This video explores what truly motivates great leaders beyond traditional external rewards like paychecks and titles. It argues that the most inspiring leaders are driven by intrinsic factors—purpose, mastery, autonomy, and relationships—rather than bonuses or recognition. These internal motivators fuel a deep commitment to their work, fostering innovation, loyalty, and lasting impact. The video contrasts two types of organizational cultures: transactional, based on external rewards and compliance, and transformational, based on shared purpose and intrinsic motivation. While the former yields short-term results, the latter builds sustainable success and fulfillment. It highlights how leading companies such as Salesforce, Dropbox, and SAP cultivate environments that nurture these intrinsic drivers by aligning work with purpose, encouraging continuous learning, granting autonomy, and fostering strong connections. Ultimately, the video emphasizes that motivation cannot be bought or forced but must be cultivated by creating an environment where leaders feel trusted, inspired, and empowered. Organizations should shift their focus from trying to motivate leaders directly to designing conditions that allow motivation to flourish from within, leading to committed, fulfilled leaders who drive lasting success. Highlights 🔥 Great leaders are fueled by intrinsic motivation, not just external rewards. 🎯 Purpose drives leaders to see their work as meaningful and mission-driven. 📚 Mastery encourages continuous learning and growth, vital for leadership passion. 🕊️ Autonomy empowers leaders by giving them freedom and trust to own their work. 🤝 Strong relationships and belonging energize and sustain leadership commitment. 🏢 Companies like Salesforce and Dropbox succeed by embedding intrinsic motivation in their culture. 🌱 Motivation must be nurtured through trust, connection, and challenging growth opportunities—not bought. Key Insights 🔥 Intrinsic Motivation as the Core Driver: The video stresses that true leadership energy springs from within, from a deep-seated purpose rather than superficial incentives like bonuses or titles. This internal fire sustains leaders through setbacks and fuels long-term dedication, highlighting the importance of aligning work with personal and organizational values. 🎯 Purpose as the ‘Why’: Purpose is identified as the foundational element of motivation, giving leaders a reason beyond tasks to engage deeply. This sense of contributing to something bigger than oneself transforms leadership from a job into a mission. 📚 Mastery Drives Growth and Passion: The desire to improve skills, learn new things, and overcome challenges keeps leaders passionate and motivated. The video emphasizes the need for organizations to provide continuous learning opportunities and support for development, illustrating that mastery is not just about climbing a career ladder but about expanding capabilities in multiple directions. 🕊️ Autonomy Fuels Ownership and Creativity: Allowing leaders freedom to make decisions and own their work is crucial. Micromanagement stifles motivation, whereas trust opens the door to creativity and personal investment. 🤝 Relationships and Belonging Enhance Energy: Humans are inherently social, and strong interpersonal bonds within teams provide emotional support and a sense of belonging that energizes leaders. 🏢 Culture Shapes Motivation: The examples of Salesforce, Dropbox, and SAP illustrate how leading organizations design their cultures to nurture intrinsic motivation. These companies embed purpose into everyday work, promote continuous growth, grant autonomy, and cultivate relationships, focusing on empowerment rather than control. 🌱 Shifting from Motivation to Creating Conditions for Motivation: Instead of trying to directly motivate leaders, organizations should focus on creating conditions that allow intrinsic motivation to emerge naturally. This involves trusting leaders, connecting their work to a meaningful mission, investing in their growth, and fostering community.\ OUTLINE: 00:00:00 - What Truly Drives a Leader? 00:01:12 - Rewards vs. Reasons 00:02:25 - The Intrinsic Motivators That Matter 00:03:17 - How Great Companies Ignite Passion 00:04:26 - Building a Culture of Motivated Leaders

Abstract: This article presents a people-centered framework for leading sustainable organizational change, arguing that while strategic plans may initiate change, successful transformation ultimately depends on addressing the human dimensions of change by drawing on literature from scholars like Kotter and Bridges discussing how change impacts individuals psychologically and the importance of guiding people through transitional phases. It outlines a five-phase model developed from their professional experience consulting with organizations undergoing change including Assess and Prepare, Align and Inform, Empower and Engage, Guide and Support, and Revise and Refine, demonstrated through case studies from a technology startup and municipal government applying this framework to drive culture change and service delivery innovation, and how key aspects that enabled sustainable results included participatory visioning, cross-functional collaboration, compassionate coaching, and iterative refinement. This people-first approach helps overcome resistance by empowering stakeholders and supporting them through psychological transitions while sustaining momentum long-term demands persistent human-centric leadership and viewing change as a continuous journey.

This video explores the profound transformation in the workplace, emphasizing the shift to a hybrid work model that combines physical and digital environments. This new reality demands a reimagined approach to onboarding and team integration, as traditional methods of building culture and connection—like casual office interactions—are less feasible. The video highlights the critical importance of the onboarding experience, especially in a hybrid setting, where first impressions and early days shape an employee’s long-term engagement and success. Onboarding must be intentional, inclusive, and well-structured to combat feelings of isolation and confusion that remote or hybrid new hires often face. Highlights 🌍 The shift to a hybrid work model requires new strategies for culture and connection. 🤝 Onboarding is now a critical, intentional process that starts before day one. 📦 Thoughtful welcome packs and pre-start interactions create early engagement. 📚 Digital resources empower independent learning and ease navigation. 🎥 Video calls and virtual social platforms foster ongoing connection and empathy. 🎉 Blending digital and in-person experiences strengthens relationships and trust. 🌱 Strong onboarding leads to higher employee retention, productivity, and culture building. Key Insights 🌐 Hybrid Work Demands New Cultural Practices: Traditional workplace culture relied heavily on spontaneous, in-person interactions—water cooler chats, shared lunches, casual meetings—that are no longer guaranteed in hybrid settings. This shift mandates deliberate efforts to create community and connection, ensuring that employees feel valued regardless of their physical location. Organizations that fail to adapt risk losing talent and weakening their culture. The future workforce will be united more by shared purpose than by physical proximity. 🚀 Onboarding Sets the Tone for Employee Success: The first few days of a new job are pivotal. They influence how new hires perceive the company, their role, and their colleagues. In hybrid and remote setups, the onboarding experience must be more thoughtfully designed to prevent feelings of isolation and confusion. A strong onboarding process signals care and inclusion, which builds trust and helps employees integrate more smoothly, ultimately leading to higher engagement and performance. 📦 Pre-Start Engagement Creates Connection and Excitement: Sending welcome packs with branded items, handwritten notes, and necessary equipment before the official start date sends a powerful message of belonging. Coupling this with pre-start video calls with managers or teammates helps reduce first-day anxieties and establishes personal connections early. This proactive approach transforms what could be a daunting experience into one of excitement and inclusion. 💡 Digital Resources Empower Independent Learning: Providing new hires with ready access to digital handbooks, organizational charts, and essential guides encourages autonomy. This not only helps them navigate the company more confidently but also fosters a sense of trust and responsibility for their own onboarding journey. Empowerment through accessible information is crucial in a hybrid environment where immediate in-person guidance may not always be available. 🎥 Video Calls Are the Virtual Campfires of Team Culture: Regular video meetings with cameras on help replicate the nuances of face-to-face communication, such as facial expressions and body language. These interactions deepen empathy and connection among team members, bridging the physical gap. Treating video calls as spaces for genuine human interaction—not just task updates—strengthens relationships and builds trust. 🎉 Blending Digital and Physical Experiences Builds Stronger Bonds: Hybrid onboarding is most effective when it combines virtual and in-person elements. Casual office gatherings, group lunches, workshops, and buddy systems complement digital interactions and create opportunities for deeper, more meaningful relationships. This blend leverages the flexibility of remote work while maintaining the irreplaceable value of human contact. 🌟 Onboarding Reflects Organizational Values and Drives Long-Term Success: The onboarding process is a mirror of a company’s culture and priorities. Thoughtful, human-centric onboarding signals that an organization cares about its people, fostering loyalty and commitment. Conversely, poor onboarding can lead to disengagement and turnover. In the evolving hybrid world, investing in comprehensive onboarding is not optional but essential for nurturing culture, retaining talent, and building resilient organizations. #HybridWork #EmployeeOnboarding #HRBestPractices #RemoteWork #WorkplaceCulture OUTLINE: 00:00:00 - The Shifting Landscape of Our Working World 00:00:40 - The Crucial First Welcome in a Hybrid Habitat 00:02:49 - Crafting the Digital Welcome Mat 00:04:38 - Weaving a Tapestry of Connection 00:06:45 - The Fruits of a Thoughtful Welcome

Abstract: This article explores alternative leadership models needed to guide organizations in today’s complex, dynamic environments. Outdated "command and control" styles are failing modern leaders and extensive research into cutting-edge approaches and insights from visionary practitioners are redefining 21st century leadership, arguing that traditional hierarchical, top-down leadership is ill-suited for organizations operating in complex and rapidly changing contexts where distributed workforces and rapid change are the norm, and instead truly great leaders foster self-organized, collaborative cultures that cultivate an organization's collective intelligence by sharing influence, empowering diverse stakeholders through transparency and autonomy, and focusing on continuous learning through experimentation and feedback, as well as cultivating networked connections laterally rather than rigid silos and treating people as partners unified by shared purpose to strengthen resilience and agility. Finally, the article provides recommendations for empowering cross-functional teams and distributing leadership to fully leverage an organization's talents amid uncertainty.

Favoritism in organizations often occurs unintentionally, driven by unconscious biases where leaders naturally gravitate toward individuals who remind them of themselves or share similar traits. This preference creates a comfort zone, leading to closer relationships, exclusive opportunities, and more resources for favored employees. This dynamic fosters a self-reinforcing cycle where favored individuals grow and succeed, while others are sidelined, overlooked, and excluded. Although favoritism may appear to build a strong team on the surface, it actually undermines trust, fuels resentment, and stifles innovation by neglecting the broader talent pool and diverse perspectives. Fairness, deeply ingrained in human nature, is essential for psychological safety, collaboration, and high performance. When favoritism becomes evident, it triggers a threat response that shifts team members from collaboration to self-preservation, reducing openness, idea-sharing, and collective engagement. Leaders who play favorites inadvertently create divisions, inner circles, and cliques that fracture teams, limit information flow, and foster competition rather than cooperation. This environment leads to disengagement, reduced motivation, loss of talent, and ultimately, organizational dysfunction. To counteract favoritism, leaders must intentionally cultivate fairness through transparent standards, equitable distribution of opportunities and recognition, and fostering psychological safety. Fairness requires ongoing self-reflection, accountability, and a commitment to valuing every team member. When fairness is prioritized, teams become united, resilient, and positioned for long-term success. Highlights 🤝 Favoritism often occurs unconsciously, driven by familiarity and shared traits between leaders and favored employees. 🔄 Favoritism creates a self-reinforcing cycle where favored individuals receive more growth opportunities and validation. ⚠️ Favoritism erodes trust, fosters resentment, and stifles innovation by excluding diverse perspectives. 🧠 Fairness is a fundamental human need essential for psychological safety, collaboration, and creativity. 🚨 When favoritism is perceived, it triggers a threat response, leading to disengagement and self-preservation behaviors. 🔒 Inner circles and cliques created by favoritism fracture teams and limit information flow, harming performance. 🌟 Leaders must commit to fairness daily through transparency, inclusivity, and fostering a psychologically safe environment. Key Insights 🤔 Unconscious Bias Drives Favoritism: Leaders often favor individuals who remind them of themselves or share similar communication styles. This unconscious bias forms because of an innate human preference for familiarity, which can quickly become a shortcut for trust and efficiency. 🔄 The Self-Fulfilling Prophecy of Favoritism: When leaders consistently choose the same individuals, those employees gain more developmental feedback, high-profile assignments, and access to influential networks. This consistent investment enhances their skills and performance, appearing to justify the leader’s initial choice. ⚠️ Favoritism Undermines Trust and Team Cohesion: While favoritism might seem to build a cohesive team, it actually fractures it by creating insiders and outsiders. This division breeds resentment, erodes trust, and suppresses open communication. 🧠 Fairness as a Biological and Psychological Necessity: Humans are wired to seek fairness; it forms the foundation of trust and collaborative behavior. When fairness is compromised, the brain triggers threat responses that shift focus from collective success to individual survival. 🔒 Inner Circles and Cliques Create Toxic Work Environments: Favoritism fosters exclusive groups that control access to information and influence decisions. These cliques create invisible barriers that divide the team, limit collaboration, and encourage political maneuvering. 💔 Favoritism Leads to Talent Drain and Declining Performance: When employees perceive unfairness, motivation drops, and high performers disengage or leave. This attrition leaves behind less engaged or politically savvy individuals, weakening the team’s overall capability and readiness for future challenges. 🌟 Intentional Fairness Is a Leadership Imperative: Combating favoritism requires deliberate actions by leaders to ensure fairness is embedded in everyday practices. This includes setting clear, transparent criteria for success and opportunities, distributing attention and recognition broadly, fostering psychological safety, and welcoming honest feedback. #Leadership #Favoritism #TeamDynamics #InclusiveLeadership #WorkplaceCulture #EmployeeEngagement #TeamMotivation OUTLINE: 00:00:00 - Why Leaders Play Favorites 00:02:38 - How Favoritism Rewires the Team Brain 00:04:26 - When Cliques Corrode Culture 00:06:33 - How Favoritism Sinks Performance 00:07:16 - A Practical Guide to Fairness

Abstract: This research brief explores the interplay between job satisfaction and life satisfaction for working individuals in developing economies. It analyzes relevant academic studies to understand how work-life balance mediates these relationships and how social fulfillment moderates them. Drawing on over 15 years of global consulting experience, insights from the practitioner perspective are also provided. The brief finds that achieving work-life balance through initiatives like flexible schedules and subsidized childcare is critical for well-being. It also emphasizes the importance of social support networks within and beyond the workplace. Strategic recommendations are offered for organizations seeking to foster work-life fulfillment through low-cost programs and a culture prioritizing renewal. The brief concludes that even small steps towards better balance can significantly impact productivity and retention.

In this HCI Webinar, Dr. Jonathan H. Westover talks with Michael Ang about recruitment advertising and recruitment technologies. Michael Ang, CEO and Founder of Jobelephant.com, Inc., brings over two decades of expertise in recruitment advertising to the table. He has propelled the agency to become a trusted leader in the field, offering unparalleled service and solutions to clients across various industries. Beginning his journey in 1994 as a graphic designer, Michael's entrepreneurial spirit led him to establish JobElephant in 2000, starting from humble beginnings in his garage. Since then, his visionary leadership has guided the agency to unparalleled success, earning recognition as a national leader in recruitment advertising. With a focus on providing outstanding service, Michael personally oversees hundreds of client accounts, many of which have remained loyal to JobElephant for over a decade. His dedication to excellence and commitment to client satisfaction have solidified JobElephant's reputation as one of the most reliable and successful agencies in the industry. Michael's expertise lies in streamlining the recruitment advertising process, taking the workload off clients' shoulders so they can focus on their core responsibilities. Whether it's placing ads in local newspapers, major trade journals, or online platforms, Michael and his team handle it all with the same level of professionalism and efficiency. Michael’s wealth of experience and unwavering dedication to excellence make him an invaluable resource for reporters seeking insights into the dynamic world of recruitment advertising. His innovative approach and commitment to exceptional service continue to set JobElephant apart in the industry. 🎙️ New to streaming or looking to level up? Check out StreamYard and get $10 discount! 😍 https://streamyard.com/pal/d/5000388458315776

In this HCI Webinar, Dr. Jonathan H. Westover talks with Chad E. Foster about resilience reimagined and navigating change and transformation. Chad E. Foster is a trailblazer defying limitations with resilience and innovation. Despite going blind at 21, he’s a rainmaker, billion-dollar generator, and tech innovator. Graduating as the first blind executive from Harvard Business School’s leadership program, Chad created CRM software for the visually impaired, doing what tech titans said couldn’t be done. Thriving in a Fortune 500 company, he directed financial strategies that produced billions in revenue and best-in-class margins. 🎙️ New to streaming or looking to level up? Check out StreamYard and get $10 discount! 😍 https://streamyard.com/pal/d/5000388458315776