69 episodes

The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures.
These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures.
Hosted by Ivan Palomino.

Growth Hacking Culture Ivan Palomino

    • Education
    • 5.0 • 22 Ratings

The Growth Hacking Culture Podcast is a series of insightful interviews with prominent experts on mindsets, skills and mental resources to grow individually, lead motivated teams and create human-centric work cultures.
These episodes are about thought provoking ideas to scale up and growth hack human-centric and performing work cultures.
Hosted by Ivan Palomino.

    Miriam Meima on Scaling Up Culture - What CEOs can Learn from Startups

    Miriam Meima on Scaling Up Culture - What CEOs can Learn from Startups

    Founding a company and see it grow should make any founder happy - Unfortunately the reality is different - founders are often worried about their people, they even become nostalgic of the early days of shared pizza with the founding team. Scaling up a company is complex and it is essential to keep the DNA of any company [the essence of belonging in the workplace].
    Founders make mistakes and are also a continuous source of experimentation - my guest today - Miriam Meima has built an extraordinary career being the coach of CEOs of some of the biggest tech Startups in the world. In this episode we talk about Scaling Up Work Culture & What CEOs can Learn from Startups
    About Miriam Meima
    Miriam is well known for her success with cultural change (specially helping startups) and often shares her wisdom on the topic of “How to Preserve your Culture While You Scale.”
    She is the mega-coach of some startup stars - Miriam has coached founders/executives and supported leadership development strategies at Slack, Twitter, LinkedIn, Hims & Hers, Glassdoor, Glossier and +100s other start-ups of all sizes across industries and regions.
    She is also a Fellow at the Harvard Institute of Coaching and the co-founder of 2 Million Leaders Project and Managing Partner at Evolution (Silicon Valley's premier coaching, consulting, and investment firm).
    Reach Miriam at https://www.leaderswhosmile.com/ or https://www.2mleaders.com/ 
     
    What we discussed in this episode of Growth Hacking Culture on Scaling Up Culture:
    The type of atmosphere that companies have going from a couple of co-founders to Series B-C
    What are the major things that CEO’s of startups forget or simply do not know about work culture while scaling up?
    Lets get back to the real world - most companies are not startups - some are traditional but aim to learn from these fancy tech startups - what are the things that corporation can reuse from startups in terms of culture when they want to transform?
    Do you have your own definition of Culture?
    One of the major elements that you recommend to have awesome work culture is to have a superhero level self-awareness - What does it mean and how do you develop this at scale?
    What are your top 3 tips for CEO’s to scale a new and healthier cultures?
     
    ###
    This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
    This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
     
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    The tribe of founders and CEO's working on creating human centric work cultures is growing - You too can join 🔴 The The Simply Human Pledge  
     

    • 40 min
    Eric M. Bailey on How to Handle a Toxic Manager

    Eric M. Bailey on How to Handle a Toxic Manager

    One in two employees have left a job to get away from a toxic manager and improve their overall life at some point in their career, according to the Gallup's State of the American Manager report. We are really living times of change where everything is on the table to make the workplace better for employees. In this episode of Growth Hacking Culture, I really want to understand how to handle a toxic manager and what is the root cause of displaying toxic behaviors at work.
    About Eric M. Bailey
    Eric M. Bailey is the bestselling author of The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior and President of the Bailey Strategic Innovation Group, one of the fastest-growing human communication consulting firms in the United States.
    Eric is the creator of the Principles of Human Understanding™, a leadership and communication methodology based in brain science and psychology.
    Eric works with Google Inc, the US Air Force, Los Angeles County, Phoenix Police Department and many more. He has a Master’s degree in Leadership and Organizational Development from Saint Louis University and is a lifetime learner of human and organizational behavior.
    What we discussed in this episode of Growth Hacking Culture:
    During COVID there was moments of panic in many organizations as managers couldn't cope with the need of agility, managing remote teams and empathy required in times of change. From a psychological perspective why managers “suck at” adapting to change?
    When talking about Toxic Work Cultures, is it fair to put all of the fault in the poor “overloaded managers” or should we look bigger - to the senior management team that allows the spread of toxic behaviors?
    In your bestseller book The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior at Work - you describe the Principles of Human Understanding as a toolbox to understand behaviors, decisions and motivations - what are the principles that explain the most frequent toxic behaviors in managers
    What would you recommend to the people experiencing a toxic manager?
    How would you explain to a CEO that despite good performance a manager with toxic behaviors is harming the future of the company
    You have years of experience advising CEOs - Do you have some good stories on their misunderstandings of human psychology related to their employees
    Is it true that the more senior we are in an organization the less we are aware of the employee realities ?
    Where to find Eric M. Bailey online: 
    Website: https://ericmbailey.com/
    His book:  The Cure for Stupidity - Using Brain Science to Explain Irrational Behavior at Work https://baileyinnovationgroup.com/thecureforstupidity
    YouTube Channel: https://www.youtube.com/@eric_m_bailey 

     
    ###
    This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
    This episode is brought to you by PeopleKult - the next generation work culture powered by brain and data science.
     

    • 53 min
    Dr. Beth Banks Cohn on Building a Work Culture that is Ready for Change

    Dr. Beth Banks Cohn on Building a Work Culture that is Ready for Change

    Change in organizations has a price - the natural resistance of humans to change. In this episode of Growth Hacking Culture - I discuss with Dr. Beth Banks Cohn how to overcome the forces of resistance to transformation and how to prepare an organization to be ready for change. 
    About Dr. Beth Banks Cohn
    Beth Banks Cohn is regarded by many as the authority on culture, leadership and change - Beth holds a PhD in Human and Organizational Systems from the Fielding Graduate University. She is the author of the book: ChangeSmart: Implementing Change Without Lowering Your Bottom Line.
    She is the founder and president of ADRA Change Architects a business transformation firm decoding the Human Element of High Stakes Decisions.
    ADRA Change Architects http://www.adrachangearchitects.com/ 
    Beth Banks LinkedIn https://www.linkedin.com/in/beth-banks-cohn-phd/ 
    What we discussed in this episode of Growth Hacking Culture:
    What are the most common mistakes organization when they embark in transformation?
    Getting the buy-in for change in organizations is often the part with the biggest friction - How do we get around to nudge people?
    Organizational change means having to deal with the psychological resources of individuals to overcome fear, stress… This is often disregarded in traditional change management models. How can we integrate the psychological factor to be more effective in an organizational transformation
    You have developed a model for change called ChangeSmart - What was missing in other models and how relevant is it in today’s world?
    Most leadership development programs prepare people to manage business and less to drive and inspire people during times of change - what does a good leadership program should include?
    How can corporates develop work cultures that embrace change?
     
    ###
    This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
     
    The Simply Human Pledge

    2023 will be the best year for corporates that have committed to values of being people first, collective and inclusive. That's why I will continue advocating and sharing stories of companies living by these values. I am working on making companies commit to human centric cultures.
    Want to join? https://bit.ly/SimplyHumanPledge

     

    • 52 min
    Priszcilla Várnagy on Disruptive Ways to Train People to Shape Great Work Cultures

    Priszcilla Várnagy on Disruptive Ways to Train People to Shape Great Work Cultures

    Many organizations have embarked in reshaping their work culture - sadly the biggest challenge is on the way people can learn (and practice) the actual behaviors behind the new purpose and values. Indeed, this needs practice not slides! 
    My guest Priszcilla Várnagy is well known for her disruptive PUNK Attitude towards learning and it looks like this is the right time to rethink how people learns.
    About Priszcilla Várnagy:
    Priszcilla is the founder and CEO of Be-novative [Design Thinking Management Platform] and Superflow [the next-generation training platform supporting high-performing teams, coaches and creators].
    Pris is recognized by Forbes 30under30, and the winner of several competitions (SingularityU's first Global Impact Competition in the CEE region, The Next Web's Innovation Challenge, TechMatch Europe Silicon Valley, Morgan Stanley CTO Summits).
    You can reach out Pris here https://www.linkedin.com/in/priszcilla/ 
    Want to try SuperFlow? Ivan Palomino has designed its own "Flow" - The personal growth canvas aligns (📝 All in 1 page)⭐ Values⭐ Passions⭐ Impact⭐ Purpose⭐ Commitments for learning, actions and risk taking⭐ What you plan to let go to achieve your Goals
    Try it here https://app.superflow.team/flow/my-personal-growth 
    What I discussed with Priszcilla Várnagy:
    The top challenges that organizations have to scale up great work cultures
    What is a great work culture - from the psychology point of view
    Today 90% of corporates are operating with 2 options to upskill people - traditional delivery (couple of hours of face to face training) or through elearnings - what results should corporates expect?
    Organizations have become more aware of the need for human centric cultures - what options do organizations have to train their people?
    What does science tell us about how the brain learns
    The expectations on agility in business is not inline with the need of scalable upskilling at work - business says: too long, too expensive, not practical, not available when needed…. if you had a magic wand … what would you do?
    What would you say to someone who is scared of changing the current paradigm on training? 
    ###
    This episode is hosted by Ivan Palomino - He is a Learning Strategist and Behavioral Designer. He helps organizations build human-centric work cultures.
    He is the co-author of the book: The Rough Guide to Awesome Leadership - A brain friendly approach to take action and be an inspiring leader. Learn more at https://www.ivanpalomino.net/books 
     
     

    • 56 min
    Claire Boscq on How Great Work Cultures can make Great Customer Experiences

    Claire Boscq on How Great Work Cultures can make Great Customer Experiences

    The way organizations treat their people reflects on their customers - a work culture that is driven by the level of happiness of employees boosts the bottom line of any company.
    In the book Delivering Happiness: A Path to Profits, Passion and Purpose, Tony Hsie describes how Zappos defined their culture:
    Make customer service the responsibility of the entire company-not just a department
    Focus on company culture as the #1 priority
    Apply research from the science of happiness to running a business
    Help employees grow-both personally and professionally
    Seek to change the world
    Pay new employees to leave their company if the employee felt - there wasn't a fit
    Oh, and make money too . . .
    It sounds crazy? right? 
    I found a great believer in these principles to be my guest: Claire Boscq
    About Claire Boscq
    Claire is an international Award Winning Customer Experience Expert, The BizShui Creator, Keynote Speaker & Consultant Awarded No 3 Top Global Customer Service Guru with three decades of expertise. Claire is an authority in the Customer Experience Industry. Author of 4 books; with a No 1 Amazon Best Seller in 2020.
    And the great news is that she just moved from her beautiful island of Jersey! to Dubai 🎉
    Claire's website: https://claireboscq.com/ 
    Her latest book: BizShui, 9 Keys to Feng Shui your Business for Success: Enhance Customer Experience, Optimize Employee Productivity, Increase your Profitability
    https://www.amazon.com/BizShui-Keys-Feng-Business-Success-ebook/dp/B09QFNGJQY 
     
    What we discussed with Claire Boscq:
    How do you define what is a Service oriented Culture?
    Can toxic work cultures still have great Customer Experience?
    What are the major misconceptions regarding Customer Experience (CX)? What are the non-negotiables in CX?
    Who should be accountable in the organization to define how and what should be in the bucket list of CX?
    How do we make sure that departments that are not directly involved in CX feel part of the objective: Customer Experience or Customer Happiness?
    What are companies doing right or wrong on Customer Experience? 
    What actions that could be implemented tomorrow can you suggest for corporates to align their business culture to more customer centric
     
    #######
    Are you wondering how to create great work culture by being a great leader - Read our book  👇
    The rough guide to awesome leadership: A brain friendly approach to take action and be an inspiring leader
    It is just launched in Amazon https://www.amazon.com/rough-guide-awesome-leadership-inspiring-ebook/dp/B0BNLMM779 
     

    • 42 min
    Angela Stopper on Boosting Performance, Growth and Happiness at Work

    Angela Stopper on Boosting Performance, Growth and Happiness at Work

    About Performance and Happiness
    One of the first articles correlating performance and happiness was published in 2003 showing that these two concepts are closely related. They are part of an effective performance-management system; connecting a culture that supports positive impact on people: performance and overall happiness.
    Studies show that individuals who are happy and effective performers share similar characteristics. They:
    Have a clear direction and find that direction motivating
    Talk and act in ways that promote performance and happiness for all
    Are significantly engaged in their work, finding meaning and purpose in their work, and have more positive experiences than negative experiences
    Are optimistic, look into the future, and are happy about their workplace.
    That’s where I want to dig more and understand new ways to Boost performance, growth and happiness at work. My guest - Angela Stopper - is known for her innovative views on education.
    About Angela Stopper
    Dr. Angela Stopper is the Chief Learning Officer at the University of California, Berkeley. In addition to her work at UC Berkeley, Dr. Stopper is a faculty member with Penn State World Campus . She holds a M.S. in Workforce Education and Development, and a Ph.D. in Workforce Education and Development.
    Connect with Angela at https://www.linkedin.com/in/angela-stopper-ph-d-a75b0710/ 
    What we discussed with Angela Stopper:
    Post-covid many organizations have increased there investment in people’s development - what changes have you observed on their areas of focus in Learning & Development
    Has the role of L&D changed since covid? Should we expect more changes?
    What are the most recurrent limiting beliefs that L&D / HR have concerning people’s development
    What are the strategies that work to drive performance, growth and happiness at work
    One of the challenges for organizations is on scaling up coaching. It cost a lot and sometimes it takes time to see results - what are their options?
    Is ‘coaching culture’ a myth and can it a reality? How?
    The traditional model of assessing performance might be the bottleneck to create intrinsic motivation and engaged workplaces. What alternatives should organizations consider?
    This episode is hosted by Ivan Palomino - expert on Behavioral Sciences applied to Culture Transformation and Learning.
    🌟 Want to join a pledge to promote human centric values at work? Read more about the Simply Human Pledge here https://bit.ly/SimplyHumanPledge 

    • 48 min

Customer Reviews

5.0 out of 5
22 Ratings

22 Ratings

samuelbergeron ,

Wonderful insightful

Listened to one episode and I am hooked!

amymoe@ ,

Excellent

So glad you recovered! love this

ritabonnett ,

This is a good podcast

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