The Office Chronicles Kursty Groves

What’s a better life? What’s a better office? Those two questions are inherently connected. Your workspace’s biggest challenge is to stay relevant, and it’s impossible to do so without obsessively making being in the physical workspace an incredible life experience. This is IKEA’s workspace development philosophy and in this episode, Momo Pavlovic shares how IKEA brings it to life through an infinitely iterative process. 
Developing an incredible workspace is work that is never finished. Tune in to discover how IKEA does it. 

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What we discussed
(00:24) Developing Ikea workspaces
(08:12) How the pandemic changed workspace planning 
(13:09) Workspaces vs. team behaviour: what’s the connection?
(16:39) Infinitely changing IKEA workspaces  
(18:04) Feeling forced to be in the office (BIG MISTAKE) 
(23:31)Creating a destination office  
(31:04) IKEA’s 3-part workspace plan 
(33:17) “Why do I have to go in 4x/week, when they come in 2x/week?”
(41:55) Momo’s question to you (about meetings)
3 things you can learn from how IKEA manages its workspaces: 
Ask the question “how do we make this a great experience?” rather than “how do we get more people in the office?”Prepare your workspace to support the new behaviours you want your team to embody. But, before you can do that you must concretely understand what the new behaviors you need really are. It’s important for team members to not feel like they’re forced to be in the office. How many days people spend in the physical office should be a team mandate, not a rule enforced by executives. Links 
Momo Pavlovic is the Workplace Support Leader at Ingka Services which is the force behind IKEA’s holistic and in-demand workspaces. 
Connect with Momo Pavlovic: LinkedIn 
Connect with Kursty Groves: LinkedIn | Twitter | Ask a question or pitch an idea: kursty@shapeworklife.com 
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What’s it like to design, build and operationalize a Workplace project during 2020 a Netflix office? What’s the workplace culture like? How does Netflix stay genuine?  Nasreen Potter from Netflix tells all about what it’s like to work there. 
She shares the Netflix workplace philosophy, how they justify their office space investments, how they engage employees with relevant communication and the secrets behind their vibrant work environment. 
Nasreen Potter is a Workplace Director at Netflix. Previously she was Workplace Director at LinkedIn and Regional Workplace Lead at Microsoft. 
“There isn't a limitless bucket of money available to everybody, especially in our line of work. And we need to be really fussy figuring out what is going to help move us forward and then fixing it.”
“If the space isn't working for the purpose that it was intended, right, then you are wasting your money anyway.”

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What we discussed 
(00:24) Diversity, equity, and inclusion at Netflix
(03:13) Pale, male, and stale: “this is not my tribe”
(07:40) How workplace feedback at LinkedIn is different
(09:39) Netflix workplace philosophy
(12:39) Netflix’s pandemic project
(18:24) Authentic DEI vs. faking it
(22:08)How to lead inclusively
(24:14) Tick box communication
(28:30) Why we need farewell parties
(29:35) First days back at Netflix
(32:32) What if we can’t afford to fix the office space? (solved)
(34:05) Secret behind Netflix’s buzzing office
(40:12) Measuring space usage
(41:15) Who does the Netflix CREWS team hire?

3 things to remember: 
Diversity and inclusion is not just a tickbox - thinking of ways that it permeates throughout every touchpoint and process is key to authentically living and valuing DE&I.If your office space isn’t serving the purpose it is meant to serve and you are not working on fixing it for financial reasons, then you might be losing more money waiting to fix it. To have a buzzing workspace you first have to have a culture that allows and encourages a buzzing workspace. Links 
Connect with Nasreen Potter: LinkedIn
Connect with Kursty Groves: LinkedIn | Twitter | Ask a question or pitch an idea: kursty@shapeworklife.com 

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Support the showFollow The Office Chronicles Linkedin page for more information, to share an idea for an episode or start a conversation around any f the topics covered in the show.

What if you could have a ‘destination office’ rather than a bland office that people dread coming into? 
How do you create spaces at work that energize people? 
How do you make people look forward to their days in the office? 
It’s not just hitting KPIs that creates value at work. Connection, community, and collaboration create immeasurable value. Tom Kegode and Kursty discuss how to use office spaces to grow social capital and why social capital is a necessary form of productivity.

Tom Kegode is the Work:Lab Lead at Lloyd’s Banking Group where he is creating new imaginations and realities of work. He’s had a 13-year career at Lloyd’s so far.

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What we discussed:
(00:22) How did work at Lloyd Bank change over the years?
(09:09) Collaboration spaces are NOT enough 
(15:10) What’s hard to replicate virtually? 
(17:29) Transactional work vs. joyful work
(23:11) Having a floor dedicated to testing workspace configurations 
(30:33) Building critical mass for rich work experiences 
(33:32) The new way to feel belonging at work 
(41:11) Getting in touch with Tom Kegode 
4 things to remember: 
Collaboration is the byproduct of connection and community. Collaboration can happen anywhere as long as you have community and connection.  Productivity isn’t just progressing on your KPI, forming social connections and increasing your social capital are their own forms of productivity. When work gets reduced to a transactional task, rather than a joyful and energetic experience it becomes easy to quit. It’s really important for everyone to feel like they’re part of something when they enter their office building. There has to be something meaningful and fulfilling they’re getting by being present there at the office. Links 
Connect with Tom Kegode: LinkedIn
Connect with Kursty Groves: LinkedIn | Twitter | Ask a question or pitch an idea: kursty@shapeworklife.com 

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Support the showFollow The Office Chronicles Linkedin page for more information, to share an idea for an episode or start a conversation around any f the topics covered in the show.

Resilience - why doesn’t it work? Most people get resilience wrong. 

In this episode, we’ll reframe what resilience really is and how to tap into it for yourself and your organization. Bruce Daisley and Kursty discuss the 3 pillars of resilience that people don’t usually take into account, the connection between childhood trauma and resilience, how your sense of identity can predict your well-being, and why many resilience training programs are ineffective.
Bruce Daisley is the author of Fortitude. He is a writer and podcaster. Previously, he was a VP at Twitter amongst other roles.
“What you find is that the more coherent someone's identity is, the story they tell themselves about themselves, the more able they are to carry themselves in the world.” - Bruce Daisley 

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Timestamps
(00:22) Episode Overview: Who is Bruce Daisley?
(02:49) How to always be writing 
(05:07) Why resilience training programs don’t work 
(10:06) Do you have to go through great pain to have great success?
(14:48) How bad was your childhood trauma?
(20:56) 3 pillars of resilience and fortitude 
(25:25) Building resilient organizations 
(30:49) Individual identity vs. collective identity 
(38:35)  What is Bruce Daisley working on now?
3 Key Takeaways: 
There is a correlation between adverse childhood experiences and super achievement. This doesn’t mean you have to go through great pain to achieve great success. Your experiences don’t necessarily predetermine your life outcomes but some experiences may put you at greater risk of negative outcomes than others. Identity is a key pillar of fortitude. The stronger your sense of identity, the more likely you are to have higher well-being.  Identity is how other people get access to us, it is how we belong to collective groups. Identity and community are two parts of the same piece. There are 3 pillars of fortitude: control, identity, and communityLinks 
Grab a copy of Fortitude: https://www.findfortitude.net/ 
Eat, Sleep, Work, Repeat Podcast: https://eatsleepworkrepeat.com/ 
Connect with Bruce Daisley: https://www.linkedin.com/in/brucedaisley/ 
Adverse Childhood Experience quiz: https://developingchild.harvard.edu/media-coverage/take-the-ace-quiz-and-learn-what-it-does-and-doesnt-mean 
Connect with Kursty Groves: LinkedIn | Twitter | Ask a question or pitch an idea: kursty@shapeworklife.com 

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Support the showFollow The Office Chronicles Linkedin page for more information, to share an idea for an episode or start a conversation around any f the topics covered in the show.

How Does Your Office Space Manifest Your Culture? With David McKay
How do spaces change the way we talk to each other? The way we feel about work? And the way we behave at work? David McKay from Innocent Drinks joins Kursty to discuss how their spaces manifest their company culture. They explore how spaces can bring people in, why they invested in a sustainable factory that’s filled with plants, how they experimented space configurations that work best for their teams, and why you’d want to be copyable. 
David Mckay is the Head of Culture and Workspace at Innocent Drinks. Innocent Drinks is a B-Corp-certified company. They started the first carbon-neutral drinks factory. 

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Timestamps
[00:29] Episode Overview: Who is David Mckay? 
[03:59] How spaces express company culture
[09:56] What if any member of the public could visit your facilities?
[12:42]  Why limiting choices at work is effective (and other lessons from Covid-19)
[20:53] Experimenting with different space configurations
[28:06] What’s the point of the office?
[35:06] The blender: the first carbon neutral drinks factory 
3 Key Takeaways: 
It’s human nature to want to slip back to what’s comfortable. Within this context, it can be helpful to take away choices from people or limit choices. To make it evident that you are listening to your teams, you have to be flexible with making changes. This is especially the case when you’re experimenting with new things and introducing new ideas that are meant to be tested and evaluated together. You do not necessarily need a prescribed purpose for what offices are for. It can be that you allow each team member to develop their own perspective and purpose for the role the office plays in their lives. Links 
Connect with David McKay: https://www.linkedin.com/in/david-mckay-8579aa75 
Innocent Drinks: https://www.innocentdrinks.co.uk/ 
B-Corp Certification: https://www.bcorporation.net/en-us/find-a-b-corp/company/innocent-drinks 
Connect with Kursty Groves: LinkedIn | Twitter | Ask a question or pitch an idea: kursty@shapeworklife.com 

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Support the showFollow The Office Chronicles Linkedin page for more information, to share an idea for an episode or start a conversation around any f the topics covered in the show.

Solving hybrid work challenges requires us to talk less about desks and more about how we work. Emma Morley and Kursty discuss what it’s like to solve hybrid work, all the things that get in the way, and how to be more intentional in solving for it. Different stakeholders around the office often have conflicting and ever-changing requirements for what the office should be like and what it should be for. Tune in for insights about how to decide what problems are worth figuring out and what problems are unnecessary distractions. 

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Timestamps
[00:29] Episode Overview: Who is Emma Morley? 
[03:15] Should you give your employees what they ask for? 
[10:17] Is it possible to future-proof office spaces?
[13:02] Does balance really exist? 
[16:34]  Working in silos vs. working together to design office space 
[23:28] Designing for Monday morning meetings vs. designing for energy
[27:40] What’s missing from online conferences?
[32:01] What remote work problems should we solve? (and which are not worth it)
3 Key Takeaways: 
Sometimes, when companies attempt to have adult-adult relationships with their employees and try to be employee-centric, things start becoming rather individualistic. People start making demands that pertain to them without considering the larger group's needs. There isn’t a perfect static balance. Balance is always moving and shifting. It is dynamic. If things feel balanced, you must also keep in mind that it might not stay that way long. Conferences are re-energizing. They remind everyone of their purpose and renew their commitment to the company and its mission.  But, it’s not the same in virtual conferences. It is hard to replicate the energetic experience of face-to-face conferences. It’s critical not to compromise such high-value face-to-face interactions. Links 
Connect with Emma Morley: https://www.linkedin.com/in/emma-morley-b9664b21/ 
Trifle* Creative: https://www.triflecreative.com/ 
Connect with Kursty Groves: LinkedIn | Twitter | Ask a question or pitch an idea: kursty@shapeworklife.com 


Support the show



Support the showFollow The Office Chronicles Linkedin page for more information, to share an idea for an episode or start a conversation around any f the topics covered in the show.