Hope + Possibilities: A Love Letter to the Future of Work

Episoder

• What Yapping Teaches Us About Trust 08.07.2026 16min

  Episode: What the YAP Challenge Teaches Us About Trust, Presence, and the Future of Work In this episode, I dive into the phenomenon of Jessie Jean's YAP Challenge—a 30‑day video‑creation program that has taken the creator economy by storm. Her first cohort brought in $1.2M, and the second crossed $6M, all at a price point of $297. I'm not interested in the hype or the mechanics of her launch; I'm interested in the trust behind it. Why This Challenge Captured My Attention I explore why so many people felt comfortable joining a program like this, especially at a moment when online courses are supposedly "dead." As I say in the episode: "What is it about her specifically that people trusted? And I'd argue… it's probably not necessarily her, but how it made them feel." Jessie didn't come out of nowhere—she had: 400K+ followers 12 years of online experience Funnel experts and coaches supporting her A beta tester who hit 1M+ views, proving the method worked But the real magic wasn't her credibility alone. It was the network effects she created by having participants post their homework publicly. People didn't just trust Jessie—they trusted the community. Why This Matters in a Corporate Context I connect the dots between the YAP Challenge and the future of employee-led communication inside organizations. Employees are more trusted than executives. Their authentic, unscripted presence online is a powerful asset for: Employer brand Recruitment Reputation Internal trust Cross-team visibility I share my own experience of building a personal brand inside a corporation and how, even years after leaving, people reached out because they trusted me. This challenge model could easily be adapted inside companies: Run it publicly on LinkedIn Run it privately on Slack Integrate it into employee advocacy programs Use it to build confidence, presence, and thought leadership As I say in the episode: "This type of challenge… gives them something that they feel they can control." Why Video Skills Matter Right Now Video is the antidote to AI slop. It captures: Voice Presence Gestures Authenticity Point of view It's proof of humanity in a moment when people are craving it. What I'm Paying Attention To I'm not participating in the YAP Challenge myself, but I'm deeply interested in: The systems behind its success The trust dynamics The transferable skills The implications for the future of work How organizations could use similar models to build capability and confidence Reflection for Listeners I close the episode by asking: Are you planning to join the YAP Challenge? What skills do you see emerging from participants? What parts of the model do you admire—or question? How could your organization benefit from something similar?     How this creator turned yapping on camera into a 4,000-customer, $1.2 million launch
• The Assumption Ground Audit: Everyday Futurism as a Leadership Practice 28.05.2026 8min

  What Is an Assumption-Ground Audit? Introducing Make It So | Hope + Possibilities Episode description The assumption ground audit is a structured practice for surfacing the beliefs, values, and past experiences that silently shape your decisions — at work and in life. In this episode, Nola Simon introduces Make It So, an 8-week cohort built around everyday futurism and the assumption ground audit as a leadership practice. What is an assumption-ground audit? An assumption-ground audit is a reflective practice that asks: what decisions are you making based on what you currently believe to be true? Your assumptions aren't random — they're built from your values, your experiences, and the stories you've told yourself over time. The audit makes those visible so you can work with them intentionally, rather than having them work on you unconsciously. It's the foundation of everyday futurism: the idea that the future isn't built in grand gestures, but in the small, compounding decisions you make daily. About this episode In this episode, Nola introduces Make It So: an 8-week cohort launching June 1st, designed for people who understand that operating well inside ambiguity is the leadership skill. Make It So pairs everyday futurism with the assumption ground audit to help you integrate future-focused thinking into the way you already work and lead — not as a forecasting exercise, but as a daily practice. What's covered: What an assumption ground audit is and how to use it Why everyday futurism is a leadership capacity, not a prediction contest How the lice case study shows the way unexamined assumptions drive organizational decisions The three tiers of access: fully async, regular office hours, and 1:1 coaching (which includes Substack founder membership with trend and convergence reports) Why the cohort is capped at 20 — and why it closes Sunday Why Nola builds for digital community (and what a two-hour drive to Toronto has to do with it) Frequently asked questions What is everyday futurism? Everyday futurism is the practice of making small, intentional decisions that accumulate into the future you want — for yourself, your work, and the organizations you lead. It's not about prediction. It's about integrated thinking. What is the Make It So cohort? Make It So is an 8-week, mostly asynchronous cohort built around everyday futurism and the assumption ground audit. It's designed for leaders and implementers who want to develop futurism as a core leadership practice. Learn more and register here. Who is Make It So for? It's for people who already understand that ambiguity is normal, change is constant, and that how you think — not just what you do — is what determines how well you lead through it. How is this different from other futurism programs? Most futurism content centers the expert. Make It So centers you — your assumptions, your noticing practices, your decision-making patterns. The goal is a practice you can sustain, not a framework you borrow. Make It So Launches June 1st | Capped at 20 | Sign-up closes Sunday Register for the seminar Want to talk first? Book a call at nolasimon.com
• Witnessed Trust: A PR Crisis, a Pop Star, and a Camera Walk Into a Stadium 01.04.2026 21min

  In this episode, I dive into trust through a pop culture moment that became a global case study: the Coldplay kiss cam incident. What looked like celebrity gossip actually opens up bigger conversations about leadership, workplace ethics, public perception, and how we decide who and what to trust. Time-Stamped Highlights 00:00 — I introduce the episode and explain why trust is the real story behind the viral Coldplay kiss cam moment. 02:00 — I recap the incident and how it became a global pop culture and PR event. 05:00 — I break down the Astronomer response and why their celebrity ad strategy became part of the trust conversation. 08:00 — I explore media framing, public perception, and why context changes how we interpret events. 11:00 — I ask: who do we trust more — the celebrity observers, the people involved, or the people managing the story? 14:00 — I explain why this is really a workplace issue, not just celebrity drama. 17:00 — I reflect on internal trust, leadership accountability, and what employees may have been thinking. 20:00 — I share the difference between sounding confident and actually having expertise. 23:00 — I reflect personally on learning, capability, and using AI as a tool rather than a substitute for expertise. 26:00 — I close with thoughts on discernment, trust signals, and what the future of work asks of us. Key Takeaways Trust is shaped by context, power, and perception. Viral moments often reveal deeper workplace and leadership issues. Media coverage can amplify or distort what people think they know. Confidence is not the same as competence. In a world shaped by AI and rapid change, discernment matters more than ever. I've also written a related case study called "A PR Crisis, a Pop Star, and a Camera Walk Into a Stadium" — you can find it on my website: www.everydayfuturism.com. I'd love to hear what you think. Reach me at nola@nolasimon.com or leave a review wherever you listen to podcasts.
• Canadian Perspective on US Politics and Values 28.01.2026 15min

  In this episode of Hope and Possibilities, I share a personal reflection on what's unfolding in the United States—and why it feels both shocking and familiar to me. I spent nearly 18 years in global financial services, 16 of them working closely with American clients, many based in Minnesota. That experience gave me an inside view of how U.S. systems shape people's daily lives—and where those systems quietly fail. Long before today's headlines, I began making deliberate choices to reduce American exposure in my work and center my career in Canada and other global contexts where values aligned more closely with mine. This episode isn't about blame. It's about perspective. I speak with deep respect for Americans—their decency, humor, and care—and with clarity about a hard truth: lasting change can only come from within. External voices have limits. Ownership matters. Drawing on professional experience, historical training, and family history shaped by wartime Europe, I reflect on why nostalgia is such a powerful force, why democratic pressure often looks uncomfortable, and why other countries are quietly recalibrating their relationship with the U.S. This is a reflection, not a prescription—an invitation to think more honestly about responsibility, leadership, and what it takes to shape what comes next. Timestamps 00:00 – Why this moment feels personal Why I chose to talk about this now 02:05 – My American work life Nearly 18 years in financial services, 16 with U.S. clients—many in Minnesota 05:15 – Working across values gaps What you learn when you avoid "safe" topics like healthcare, labor law, and maternity leave 09:10 – 2016 as a turning point Healthcare rollbacks, medical hardship calls, and knowing when work becomes untenable 13:30 – History as an early warning system How family history and studying history shaped my perspective 17:00 – A deliberate shift Why I chose, ten years ago, to reduce American exposure in my career 21:15 – Canadians opting out quietly Travel, consumption, culture, and economic consequences 24:50 – Why change must come from Americans The limits of external critique and the necessity of internal advocacy 29:00 – Protest, boycott, and democracy Why discomfort is often the price of democratic pressure 33:20 – Respect without nostalgia Holding affection for Americans while refusing to romanticize systems 37:10 – The long arc of change Why the Canada–U.S. relationship has been shifting for longer than most realize 40:45 – Closing reflection What the future depends on—and who must shape it
• Self-Trust and Inner Practices 20.01.2026 16min

  There's a lot of data showing that trust in governments, institutions, and organizations is declining worldwide. Employers were once considered the last trusted institution—and even that is eroding. As someone who has spent years working independently, I've often noticed that these conversations leave out people like us entirely. When you don't have an employer, trust shows up differently. Stability looks different. And the relationship you have with yourself matters more than most people realize. So I wanted to start there. I talk about what it actually means to trust yourself when you're self-employed, when you don't see many role models living or working the way you do, and when the noise—from well-meaning friends, family, and society—keeps asking, "Why don't you just get a job?" For me, self-trust isn't abstract. It's practical. It shows up in how I decide to work, how I communicate, and how I choose between remote, in-person, or hybrid ways of connecting. It shows up in my values—impact, meaning, and helping shape a future of work that supports people, families, and communities, not just productivity metrics. I also share the inner practices that help me stay grounded when things feel uncertain. Meditation. Walking. Swimming. Paying attention to my body. Noticing what has always been true about me—what I'm drawn to, what calms me, what fuels my curiosity. I talk about rituals, habits, and even "extreme noticing": light on water, changes in seasons, how my body reacts to people, places, and decisions. These practices help me recognize what's changing, what isn't, and where opportunity actually lives—for me. As we move through uncertainty, I believe self-trust becomes a form of leadership. When you know your own reactions, values, and rhythms, you're better equipped to make decisions, form opinions, and move forward without needing constant external validation. I close the episode with an invitation: What helps you trust yourself? What rituals, habits, or inner practices keep you grounded? I'd love to hear your stories, and I may share some of them in a future episode as we explore how self-trust shapes how we lead, work, and relate to others. Because maybe—just maybe—trusting ourselves more is the first step toward trusting each other again. Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities Follow me on LinkedIn: www.linkedin.com/in/nolasimon Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack Hire me via website: www.nolasimon.com
• Beyond Hybrid/Remote: Leadership Decisions That Will Define the Next Decade 14.01.2026 17min

  In this episode of the Hope and Possibilities Podcast, I talk about what I'm seeing for 2026 and the future of work. My focus is shifting from solely helping companies adopt hybrid and remote work to looking at leadership more broadly. Flexibility, autonomy, and well-being aren't just perks anymore—they're core to how people want to work and how organizations succeed. We'll talk about the pressures around office return mandates, AI, and workforce reduction, and why I don't buy the narrative that humans are expendable. Instead, leadership in the future is about reinvention, redistributing work, and making sure people feel that they matter. I'll also share how I plan to use this podcast, my newsletter, LinkedIn, and email to create space for nuanced conversations about the future of work. And I want to hear from you—what questions are keeping you awake at night? Key Topics & Timestamps: [00:00:22] Why I'm pivoting my focus for 2026 [00:00:53] Why hybrid and flexible work aren't going away [00:01:32] Why autonomy and well-being often matter more than compensation [00:03:00] The circular debates around office space, identity, and leadership [00:04:39] How AI is changing the way work happens [00:06:26] Navigating conflicting narratives about AI and workforce reduction [00:07:16] Leadership as continuous reinvention, not a one-time project [00:08:34] Why making people feel they matter is central to leadership [00:09:49] Discernment as a critical skill in an increasingly complex world [00:11:05] How work is evolving—universal benefits, portfolio careers, and new models [00:12:06] How I'm shifting the podcast, newsletters, and my content strategy [00:15:10] How you can interact with the podcast and share your questions [00:16:26] Questions to reflect on: identity, life quakes, and navigating change Connect & Engage: Leave me a voicemail with your questions or thoughts: https://podcastfeedback.com/hopeandpossibilities Follow me on LinkedIn: www.linkedin.com/in/nolasimon Subscribe to my newsletter: Hope & Possibilities: A Love Letter to the Future of Work | Nola Simon | Substack Hire me via website: www.nolasimon.com Takeaway: The future of work is about flexibility, discernment, and creating environments where people feel valued. Change is constant—how we respond and evolve will define the next chapter of our work and our lives.
• How I'm Rethinking My LinkedIn Strategy for the Future: Designing for Future Focused Visibility That Feels Good 08.12.2025 22min

  In this solo episode of Hope and Possibilities: A Love Letter to the Future of Work, I'm talking honestly about how LinkedIn and social media are changing, and what that means for how I show up, get found, and build my business. I share how I went from casually using LinkedIn to becoming a LinkedIn Top Voice with a "small but mighty" following, and why the latest algorithm shifts are nudging me to rethink my strategy.​ I get into what's really going on with discoverability, including how proxy bias can quietly disadvantage women, people of color, trans folks, and anyone who doesn't fit the traditional leadership mold. I also talk about the emotional side of it—what it feels like when your impressions drop, your posts don't land the way they used to, and how I'm choosing to respond with experimentation instead of discouragement.​ I walk you through how I'm shifting from "cheerleader" style commenting to more thoughtful, strategic contributions that actually support my consulting work and signal my expertise. I share how I'm reworking my profile for people who are discovering me for the very first time through a comment, and why I'm putting more energy into things I own—like my website, blog, Substack, newsletter, and search-friendly content on platforms like Pinterest and YouTube.​ I also push back on the narrative that "everything needs to be in-person now." I talk about what it's really like living outside a major city, the time and energy cost of commuting, and why in-person events have to clear a pretty high bar for me: they need to help me make money, save time, or reduce risk—not just feel good in the moment.​ Throughout the episode, I keep coming back to one question: will future me be grateful for how I'm spending my time and attention right now? I share how I'm choosing to support important conversations about bias, platforms, and ethical AI without making "fighting the algorithm" the center of my business, and how I'm designing a visibility strategy that feels sustainable, values-aligned, and genuinely hopeful about the future of work.​ Key insights The LinkedIn algorithm is shifting from prioritizing posts to rewarding meaningful commenting, which changes how people get discovered and how you think about visibility and strategy.​ Proxy bias means that even if gender isn't a stated factor, variables like role, seniority, and activity levels can still disadvantage women, people of color, trans folks, and others who don't match the "default" leadership profile.​ Commenting as pure cheerleading doesn't necessarily drive business; strategic comments that demonstrate insight, credibility, and clarity on your services are far more valuable.​ Building on platforms you own (website, blog, email list) is essential so your work and relationships are not entirely dependent on platform whims and opaque algorithms.​ In-person-only strategies are exclusionary for many people, especially those who don't live near major hubs or carry significant logistical and emotional costs to attend events.​ Future-focused visibility is about making choices that future you will be grateful for—balancing values, energy, and the reality that friends are wonderful, but clients pay the bills. A personalized LinkTree for Nola Simon's presence on social media — Nola Simon Listen:   Hope + Possibilties: A Love Letter to the Future of Work Review: Hope + Possibilties: A Love Letter to the Future of Work  
• Let's Talk Thought Leadership and Podcasting in Canada with Amanda Cupido 31.10.2025 59min

  Amanda Cupido — Founder of Lead Podcasting, author (including "Let's Talk Podcasting for Kids"), experienced broadcaster, keynote speaker, and TEDx presenter. Episode Themes Canadian Podcasting Gaps: Discussion on how most resources are American, and the importance of Amanda's contribution as an author of uniquely Canadian podcasting resources. Early Audio Influences: Amanda's lifelong fascination with audio and radio, and her journey into podcasting, contrasted by Nola's experience with talk radio growing up.​ Podcasting for Kids: Insights from Amanda's new book targeting children ages 5–8, the screen-free benefits of podcasting, and how early storytelling fosters creativity and healthy self-esteem. Women's Voices in Podcasting: Nola's statement: "We didn't get silenced. We picked up a microphone," sparking a wider conversation about the role of women over 50 in podcasting and representation in the industry.​ Combatting Loneliness: How creating and listening to podcasts helps establish connection, provide an outlet for ideas, and battle feelings of isolation.​ Leadership and Listening: Podcasting as a tool for improving both speaking and listening skills, and how these ripple into leadership and personal development. Canadian Industry Insights: Contrasting the Canadian and US podcast markets, the lack of mid-sized networks in Canada, and Amanda's experience with networks and sponsorships. Thought Leadership: Announcement and preview of Amanda's upcoming podcast "Let's Talk Thought Leadership," and a lively discussion on defining thought leadership — and its challenges — in the Canadian context.​ Standout Quotes "We didn't get silenced. We picked up a microphone."—Nola Simon "The whole thing with podcasting is such an accessible medium. And so I just want to continue to make it that and champion it."—Amanda Cupido "Every voice is unique, every voice is special."—Amanda Cupido​ Actionable Insights Review and support Canadian podcasts on platforms like Good Pods. Encourage screen-free creativity for kids via family podcasting activities. Independent Canadian podcasters should seek out emerging collectives for support and community. Be thoughtful about advertising: consider brand alignment when accepting sponsors to protect your ethical reputation. Resources & References Amanda Cupido: author of "Let's Talk Podcasting" (adult & kids editions) Lead Podcasting workshops and training New podcast: "Let's Talk Thought Leadership" (search for Amanda's name alongside the title to locate early episodes) Podcasts mentioned:  https://podcasts.apple.com/us/podcast/louis-tomlinson-the-room-was-cold-that-day-when/id1291423644?i=1000730938704 Malcolm Gladwell: Working From… - The Diary Of A CEO with Steven Bartlett - Apple Podcasts https://podcasts.apple.com/us/podcast/bren%C3%A9-and-adam-grant-on-the-skillsets-of-empathy/id1730985049?i=1000731952564 https://podcasts.apple.com/us/podcast/the-department-of-physiological-hygiene/id1119389968?i=1000580226432 How to Connect Look for "Let's Talk Thought Leadership" on your favorite app (add Amanda's name for better search results).Amanda-Cupido.docx​ Connect with Amanda Cupido via Lead Podcasting for books, workshops, and speaking engagements. Amanda Cupido Podcast Producer and Consultant — Amanda Cupido Let's Talk Podcasting Let's Talk Podcasting: The Essential Guide To Doing It Right Book By Amanda Cupido, (Paperback) | Indigo Let's Talk Podcasting For Kids Book By Amanda Cupido, (Mass Market Paperback) | Indigo Amanda Cupido - Lead Podcasting | LinkedIn https://podcasts.apple.com/us/podcast/lets-talk-thought-leadership/id1849322663 Thank you for listening! Please subscribe, rate, and share if you enjoyed this episode — every review helps amplify Canadian podcasting voices.
• Flexibility, Advocacy, and the Politics of Care 19.09.2025 13min

  If you say you don't want to be political, it's often because the system is already working for you. For those of us who've had to fight for flexibility, access, or equity—that's never been an option.   The Privilege of Silence When someone says, "I don't do politics," what they're really saying is that they're comfortable with the way things are. That comfort signals that their own ease matters more than the discomfort others experience under the same system. For many people—including me—that kind of silence has never been an option.   Personal Experience When I became a parent, I had no choice but to advocate for more flexibility in my work life. The traditional nine-to-five structure simply didn't accommodate what my family needed. My husband's self-employment gave us some breathing room, but it still wasn't an ideal solution. I had to push against systems that weren't built with me—or families like mine—in mind.   The Political Nature of Advocacy And that's the thing: standing up for what you need, especially when it's outside the norm, is inherently political. Asking for flexibility, becoming a subject matter expert, speaking out publicly—these are all political acts. Women, in particular, have historically carried the burden of caregiving, yet we've rarely been the dominant power in politics. That makes our voices not just necessary, but radical.   Historical Context We can't forget the barriers women have faced: being denied property rights, financial independence, even basic autonomy. These aren't ancient struggles—they've shifted within living memory. Cindy Gallup often reminds us, "Women are not the status quo because women have never been the status quo." That line sticks with me, because it captures how much work still lies ahead.   My Work and Its Political Nature The work I do today sits at the intersections of real estate, technology, policy, and community—and all of those domains are deeply political. To engage in them is to challenge entrenched systems, to question who benefits, and to advocate for something better. Conclusion So when someone says they'd rather not be political, what they're really saying is that the system as it stands already benefits them. My own experiences—raising a family in both Canada while working cross-border with the U.S.—have shown me again and again the importance of speaking up, not just for myself, but for those who can't. Because silence may feel safe, but it also keeps things exactly as they are.   Key Takeaways Choosing to be "apolitical" often means the current system is serving you well enough to remain silent. Advocacy for time and location flexibility is political because it challenges norms and policy. Caregiving is structurally undervalued yet central to how work and communities function. Publicly sharing your perspective—interviews, posts, speaking—is part of political participation. Policy shows up in daily life: schedules, pay, housing, urban planning, and technology access. Individual comfort can conflict with collective progress; silence sustains the status quo. Memorable Quotes "Standing up and asking for what you want when it's not the norm is a political act." "To be a caregiver is to be fundamentally political." "When you say you don't want to be political, it's because that system works for you." "Women are not the status quo because women have never been the status quo." — Cindy Gallup Mentions Remote work, hybrid work, and time flexibility as levers for equity. Historical barriers to women's financial autonomy (bank accounts, credit, lending). Cindy Gallup and MakeLoveNotPorn (context: women, power, and status quo). Corporate context: Canadian company with U.S. market dynamics and reputation considerations. Listener Reflection Prompts Where does your ability to stay "apolitical" rely on comfort or existing structures? What flexibility would materially change your capacity to care for others and do your best work? What is one small public action you can take this week to align your values and voice? Call to Action Share this episode with someone navigating caregiving and rigid work norms. Send your story or question about advocating for flexibility to be featured in a future episode. If this resonated, rate and follow Hope and Possibilities to support more conversations like this. Episode Tags Caregiving, Flexible Work, Remote Work, Hybrid Work, Privilege, Gender Equity, Policy, Workplace Culture, Urban Planning, Reputation Risk, Leadership, Advocacy  
• Practical Futurism for Daily Life 11.09.2025 20min

    Practical Futurism for Daily Life Hope & Possibilities: A Love Letter to the Future of Work In this episode, I share how I think about futurism not just as theory, but as something you can actually live. My focus has always been: how do we bring futurism into daily life? How do the choices we make today move us closer to the future we want? I talk about the future-back method I first learned at the Institute for the Future, why noticing matters more than prediction, and how small shifts in attention can help you navigate change with more agency and optimism. In this episode, I cover: How I use the future-back approach to imagine 10 years ahead and work backwards Why I see scanning for signals as the heart of futurist practice The difference between signals, trends, and lasting change (with stories about cell phones, remote work, and commercial real estate) My personal story of choosing flexibility early so I could be the parent I wanted to be Why agency and autonomy matter more than ever in how we work and live How I balance hopeful futures with the reality of shadow sides Futurism doesn't have to be abstract. It can be practical, embodied, and deeply personal. For me, it's a way to navigate uncertainty while staying aligned with the life—and future—I want to build. Resources & Links Join my 21 Day Futures Challenge to start practicing futurism daily Connect with me on LinkedIn Subscribe to Hope & Possibilities: A Love Letter to the Future  of Work wherever you listen to podcasts
• What Got You Here, Won't Get You There 06.09.2025 20min

    🎙️ Hope and Possibilities with Nola Simon 🗓️ Episode Title: What Got You Here, Won't Get You There 🧭 Length: ~20 minutes 🎧 Listen wherever you get your podcasts ✨ Episode Summary (from me, Nola): In this episode, I reflect on a concept that's been showing up in a lot of places in my life and work lately: "What got you here won't get you there." It's a phrase I learned from Marshall Goldsmith, and it's one that keeps offering new layers of meaning the more I sit with it. I talk about how this idea plays out in leadership — especially the shift from being an individual contributor to stepping into management or executive roles. I use parenting as a metaphor (because let's be honest, parenting and leadership have a lot in common), and I even dive into a pop culture example that might surprise you: Liam Payne from One Direction — and how his career arc illustrates what happens when our playbook doesn't evolve with us. I also get personal about my own journey. I started my consulting business from a place of deep necessity — as a working mother trying to be more present for my daughters. But now that my girls are 18 and 20 and no longer at home, I'm finding myself in a new season. I'm reevaluating what work looks like for me now, and what I want to model going forward. I invite you to reflect alongside me: 🌀 What's no longer working for you? 🌀 What do you need to let go of — even if it brought you success in the past? 💡 What I Talk About in This Episode: The theory of "What Got You Here Won't Get You There" and why it matters How leadership changes the skill sets that matter Why parenting is a powerful metaphor for management What Liam Payne's career taught me about reinvention The evolution of hybrid/remote work and how mandates affect trust Why I'm reconsidering my focus — and what I might do next The impact of AI, demographic shifts, and generational change on work Why clarity often comes after you take the next step 🗣️ A Few Things I Said That Might Stick With You: "The goal of a parent is to raise adults. So if you've raised adults, you've achieved your goal." "You're not in control — but you are responsible. That's leadership. That's parenting. That's life." "Sometimes what made you successful also makes you stuck." "It's not that your past success isn't valuable — it's just not enough to carry you forward." 💬 Let's Keep the Conversation Going I'd love to hear your take. 🌿 What playbooks might be holding you back? 🌿 What do you think you'll need to drop or rethink to grow into your next chapter? Send me a message, tag me online, or email your thoughts. Let's connect. 🙏 Thanks for Listening If this episode spoke to you, please consider sharing it with someone else who's in a season of change. And if you're enjoying the podcast, I'd love it if you'd follow, rate, or leave a review — it helps more than you know.  
• Presence, Work, and AI: Stories Beyond Location 21.08.2025 21min

    🎙️ Episode Title Presence, Work, and AI: Stories Beyond Location 📖 Episode Summary In this episode of Hope & Possibilities: A Love Letter to the Future of Work, I dive into a theory I've been working on: our stories about work are deeply tied to presence—but not always in the ways we think. When I look back on my own career, most of my success stories didn't happen in person. They happened over the phone, on a webinar, or through a screen. I rarely met my clients face-to-face, and yet that work shaped everything I achieved. Along the way, I've noticed how much physical presence—height, energy, laughter, even hair color—shapes the way people are recognized and valued at work. For some, being seen in person is essential. For others, like me, virtual spaces open up new ways to make an impact. Then there's AI. If AI doesn't rely on presence at all, what does that mean for how we define influence, storytelling, and success in the workplace of the future? This episode is an invitation: to rethink the stories you tell about your own work, and to explore what presence really means beyond location. 🗝️ Key Themes How my career stories evolved outside of physical presence Why energy, visibility, and recognition feel different in person vs. virtual The role of autonomy in choosing how and where we work What's missing from the "return to office" conversation How AI challenges our assumptions about presence and influence 💡 What You'll Take Away How to notice whether your influence depends on being in the room—or not Why remote work fuels some people and drains others How storytelling reveals hidden biases in work culture What AI might mean for the future of presence 📣 Your Stories Matter I'd love to hear from you. Has working in person been essential to your success? Or has working virtually allowed you to thrive in ways you couldn't before? Send me your story at nola@nolasimon.com or visit nolasimon.com. 🔗 Connect with Me Website: nolasimon.com LinkedIn: linkedin.com/in/nolasimon  
• Podcasting as Leadership 24.06.2025 37min

  **Podcasting as Leadership and Cultural Stewardship**   Podcasting isn't just a marketing tool for me—it's a form of leadership and cultural stewardship. I've learned since 2021 that holding the mic comes with real ethical responsibility. I'm not just shaping conversations; I'm shaping culture. What I choose to amplify, who I invite, and how I edit all have long-term impact. **How I Choose and Work With Guests**   I'm a big believer in trust and long-term relationships. I follow people for years, watching for consistency and authenticity before I invite them on. Cold pitches almost never make it through. Most of my guests are referrals from people I already respect. Sometimes, even after all that, the fit isn't perfect—and that's okay. I value ongoing connections, but I also respect when someone moves on. **Editing, Consent, and Representation**   I want my guests to feel comfortable and represented well, but I also believe in showing people as they are. If a guest checks their phone mid-interview or delivers a lecture instead of a conversation, I'll often leave that in. That's who they chose to be in that moment. I do sometimes edit or delete content at a guest's request, especially if it's sensitive or could impact their reputation. I'm always thinking about the ethics of what stories are mine to tell and how to share them with respect. **Learning From Mistakes and Staying Accountable**   I don't always get it right. There have been times when I missed red flags or didn't do enough research across all platforms. When that happens, I reflect and adjust my approach. I use transcripts to review my own performance and look for ways to improve as a host. **Navigating Tough Topics and AI Bias**   I'm not afraid to talk about hard things—whether it's microaggressions at work, mental health, or the risks of AI amplifying dominant narratives and erasing marginalized voices. I know these conversations have real consequences, and I try to handle them with care, nuance, and honesty. **Duty of Care and the Power of Editing**   Publishing an episode isn't just about getting content out there. Sometimes, caring for a guest means not publishing something at all—especially if I think they're vulnerable or not making decisions in their own best interest. That's not censorship; that's care. **Sponsorship and Independence**   Right now, I'm my own sponsor. I'd love to find a partner who shares my values and commitment to honest, courageous leadership—but I won't compromise my message or let a sponsor dictate what I say. If you think your brand is up for that, let's talk. **My Commitment**   Every guest, every question, every edit, every silence—it all builds culture. My goal is to be trustworthy and to support conversations about the future of work from all perspectives. I call this podcast a love letter to the future of work because I'm optimistic that together, we can create healthier, more sustainable work cultures. I won't always get it right, but I'm committed to learning, growing, and leading with integrity. **Thank You**   Thanks for listening. If you have feedback, want to connect, or just want to share your thoughts, I'd love to hear from you. And if you feel like leaving a review or rating, that would mean a lot to me.   Top 5 Questions I'm Asking Myself How do I decide whose voice gets a platform, and what messages am I choosing to amplify? This question gets to the heart of my role as a host and the impact my choices have on shaping culture and conversation. Am I doing enough due diligence when I vet potential guests—across all their public platforms and not just the ones I'm most comfortable with? I've learned the hard way that consistency across platforms matters, and that I need to check for alignment of values everywhere, not just on LinkedIn or the spaces I frequent. How do I balance presenting my guests in a positive light with representing them authentically—even when their choices or behavior during the interview are unexpected or disappointing? This is an ongoing challenge, especially when a guest's actions don't align with the tone or values I want to uphold for my audience. What are my ethical responsibilities when telling stories that involve others, especially when those stories touch on sensitive topics or could have unintended consequences? I constantly ask myself if it's my story to tell, how to convey it with respect, and when it's better to edit or delete content out of care rather than censorship. How do I maintain integrity and independence in my work—especially when considering sponsorships or partnerships that might not fully align with my values or vision for the future of work? I'm committed to only working with brands that share my commitment to courageous, honest leadership, even if that means going it alone.  
• Skills Based Hiring: Is What You Can Do Who You Are? 19.06.2025 5min

    Summary: Skill-Based Job Setups, AI, Identity, and Team Dynamics 1. AI and Skill Identification in Organizations AI-Driven Talent Management: Organizations are increasingly using AI to analyze employee data, identify hidden skills, and match people to new roles or projects. This helps optimize workforce deployment and supports upskilling initiatives. Benefits: AI enables more efficient talent placement, better prediction of future skill needs, and proactive workforce development. Concerns: Reliance on AI raises privacy issues and ethical concerns about how personal data is used. It may also challenge employees' sense of identity if they feel reduced to a set of data points. 2. Professional Identity and Personal Identity at Work Identity Matters: People often define themselves by their profession ("I'm a writer," "I'm an accountant"). This professional identity is closely tied to personal identity and self-worth. Challenges of Skill-Based Assignments: When work is assigned solely based on skills, employees may feel their professional identity is diluted or undervalued. This can impact job satisfaction and motivation. Psychological Impact: Research shows that a strong, positive professional identity is linked to higher job satisfaction and commitment. However, over-identifying with work can be unhealthy if work becomes the sole source of identity. 3. Upskilling and Employee Autonomy Upskilling Benefits: Upskilling is more efficient than hiring for specific skills and helps organizations adapt to changing needs. It also supports employee growth and retention. Autonomy is Key: Employees value the ability to choose projects and roles that align with their interests. Organizations that offer autonomy see higher engagement, innovation, and satisfaction. Whole-Person Approach: Organizations should treat employees as individuals with unique skills, interests, and aspirations, not just as interchangeable resources. 4. Personal Preferences vs. Skills Skills Alone Aren't Enough: Just because someone is skilled at a task doesn't mean they enjoy it. Personal preferences, passions, and emotional well-being are critical for motivation and job satisfaction. Alignment is Essential: Assigning work that aligns with both skills and interests leads to higher productivity and fulfillment. Ignoring preferences can result in disengagement and burnout. 5. Challenges in Skill-Based Organizations Resistance to Change: Shifting from traditional job roles to skill-based setups can be met with resistance from both employees and managers. Skill Visibility: Many organizations lack a clear understanding of the skills within their workforce, making it difficult to implement effective skill-based strategies. Legacy Practices: Outdated compensation, performance management, and promotion systems can hinder the transition to skill-based models. 6. Team Dynamics and Workplace Culture Beyond Skills: Successful teams require more than just compatible skills. Interpersonal dynamics, shared values, and a positive culture are essential for collaboration and productivity. Risk of Dysfunction: Focusing only on skills can lead to dysfunctional teams and toxic work environments if team members don't work well together. Inclusive Environments: Organizations that consider both skills and team dynamics are more likely to create inclusive, positive workplaces where employees thrive. Conclusion Skill-based job setups and upskilling offer significant advantages for organizations, including better talent placement, higher retention, and greater agility. However, these benefits can only be fully realized if organizations also consider the importance of professional identity, employee autonomy, personal preferences, and team dynamics. By balancing skill optimization with a holistic understanding of employees as individuals, organizations can create healthier, more productive workplaces where both people and businesses thrive. Related Hope & Possibilities podcasts:  https://podcasts.apple.com/us/podcast/hilke-schellmann-the-algorithm-how-ai-decides-who/id1602822494?i=1000676720895   https://podcasts.apple.com/us/podcast/sweta-regmi-bias-in-ai-how-does-ai-impact-job-seekers/id1602822494?i=1000633404352   Deloitte   Skills-based organizations | Deloitte Insights     Training Industry, Inc   Bridging the Skills Gap: The Role of AI in Workforce Education     LACE Partners   Can employees embrace the shift to a skills-based organisation ...     American Public University   The Importance of Upskilling for Future Professional Growth Here are the research links by themselves: https://www2.deloitte.com/us/en/insights/topics/talent/organizational-skill-based-hiring.html https://trainingindustry.com/articles/artificial-intelligence/bridging-the-skills-gap-the-role-of-ai-in-workforce-education/ https://www.lacepartners.com/can-employees-embrace-the-shift-to-a-skills-based-organisation-individual-impacts-of-moving-to-a-sbo/ https://www.apu.apus.edu/area-of-study/business-and-management/resources/the-importance-of-upskilling-for-future-professional-growth/ https://www.scirp.org/journal/paperinformation?paperid=115876 https://amsconsulting.com/articles/skills-based-hiring/ https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf https://www.aihr.com/blog/skills-based-organization/  
• Hope & Possibilities: A Love Letter to the Future of Work 2025 25.03.2025 9min

  #MadeInCanada Key Themes and Ideas As I reflect on my podcast, "Hope & Possibilities: A Love Letter to the Future of Work," I am excited to share the key themes and ideas that will guide our journey in 2025. This podcast, previously known as "The Janus Oasis" and then "Hybrid Remote Center of Excellence," is undergoing its third rebranding, driven by a desire for a more concise and evocative name, a deeper exploration of the future of work, and a shift to solo episodes. Rebranding and Rationale I chose the new name to align with my existing newsletters on LinkedIn and Substack, reflecting my continued belief in the importance of flexibility in the future of work. The previous names had their challenges: "The Janus Oasis" was difficult to pronounce, and "Hybrid Remote Center of Excellence" was too long and cumbersome for everyday conversation. I humorously compare it to choosing a name for a child that you wouldn't want to use daily. Evolving Focus on the Future of Work My goal is to explore the future of work more broadly and deeply, acknowledging the rapid and unexpected changes happening globally. I aim to make sense of these changes and curate ideas that can help build a desired future of work. I plan to use futurist tools like scenario planning and backcasting to explore possibilities and strategize for the future. By imagining a possible future and determining the steps needed to achieve it, I hope to provide valuable insights for listeners. Shift in Podcast Format In 2025, I am transitioning to solo episodes, allowing for a deeper exploration of topics without the constraints of guest interviews. While I enjoyed speaking with guests, I felt that format didn't always permit the depth of exploration or the ability to connect different topics within a single episode. Exploring Diverse Lenses on the Future of Work I am interested in examining work through unconventional perspectives, including art and humor. I believe that if we can laugh at things, it helps us process the deeper meaning of change. For example, I might explore the future of music, fandom, and the well-being of artists, highlighting the asynchronous nature of the music industry alongside its emphasis on in-person experiences. Addressing Constant Change and the Impact of AI The podcast will address the increasing complexity of work due to continuous change and the significant impact of artificial intelligence. I emphasize the need for flexible thinking and the ability to connect trends across different industries. By looking at changes with nuance and making connections between trends in various industries, I hope to provide listeners with a comprehensive understanding of the evolving work landscape. Content Repurposing and Deeper Exploration I plan to revisit and repurpose the existing 100 episodes to create thematic playlists and offer more in-depth learning opportunities. This will allow me to take advantage of the wealth of content already created and provide listeners with more detailed explorations of specific topics. Focus on Value Creation and Audience Engagement My overarching goal is to create value for listeners interested in the future of work and navigating current and future workplace dynamics. I actively encourage audience feedback, questions, and suggestions via email and social media, expressing a desire to engage more directly with my listeners. I would love to feature questions from the audience and make the podcast more interactive. Publication Schedule The podcast will continue to be published on a quarterly basis, although the first episode of 2025 is being released towards the end of March. I intend to take my time with content creation and allow my interests to guide the direction of the episodes, embracing the journey and letting curiosity lead the way.     #FutureOfWork #RemoteWorkRevolution #HybridWork #FutureSkills #DiversityandInclusion #AgileLeadership #EthicalTech #WorkLifeBalance #CareerGrowth PodcastOnFutureOfWork #HopeAndPossibilitiesPodcast  In conclusion, "Hope & Possibilities" in 2025 promises a renewed and more focused exploration of the future of work. The shift to solo episodes, a broader thematic scope, and a commitment to audience engagement and leveraging past content suggest a deeper and more nuanced examination of the forces shaping the world of work. By incorporating diverse perspectives like art and humor, I aim to provide a creative and engaging approach to understanding complex issues, offering valuable insights for listeners navigating the evolving landscape of work. Answer from Perplexity: pplx.ai/share
• Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work 03.12.2024 19min

  Made in Canada.
• Small Town, Big Impact: Revolutionizing Social Media Marketing from Rural Nova Scotia 26.11.2024 33min

  Made in Canada Putting the Social in Social Media from a Remote, Rural Location in Canada In this episode of the Hybrid Remote Center of Excellence podcast, host Nola Simon interviews Ingrid Deon, an award-winning entrepreneur who runs a world-class marketing agency from rural Nova Scotia. Discover how Ingrid built her successful business and created local jobs in a small town, overcoming challenges and leveraging the power of authentic social media engagement. **Key Highlights:** - Ingrid's journey from single mom to CEO of a marketing agency - Building a business in rural Nova Scotia and creating local jobs - Overcoming internet connectivity challenges in remote areas - The importance of work flexibility and trust in remote teams - Innovative approaches to client acquisition and networking - Putting the "social" back in social media marketing **Topics Covered:** 1. **Rural Entrepreneurship**    - Running a marketing agency from a town of 8,000 people    - Hiring locally in rural Nova Scotia    - Overcoming infrastructure challenges (internet, cell coverage) 2. **Remote Work and Flexibility**    - Balancing office presence with remote work options    - Creating a supportive work environment for team members 3. **Client Acquisition Strategies**    - Targeting industry-specific conferences for potential clients    - The benefits of attending CPG and health food conferences 4. **Social Media Marketing Approach**    - Focus on organic social media and authentic engagement    - The power of comment-based contests for market research    - Creating loyal fans through intentional online connections 5. **Personal Growth and Inspiration**    - The impact of mentors and early career experiences    - The importance of resilience and learning from struggles 6. **Future of Social Media Marketing**    - Emphasis on authentic connections and engagement    - Balancing organic content with paid advertising Ingrid Deon's story showcases the possibilities of building a successful business from a rural location while creating meaningful employment opportunities. Her approach to social media marketing emphasizes authentic engagement and community building, offering valuable insights for businesses looking to enhance their online presence. Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/2044917b-9e10-48b4-82ee-bb0e311c9844/paste.txt Ingrid Deon transformed her experience as a poor single mom in rural Nova Scotia into a mission to create opportunities for others. As Founder and CEO of word-craft, she's proving that world-class marketing can thrive anywhere. From Yarmouth, her team of talented women serves major national clients like Nestlé Canada and RBC Wealth Management, while challenging the assumption that success requires moving to a big city. https://ca.linkedin.com/in/ingriddeon word-craft https://www.instagram.com/wordcraftinc/ ingrid@word-craft.ca  
• Exploring Generalist World with Milly Tamati 25.11.2024 47min

  Made in Canada Episode Title: Exploring the Generalist World with Milly Tamati Episode Introduction Join host Nola Simon as she interviews Milly Tamati, founder of Generalist World. Discover Milly's journey from New Zealand to building a thriving global community of generalists and learn about her innovative approach to career development. Guest Information Milly Tamati is the founder of Generalist World, a community dedicated to people with diverse skills. She has a background in teaching, startup ventures, and community building. Connect with Milly on LinkedIn. Timestamps and Key Topics [00:00:22] Introduction to Milly Tamati [00:01:06] Milly's early life in New Zealand and career journey [00:02:37] Transition into the startup world [00:03:17] Life on a Scottish island and community integration [00:04:00] Building Generalist World and its global impact [00:05:22] The value of generalists in modern careers [00:07:26] Nola's personal generalist story [00:09:30] The role of education for generalists [00:10:08] Launching the Unboxed course for career development [00:14:27] Experimenting with Napkin AI for visual brainstorming [00:20:13] Billboard campaign in Times Square and community engagement Key Points and Takeaways Milly's Journey: From milking cows in New Zealand to exploring the world and launching startups, Milly's path highlights the power of a generalist approach. Generalist World: A vibrant community that connects over 80,000 people globally, emphasizing the importance of diverse skills. Unboxed Course: A new educational venture aimed at helping generalists translate their skills into meaningful careers. Innovative Marketing: The creative use of Napkin AI and a Times Square billboard campaign to engage the community and expand reach. Resources and Links Generalist World: Learn more about the community and join the conversation. Unboxed Course: Explore career development tailored for generalists. Napkin AI: A tool for visual brainstorming used in Milly's marketing experiments. Call to Action Subscribe to our podcast for more inspiring stories and insights. Visit our website to learn more about Generalist World and how you can become part of this dynamic community. Don't forget to check out Unboxed if you're interested in expanding your career as a generalist. Milly Tamati is a founder, creator, community builder and future of work speaker. Born and bred in New Zealand, she's spent the past decade building businesses around the globe. Today you'll find her bootstrapping her company, https://www.generalist.world/, from a remote island in the Scottish highlands. https://www.linkedin.com/in/milly-tamati https://www.generalistquiz.com/ https://www.generalist.world/unboxed https://www.napkin.ai/      
• Say What They Can't Unhear - Tamsen Webster 13.11.2024 57min

  Say What They Can't Unhear with Tamsen Webster In this episode, host Nola Simon interviews Tamsen Webster about her new book "Say What They Can't Unhear" and discusses effective messaging strategies for driving change. Key topics covered: Tamsen's background as a message designer and "English to English translator" The importance of understanding deep beliefs when trying to inspire change How to find common ground and build on existing beliefs rather than challenging them The "smart, capable, and good" approach to empathy in communication Why the "deepest beliefs are hardest to shift" and how to work with that principle Challenges with return-to-office mandates and aligning messaging with employee experiences The concept of "recognizable truths" that resonate with audiences How to present change in a way that doesn't conflict with people's existing worldviews The role of cognitive empathy in understanding others' perspectives Why messages need to pass both logical and emotional checks to be effective Tamsen shares insights from her experience as a Weight Watchers leader and how those lessons apply to organizational change. She emphasizes the importance of starting with where people already are and finding ways to align change with their existing goals and beliefs. The conversation explores why many change initiatives fail and how leaders can improve their approach by truly understanding their audience's perspective. Tamsen's book "Say What They Can't Unhear" provides a framework for creating more effective and resonant messaging. Learn more about Tamsen Webster: Part message designer, part English-to-English translator, part magpie, Tamsen Webster helps leaders craft their case for large-scale change. In addition to her work in and for major organizations such as Harvard Medical School, Fidelity Investments, and Klaviyo, she's a judge and mentor for the Harvard Innovation Labs, a professional advisor at the Martin Trust Center for MIT Entrepreneurship, and has spent over 10 years as the Idea Strategist for one of only nine legacy-level TEDx events in the world. She was named to the Thinkers50 Radar in 2022 and is the author of two books, Find Your Red Thread: Make Your Big Ideas Irresistible and Say What They Can't Unhear: The 9 Principles of Lasting Change. She lives in Boston with her husband, two sons, and two brindle Greyhounds, Hazel and Walnut. Tamsen Webster - Message Designer, Author, Keynote Business Speaker www.messagedesigninstitute.com https://www.linkedin.com/in/tamsenwebster
• Community with Rosie Sherry 12.11.2024 1t

  Show Notes: Building Community with Rosie Sherry In this episode, Nola Simon interviews Rosie Sherry, a community expert and founder of Ministry of Testing and Rosieland. Key Topics: - Rosie's journey into community building, starting with local tech meetups in Brighton - The growth of Ministry of Testing from a small project to a global community - Challenges and opportunities in running in-person conferences post-pandemic - Creating inclusive spaces for introverts and neurodivergent individuals at events - The impact of AI on online communities and content moderation - Building custom community platforms vs. relying on social media - The importance of focusing on community transformation rather than just conversations - Addressing the global loneliness epidemic through intentional, small-scale connections - The benefits of homeschooling and building local support networks Highlights: - Ministry of Testing's approach to conferences, including the unique "99-second talks" feature - The 80/20 rule of community: 20% conversations, 80% other valuable activities - Creating custom-built community platforms to own data and foster genuine connections - The challenges of quantifying community ROI and the importance of organic growth - Rosie's perspective on work-from-home policies and the potential discrimination in forced return-to-office mandates Notable Quotes: "Why should all the social networks have all the fun?" - Rosie Sherry on building custom community platforms "We have to find ways to properly connect one-to-one with people and have conversations and not rely on this spamming of groups or thinking like, you know, getting the attention or getting the virality is going to all of a sudden help our loneliness. It doesn't." - Rosie Sherry on addressing loneliness Resources Mentioned: - Ministry of Testing (website) - Rosieland (website) - TestBash conference Rosie Sherry - Ministry of Testing | LinkedIn