The Day Tomorrow Said No
30 Days to Reboot Your Organization
Interviews with Bill Jensen and Tom Bradbury
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WHAT TO EXPECT
At some point last year, in the pure chaos that was 2020, tomorrow decided to say no to us. Things couldn’t be ignored and carry-on like business as usual. If you want to reimagine what your future is going to look like and reboot the course your future is taking, then keep listening to find out how you can get tomorrow to say yes again.
Our guest today is Bill Jensen, the author of the new book “The Day Tomorrow Said No.” He holds top ranking in the Thinkers360. Everything he’s ever done is research-based, and has interviewed and surveyed over a million people around the world. Bill brings the immense amount of information he’s accumulated to his new book to help answer if people can get to the future from the place they’re at currently. The good news is there is hope for the future and Bill elaborates on this in the interview and in his book.
Segment #1: Bill Jensen
Bill has written, in narrative format, the story of a discovery that will forever change the future and how people work. Bill’s main focus of research in the past five years has been to ascertain if people can achieve their dreams where they currently work. The findings from his research on how much people think they can achieve in their current jobs are horrifically low. Although things like good colleagues, culture, and making a difference are important to people in their careers, Bill learned that most mid-level managers or lower professionally prioritize “my ability to control or contribute to or drive my own future.” [14:45] It’s no longer appropriate to assume entitlement because most people’s underlying motives are about how they can benefit and grow from contributing to a company, organization, or team. According to Bill, this is called personal agency.
Segment #2: Tom Bradbury
Today Tom Bradbury also joined us to discuss his new book, “The Culture Project,” how one can reboot their organization in only 30 days. Rebooting seems like a monumental task, especially in 30 days, but Tom breaks it down for us. Changes are done incrementally, not quite so literally in 30 days. It’s all about being direct with the executive team, to make those changes that they agree need to be made immediately. Even if they have to roll up their sleeves and do the hard work, more than just endorse change, executives have the most power to enact the change.
- “It’s what happens when we don’t have enough dreams to keep us going.” [13:00]
- “Personal success is not just financial and it’s not just happiness.” [15:50]
- “How much are you making sure that every individual can succeed?” [27:05]
- “Even pre-pandemic, culture can be driven by looking at how people and technology work well together. You’re talking about productivity, engagement, less friction.” [37:15 ]
- “The leaders that really looked to break those silos down, or act in a way that doesn’t allow the silos to become brick walls; that’s where I would see a higher rate of success.” [44:45]
The Future Loss of Dreams
“It’s what happens when we don’t have enough dreams to keep us going.” [13:00]
Bill anthropomorphizes today and tomorrow (the present and the future) in his fable-like book where tomorrow is running out of dreams. He explains how tomorrow has always said to today “let me provide you a plethora of options for the future.” But most recently, tomorrow said no and decided it didn’t want to accept what today was offering. Tomorrow has essentially closed its doors because it has seen how today can barely handle what it has on its plate. So how could tomorrow possibility deal with billions of struggling people, and provide dreams for each of them as well?
Personal Success is Changing
“Personal success is not just financial and it’s not just happiness.” [15:50]
Personal success has grown to have such a multifaceted meaning, especially post-COVID. People are demanding more from their work and careers. It’s not just financial anymore, but personal and professional growth. How do their efforts not only benefit the company they work for but what do they get out of it as well?
Success for All
“How much are you making sure that every individual can succeed?” [27:05]
HR has been fighting for so long for a seat at the table. Now that they’re there, they have become management. They are no longer human advocates. They’re in too deep with business. HR needs to put the human back in Human Resources. This goes beyond compliance, administration, and basic training and development mandated by the executives. It requires giving people opportunities to grow and learn because they’ve earned it and deserve it. Push that one step further. HR leaders, and all department heads, should be asking: “can my employees achieve their personal dreams and goals working for me?” [27:25]
Breaking Away from Tradition
“The leaders that really looked to break those silos down, or act in a way that doesn’t allow the silos to become brick walls; that’s where I would see a higher rate of success.” [44:45]
Tom explains how in his many encounters with executives, he has seen some organizations do better over others. The difference is the more successful leaders are willing to empower all of the departments together, rather than independently of one another. Getting all of the domains working together and making sure what one department is doing is working with another helps the entire enterprise and all its people succeed.
WHERE TO WATCH OR LISTEN
The Geeks, Geezers & Googlization TV Show is live every Wednesday at 1 PM ET on Facebook, YouTube, Talk 4 TV, and broadcast on W4CY Radio, part of Talk 4 Radio on the Talk 4 Media Network. The podcast is also available on Talk 4 Podcasting.
Following the broadcast, the replay will be available at the same links for YouTube and Facebook, our podcast website Geeks Geezers Googlization, and on most podcasts including Apple Podcast, iHeart, Spotify, Amazon, Stitcher and more.