-you-into-doing-free-labor
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In this episode of The Bias Disruption, we talk about the changing face of work and how our world is not yet built to support that. We also discuss how social media giants like Facebook have intentionally killed the thing it created in order to make an effort to "remedy" the social ramifications of the thing it caused with the thing it created. Don't worry-it sounds less nuts when we say it out loud. Probably. We also talk about the differences between indentured servitude and Walmart's employee loans program.
Additional Info: Walmart Loanshttps://www.linkedin.com/feed/news/check-out-this-paycheck-perk-4427091/
Work is not long termhttps://hbr.org/2016/10/what-happens-when-careers-last-20-years-longerFacebook is killing "likes"https://www.businessinsider.com/facebook-instagram-youtube-killing-like-subscribers-2019-9?r=US&IR=T AND https://www.researchgate.net/profile/Donghee_Wohn/publication/308203438_How_Affective_Is_a_Like_The_Effect_of_Paralinguistic_Digital_Affordances_on_Perceived_Social_Support/links/581ea91d08ae12715af5e848/How-Affective-Is-a-Like-The-Effect-of-Paralinguistic-Digital-Affordances-on-Perceived-Social-Support.pdf
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In this episode, we talk about how the promise of incentives can feel like a lead-on if there's not any appropriate follow-through and talk about how hiring has become unnecessarily complicated. We also share an academic article about network centrality as well as a real-world application. Also-did you know that there is an entire industry that monetizes rage? Sometimes, dear listeners, it would appear as though one or both of us has some low-level rage about dumb things, but neither of us would pay to smash things. Well...one of us might.
Additional Info:
Rage Culturehttps://www.rageindustry.com
Breadcrumbinghttps://www.bbc.com/worklife/article/20190723-how-to-tell-if-youre-being-breadcrumbed-at-workHire Boringhttps://behavioralscientist.org/hiring-isnt-rocket-science-why-the-most-boring-strategy-is-best/
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In this episode, we talk about a business idea that proves how desperate people are to avoid making social mistakes (and Megan thinks is ridiculous). We also discuss how to create the culture you want by focusing on belonging and to establish engagement, focus on trust.
Additional Information
Wedding Hashtagshttps://www.thecut.com/2016/11/this-business-will-make-you-a-custom-wedding-hashtag.html
Belonging, not fithttps://www.forbes.com/sites/pragyaagarwaleurope/2019/08/26/belonging-in-the-workplace-a-new-approach-to-diversity-and-inclusivity/#722f90737a66
For engagement, build trusthttps://medium.com/googleplaydev/putting-back-users-to-the-forefront-sustainable-engagement-tips-from-behavioral-science-b9557af3da3e
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