How to Be Fearless at Work

Julian Rosen

As Founder of The Fearless Life Project, Julian Rosen is an unstoppable force dedicated to serving others & seeing them rise to their full potential.

Some questions Tynan asks:

  • How can we avoid living life on autopilot? 
  • If someone isn’t happy with how they’re showing up at work, how do they build their self-awareness and fulfill their potential? 
  • What can we do to avoid & conquer distractions in the crazy? 
  • How can people advocate for their own personal health & needs at work? How do we stand up for ourselves in a way that allows us to thrive? 
  • How do we avoid letting fear sabotage us from asking for what we want at work (e.g. a promotion)? 
  • How do we understand how to be lead by our hearts? 
  • Is it normal to have mental health challenges? What can we do to get a handle on our mental health? 

In this episode, you will learn:

  • At some level, we aren’t happy when we sell ourselves short. When we let the internal negative dialogue win, we know we can be better. 
  • The crystal of BS = our worries about the future, what we think people think of us, what our boss might be thinking when we say something, etc. We need to take a breath and take inventory on where we are selling ourselves short. 
  • Its incredible how we can’t take 25 minutes at the beginning of our day for ourselves… to get to know ourselves better. Avoid, at all costs, reacting and using your phone. 
  • Take stock of your time. How are you truly spending your time all day? Taking stock of your time is crucial to know where it is being wasted, and where you can rearrange to ensure you are more present and free. 
  • It’s rare that the “Hollywood drama” comes true that we’ve played out in our minds when it comes to having a “difficult” conversation about something like a side-hustle, or outside passion. Often, your manager will be more supportive than you could ever imagine. 
  • If you can begin to understand that certain conversations have the potential to change your life (e.g. asking your boss for a promotion), you will begin to make bolder moves… but you also must become self-aware enough that will enable you to recognize the natural stressors & feelings that will come up. 
  • If the reactive part of us is constantly in the driver’s seat (e.g. always checking your email… always!), then we will burn our selves out. Duh, take a break folks, set boundaries and be stern with your boss if you’ve allowed them to believe you are available 24/7. You deserve better! 

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The Future of Leadership Development & Creating Psychological Safety

Some questions I ask:

  • It’s almost taboo to encroach on people’s “personal lives,” so how do leaders go about knowing what their needs are without crossing a boundary? 
  • What’s the psychological effect of somebody not being understood at their company? 
  • What does the future of leadership development look like? 
  • What is a “conscious culture”? 

In this episode, you will learn:

  • We are hardwired for connection. If we can learn how to motivate, inspire and drive people from an intrinsic level, then we can release untapped potential in our people. 
  • We need a secure attachment with our leaders. This means providing emotional availability and responsivity to our people. Unlike what we often think, people bring their full selves to work; they don’t just turn off their human side when they walk in the front doors to our offices. 
  • We have a responsibility to set the emotional tone of our companies. 
  • At the foundation of a high-trust culture are people being heard, seen and valued. 
  • When we provide flexibility to our employees, they in-turn provide our companies with high-performance of their own choice, even going above-and-beyond during non-work-hours because they care. 
  • Relationship challenges at work are a direct reflection of a need not being met by the other person in the workplace. Enquiring of that need is crucial in resolving conflicts & maintaining healthy workplace relationships. 
  • Leaders have a responsibility to their own cleanup work. You can start by doing the following:
    • Recognizing the clean up emotional roadblocks 
    • Recognizing the pain & loss that is getting in the way of us truly showing up for others in an authentic way 
    • This is the future of leadership development
  • If we want others to do the work on themselves to improve & grow, we have to do do the work ourselves as leaders 
  • A conscious culture is a high-performance culture grounded in trust, psychological safety, and belonging. At the center of a conscious culture are secure attachments;  the leader creating a space for people to take healthy risks, to speak up, to make mistakes, to put their best foot forward, to go the extra mile for their teammates, and to know that they belong and that they matter. 
  • Leaders can benefit greatly by considering how they show up for their teams, how they light up for them and the energy they bring to space/work environment. 
  • When leaders step back and think, “what is the most generous assumption I can make about my employees,” the workplace environment totally shifts. 

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As Founder and Director of People and Culture at The Grief and Trauma Healing Centre Inc., Ashley has nearly a decade of clinical experience as a practicing psychologist, and it is this scientific background that forms the foundation of her signature training program—Conscious Culture Bootcamp.

Featuring in national publications and appearing on global news channels, Ashley is a frequent media contributor and renowned public speaker.

Ashley found her own ‘Why’ early in life following a difficult childhood punctuated by her father’s substance abuse and eventual suicide. From this, the darkest and most painful period of her life, she uncovered a deep and passionate desire to serve others and a natural ability to create a safe space in which to explore life’s most challenging questions—a skill that has been immeasurably valuable in her career both as a psychologist and trainer.

Outside of work, Ashley likes to keep active both on the basketball court and by running regularly, rewarding herself for all this hard work with coffee and poutine. Ashley is very active in her Christian faith community and enjoys volunteering when she can through her church. She also loves to travel with her husband and young son, particularly favouring Hawaii and Arizona, and seeks out quality time with close friends and family whenever she can.

 

Building Culture on a Startup Budget

Kaleah Baker

Kaleah Baker, COO and Co-founder of BridesMade – Canada’s only bridesmaid dress rental service! After growing up in small town Saskatchewan, Kaleah completed her BBA in Marketing & Management at Bishop’s University, and her MBA at Wilfrid Laurier. Both schools are known for their tight-knit communities, so it’s no wonder that a collaborative culture would be a must within her own business. From startup to standout success story, Kaleah loves telling her entrepreneurship story. 

Some questions I ask:

  • How do you build a team of millennials leading millennials? 
  • If everyone isn’t full time, how do you motivate them? 
  • Your team is a well-travelled startup having gone through multiple incubators & accelerators. How have these experiences changed your company and what elements of their cultures have you adopted into yours over time? 
  • As a female-only team, how do those dynamics affect your team and what is your plan for the future to grow your team? 
  • What are your tips, from experience, for navigating fast-growth?

In this episode, you will learn:

  • Finding people who have previous experience with high-level performance such as in sport or music is an excellent way to build a team that can perform at the high level required in a fast-growth startup. 
  • Ensuring there are elements of fun in people’s lives is profoundly important to startup culture. 
  • In a monthly All Hands Meeting, allowing for people to ask the leaders ANYTHING can be incredibly helpful in preventing conflict or issues down the road 
  • Within the incubator setting, such as at Communitech, there’s a concept of “accessible help.” Kaleah’s advice comes with a caveat however, you can book time with her or anyone whenever it’s needed… but it’s your responsibility to know what you want to talk to about and clarify that the meeting is between the correct people. At Communitech, she mentions that when people ask for your time, you typically give it to them with undivided attention… as long as it is with the right person to be respectful! 
  • In a bridesmaid dress company, women TEND to be a bit more passionate… so that extra 5% of passion does go a long way to hiring females. It is complex in a female-focused brand to integrate that first man onto your team. The plan for now is to see at a point of exponential growth (~50 people), men will certainly be part of the hiring plan. 
  • Ask your people what they want and avoid assuming or telling them what they do. 

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