Steve Cadigan is a Talent Advisor at Cadigan Talent Ventures, which helps top organizations and leaders build compelling talent solutions for the digital era. As a keynote speaker on the future of work, he has been at the forefront of global talent strategy and company culture for the past 30 years. Steve was LinkedIn’s first Chief HR Officer, having scaled the company talent from 400 to 4,000 in 3.5 years.
He is the author of Workquake and has been recognized as an exceptional world-class performer in culture by The Wall Street Journal, Fortune magazine, and other publications. In 2021, Steve was recognized as being among the top 200 Global Thought Leaders in the world of people and talent.
Here’s a glimpse of what you’ll learn:
- Steve Cadigan addresses remote work misconceptions
- What is the great career migration, and how does it affect businesses?
- How to create value and build community in a remote work environment
- Steve’s inspiration for writing Workquake
- Steve discusses how he transformed LinkedIn’s organizational processes
- The importance of consumer data to the future of work
In this episode…
In a remote work environment, a survey of 1,000 US adults found that 39% would consider leaving if they were obligated to return to the office. So, what does this entail for future work models, and how can you adapt to them?
According to highly sought-after talent expert Steve Cadigan, employers should restructure company culture to accommodate team members’ requests for work flexibility. Employees want the ability to prioritize their personal lives, so working to establish value is crucial in retaining talent. By experimenting with remote and hybrid models, you can offer your team the freedom to determine a method suitable for their lifestyle and work approaches.
Tune in to this episode of What The Teck? as Rolando Rosas and Dave Kelly talk with Steve Cadigan, Talent Advisor at Cadigan Talent Ventures, about building a valuable company culture around remote work styles. Steve addresses the misconceptions about remote work, the great career migration and its effects on businesses, and how to create value and build community in a remote work environment.
Resources mentioned in this episode:
- Rolando Rosas on LinkedIn
- Dave Kelly on LinkedIn
- Global Teck Worldwide
- Steve Cadigan
- Steve Cadigan on LinkedIn
- Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working by Steve Cadigan
- Circuit Loops
- Jamie Dimon on LinkedIn
Sponsor for this episode…
This episode is brought to you by Global Teck Worldwide.
We are a full-service online retailer of professional headsets, webcams, and speaker phones from top manufacturers.
Since 2002, Global Teck Worldwide has provided affordable, high-quality communications equipment and customized telecommunications services to organizations of all sizes.
Our specialists have invested hundreds of hours in technical training, certifications, and seminars to assist customers with purchasing decisions.
We have served thousands of customers in a variety of industries with value-added services, including ergonomics, employee work accommodations, and hearing-impaired services.
If you are a government agency, small business, or Fortune 500 company, contact us at https://circuitloops.com/contact-us/ to discover a solution that fits your communication needs.
Episode Transcript:
Intro 0:00
Welcome to the What The Teck? podcast where we talk about business and Office Technology, and put our 20 years of expertise to discussing trends and issues impacting the workplace.
Rolando Rosas 0:11
And welcome to another episode of What The Teck?, I’m your host, Rolando Rosas. And today you’re in for a special treat. We’ve got super coached to the fortune 500, and former LinkedIn executive, Steve Cadigan. He’s weighing in on the future of work, and what it all means to employers, as well as prospective employees. But before we get to all of that good stuff with Mr. Steve Cadigan, let me just first welcome in our Instagram viewers who are watching us live today on Instagram, you’ve got a front row seat to some good action. So joining me with Steve, to make sure I stay on task the day is my co host, Dave Kelly.
Dave Kelly 1:01
Hey, I can I can only do my best to keep you on task. I can’t hold the camera for you. But it’s pretty cool that we’re on multi-multi platforms this afternoon. Very, very cool. Yeah, Rolando. We’re talking about the future of work. I know that we’ve been talking about, you know, this work at home phenomenon for quite a while. But what are the devices that we’re promoting, you know, help with this type of new culture work culture that we have? Makes it easy? For sure. You know, with Steve Cadigan on board today really excited to hear his his perspective on things. Before we join him before we pull him in? Why don’t we jump into the trivia question of the day.
Rolando Rosas 1:39
All right, let’s go for it. You want me to do it or you want to do it?
Dave Kelly 1:42
So I’ll throw it out there. So among these four companies, which has the highest percentage of employees who want to work at home permanently, these are all the big ones, Amazon, Microsoft, Google and Salesforce. We’ll find out later.
Rolando Rosas 1:57
All right. Wonderful. Thank you, Dave. I’m curious to find out what’s going on there. So let me let’s see, we’re gonna throw it to the. Okay. So what we’ve got for you in store today, let me tell you a little bit about Steve. Steve is one of the foremost Excuse me, let me grab a little sip of water. Steve Cadigan is one of the foremost authorities on the future of work. super passionate about that, I’d love to hear more about that. He is renowned for leading LinkedIn talent push from only from Around 400 people to 4000 in three and a half years amazing feat by itself, and was responsible for architecting its world famous company culture. We’re also going to get into that in his book. He talks a little bit about that. And his book called Workquake. Steve has spent the last 30 years leading talent and culture at Fortune 500 companies. In other words, he’s a super coach to the fortune 500. He offers strategy and insights on talent in times of disruption through keynote speaking seminars, and workshops. And what you’re looking at on your screen right now is his new upcoming book, Workquake. We had a sneak peek at it, read through it a little bit. We’ve got some questions for him. So you want to stick to the end when we talk about his book and what his thoughts on are inside of that book. And so without further ado, and by the way, this book is going to is available for pre orders. I believe it’s pre orders right now through Amazon, and also at Barnes and Nobles. It’s scheduled for release on August 3, and we have the privilege of having Steve Cadigan on with us today. So come out of the greenroom. Steve. Hey, guys. Hey, thanks for joining us today. Where are you joining us from today, Steve?
Steve Cadigan 3:54
I am in the beautiful location of Menlo Park, California today.
Rolando Rosas 3:58
Awesome, man. That’s love California. I don’t know why. But every time I’ll turn on the TV, if I see like a TV show. It’s California. It looks awesome. If the TV the houses look awesome. The weather looks nice. The sunshine. I don’t know. I mean, you guys have have a lot of good stuff that we’re out here on the East Coast right now dealing with mugginess and humidity and bugs.
Steve Cadigan 4:20
Well, hopefully you don’t have the same cost of housing that was so expensive to live here. Yeah,
Rolando Rosas 4:26
I think New York DC and the San Francisco area are among the three most expensive places right now. And it’s also some of the hottest areas for property. So we were we’re close may not be too far away from that. Yeah, for sure. So thank you, Steve, for coming on. And before we get to asking Steve a bunch of stuff that we want to dive into, we want to remind you do subscribe and like and if you’re watching us during the live, go ahead and send us your comments and chat and we’ll go ahead and try to do so you’ve got Steve, if you’ve got questions for Steve, go ahead and do So, if you’re watching us during the playback, sit back, relax, you’re in for a treat today with Steve, myself and Dave. And if you have questions during the playback, we’ll still get back to you. And we’ll see maybe we can get some out to Steve as well, if he can, if he could take some of those questions on the playback later and respond. So without further ado, let’s go into already do we want to go into the clips. All right. So let me set let me set this up. So you know what you’re looking at. So we’ve got a video that we’re going to take a look at from a CEO who has a very large platform, had some thoughts on work from home, and what his employees should do. And I want Steve, I want your reaction. I want to see what you think about what Mr. Jamie Dimon has to say, a CEO of JPMorgan Chase, Bill Hedorah role that
Jamie Dimon 5:47
seems so dramatically accelerated a trend, but it does not work for younger people. It doesn’t work for those who want to hustle. It doesn’t work in terms of spontaneous idea generation. So how’s it working for your culture, and it doesn’t work for culture? So I think, you know, we’ve told people we expect them on May 17, one or two days a week, get used to it that you had wrapped around it.
Rolando Rosas 6:09
All right. What do you think about that?
Steve Cadigan 6:11
Well, I’m not surprised. First off, I have a lot of respect for for Jamie Dimon. Jamie Dimon is an incredible leader and I had a chance to help his team when I was at LinkedIn. Think through some succession planning ideas and technologies they were building. But here’s how I look at this. I think Jamie’s, what he’s doing there is limiting his available market for talent by about 70%. Because most people don’t want to be going back in the office. I don’t agree with that. His perception is it’s the only way to have a good culture. What I think he’s saying is it’s the only way I know how to dress culture. And the only way I know how to lead accompanies everyone being there. And so And he’s not alone in that, you know, honestly, and I feel for a lot of leaders that have never faced something like we’re facing right now. I mean, there is no business school that says, Hey, we got to concentration and work from home or managing remotely. And so the MBA for that. That’s right. That’s right. And so we got to give a little grace to organizations to find the time to navigate this new reality. But what happens for most people is when we’re under stress, and I see this all the time, as a coach, we tend to revert to what we know. And a lot of businesses I mean, think about banking, being under attack, when you’ve got Google and Apple and all these fit pay pals, and all these companies come in Robin Hood, coming after your business, and then you’ve got Bitcoin and all these new cryptocurrencies changing the landscape, I think you’re a little bit nervous around the future. And so he’s probably saying, I know how to lead with everyone in that’s what we’re gonna do, because we’re not in a normal environment right now. And I feel more comfortable doing that. And as I said, I really think he’s going to limit the number of people that are going to want to work there longer term, but but we’ll see, you know,
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