Episodes

  • Presence, Work, and AI: Stories Beyond Location

    Presence, Work, and AI: Stories Beyond Location
    Aug 21 2025

    Got it — here’s a first-person version of your show notes that feels personal and directly connected to your voice:

    🎙️ 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

    Do you want me to also condense this into a 2–3 sentence teaser (ideal for Spotify/Apple Podcasts where space is limited)?
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    22 mins
  • Podcasting as Leadership

    Podcasting as Leadership
    Jun 24 2025
    **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.
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    37 mins
  • Skills Based Hiring: Is What You Can Do Who You Are?

    Skills Based Hiring: Is What You Can Do Who You Are?
    Jun 19 2025
    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/...
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    6 mins
  • Hope & Possibilities: A Love Letter to the Future of Work 2025

    Hope & Possibilities: A Love Letter to the Future of Work 2025
    Mar 25 2025
    #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
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    10 mins
  • Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work

    Redefining Workplace Trust: Nola Simon's Approach to Hybrid and Remote Work
    Dec 3 2024

    Made in Canada.
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    20 mins
  • Small Town, Big Impact: Revolutionizing Social Media Marketing from Rural Nova Scotia

    Small Town, Big Impact: Revolutionizing Social Media Marketing from Rural Nova Scotia
    Nov 26 2024

    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
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    34 mins
  • Exploring Generalist World with Milly Tamati

    Exploring Generalist World with Milly Tamati
    Nov 25 2024
    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/
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    47 mins
  • AI in Hiring: The Promise, Perils, and Unintended Consequences

    AI in Hiring: The Promise, Perils, and Unintended Consequences
    Nov 7 2024
    This conversation features an interview with Hilke Schellman, author of "The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, Fired, and Why We Need to Fight Back Now." The host, Nola Simon, shares her personal experiences and concerns about AI in hiring processes, which led her to Schellmann's work. Key points discussed include: The increasing use of AI in hiring processes, especially for high-turnover positions.Potential biases and inaccuracies in AI hiring tools, such as: Favoring certain names or keywords unrelated to job performanceMisinterpreting data and making incorrect inferencesPotentially replicating existing workforce inequities Lack of transparency and oversight in AI hiring systems, with many companies unaware of how their tools actually make decisions.The need for thorough testing and scrutiny of AI hiring tools to ensure fairness and effectiveness.Concerns about how AI might disadvantage certain groups, including immigrants, non-native English speakers, and those with speech differences.The tension between efficiency in hiring processes and finding the most qualified candidates.The importance of accountability and responsible use of AI in hiring practices. Key Questions Raised: - How accurate and fair are AI hiring tools really? - What data are these systems using to make decisions? - How can job seekers know if AI is being used to evaluate them? - Are companies doing enough due diligence on the AI tools they use? - How can we ensure AI doesn't perpetuate existing biases in hiring? Action Steps for Employers: 1. Thoroughly test any AI hiring tools before implementation 2. Regularly audit AI systems for biases and inaccuracies 3. Maintain human oversight and don't rely solely on AI rankings 4. Prioritize finding qualified candidates over speed of hiring 5. Be transparent with candidates about use of AI in hiring process Action Steps for Job Seekers: 1. Be aware that AI may be used to evaluate your application 2. Focus on clearly communicating relevant skills and experience 3. Consider how AI might interpret information on your resume 4. Prepare for potential AI-powered video interviews 5. Advocate for transparency in hiring processes Key Takeaways: - AI hiring tools often have hidden biases and flaws - More scrutiny and testing of these systems is urgently needed - Job seekers have little visibility into how they're being evaluated - Companies need to balance efficiency with fairness and accuracy - Human oversight remains crucial in hiring processes Hilke Schellmann, is an Emmy award winning investigative reporter and assistant professor of journalism at New York University. As a contributor to The Wall Street Journal and The Guardian, Schellmann writes about holding artificial intelligence (AI) accountable. In her book, The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired, And Why We Need To Fight Back (Hachette), she investigates the rise of AI in the world of work. Drawing on exclusive information from whistleblowers, internal documents and real‑world tests, Schellmann discovers that many of the algorithms making high‑stakes decisions are biased, racist, and do more harm than good. Her four part investigative podcast and print series on AI and hiring for MIT Technology Review was a finalist for a Webby Award. Her documentary Outlawed in Pakistan, which played at Sundance and aired on PBS FRONTLINE, was recognized with an Emmy, an Overseas Press Club, and a Cinema for Peace Award amongst others. In her investigation into student loans for VICE on HBO, she uncovered how a spigot of easy money from the federal government is driving up the cost of higher education in the U.S. and is even threatening the country’s international competitiveness. The documentary was named a 2017 finalist for the Peabody Awards. A former Director of Video Journalism at Columbia University’s Graduate School of Journalism, Schellman also spearheaded video coverage as a Multimedia Reporter for the New York section of The Wall Street Journal. Her work has appeared in several publications including The New York Times, VICE, HBO, PBS, TIME, ARD, ZDF, WNYC, National Geographic, The Guardian, Glamour, and The Atlantic. Schellmann’s work has been generously supported by the Patrick J. McGovern Foundation, MIT Knight Science Fellowship, The Pulitzer Center AI Accountability Network and the NYU Journalism Venture Capital Fund Hilke Schellmann - Author of "The Algorithm" - Hachette Book Group | LinkedIn THE ALGORITHM • Now On Sale From Hachette Books Citations: [1] https://ppl-ai-file-upload.s3.amazonaws.com/web/direct-files/15878539/8ba935a9-b4e2-401e-9acf-488cf223410e/paste.txt
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    59 mins