most of us can expect 50 years of our lives at work that’s more time we spend
lives at work that’s more time we spend
lives at work that’s more time we spend with our families yet the irony is only
with our families yet the irony is only
with our families yet the irony is only one in 10 of us are engaged at work work
one in 10 of us are engaged at work work
one in 10 of us are engaged at work work is failing for many to provide a sense
is failing for many to provide a sense
is failing for many to provide a sense of belonging it’s become a transaction a
of belonging it’s become a transaction a
of belonging it’s become a transaction a paycheck a place devoid of empathy why
paycheck a place devoid of empathy why
paycheck a place devoid of empathy why should we accept this I want to show you
should we accept this I want to show you
should we accept this I want to show you another way I want to show you today how
another way I want to show you today how
another way I want to show you today how more imperfect companies and more
more imperfect companies and more
more imperfect companies and more possible how you can start to measure
possible how you can start to measure
possible how you can start to measure empathy in your own organizations and
empathy in your own organizations and
empathy in your own organizations and increased empathy through what I call
increased empathy through what I call
increased empathy through what I call empathy nudges these small things that
empathy nudges these small things that
empathy nudges these small things that will make a big difference to your
will make a big difference to your
will make a big difference to your company and when you’re talking about
company and when you’re talking about
company and when you’re talking about empathy you’ve really gotta focus on
empathy you’ve really gotta focus on
empathy you’ve really gotta focus on that detail because no detail is too
that detail because no detail is too
that detail because no detail is too small we need to look at every process
small we need to look at every process
small we need to look at every process every image every word every algorithm
every image every word every algorithm
every image every word every algorithm and when you walk out of here I would
and when you walk out of here I would
and when you walk out of here I would love you to see your own workplace
love you to see your own workplace
love you to see your own workplace through the world event through the lens
through the world event through the lens
through the world event through the lens of everything but first I want to show
of everything but first I want to show
of everything but first I want to show you how not to do it this image this guy
you how not to do it this image this guy
you how not to do it this image this guy is a Twitter employee the way people
is a Twitter employee the way people
is a Twitter employee the way people found out he’d made reduc he was made of
found out he’d made reduc he was made of
found out he’d made reduc he was made of Douglas he walked in one day and all of
Douglas he walked in one day and all of
Douglas he walked in one day and all of a sudden he couldn’t log on to his
a sudden he couldn’t log on to his
a sudden he couldn’t log on to his Twitter account it’s kind of like a
Twitter account it’s kind of like a
Twitter account it’s kind of like a corporate equivalent of being done by
corporate equivalent of being done by
corporate equivalent of being done by text this image this image was used by
text this image this image was used by
text this image this image was used by one of the biggest American companies
one of the biggest American companies
one of the biggest American companies and it was used to celebrate those staff
and it was used to celebrate those staff
and it was used to celebrate those staff who had devoted 25 years of their lives
who had devoted 25 years of their lives
who had devoted 25 years of their lives to be
to be
to be but they couldn’t be bothered by
but they couldn’t be bothered by
but they couldn’t be bothered by kitchens of everyone books and just
kitchens of everyone books and just
kitchens of everyone books and just imagine that you are a young aspiring
imagine that you are a young aspiring
imagine that you are a young aspiring career woman and you’re searching for
career woman and you’re searching for
career woman and you’re searching for images on Google of CEOs you suppose to
images on Google of CEOs you suppose to
images on Google of CEOs you suppose to a picture of a man and another man and
a picture of a man and another man and
a picture of a man and another man and another man and the first female you see
another man and the first female you see
another man and the first female you see is CEO Barbie so they’d use it appears
is CEO Barbie so they’d use it appears
is CEO Barbie so they’d use it appears to smash the glass ceiling we need it
to smash the glass ceiling we need it
to smash the glass ceiling we need it waste of 18 inches and a ridiculous
waste of 18 inches and a ridiculous
waste of 18 inches and a ridiculous wardrobe okay now I will be really clear
wardrobe okay now I will be really clear
wardrobe okay now I will be really clear with my definition of empathy there’s
with my definition of empathy there’s
with my definition of empathy there’s individual empathy and this
individual empathy and this
individual empathy and this organizational empathy and I want to
organizational empathy and I want to
organizational empathy and I want to talk to you today about organizational
talk to you today about organizational
talk to you today about organizational empathy that’s hard to do with body of
empathy that’s hard to do with body of
empathy that’s hard to do with body of the screen and in my experience in
the screen and in my experience in
the screen and in my experience in business most business leaders are not
business most business leaders are not
business most business leaders are not psychopaths you do meet the one or two
business leaders are empathic it’s not
business leaders are empathic it’s not the people it’s the sister the culture
the people it’s the sister the culture
the people it’s the sister the culture the environment the policies even the
the environment the policies even the
the environment the policies even the style of meetings that cause in plastic
style of meetings that cause in plastic
style of meetings that cause in plastic people to behave in unimpacted ways my
people to behave in unimpacted ways my
people to behave in unimpacted ways my definition of empathy is the emotional
definition of empathy is the emotional
definition of empathy is the emotional impact that a company has on people so
impact that a company has on people so
impact that a company has on people so customers and staff and society I am NOT
customers and staff and society I am NOT
customers and staff and society I am NOT talking about emotion intelligent
talking about emotion intelligent
talking about emotion intelligent they took have incredibly high awareness
they took have incredibly high awareness
they took have incredibly high awareness of the issues but in Catholic
of the issues but in Catholic
of the issues but in Catholic organizations they are accountable of
organizations they are accountable of
organizations they are accountable of the issues and what I call empathy in
the issues and what I call empathy in
the issues and what I call empathy in action I’ve studied the most empathic
action I’ve studied the most empathic
action I’ve studied the most empathic organizations in the world I’ve asked
organizations in the world I’ve asked
organizations in the world I’ve asked the question what makes them empathic
the question what makes them empathic
the question what makes them empathic there are seven key drivers to empathy
there are seven key drivers to empathy
there are seven key drivers to empathy and Powerman when you walk through your
and Powerman when you walk through your
and Powerman when you walk through your office really walk into your building do
office really walk into your building do
office really walk into your building do you really feel that you can make a
you really feel that you can make a
you really feel that you can make a difference authenticity how different is
difference authenticity how different is
difference authenticity how different is your home self from your work self or
your home self from your work self or
your home self from your work self or can you bring the whole of yourself to
can you bring the whole of yourself to
can you bring the whole of yourself to work and belonging the longing is at the
work and belonging the longing is at the
work and belonging the longing is at the heart of a really an applic organization
heart of a really an applic organization
heart of a really an applic organization belonging is do you feel part of
belonging is do you feel part of
belonging is do you feel part of something does you always get hurt do
something does you always get hurt do
something does you always get hurt do you actually feel that you matter and
you actually feel that you matter and
you actually feel that you matter and the problem with the examples that I’ve
the problem with the examples that I’ve
the problem with the examples that I’ve shared with you is what they’re
shared with you is what they’re
shared with you is what they’re screaming is you don’t belong here it’s
screaming is you don’t belong here it’s
screaming is you don’t belong here it’s not just the emotional benefits of more
not just the emotional benefits of more
not just the emotional benefits of more empathic companies it’s a financial
empathic companies it’s a financial
empathic companies it’s a financial benefit more empathic companies make
benefit more empathic companies make
benefit more empathic companies make more money they’re more profitable in my
more money they’re more profitable in my
more money they’re more profitable in my Adept the Federico mentioned the top ten
Adept the Federico mentioned the top ten
Adept the Federico mentioned the top ten companies with one I’m running index be
companies with one I’m running index be
companies with one I’m running index be doing it for a few years but we measure
doing it for a few years but we measure
doing it for a few years but we measure empathy in companies and we top 10
empathy in companies and we top 10
empathy in companies and we top 10 companies they outperform the bottom 10
companies they outperform the bottom 10
companies they outperform the bottom 10 by 50% more empathic companies they
by 50% more empathic companies they
by 50% more empathic companies they deliver more value whatever way you cut
deliver more value whatever way you cut
deliver more value whatever way you cut the numbers by growth by earnings by
the numbers by growth by earnings by
the numbers by growth by earnings by productivity there is value there
technology for all its grand promises of
technology for all its grand promises of democratization it is actually few
democratization it is actually few
democratization it is actually few lately heavy
lately heavy
lately heavy dad said with the rise of machine
dad said with the rise of machine
dad said with the rise of machine learning we are seeing empathy becomes
learning we are seeing empathy becomes
learning we are seeing empathy becomes Gesser
Gesser
Gesser and that’s because the people who are
and that’s because the people who are
and that’s because the people who are counting the technology they’ve got
counting the technology they’ve got
counting the technology they’ve got their own biases like I’ve got my own
their own biases like I’ve got my own
their own biases like I’ve got my own biases before they do is they just put
biases before they do is they just put
biases before they do is they just put those biases into the datasets they
those biases into the datasets they
those biases into the datasets they create what day to say that we were
create what day to say that we were
create what day to say that we were program and more associated with work
program and more associated with work
program and more associated with work man and guess what the word that was
man and guess what the word that was
man and guess what the word that was most associated with women was homemaker
which you depart first introduced their
which you depart first introduced their facial recognition software it didn’t
facial recognition software it didn’t
facial recognition software it didn’t recognize black faces because the people
recognize black faces because the people
recognize black faces because the people who were testing it were reflected at
who were testing it were reflected at
who were testing it were reflected at the Silicon Valley bias which is white
the Silicon Valley bias which is white
the Silicon Valley bias which is white and Asian when Microsoft went Microsoft
and Asian when Microsoft went Microsoft
and Asian when Microsoft went Microsoft first introduced today they’re AI 2:18
first introduced today they’re AI 2:18
first introduced today they’re AI 2:18 chat bar
chat bar
chat bar who was supposed to improve customer
who was supposed to improve customer
who was supposed to improve customer service what happened with Terri was the
service what happened with Terri was the
service what happened with Terri was the users starting to say with misogynistic
users starting to say with misogynistic
users starting to say with misogynistic and racist remarks to take who they
and racist remarks to take who they
and racist remarks to take who they started with going to taking them back
started with going to taking them back
started with going to taking them back that was in 48 hours and the problem the
that was in 48 hours and the problem the
that was in 48 hours and the problem the problem with this is that when the
problem with this is that when the
problem with this is that when the technology industry has an empathy
technology industry has an empathy
technology industry has an empathy bypass a single of biased individual in
bypass a single of biased individual in
bypass a single of biased individual in have finite damage although Trump is
have finite damage although Trump is
have finite damage although Trump is doing a good work for money but a biased
doing a good work for money but a biased
doing a good work for money but a biased outlet that can reach videos I want
outlet that can reach videos I want
outlet that can reach videos I want technology companies to become more
technology companies to become more
technology companies to become more accountable for their algorithms and I
accountable for their algorithms and I
accountable for their algorithms and I want them to stop putting empathy at the
want them to stop putting empathy at the
want them to stop putting empathy at the heart of their organizations
heart of their organizations
heart of their organizations so if technology is viewing the empathy
so if technology is viewing the empathy
so if technology is viewing the empathy deficit who’s driving the demand it’s
deficit who’s driving the demand it’s
deficit who’s driving the demand it’s you guys
you guys
you guys it’s Millennials it’s the next
it’s Millennials it’s the next
it’s Millennials it’s the next generation
generation
generation I’m currently interviewing residents at
I’m currently interviewing residents at
I’m currently interviewing residents at company at the moment where the average
company at the moment where the average
company at the moment where the average age is 25 and you guys are so different
age is 25 and you guys are so different
age is 25 and you guys are so different at work
at work
at work you will sacrifice money from email you
you will sacrifice money from email you
you will sacrifice money from email you want emotional recognition you want the
want emotional recognition you want the
want emotional recognition you want the text message that says you know what you
text message that says you know what you
text message that says you know what you rocked it in that presentation you did
rocked it in that presentation you did
rocked it in that presentation you did so our data shows that Millennials are
so our data shows that Millennials are
so our data shows that Millennials are three times more like more comfortable
three times more like more comfortable
three times more like more comfortable talking about their emotions at work
talking about their emotions at work
talking about their emotions at work with their bosses I mean that’s just
with their bosses I mean that’s just
with their bosses I mean that’s just some things that I wasn’t you know I
some things that I wasn’t you know I
some things that I wasn’t you know I didn’t feel comfortable enough doing
didn’t feel comfortable enough doing
didn’t feel comfortable enough doing that when I was their age but it’s so
that when I was their age but it’s so
that when I was their age but it’s so needed in the workplace and if you think
needed in the workplace and if you think
needed in the workplace and if you think about how many look how many jobs that a
about how many look how many jobs that a
about how many look how many jobs that a millennial or digital native well have
millennial or digital native well have
millennial or digital native well have over their working life its 22 holds 20
over their working life its 22 holds 20
over their working life its 22 holds 20 jobs you know compared to my generation
jobs you know compared to my generation
jobs you know compared to my generation which you had only four so you guys are
which you had only four so you guys are
which you had only four so you guys are much more flexible much less tethered
much more flexible much less tethered
much more flexible much less tethered and you guys are saying we want empathy
and you guys are saying we want empathy
and you guys are saying we want empathy my journey into this into FSA was I used
my journey into this into FSA was I used
my journey into this into FSA was I used to be a campaigner I used to be a
to be a campaigner I used to be a
to be a campaigner I used to be a campaign is getting more moving into
campaign is getting more moving into
campaign is getting more moving into technology and a lot of the work we were
technology and a lot of the work we were
technology and a lot of the work we were doing in internal culture was actually
doing in internal culture was actually
doing in internal culture was actually benefiting there – because men want more
benefiting there – because men want more
benefiting there – because men want more empathic our cultures
empathic our cultures
empathic our cultures why wouldn’t they and the problem the
why wouldn’t they and the problem the
why wouldn’t they and the problem the problem when you talk about gender is
problem when you talk about gender is
problem when you talk about gender is that a lot of men don’t say anything
that a lot of men don’t say anything
that a lot of men don’t say anything simply say the work thing and a little
simply say the work thing and a little
simply say the work thing and a little bit women we were working with they
bit women we were working with they
bit women we were working with they didn’t want to be part of the female
didn’t want to be part of the female
didn’t want to be part of the female early program diversity is weakness is
early program diversity is weakness is
early program diversity is weakness is that it emphasizes the other so I say
that it emphasizes the other so I say
that it emphasizes the other so I say this as a feminist that actually gender
this as a feminist that actually gender
this as a feminist that actually gender can divide us but empathy unites us the
can divide us but empathy unites us the
can divide us but empathy unites us the evidence is clear that diversity
evidence is clear that diversity
evidence is clear that diversity that is not effective what if the
that is not effective what if the
that is not effective what if the biggest technology companies in this
biggest technology companies in this
biggest technology companies in this world spent 265 million dollars on its
world spent 265 million dollars on its
world spent 265 million dollars on its diversity program it is not increased
diversity program it is not increased
diversity program it is not increased number of African Americans in two years
number of African Americans in two years
number of African Americans in two years it’s increased the number of women in
it’s increased the number of women in
it’s increased the number of women in technical positions for junk by just 1%
technical positions for junk by just 1%
technical positions for junk by just 1% so my message to you today is digital
so my message to you today is digital
so my message to you today is digital diversity programs and focus on empathy
diversity programs and focus on empathy
diversity programs and focus on empathy but how do you do that and before you
but how do you do that and before you
but how do you do that and before you can manage them thick you’ve really got
can manage them thick you’ve really got
can manage them thick you’ve really got to measure it and you’ve got to measure
to measure it and you’ve got to measure
to measure it and you’ve got to measure it with the right things so companies
it with the right things so companies
it with the right things so companies who deceive themselves all the time
who deceive themselves all the time
who deceive themselves all the time about their metrics now I know this
about their metrics now I know this
about their metrics now I know this business because before I have myself so
business because before I have myself so
business because before I have myself so gear I would like to myself that I drank
gear I would like to myself that I drank
gear I would like to myself that I drank less coffee than I should have
less coffee than I should have
less coffee than I should have I would lie to myself that but water
I would lie to myself that but water
I would lie to myself that but water when trunk and understand how many steps
when trunk and understand how many steps
when trunk and understand how many steps I’ve taken in companies they would do
I’ve taken in companies they would do
I’ve taken in companies they would do this all the time with their metrics
this all the time with their metrics
this all the time with their metrics they will sit there and they’ll sort out
they will sit there and they’ll sort out
they will sit there and they’ll sort out their employment engagements cause there
their employment engagements cause there
their employment engagements cause there any PS their customer satisfaction
any PS their customer satisfaction
any PS their customer satisfaction scores and they would tell me how proud
scores and they would tell me how proud
scores and they would tell me how proud the people in their organization are to
the people in their organization are to
the people in their organization are to work for the company they ask the same
work for the company they ask the same
work for the company they ask the same more questions in the same way and they
more questions in the same way and they
more questions in the same way and they get the same old answers and staff tell
get the same old answers and staff tell
get the same old answers and staff tell them what they want to hear do you feel
them what they want to hear do you feel
them what they want to hear do you feel proud to work this company what I want
proud to work this company what I want
proud to work this company what I want to talk about is the hidden metrics of
to talk about is the hidden metrics of
to talk about is the hidden metrics of empathy because these are things that
empathy because these are things that
empathy because these are things that you guys could start to measure its
you guys could start to measure its
you guys could start to measure its things like blowing out these on email
things like blowing out these on email
things like blowing out these on email BCC if your company has a high
BCC if your company has a high
BCC if your company has a high proportion of line company enough it has
proportion of line company enough it has
proportion of line company enough it has a culture of disempowerment
a culture of disempowerment
a culture of disempowerment company politics we all know those
company politics we all know those
company politics we all know those people who weave themselves a new
people who weave themselves a new
people who weave themselves a new organisation to get the talk if you come
organisation to get the talk if you come
organisation to get the talk if you come company has a hype map of people
company has a hype map of people
company has a hype map of people spending a lot of time on come
spending a lot of time on come
spending a lot of time on come politics they are pursuing their own
politics they are pursuing their own
politics they are pursuing their own agenda not growing the company which is
agenda not growing the company which is
agenda not growing the company which is what they should be doing another metric
what they should be doing another metric
what they should be doing another metric is the percentage of time that senior
is the percentage of time that senior
is the percentage of time that senior people in a company versus junior people
people in a company versus junior people
people in a company versus junior people are speaking if you don’t want your
are speaking if you don’t want your
are speaking if you don’t want your senior people to be speaking all the
senior people to be speaking all the
senior people to be speaking all the time you want your ideas from your
time you want your ideas from your
time you want your ideas from your junior people because those are the
junior people because those are the
junior people because those are the people you don’t want to create a
people you don’t want to create a
people you don’t want to create a culture of death roots which is counter
culture of death roots which is counter
culture of death roots which is counter to a culture of innovation in everything
to a culture of innovation in everything
to a culture of innovation in everything and it’s these metrics that will really
and it’s these metrics that will really
and it’s these metrics that will really give you a good understanding of what’s
give you a good understanding of what’s
give you a good understanding of what’s going on in your organization or
going on in your organization or
going on in your organization or institution but where do you start
institution but where do you start
institution but where do you start how do you actually start embedding
how do you actually start embedding
how do you actually start embedding empathy this should not be a tick box
empathy this should not be a tick box
empathy this should not be a tick box exercise how do you reach sustain it I’m
exercise how do you reach sustain it I’m
exercise how do you reach sustain it I’m going to talk to you about the power of
going to talk to you about the power of
going to talk to you about the power of the nudge and I love nudges is taken
the nudge and I love nudges is taken
the nudge and I love nudges is taken from behavioral science but there are
from behavioral science but there are
from behavioral science but there are really small things that in aggregate
really small things that in aggregate
really small things that in aggregate makes such a difference to your
makes such a difference to your
makes such a difference to your organization doesn’t matter how big or
organization doesn’t matter how big or
organization doesn’t matter how big or how small and I’ve been lucky enough to
how small and I’ve been lucky enough to
how small and I’ve been lucky enough to be involved in the notice I’m going to
be involved in the notice I’m going to
be involved in the notice I’m going to share with you okay a bank a bank does
share with you okay a bank a bank does
share with you okay a bank a bank does financial industry is not known for
financial industry is not known for
financial industry is not known for itself and is it what they did is they
itself and is it what they did is they
itself and is it what they did is they look to empathy and language and
look to empathy and language and
look to empathy and language and language is one of the most important
language is one of the most important
language is one of the most important tools that we have because it’s how we
tools that we have because it’s how we
tools that we have because it’s how we relate to each other and they change the
relate to each other and they change the
relate to each other and they change the were they like that those are the 50
were they like that those are the 50
were they like that those are the 50 deficit between the head office and the
deficit between the head office and the
deficit between the head office and the front lines of the branches and they
front lines of the branches and they
front lines of the branches and they identified that this was fueling a sense
identified that this was fueling a sense
identified that this was fueling a sense of inequality the word head is mean
of inequality the word head is mean
of inequality the word head is mean superior so they changed the name of the
superior so they changed the name of the
superior so they changed the name of the head office to support hub that
head office to support hub that
head office to support hub that reinforced that the fact that their head
reinforced that the fact that their head
reinforced that the fact that their head office was there to serve the people in
office was there to serve the people in
office was there to serve the people in the branches front line third line is
the branches front line third line is
the branches front line third line is infinity term it means first my defense
infinity term it means first my defense
infinity term it means first my defense to who’s the enemy they changed that to
to who’s the enemy they changed that to
to who’s the enemy they changed that to front of house this is just a
front of house this is just a
front of house this is just a example there was 42 different nudges
example there was 42 different nudges
example there was 42 different nudges they’ve created an empty subunit in the
they’ve created an empty subunit in the
they’ve created an empty subunit in the heart of the bag and they have 3,000
heart of the bag and they have 3,000
heart of the bag and they have 3,000 empathy ambassadors they are really
empathy ambassadors they are really
empathy ambassadors they are really trying to put they are trying to put
trying to put they are trying to put
trying to put they are trying to put empathy as part of the soul of the
empathy as part of the soul of the
empathy as part of the soul of the organization I think meeting people
organization I think meeting people
organization I think meeting people spent time in boring meetings while a
spent time in boring meetings while a
spent time in boring meetings while a food company what they did was they
food company what they did was they
food company what they did was they correlated there are no empathy levels
correlated there are no empathy levels
correlated there are no empathy levels to the meeting culture and you can
to the meeting culture and you can
to the meeting culture and you can really tell a lot from a meeting in a
really tell a lot from a meeting in a
really tell a lot from a meeting in a company is to have as their empathy
company is to have as their empathy
company is to have as their empathy levels and what they did was they found
levels and what they did was they found
levels and what they did was they found out of their time a lot of people with
out of their time a lot of people with
out of their time a lot of people with the organization was spending all their
the organization was spending all their
the organization was spending all their time in meetings death by PowerPoint
time in meetings death by PowerPoint
time in meetings death by PowerPoint misogyny goes and in learning company
misogyny goes and in learning company
misogyny goes and in learning company politics was going on there so what they
politics was going on there so what they
politics was going on there so what they did was a really simple nudge is they
did was a really simple nudge is they
did was a really simple nudge is they put in at our meetings 15 minutes down
put in at our meetings 15 minutes down
put in at our meetings 15 minutes down that meetings with a structure to gather
that meetings with a structure to gather
that meetings with a structure to gather chairs it really made a difference to
chairs it really made a difference to
chairs it really made a difference to the way that meetings will align people
the way that meetings will align people
the way that meetings will align people have more time to prepare and ultimately
have more time to prepare and ultimately
have more time to prepare and ultimately there was a lot less time as masajid
there was a lot less time as masajid
there was a lot less time as masajid goes which has to be a good thing hey
goes which has to be a good thing hey
goes which has to be a good thing hey this is an example for a advertising
this is an example for a advertising
this is an example for a advertising agency and they had really no I empathy
agency and they had really no I empathy
agency and they had really no I empathy levels but actually what they were doing
levels but actually what they were doing
levels but actually what they were doing is they were giving you a lot of perks
is they were giving you a lot of perks
is they were giving you a lot of perks to their people and they want
to their people and they want
to their people and they want contextualizes those perks what they
contextualizes those perks what they
contextualizes those perks what they really needs to do was they needed to
really needs to do was they needed to
really needs to do was they needed to reinforce the empathy that the company
reinforce the empathy that the company
reinforce the empathy that the company was sharing to the people in the
was sharing to the people in the
was sharing to the people in the organization another example in a school
organization another example in a school
organization another example in a school it doesn’t just have to be business
it doesn’t just have to be business
it doesn’t just have to be business where these empathy nudges can be
where these empathy nudges can be
where these empathy nudges can be incredibly powerful this is where school
incredibly powerful this is where school
incredibly powerful this is where school and this was just before accounting a
and this was just before accounting a
and this was just before accounting a robotics lesson and girls we know can be
robotics lesson and girls we know can be
robotics lesson and girls we know can be apprehensive about technology because
apprehensive about technology because
apprehensive about technology because it’s still very month still very
it’s still very month still very
it’s still very month still very gendered well they did it its thing for
gendered well they did it its thing for
gendered well they did it its thing for an inspirational quote from inspiration
an inspirational quote from inspiration
an inspirational quote from inspiration the woman that gave girls permission to
the woman that gave girls permission to
the woman that gave girls permission to succeed just as they were about to do a
succeed just as they were about to do a
succeed just as they were about to do a technology letter another thing they did
technology letter another thing they did
technology letter another thing they did is they rearranged the chairs so they
is they rearranged the chairs so they
is they rearranged the chairs so they went from this grid like structure
went from this grid like structure
went from this grid like structure we ask that back to the wall to this
we ask that back to the wall to this
we ask that back to the wall to this much more collaborative learning space
much more collaborative learning space
much more collaborative learning space and that encourage peer-to-peer Lee
and that encourage peer-to-peer Lee
and that encourage peer-to-peer Lee Utley learning and pair programming and
Utley learning and pair programming and
Utley learning and pair programming and they saw an increase of GCSE computer
they saw an increase of GCSE computer
they saw an increase of GCSE computer science my last example is riddle to
science my last example is riddle to
science my last example is riddle to motive company and what they did is they
motive company and what they did is they
motive company and what they did is they identified that the embassy deficit
identified that the embassy deficit
identified that the embassy deficit wasn’t in the sales approach but it was
wasn’t in the sales approach but it was
wasn’t in the sales approach but it was in the environment right down to the
in the environment right down to the
in the environment right down to the signage to the way we were greeted when
signage to the way we were greeted when
signage to the way we were greeted when you walked into the car dealership
you walked into the car dealership
you walked into the car dealership through to the tie this is Paul the
through to the tie this is Paul the
through to the tie this is Paul the Tiger thought was wearing and this high
Tiger thought was wearing and this high
Tiger thought was wearing and this high actually symbolized that the pushy sales
actually symbolized that the pushy sales
actually symbolized that the pushy sales approach so they changed the time it
approach so they changed the time it
approach so they changed the time it changed the uniform they changed the
changed the uniform they changed the
changed the uniform they changed the environment and with all these nuts
environment and with all these nuts
environment and with all these nuts bases all sales go up by 23% now these
bases all sales go up by 23% now these
bases all sales go up by 23% now these things are not difficult they’re really
things are not difficult they’re really
things are not difficult they’re really not I want us to create more work places
not I want us to create more work places
not I want us to create more work places like this where empathy is at the heart
like this where empathy is at the heart
like this where empathy is at the heart of the organizations where technology
of the organizations where technology
of the organizations where technology giving horses of humanity where empathy
giving horses of humanity where empathy
giving horses of humanity where empathy is measured and managed and when we
is measured and managed and when we
is measured and managed and when we start to care about these really really
start to care about these really really
start to care about these really really tiny things because they dictate who
tiny things because they dictate who
tiny things because they dictate who belongs in a space empathy has the power
belongs in a space empathy has the power
belongs in a space empathy has the power to transform a workplace and never have
to transform a workplace and never have
to transform a workplace and never have we needed it more than we need it today
we needed it more than we need it today
we needed it more than we need it today thank you very much
”
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