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Origin Story
Non-profit Organizations
New York, NY 557 followers
Created to uplift underrepresented voices in professional fields.
About us
Origin Story was created to uplift underrepresented voices in professional fields. These groups are broad: Age 40+ workers, the economically disadvantaged, rural/remote workers, working mothers, military veterans, first generation professionals/students, even introverted creatives who speak with their art.
- Website
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https://www.originstoryseries.com
External link for Origin Story
- Industry
- Non-profit Organizations
- Company size
- 1 employee
- Headquarters
- New York, NY
- Type
- Self-Employed
- Founded
- 2020
Locations
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Primary
New York, NY, US
Updates
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Oh yes, been calling this for a while! This “Great Resignation is going to be a hurricane. ⛈️🌫️ Turnabout is fair play, esp. for greedy CEOs/Boards who lay off people AS their stocks are skyrocketing. The fat cats are going to use up one of their 9 lives. #layoffs2024 #layoffs #layoff #laidoff #metalayoffs #amazonlayoffs #linkedinlayoffs #resume #resumetips #interview #interviewtips #unemployed #funemployed #careercoaching #resumecoach
Another shuffle is coming. Not quite the "great resignation" we saw as the teeth of the pandemic receded, but something significant. There are a lot of unhappy people sticking with bad companies because the job market for new go-to-market roles has been highly volatile over the past 1-2 years. Sucking it up and sustaining a paycheck despite toxic cultures has, for some and until now, been better than the massive uncertainty and income gap of the recent B2B job market. That could be changing soon. If the feds cut rates in September, that could signal a growing confidence in the near-future market that encourages investors to put cash back into play, allows PE firms to start moving on over-pregnant exit options, and allows healthy and growing start-ups to finally start planning for IPOs. If we start to see headlines of these signs of momentum come to fruition in the coming months, 2025 could be a whole lot of fun. Great people will find better cultures and opportunities as well. It has been really frustrating to talk to great people who feel "stuck" in awful companies. I'm so excited for them to finally have their day.
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Sam Frymer 🧲 gives an excellent breakdown of the WHO and WHY behind Return to Office mandates. 😷 And people are still catching COVID! Reckless “leadership”. #remotework #remoteteams #remotejobs #gapyear #digitalnomad #nomadedigital #travel #wfh #rto #returntooffice #backtooffice #returntowork #hybrid #hybridwork #workingmom #workingdad #workingparents
B2B Director of Marketing || I generate revenue by delivering leads that convert into customers || LinkedIn Community Top Voice
“Who is forcing employees back into the office, and why are they doing it?” I was talking to someone recently about working from anywhere, and started digging deeper into the WHO and WHY behind these Return To Office (RTO) mandates so often in the headlines. From my perch, there are clear benefits to the employee, company, and environment in a Work From Anywhere setup. Increased flexibility. Increased family support. Better health. Save time. Save money. More networking. Increased productivity. Increased profits. Broader talent pool. Less pollution and noise. Better for infrastructure. Better for the future. And probably many others I’m missing here. Every survey I’ve seen, including polls I’ve run in my own network, overwhelmingly show workers favoring the flexibility and related benefits of 100% remote roles (or at least having this as an option). So, this begs the questions that came up in the chat. * WHO is making this request? * Based on my own research and business articles, there is one group that pulls this RTO lever more than any other: CEOs. When we see a headline that says “Company ABC requires staff in house starting X date,” it’s not a random group of marketers or engineers or HR or [DEPARTMENT] making that call. Or a few executives or consultants. It’s the Company. And in this context, Company = CEO. Perhaps more importantly… * WHY are they doing it? * When posing this question to the community, the logic that came back included reasons like justifying a pricey office lease that is already signed. Also, you can’t offer legacy benefits remotely like that Employee of the Month parking space. Office bullies can’t “influence” people as easily with physical intimidation. The leadership team is change-resistant. In my heart of hearts, I say it’s that last one - not wanting to change - that is the biggest driver behind forcing folks back into the office. It may sound silly or “unscientific,” but I’m convinced some CEOs believe with enough resources, mandates, repetition, hard lines, and loud speeches, they can literally will the past into existence and have worker configurations and environments exactly as they were in 2019 and earlier. [cue scene where Thanos turns back time with gauntlet] Look, even the company Zoom smoke-signaled it didn’t believe in its own mission/solution when it forced folks to show up onsite. This month, Grindr lost half its staff after requiring teams to be in the office - or out of a job. And these scenarios are on the heels of dozens of companies suffering the similar fates - employee attrition, lost brand reputations, legal challenges, etc. So, what does this all mean? I believe the most successful companies of today and the future will be the ones that embrace a Work From Anywhere model. As a direct result, they will also attract top talent (who requires flexibility, which is the new currency), and thus gain an even further competitive edge. [fingers snap] What do you think?
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In this Origin Story session, I interview Omar Mohammad of Nomads Cast, a former earth science professional, turned globetrotting nomad, turned digital marketer. Watch below! https://lnkd.in/geikb23k #remotework #remotejobs #remoteteams #gapyear #digitalnomad #nomadedigital #travel #wfh #rto #returntooffice #backtooffice #returntowork #hybrid #hybridwork #workingmom #workingdad #workingparents
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Some great practices here for deep work.
G&P CEO | Ex-McKinsey, Harvard Law, Elected Official | Firefighter | ✅Follow for daily leadership lessons
15 simple steps to turbocharge your focus - Get more done with this deep work strategy: 1) Schedule Time ↳Pick a consistent time and block it on your calendar ↳Aim for at least 1 hour ↳Best results come from 2-3 hours / day 2) Prioritize ↳No multitasking - before you start, identify what you want to get done ↳Keep it to just 1 item ↳It might be your frog (the difficult task you've been avoiding) 3) Find Your Best Hours ↳Experiment to find the block where you're most productive ↳For some it's early mornings before the day's distractions ↳For others it's late night 4) Pick a Space ↳Find a distraction-free room or office ↳Close the door ↳Ask others not to come in during your deep work time 5) Gather Supplies ↳Gather anything you might need to complete the work ↳Download files from your email or message someone for them ↳You don't want to do this while trying to focus 6) Eliminate Distractions ↳Put your phone on airplane mode and away ↳Shut anything on your computer that notifies, like email or Slack ↳Close all social media and do not open again until finished 7) Have a Pen and Pad ↳Distracting thoughts and to-dos WILL pop into your head ↳Don't do them or open an app to write a reminder ↳Instead: Jot them down and return to the task at hand 8) Clear Your Mind ↳When you're ready, take a minute to clear your head before diving in ↳If you meditate, do a brief meditation ↳If not, simply close your eyes, take deep breaths, and count them up to 10 9) Set a Timer ↳Instead of watching the clock or working until exhaustion, set a timer ↳This not only eliminates the distraction of watching the time ↳It also forces you to stay fresh 10) Wear Headphones ↳If you can't eliminate all distracting sounds, consider noise-canceling headphones ↳Play nothing at all ↳Or anything non-disruptive: white noise, classical music, etc. 11) Use Pomodoro ↳Work in intervals with short breaks (common is 25 minutes on, 5 off) ↳Do NOT open your phone, email, or other distractions during breaks ↳Instead: Get up, stretch, breathe, or step outside 12) Review ↳After each session, look back at how it went ↳Identify distractions, and figure out how to eliminate next time ↳Assess whether the time of day and length of time worked for you 13) Eat Well ↳When not working, eat a nutritious and balanced diet ↳Don't let an empty stomach or food coma kill your productivity ↳Make sure to stay hydrated 14) Exercise ↳While exercise takes time, it improves productivity ↳This can be as simple as a short walk if pressed for time ↳But get in strength training and cardio as often as you can 15) Sleep ↳If you've ever tried to focus deeply when tired, you know how important this is ↳Get a minimum of 6 (and ideally 7-8) hours of sleep before any deep work ↳If you're still feeling drowsy, consider a 20-minute power nap Use these steps to get your most important tasks done, And regain control of your time. --- ♻ Repost to share with your network. And follow me George Stern for more.
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Origin Story reposted this
I say what needs saying about the Future of Work/Living. I also help teams coordinate remote & in-office Kadences (pun intended, it’s where I work and what we do!).
No amount of dinner table conversation amongst “top founders and VCs” can change the fact that: 1) “The F500 is losing 25 billion hours working hours a year because their ways of working are outdated.” - Annie Dean 2) “If you examine tech, which was in an industry recession in 2023 laying-off workers, it had very high level of WFH. Google, Facebook, Microsoft, and Amazon were all firing workers while supporting hybrid WFH.” - Nick Bloom 3) “Instead of blaming "lazy" Google workers, how about blaming a calcified set of cultural issues already there when Eric stepped down as CEO?” - Brian Elliott (on Eric Schmidt shaming remote work) 4) “They have already been in office for two years. Does the CEO really believe one more day in office will lead to disruptive innovation?” - Mark Ma (on Nike’s CEO adding 1 more day to its return-to-office mandate) 5) “90%+ of firms founded since 2011 offer work location flexibility. Younger firms (both small and large companies) are significantly more likely to offer work location flex than their older counterparts.” - Rob Sadow The Future of Work ≠ conjecture from a bunch of VCs or any other vested interest groups It = what these leaders and data points like this KEEP revealing to us There’s a future to build, not a past to return to… With me? ✊
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Origin Story reposted this
💥 Founder of remoteworkadvocate.com 🌍 MBA, LLM 📚 Book Author "How to tackle hybrid working?" ✨ Head of HR 🚀 Shaping the Future of Work 🔮
Remote work, hybrid work, or just flexible work will NEVER WORK if it's perceived as "just" an employee perk. Chaos, misalignment, and lower productivity can result from the blind leading the blind. 🤯 I've said this numerous times and I'll say it again: 1. Simply "allowing" people to work outside of the office without any kind of plan or principles is silly. It will probably even be a failure from a business perspective. 🚫 2. Asking employees to "figure it out" as they go is equally bad. Someone needs to own this shift and take the lead—in a mature way. 📈 3. Mandating team members to work from the office as "nothing else works so well" is a shallow excuse. Where are all the metrics to prove this theory? Nowhere? 📊 You can't expect things you can't even define upfront! 🧐 You can't draw conclusions without knowing what you're measuring. 🧮 You can't say that something is broken if you haven't read the manual. 📖 So if you have no remote, hybrid, or flexible work manual in place... Roll up your sleeves, equip your team with clear rules and expectations, and finally, have a quality, data-driven conversation about whether it's working or not. 🛠️ So simple, yet not easy at all? 😅 #remotework #futureofwork #workfromanywhere #work #hybridwork #flexibleworking #workfromhome #rto #returntooffice
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Hmm…
Why's the retirement age going up? It's actually not that complicated. WARNING: BROUGHT TO YOU BY Our SG - Home of Forward SG. DO NOT PROCEED IF YOU WANT TO RETIRE FROM ALL SPONSORED CONTENT.
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Origin Story reposted this
The CEO Coach | CEO of the Year '19 | McKinsey, Skype | Author | Follow for posts about business, leadership & self-mastery.
The bar for toxic cultures is lower than you think. And if the below is present, toxicity is too... As Dora Vanourek lays out in this post, there's no room for: • Drama • Overwork • Bureaucracy • Office politics • Unfair policies • False urgencies • Meaningless work • Unrealistic deadlines • Constant change in priorities • Top-down micromanagement If you want to lead a high-performing team, you need to shield them from a toxic culture. Or better yet, don't let it happen in the first place. Little can undo the damage of chronic overwork, unrealistic expectations, and an uncertain career path. As a leader, you have a significant impact on your employees’ lives, inside and outside the workplace. Create a culture where high performance doesn’t equate to grinding your people down. Rather than providing meditation & therapy apps, ensure your people feel seen, heard, and appreciated. Your employees are products of their environment. So, make sure they’re in the right one. ♻ Repost to help your network lead better. And follow Eric Partaker for more. 📌 Want my best thinking on business & leadership? Try my newsletter: https://lnkd.in/dF-VwKqi You’ll get 80+ high-value resources for free.
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