d'Skills in Action

Ever wondered what's on the mind of a leader when they're working with someone from Gen Z like you? In this episode, we're going to give you an inside look at how leaders think when they're trying to engage and motivate someone from your generation. This show is all about breaking down what goes on behind the scenes to make Gen Z-Gen X working relationships successful. Join us as we dive into the world of leadership through the unique partnership of Coco Brown, the Founder and CEO of Athena Alliance, and Brit De Visser, the Chief of Staff at The Athena Alliance. Through their honest conversation, you'll get to peek behind the curtain and see how Coco, an experienced leader, keeps someone as talented as Brit (gen Z) engaged and excited about their work. Coco embodies the kind of leader you aspire to work with, and by listening in, you'll gain valuable insights into how leaders like her think and make decisions. This episode is your open door to expanding your connections.... So, put aside those textbooks for a moment, turn up the volume, and get ready to explore the world of leadership and Gen Z engagement with Brit De Visser and Coco Brown! --- EMBRACE TRANSPARENCY AND DIALOGUE In our conversation, Britt emphasizes the importance of open communication and alignment between a company's mission and an employee's personal goals. > "I think it's really about transparency and dialogue. If you can align your company's mission and vision with their personal goals, it's just a win-win." — Britt de Visser This alignment can lead to mutually beneficial outcomes... > "When you give somebody autonomy and trust, you're essentially saying, 'I trust that you know how to get to the destination. I don't need to map out every step of the journey for you.'" — Coco Brown On the other hand, Coco highlights the value of trust and autonomy in empowering employees. Trusting them to find their own way to achieve goals can be more effective than micromanaging. Britt underscores that Gen Z individuals are often motivated by aligning their personal goals with a company's mission. Trust and goal alignment can be key to their success. SHIFT TO A PARTNERSHIP MINDSET I get to ask Coco’s thought on the importance of Gen Z employees... and she stresses that Gen Z should be treated as partners and granting them autonomy and trust. This approach fosters a sense of ownership and collaboration. > "With Gen Z, it's more of a partnership where you're saying, 'I trust that you have a unique perspective, unique skills, and unique ideas, and I want to leverage that. I want to harness that.'" — Coco Coco highlights the shift towards a partnership mindset when working with Gen Z, acknowledging their unique contributions and ideas as valuable assets. > "It's not just, 'Hey, come here and do this task,' it's, 'Come here and let's collaborate on how we can achieve this goal together.'" — Coco She emphasizes the importance of collaboration and shared goal setting when working with Gen Z... moving away from a purely task-based approach, and the need for a more flexible and non-structured approach in today's world, aligning with the evolving nature of work and society. CULTIVATING AUTONOMY, EMBRACING CONTINUITY, AND NURTURING CREATIVITY > "It's better to ask for forgiveness than permission. People who can identify problems and think about creative, practical solutions are valuable." — Coco Brown To identify problems and proactively seek creative solutions while maintaining practicality, Coco promotes a culture of autonomy and encourages employees, regardless of generation. She also suggests that the willingness of younger generations to question authority may stem from having access to a wealth of information and a more inclusive worldview. Coco discusses how the concept of a continuum, particularly in areas like gender and sexuality, encourages a more questioning and non-binary approach, in contrast to the binary structures of previous generations. > "When everything is a continuum and gray, it's easier to orient yourself towards a position of 'why' as opposed to binary structures." — Coco Brown This underscores the importance of embracing the idea that the world is full of possibilities and continuously expanding one's understanding, regardless of age or generation. ABOUT COCO Coco Brown is the Founder and CEO of Athena Alliance. Athena has helped thousands of leaders grow and advance in their executive careers and has brought over 400 women to corporate boards from growth stage private companies to name brand public companies. Coco has personally worked with hundreds of top leaders, CEOs and boards to evolve modern leadership. She’s served on ten commercial and non-profit boards and advisory boards, and has led two notable companies (Taos, acquired by IBM, and now Athena). She is part of Nasdaq's Governance Insights Council and is often called on to share guidance to the evolving focus and breadth of responsibility within the Modern Boardroom. Coco is the biological mother of 2 Native Digital Gen Z'ers, and the "second mom" to dozens more :). She's a firm believer is much of what Hannah has shared through her show. Britt is the Chief of Staff to the CEO and Head of Corporate Partnerships at the Athena Alliance, an executive learning development ecosystem for executives. She's been at Athena for two and a half years. She graduated from UC Santa Barbara in 2021 where she studied Psychology and Communication. She is originally from the Bay Area, and now spends most of her time in LA (when she's not digital nomading around the world). LINKS & MENTIONS Athena Alliance [https://athenaalliance.com/] Coco Brown [http://linkedin%20-%20https//www.linkedin.com/company/10613108] | Britt de Visser [https://www.linkedin.com/in/brittdevisser/]

Welcome Rebels! 🤘😎 If you've been following our podcast rebrand and caught the excitement in the air You already know we're not just a podcast... 🔥💥 We're a dynamic community and a powerful movement. This is for high schoolers or a gap year student with a unique perspective... We hope you've joined the vibrant d'Skills community [https://www.dskills.io/community] already, too! 😉 Today, Swetha Tandri and I will unravel the real "why" behind this journey From launching this show and its vitality... Plus, the 10 commandments that shape the very essence of the d’Skills community. Buckle up, because this episode marks the beginning of an extraordinary voyage into the world of skills, empowerment, and a different mindset. Are you ready? Let's dive in! 🎧🌟 Welcome to the groundbreaking inaugural episode of d'Skills in Action! 🚀 --- Our 10 d’Skills Community Commandments: 1. Skills Over Scores: We believe that real-world skills, mindsets, and impacts say infinitely more about who we are than test scores and GPAs. 2. Progress over Perfectionism: We believe that mistakes are ESSENTIAL to grow and build resilience to succeed, and that we should welcome them in our lives. 3. Courage Over Conformity: We believe in the power of courage and tenacity to break the mold and defy the status quo. 4. Impact Now: We believe that we don't have to wait until we’re older to make a real impact in the world on real businesses and real problems. 5. Community Over Competition: We believe in the strength of community to uplift, encourage, and educate one another, rather than just competing for “top spots”. 6. Pathway-Inclusive: We believe that whatever pathway you're on—college, no college, technical school, entrepreneurship, or something entirely different—d’Skills are vital to launch you into a fulfilling, best version of yourself. 7. Different OVER Better: We follow our different. 8. Forge Our Path: We believe that everyone has the opportunity to learn from this community and carve out their own unique career path. 9. Digital Tools, Infinite Potential: We believe Native Digitals are unstoppable when we harness the power of digital resources and AI technology. 10. Real World, Real Skills: We believe that real learning happens when you begin with a real-world impact you want to make, and work backwards. In our community, we don't just learn; we apply and impact the real world. LINKS Manifesto — d'Skills (dskills.io) [https://www.dskills.io/manifesto] COMMUNITY — d'Skills (dskills.io) [https://www.dskills.io/community]

If you're in high school, you probably spend a lot of time buried in textbooks, but don't really know how your skills could apply to the real world. Trust me, I get it. It can be daunting to build skills and take them outside the classroom. That's why we started this show.  Welcome to d'Skills in Action, the show where we help you get the d'Skills you need to impact the real world, not just ace a test or rely on a degree. I'm your cohost, Hannah Grady Williams. I'm 25 and I'm the brain behind d’Skills and alongside me is Swetha Tandri. She's 20 and she's the founder of Melodies for Math. Both of us have forged our own career paths doing something we love. This is a real dialogue podcast. It's for high schoolers, gap year adventurers, and epic parents with a different mind. Each month, we'll bring you d'skills deep dives with students who are making real world impacts so you can see how it's done, and Rebel roundtables with leaders who had untraditional pathways to success and who inspire us. Why are we doing this? Well, it's pretty simple. Less than 30 percent of companies in the 21st century think that students with degrees have any marketable 21st century skills. Big yikes. It's time to ditch the script and get d'Skills in high school. But we're not just a podcast, we're a movement and a community, and you can join the conversation and have a chance to be featured on the show if you go to d'Skills. io forward slash community or click the link in the show notes. Because we're on a mission to help 1 million high schoolers graduate with an impact portfolio of the skills they've applied to the real world before they ever get a degree. All right, Rebels, ditch the script, and we'll see you on the other side. LINKS Manifesto — d'Skills (dskills.io) [https://www.dskills.io/manifesto] COMMUNITY — d'Skills (dskills.io) [https://www.dskills.io/community]

This episode marks a bittersweet moment... Because today is the final episode of Native Digital Native Analog Show. As we welcome a new chapter with the d’Skills in Action... Strap in for our last ride as we cap off this season with a conversation full of mind-blowing thoughts about the profound impact of artificial intelligence on our world. With our special guest, Cynthia Schauer. Exploring topics from automating outdated practices to addressing AI-related fears... Cynthia Schauer has a brilliant mind with extensive experience as an executive and strategic advisor, including her recent role as Vice President of Creative Services at Rite Aid. Today, she is pioneering a crucial venture in the AI landscape, helping companies automate their onboarding and historical data processes through SmartFlow. Her expertise in questioning the fundamental premises of practices, especially in the context of onboarding, offers valuable lessons. --- THE NECESSITY OF ADAPTING TO AI AND AUTOMATION In my conversation with Cynthia, I get to ask her thoughts about the students coming into corporate... She noticed the growing gap between how students are exposed to technology and AI in their personal lives and how they are educated within traditional institutions. > “Students are going to come in and they're not prepared for the way the companies have changed. I would challenge you and flip it. I would say the students are going to be prepared. The companies aren't, especially in some of these more established companies.” --Cynthia Schauer She emphasizes the need for educational institutions to catch up and teach students how to harness AI as a tool... And the importance of companies and institutions adapting to AI and automation. She added..."If companies are going one way and the education systems are going the other, that gap is just widening." She emphasizes that these technologies are here to enhance human capabilities rather than replace them. AI AND ABUNDANCE MINDSET Another pressing topic from our conversation is the common misconceptions and fears surrounding AI, such as job loss or misuse. > "It's a little of both. Now, when I talk to those in the tech sector, there have been some that have admitted they're seeing their own clients don't understand AI."--Cynthia Schauer Along with this is the shift from a scarcity mindset to an abundance mindset in the context of AI. Rather than fearing job displacement due to AI, people and organizations should embrace the opportunities it presents for increased efficiency and productivity. It's crucial to educate individuals about the benefits and opportunities AI can provide while addressing their concerns. > "There is enough for everybody... We need to bring that happiness back into our teams. Stop making my job so frustrating because when I have to redo something multiple times, I'm not happy." --Cynthia Schauer TRANSFORMATION OF ORGANIZATIONS As we look ahead 10 years, the conversation we had predicts a transformation in the way organizations operate. > "You need a chief AI officer to drive this... It is the person that not only understands technology but also understands leadership."-- Cynthia Schauer Cynthia emphasizes the need for a CAIO. This role is described as a bridge between technology and leadership, responsible for understanding how AI can be strategically integrated into the business to drive innovation, efficiency, and competitive advantage. It is positioned to steer organizations toward a future where AI becomes seamlessly integrated into daily operations. > "If you're not using AI, you're going to be out of business by the end of the decade... I think mergers and acquisitions are going to continue, and I've talked to some people about how AI can be used because that's all about data transfer."--Cynthia Schauer With AI becoming ubiquitous and accepted as a standard tool, it levels the playing field for businesses, regardless of their current technological capabilities. Organizations that fail to adapt and embrace AI may struggle to survive, while those that leverage AI effectively will thrive. ABOUT CYNTHIA Cynthia Schauer saves world class marketing and creative teams millions upon millions as a transformational leader who steers companies away from waste and towards profitability. She dives into data and uncovers redundancies while revitalizing brands, processes, and performance through multi-channel marketing campaigns and technologies, consumer engagement, and relationship management. Cynthia earned her Bachelor of Science in Marketing from Miami University. She trained in lean methodologies through Honsha and LSS at UGA Terry School of Business. Cynthia is a member of Chief, Women in Retail Leadership, and the Network of Executive Women. She serves on the Advisory Council and Women in Leadership Executive Program for Florida University, School of Business and on the board of Boca Raton Triathletes. When she is not saving companies hundreds of millions of dollars, she is out running trails and most recently finished a 24-hour race. LINKS AND MENTIONS Linked In | Cynthia Schauer [https://www.linkedin.com/in/cynthiaschauer] | IG: cinderellasparklicious (a funny story about this) Website [https://LSSgroupconsulting.com] | email: schauercynthia@gmail.com

Just a few weeks ago, we had James Fellowes on our podcast, a partner at Bridge of Hope Careers. We delved into the world of invisible and visible disabilities in the workplace, exploring how unlocking the potential of people with different backgrounds can become a powerful advantage for companies. Little did we know that James would introduce us to a friend with an even more extraordinary story--- Chance Bleu Montgomery Chance, the Partner Support Manager at Bridge of Hope, has overcome incredible odds, from a challenging childhood marred by abuse to facing the depths of addiction and prison. His transformation and the impact he's making now will leave you in awe. As you listen, pay close attention to the unique challenges faced by individuals from disadvantaged backgrounds when entering the workforce. And Chance's coaching tips offer practical ways to uplift and support them. Every word of this episode is pure gold. --- THE JOURNEY OF PERSONAL TRANSFORMATION > "So, I was left with these choices to either not live or change... And I spent three years and 10 months in therapy almost every day to unlock some pain and to deal with those childhood traumas while spending five years studying with the Open University to give myself an education my childhood didn't afford "-- Chance Montgomery Chance's journey from a traumatic childhood to becoming a successful founding partner of Bridge of Hope exemplifies the remarkable power of personal transformation. His story highlights that reframing one's mindset and investing in self-development can help overcome adversity. He reframed his experiences, replacing phrases like "life is hard" with "life is challenging," leading to a shift in his mindset and outlook. He found the determination to change by recognizing the value of time as a currency and committing to a long-term journey of growth. > “Now I realized that time was a currency we spend. You spend money you spend time if you spend it, It's a currency. I started to think about how I am spending my time currency? Am I spending it for a return?... When you start to look at your time currency in that valuable way, you start to think right, ‘well, I'm now an investor’. I'm an investor of time and I invest my time in a return.” -- Chance Montgomery This shift in language and perspective empowered him to navigate difficulties with resilience and adaptability. --- BRIDGE OF HOPE'S HOLISTIC APPROACH TO EMPOWERMENT I get to ask Chance what Bridge of Hope do and how does it specifically help? Chance emphasizes that it is driven by sincerity and passion rather than just setting up a business. > “We mean it. It's not about let's set up a business here. It's about let's change lives.” --- Chance Montgomery The program focuses on changing lives by offering candidates access to various support partners. Candidates benefit from skills assessments, personalized industry suggestions, and pathways to qualifications. Financial support forms a crucial component, with candidates being able to access wages before payday and receive free financial advice for themselves and their families. By recognizing that a person's success has a ripple effect on their family, Bridge of Hope strives to uplift entire communities. > "Because if they love who they are, that's when inspiration strikes in the family household. That's when it taps into that next generation. Because we know when someone has a job, the children are watching. And we know when someone doesn't have a job, the children are watching. And so, we know we're making a difference. This is bigger than recruitment. Bridge of Hope is way more than just a jobs board. It's a movement. " ---Chance Montgomery This highlights the potential for positive change through their multifaceted approach. ---- CHALLENGING STEREOTYPES AND NURTURING ASPIRATIONS Bridge of Hope challenges societal stereotypes and limited aspirations that have historically held back individuals from disadvantaged backgrounds. Chance discusses how families often advise their children to pursue jobs perceived as safe and attainable, perpetuating a cycle of low expectations. > “... I was told to go for jobs as bus driver, because they will have me, but no one else will. And parents of my generation were telling their children to keep them safe from harm, disappointment and rejection. And it was really sad, lots of young people didn't aspire, but there were lots of us who were like, ‘I don't want to be a bus driver’... They're people with these high aspirations but are being told don't go there, they won't let you in. And so that's a whole different existence, because you just look at everything around you and you just feel like none of these are attainable"--Chance Montgomery Bridge of Hope aims to break down these barriers by providing individuals with opportunities and support to pursue their aspirations. The program's mission is to shatter these misconceptions and open doors for candidates to pursue their dreams. Bridge of Hope's commitment to changing lives and fostering empowerment showcases the power of dedicated initiatives in addressing systemic inequalities and creating a brighter future for individuals and their communities. ------ Meet Chance! Chance was not born lucky. A childhood of physical and mental abuse was followed by the death of his sister to Cancer, and in his twenties, Chance had a mental breakdown .... which led to reckless behavior and heavy use of drugs and alcohol. Before he knew it, his life had spiraled out of control, and he woke up one day in a prison cell, alone, with a lengthy term ahead of him. Prison was more difficult than he could have imagined, but it turned out to be a transformative experience. He used the time to reflect on what got him there and how He could ensure he never went back. In prison, he finally recognized that he needed. help – and got some – but he also discovered a capacity to significantly help others. In pursuit of a better life, he realized he could be more than good: he could be determined, resilient and remarkable. After his release, and with the help of the employment charity, Resume Foundation, Chance started his own health and wellbeing brand, ‘Troothshop’. And, seeing his potential, the team behind Resume also employed him as the Partner Support Manager for Bridge of Hope, where he now works with the talent portal’s charity partners to bring other marginalised but talented and resilient candidates into the workplace. Links and Mentions LinkedIn| Chance Montgomery [https://www.linkedin.com/in/chance-bleu-montgomery-6153691bb/%20Also] Email [chance.bleumontgomery@prosper4.com] | Website [https://www.bridgeofhope.careers/?source=bing.com] | Book a meeting [https://calendly.com/chance-bleumontgomery/bridge-of-hope-info-enquiry-response%02me]