46 episodes

Welcome to the Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result.

Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.

Best-Self Management 15Five

    • Business
    • 5.0 • 3 Ratings

Welcome to the Best-Self Management podcast where we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result.

Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.

    Are you an HR Superstar? A Preview of 15Five's Newest Podcast

    Are you an HR Superstar? A Preview of 15Five's Newest Podcast

    Best-Self Management has ended, but don't worry because your friends at 15Five have launched a whole new podcast!
    HR Superstars honors you, the brave 21st century HR leader, by highlighting stories from the frontlines of People Ops.
    Never miss an episode of HR Superstars by visiting 15five.com/podcast!
    On HR Superstars delve deeply into all of the many aspects of what it takes to help companies win by becoming a strategic business partner to the rest of the leadership team. Each episode showcases conversations with HR leaders from some of the world’s largest, successful, and innovative organizations.
    Listen to topics like empowering managers to adopt a growth mindset and practice strengths-based leadership, how to have difficult conversations that balance the business performance needs with a high degree of care for people, and how to actually make diversity, equity, and inclusion a part of your cultural DNA instead of just lip service and a PR play.
    When your culture gets toxic, management is failing, and performance suffers, it falls to you in HR to address these issues. We’re here to help you to do what matters most—develop your workforce, create a strong employer brand, and become the respected strategic business partner you already are. 
    You can find us, wherever you listen to podcasts. Let’s do this superstar!
    Find 15Five online
    Follow 15Five on Facebook | Twitter | Linkedin

    • 2 min
    Networking in a Virtual World with Marissa King, Professor, Yale School of Management

    Networking in a Virtual World with Marissa King, Professor, Yale School of Management

    Never underestimate the power of a network. Where we each sit in the web of people around us influences almost everything. As today’s guest explains, recognizing the patterns that exist within networks and consciously building them is the key to positively changing patterns as individuals and within organizations.
     
    In This Episode:
    The COVID pandemic’s impact on relationships [1:30] Why we should care about strategic networks [3:47] Shaping networks for creativity within organizations [8:00] How leaders can help people build more beneficial strategic networks [12:48] The challenges of building relationships and networks in the world of remote work [17:15] Methods for fast-tracking relationships [25:00] How to be more present with our digital interactions [26:43] Creating connections at an organizational level [31:45]  
    About Marissa King
    Marissa King is a professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, King has studied how people's social networks evolve, what they look like, and why that's significant.
    Her most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. King's research has been featured in outlets such as The New York Times, The Wall Street Journal, The Washington Post, The Atlantic, and on National Public Radio.
     
    What Networks Look Like Today
    As an expert in networks, King explains how they are changing in the midst of the current pandemic. As is the case in many crises, people’s networks tend to shrink as they look closer for support. This will likely have long-lasting effects and we shouldn’t expect the pre-pandemic networks and relationships to fall back into place when this is all over. 
    This is important to keep in mind since everyone’s network has a profound effect on them. From health, both physical and mental, to job performance, the web of people we interact with is one of the largest influencers.
     
    Networking for Creativity's Sake
    When we continually interact within the same circle, creativity stagnates. Seeking out new voices and diversity to bring within your network and to reach out to naturally leads to new ideas and innovation. Since everyone has an existing network, organizations should consider the value of these when bringing in new people. 
    As the very nature of many networks has been shaken by the pandemic we need to rethink many aspects of interpersonal interaction. King urges us to focus on having a few deep connections instead of many surface-level ones. It’s not the size of the network that matters. Rather, it’s the quality of the bonds between people that will see us through these tough times.
     
    Quotes: 
    “Often when people are thinking about their network they’re thinking about who can I get to know. A much better way of thinking about it is where I should be going.” [6:49]
     
    “Having these shared peak experiences where you get together and hotwire relationships - that you’re doing something with a shared mission or a shared purpose - really can invigorate relationships in a way that will carry you for far longer than you would have imagined.” [21:56]
    “It’s extraordinarily rare for someone to be listened to and just given the space to be. Allowing that quality to infuse your interactions really can allow a strength of connection that otherwise is impossible.” [25:34]
     
    Key Takeaways:
    It takes intentional effort to break out of our natural networks and seek out change. When we are more reflective about who we interact with and the connections we create, more creativity and innovation will follow.
     
    Links & Resources:
    Find Marissa King online
    Social Chemistry by Marissa King
    Assess Your Network
    15Five’s Best-Self Academy
    “Getting Closer at the Company Party”
     
    Find 15Five online
    Follow 15Fiv

    • 41 min
    Putting The Human Back Into Human Resources w/ Eventbrite's David Hanrahan

    Putting The Human Back Into Human Resources w/ Eventbrite's David Hanrahan

    Toughness is often considered an essential ingredient in success. Sacrificing our humanity in the name of results is part of how many organizations do business. This dangerous approach ignores the central part of an organization: its people. Today’s guest works to bring the human element back to the workplace so that we can succeed with empathy and kindness. 
     
    In this episode: 
    Quickly adapting to the changes of 2020 [1:58] A new approach to leadership development and empathy [10:05] The role of kindness in creating high-performance [13:40] How convergence builds great cultures [17:32] Fostering values and competencies to create results [21:11] The new responsibility of supporting mental and emotional wellbeing in the workplace [26:30] Important questions leaders should ask their team [37:50]  
    About David Hanrahan
    As Chief Human Resources Officer of Eventbrite, David Hanrahan leads the global human resources team and plays a key role in leading organizational culture initiatives. David’s career has spanned more than 18 years building strong HR teams and fostering a collaborative team culture across global organizations such as Niantic, Zendesk, Twitter, Electronic Arts, and Universal Pictures.
     
    Adapting in a Crisis
    David recounts how, shortly after he joined Eventbrite, the whole company had to restructure due to the pandemic. In a company built on live events, David has had to be very creative. There’s nothing like a crisis to bring out creativity. David describes some of the new ways in which he keeps his team engaged as they redefine what a live event is in 2020.
     
    An Empathetic Approach To Leadership
    As we all struggle, David explains how leaders can best manage by leading with empathy and kindness. One thing many organizations are embracing is employee flexibility. Giving your people choice in how they can best do their work reinforces their value. Leadership development is also more important than ever. When few things are predictable these days, so much rests on leadership. David explains how building one’s capacity for empathy leads to more trust and stronger leadership overall. It also gives leaders the power to address the mental health issues that may be affecting their team members. Taken altogether, this leads to a more productive and satisfied team of people.
     
    Quotes:
    “In this pandemic and this human organization that we’re going to try to build, this is going to rest on leadership.... We need all of our leaders to be fostering the experience that we want.” [10:38]
    “If we have more impact and less activity - activity for fewer things and do them better - then that is a ticket for us to be a better team. It’s a ticket for me to actually have more control in my life.” [17:13]
    “I think mental health has a stigma. The more that leaders talk about this openly and have forums, then you see that it becomes normal. It’s okay to not be okay is something we talk about.” [27:01]
     
    Key Takeaways:
    Productivity and results actually increase with more employee flexibility. Allowing your people to make more choices is empowering and leads to better use of time and resources.
    Leaders have the responsibility to support mental health in the workplace. Providing resources for help, normalizing struggles, and addressing issues in a compassionate way will lead to higher performance and satisfaction.
     
    Links & Resources
    Follow David Hanrahan on Linkedin
    “The Culture Factor” - Harvard Business Review
     
    Find 15Five online
    Follow 15Five on Facebook | Twitter | Linkedin
     
    Podcast production & marketing support by the team at Counterweight Creative

    • 44 min
    Creating a Leader’s Mindset to Allow for High-Engagement w/ Scott Miller, EVP Thought Leadership, Franklin Covey

    Creating a Leader’s Mindset to Allow for High-Engagement w/ Scott Miller, EVP Thought Leadership, Franklin Covey

    Human Resources gets a bad rap. While there’s certainly a lot wrong in the world of HR, it still has an important role to serve. It helps us operate as a more effective organization, but only when done properly. As more information becomes available, business leaders have the responsibility to help those in HR think more clearly and be more effective.
     
    In this episode: 
    The actual source of employee engagement [5:03] The new and changing conditions of engagement during this unpredictable year [13:33] The distinction between checking-in and checking-on [20:32] Tips for cultivating relational mastery [24:11] Why not everyone can be a leader [33:30]  
    About Scott Miller
    Entering his twenty-fourth year with FranklinCovey, Scott Miller serves as the executive vice president of Thought Leadership. He is the host of On Leadership With Scott Miller, a weekly webcast, podcast, and newsletter that features interviews with renowned business titans, authors, and thought leaders. 
    Scott leads the strategy, development, and publication of FranklinCovey’s bestselling books and thought leadership and is the author of Management Mess to Leadership Success: 30 Challenges to Become the Leader You Would Follow, and co-author of The Wall Street Journal bestseller, Everyone Deserves a Great Manager: The 6 Critical Practices for Leading a Team.
     
    The Myth of the Engagement Creator
    In this episode, Scott busts the three biggest myths that HR holds. First off, there is a belief that it is the leaders who create engagement. Leaders can only create the conditions for engagement. It is up to the individual to choose how they engage. A leader can foster high-engagement by creating an environment where their people feel safe, heard, and supported.
     
    How a Great Culture is Born in Relationships
    Scott also explains that the idea that people are an organization’s greatest asset simply isn’t true. Instead, it’s the relationships between those people. That’s what creates a company culture. By cultivating relational mastery, people work better together and achieve more for themselves and the organization. 
    Building a culture of quality relationships takes a lot of work and self-awareness. Scott’s first tip is to always clearly state your intent when communicating with your people. This reduces misunderstandings while building trust.
    Finally, Scott lays down why not everyone can be a leader. There are competencies that are perfect for sales, for instance but are disastrous when it comes to leading others. The best leaders are ones who take the most delight in the success of others. Identifying these people and making them leaders can only make an organization stronger.
     
    Quotes:
    “Leaders do not create engagement. I cannot make you engage. What I can do, however, is create the conditions, the culture, the environment, the setting. Leaders create the conditions for others to choose their own level of engagement.” [4:41]
    “Your job is to build relationships. Your job is to build trust, to model trust. Your job is to build a culture where it’s safe to tell the truth, where it’s safe to make mistakes, where it’s safe to admit your fears and your insecurities, where vulnerability is a strength, not a weakness. That’s a powerful culture.” [21:02]
    “I think the power is shifting from organizations to people. It’s the nimble agile leader who understands… the power is in the people.” [39:40]
     
    Key Takeaways:
    An effective leader does not have to be the smartest person in the room (in fact, they shouldn't be).
    Instead, they need to create the conditions in which others can safely and confidently come up with and share great ideas.
    Cultivating this type of environment and culture takes both confidence and humility.
     
    Links & Resources
    Follow Scott Miller on Linkedin
    On Leadership With Scott Miller
    Management Mess to Leadership Success
    Everyone Deserves a Great Manager
    How Will You Measure Your

    • 45 min
    Influencing Extraordinary Performance via Competencies and Role Clarity w/ Heidi Collins & Jennie Yang

    Influencing Extraordinary Performance via Competencies and Role Clarity w/ Heidi Collins & Jennie Yang

    Having ideals in your organization is one thing. However, putting these complex systems into practice is something else entirely. A modern dynamic business should constantly be pushing the limits about how it creates and executes systems and structures that elicit high-performance and high-engagement.
     
    In this episode:
    FInding motivation to build and support a company that provides amazing experiences for its people  The four most important ingredients of performance management Why it’s worth investing in performance management  Creating a place for love and joy at work  Creating behaviors that align with your organization’s values Where responsibility lies for performance  How 15five developed its own people and performance management systems  The steps to implementing systems of high performance  Products and tactics that any organization can use to build essential competencies  How managers help their people align competencies with values The key elements of effectively using performance metrics  
    About Jennie Yang and Heidi Collins
    Jennie Yang is a strategic and operational consulting leader with over 11 years of experience designing business strategies and driving organizational transformations for Fortune 500 companies, startups, and scale-ups. Currently, she is Director of Talent Transformation at 15Five and is also a leadership coach and facilitator who helps unlock the potential of individuals, teams, and organizations.
    Heidi Collins is VP of People Operations at 15Five. Her mission is to create more human-centric workplaces with an ecosystem that celebrates diverse perspectives and backgrounds, provides high levels of vulnerability, empathy, trust and personal responsibility, clarity of expectations and purpose, holistic structure and tools, and self-reflective leaders who embrace accountability.
     
    A New Approach to Encouraging Excellent Performance
    Today, we get into how 15Five is changing the way organizations approach performance management. This means putting people and performance management front and center. The chief ingredients of this can be boiled down to clear core values, an accountability structure, motivational systems, and continuing training and education. When this is thoughtfully done to build on previous building blocks, high engagement and performance will naturally follow.
    Since work is where we spend most of our time, it’s crucial that it becomes a joyous place. It should be a time that energizes us, not leaves us feeling drained. By helping your people discover and harness their unique potential, joy will naturally follow. This should be the ultimate goal of people management.
     
    Putting It All Into Place
    Even as a performance management company, it has been hard creating and implementing the standards of excellence for ourselves that we strive for. We have come to understand that there will be daily struggles and setbacks. However, all that can lead to greater achievements in the end. The company can make this happen by being there to give supportive feedback and encouragement without judgment. That’s why an integral part of what we do at 15Five is to train managers to deliver truth with kindness.
    Developing competencies that align with your organization’s mission will not only aid the company but its people too. Competencies can involve many things, from values to interpersonal relationships. Actually measuring these competencies and fostering their development is a large part of what we do.
     
    Quotes:
    “A lot of us spend more time in our work environment, with our colleagues,  working on projects at work, for the benefit of our companies, than we do in our personal lives with our families. Why not make it great? Why not make that an amazing experience?” 
    “We want to normalize the experience of love at work. Love should be part of work.” 
    “If you are the type of person who truly owns your role - you are an owner of your results - you wi

    • 1 hr 2 min
    Developing Team Leads at Automattic: An HR conversation with Lori McLeese

    Developing Team Leads at Automattic: An HR conversation with Lori McLeese

    Right now, much of the business world is racing to figure out how to do remote work. This likely wasn’t a change they anticipated. However, there are some companies that have already been doing it for years and have valuable lessons to teach.
     
    In this episode:
    What companies transitioning to remote work can learn from those that already do it [2:14] How the freedoms of remote work lead to more satisfaction [8:30] Addressing the needs and wants of employees who prefer a traditional office [14:10] How managers can take care of their remote team [16:15] How 2020 has changed the role of human resources [23:00] Ways to successfully blend remote and in-person work [31:20] The benefits of increased transparency [34:35]  
    About Lori McLeese
    Lori is Automattic’s Global Head of Human Resources. She and her team focus on making Automattic the best place Automatticians have ever worked. One aspect of this is building community in a distributed environment. She joined Automattic in 2010, when there were about 50 Automatticians worldwide, and is grateful to have learned so much in the ten years and 1,200 hires since. She lives in the mountains of Asheville, NC.
     
    Taking Advantage of a Remote Model
    Although it may not be everyone’s preferred model, there are many benefits to a remote workforce. One that Lori is quick to point out is the ability to collaborate with talent from around the world. In fact, by giving people the choice to live where they want while still working for your company, a culture of appreciation develops. Overall, when you grant people the trust to work in the environment of their choosing, creativity and personal-responsibility will naturally increase.
     
    New Paradigms and Responsibilities
    This year has presented countless challenges. Even though her company was already fully-remote, people are facing all sorts of hurdles to surmount. One positive is that more companies are starting to realize that they play a role in caring for the mental and emotional wellbeing of their people. This comes in many forms, such as including more mental health services in benefits packages and tweaking community-building rituals. Taking these and other actions will maintain the support and camaraderie that is the lifeblood of any functioning organization.
     
    Quotes:
    “We don’t view [team leads] as a promotion. We view it as a developmental opportunity.” [17:08]
    “When you get to be a large organization, it’s nice to have a small cohort that are really your people.” [22:24]
    “When you have 1,300 people, there’s not a one-size-fits-all. What works for one person isn’t going to be appreciated by others. But we’re still trying.” [24:44]
     
    Links & Resources
    Automattic
    Find 15Five online
    Follow 15Five on Facebook | Twitter | Linkedin
     
    Podcast production & marketing support by the team at Counterweight Creative

    • 43 min

Customer Reviews

5.0 out of 5
3 Ratings

3 Ratings

T3chB0i ,

Great listen wish I could give it more stars

Some great advice and interesting topics. Leaning on real world situations. Looking forward to the next episodes to come.

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