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Joe Galvin On How We Need To Adjust To The Future Of Work



“Digital transformation” will continue to accelerate — Our rapid adoption of technology will continue to energize digital transformation efforts. Technology will serve as an enhancement to human productivity and help fill gaps in labor shortages, while also empowering a seamless hybrid work experience.

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Joe Galvin.

As Chief Research Officer for Vistage Worldwide, Joe Galvin is responsible for creating the most current, compelling and actionable thought-leadership on the strategic issues faced by small and mid-sized businesses. This research is focused on best practices from the Vistage community of more than 26,000 CEOs, senior executives and business owners in 26 countries. Vistage is the CEO’s most trusted resource for research, data and expert perspectives.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

Before entering the business world, I played professional basketball in Europe. In addition to the lessons about hard work, commitment, teams, winning and losing I learned as an athlete, I received an immediate education in the world beyond Central Illinois where I grew up and went to college. Spain in 1980 was still emerging from the Franco era. My teammates and their wives or girlfriends had all grown up in a very different environment and offered very different perspectives on the world and the US.

I played my last game in front of 10,000 people in “la Final de la Copa del Reye” against FC Barcelona in the spring of 1983. Six months later, I was selling copiers door-to-door in lower Manhattan. Going from basketball star to bottom of the rung salesman was an adjustment that challenged and shaped me in many important ways.

I joined Vistage as Chief Research Officer (CRO) in 2016. Prior to Vistage, I was the chief research officer and executive vice president at CSO Insights, where I led the company’s merger with the Miller Heiman Research Institute and directed the sales research firm’s analysis focus. I earlier held senior positions with SiriusDecisions and Gartner, where I was vice president of worldwide sales operations. I started my three-decade career in Sales at Xerox.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

There is no question Covid-19 accelerated profound and permanent change to how and where we work. Leaders have spent the last two years making decisions for the future of their organizations while navigating uncharted territory. Now, more so than any other year, a fog of uncertainty clouds everyone’s crystal ball and ability to predict and forecast the future. In the absence of precedent, leaders must become comfortable being uncomfortable. Nothing is certain about what comes next, except for more change. In the next decade, we can expect continued digital disruption and increased emphasis on employee experience, from flexibility to investments in physical work environments to reimagining hiring and retention strategies to employee development. We will settle into a sweet spot between the remote-only workplace that resulted from the pandemic and the traditional in-person environment of yesterday.

What advice would you offer to employers who want to future-proof their organizations?

Our research at Vistage has highlighted how important people are to the resilience of an organization. Creating a superior employee experience ensures a steady pipeline of top talent and increases retention rates, allowing companies to work together through crises. Leaders can look at the three major components to experience, all within their control: workplace, culture and leadership development.

  1. Workplace — Workplace is made up of the physical environment, the flexibility offered, the training given and the tech/tools provided. In a hybrid world, this could include offering stipends for work from home offices, providing easy-to-use centralized technology solutions and making physical offices more tailored to group collaboration and video calls.
  2. Leadership Development — There is a saying that people don’t quit companies, they quit managers. CEOs need to ensure that leadership development is not just a privilege reserved for upper levels of management, but an opportunity that is extended across all levels of leadership, as the greatest risk to retention is the frontline managers.
  3. Culture — Culture can make or break an organization when it comes to navigating these uncharted waters. Companies with strong cultures can attract and retain better talent, build superior brands and improve business performance. The CEO is tasked with defining, modeling and reinforcing the company’s culture at the executive level, as well as ensuring the culture carries down the organization to the front-line manager and across the organization to the worker level.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

Vistage’s Q4 2021 research showed more businesses are planning to increase their headcount in the next 12 months than ever before, in the 19 years we’ve surveyed small business CEOs. We are amid an unprecedented time of more job openings than applicants. Employees are finding themselves in the driver’s seat when it comes to how and where they want to work. It’s important to refine recruitment strategies to boost their position in the talent wars and help to reconcile gaps between what employers are willing to offer and employees’ expectations. It’s equally important to reimagine retention, as you can’t truly “win” in the talent wars if you can’t keep staff onboard. Take the time to truly hear and understand what existing employees need, from flexible work arrangements and hours, to expanded PTO and increased salary to improved ‘hybrid’ infrastructure. A powerful tool is the “stay interview,” a two-way proactive conversation that solicits solutions and actionable feedback.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

50% of Americans have jobs that allow for remote work to some degree. For those individuals, we have seen the benefits of remote work, such as flexibility and productivity and even cost-savings (reduced office space overhead for employers, less money spent commuting for employees.) But we also know in-person work enables unmatched innovation and collaboration. In this new model, the office is structured for interaction and socialization. It has to be worth an individual’s energy to commute in. Home is better suited for individual work. This may ebb and flow based on each week’s activities or needs, but it is a far cry from the days when employees commuted to an office Monday-Friday on a 9–5 schedule. This shift is happening in real-time; we haven’t yet settled into a new ‘normal,’ but we’re collectively learning about best practices for work from home and hybrid work.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

Culture remains paramount to talent management strategy, but in an evolving workplace, CEOs need to continually adapt their culture to fit new norms. For example, the realization that hybrid and remote work are now permanent has left many employers struggling with how to keep employees connected with one another in a new workforce model. Going forward, employee connectivity will become a key consideration for employers. Additionally, leaders will need to determine boundaries and expectations for working from home, and find ways to foster employee connectivity, while balancing and understanding employees’ preferred work styles and work types.

What is your greatest source of optimism about the future of work?

We are in a time where leaders can recreate and shape the future of work — we are literally writing the new playbook to work in real time. Those who listen to their workforce and take action to implement a people-first strategy stand to jump ahead and create future-proof organizations. The innovation and progress that comes from struggle and change is second-to-none.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

It’s time to embrace the revolution. The main lesson to take away from the Great Resignation is that it all comes down to people. In Vistage’s December 2021 small and midsize business CEO survey, roughly two-thirds of respondents said their most significant challenge is people-related — hiring, retention, development, leadership and culture. People are the fossil fuel for growth.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. WFH is here to stay — The genie is out of the bottle. While there are tremendous benefits to having your workforce engaged at home, it can be difficult to maintain a strong culture when everyone is completely remote. Many CEOs will adopt a hybrid model, meeting employees’ needs and desires to work from home, while balancing the benefits of in-person collaboration and connectivity. Office days will serve as innovation and socialization days, while work from home days will lend themselves to working days.
  2. The changing office — The work-from-home reality plus tele-everything will have organizations reconfiguring their workplace to create a sense of physical safety that workers now require. Offices of the future will also be tailored to the changing ways in which we view in-person work, such as providing space for collaboration and socialization and ensuring technology is seamlessly integrated into conference rooms.
  3. “Digital transformation” will continue to accelerate — Our rapid adoption of technology will continue to energize digital transformation efforts. Technology will serve as an enhancement to human productivity and help fill gaps in labor shortages, while also empowering a seamless hybrid work experience.
  4. Culture is no longer a buzzword — We will see an uptick in C-suite roles designated to enforcing culture and talent (Chief People Officer, Chief Culture Officer, Chief Talent Officer.) They will focus on ensuring diversity, equity and inclusion are embedded in every aspect of the organization and will be tasked with creating a culture that transcends hybrid/decentralized work.
  5. Employee development will remain king — We can expect to see an increased focus on developing the next line of leadership, ensuring management is carrying forward the mission, vision and values of the company and creating an environment that inspires and connects workers. Continued education, professional development and leadership management will be pivotal to retention.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

“You are only as good as you are today.” Top performers know this to be true. Yesterday doesn’t matter and tomorrow doesn’t count. You have to ‘bring it’ every day or lose ground to those who do.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

Phill Jackson, former head coach of the Bulls, Lakers and NY Knicks. I’m fascinated by his leadership style and approach to managing and motivating ultra-high-performance athletes to become team players in order to win multiple championships.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

Readers can stay current on Vistage’s impactful business research through our Vistage Research Center: They can also follow me on Twitter, @joegalvin or connect with me on LinkedIn, where I post content specific to the issue topics and decisions most important to SMB leaders.

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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Adjusting Your Creative Output With Dylan Sesco



Adjusting Your Creative Output With Dylan Sesco

Some people manifest their dreams, but very seldom does it pan out the way they wanted or imagined.

Dylan Sesco wanted to work on music. It started with wanting to lipsync Snoop Dogg for a school talent show, then writing his own lyrics in 6th grade.

“Oh it was bad. Really bad.”

Eventually with the accessibility of computers and programs, Dylan started making his own hip-hop beats. No longer did you need 10,000 dollars worth of studio equipment, you just needed a simple laptop. After that, a camera to start making music videos.

That led to working on projects with friends, which led to a crew of artists, which led to forming his own small label called Vertlife Entertainment with friend and fellow artist Flax.

Dylan Sesco was driven by production and crafting a brand, but still had the itch to make his own music as well. Jumping from executive producing to video production to rapper in the same session, he created an eclectic style of hip-hop based music with a stable of talent including Seaz, Ave, ItsRucka, Epacenter, Neto V and more.

Dylan Sesco

You may not know those names. Infact, you probably don’t. The label didn’t amount to much.

“It still hurts sometimes. We never made it big, but I cherish those times and the art we created.”

After struggling for years, Dylan Sesco would be in his rented studio alone until the sun came up working on music that mostly never saw the light of day. He released multiple solo projects featuring all his friends, hoping it would motivate them to work as hard as he was.

It just didn’t happen. Everyone had their own lives, and this was viewed as a hobby. But not to Dylan Sesco.

The frustration led to a creative pivot. Dylan was already well versed in video production. He was the in-house video producer as well as head of the label, producer and rapper. From various music video freelance work to small documentary work, this was another passion that he had almost ignored.

In 2016, he went all in and started a new Youtube channel: The Somethin’ Or Other Tour.

Dylan Sesco (and his brother Cole) started exploring history, going to football games, and visiting pop-up museums.

“I just wanted to do something positive and motivate people to see the world. We lost a lot of peers to violence, drugs and prison. I wanted people that otherwise wouldn’t get a chance to discover the cool things the world has to offer.”

The idea that started as a hip-hop travel show has blossomed into a small time show with big time aspirations. An adventure, travel, experience show that touches on any topic you can think of.

Dylan says it has been the most rewarding creative outlet of his life. He thought his dream was music, but letting go of the stubbornness let him find his true passion. Things don’t always go as planned.

The Somethin’ Or Other Tour, or, has been featured on the nightly news, ESPN, and even in a french high school textbook.

The viewership is not huge, it’s not a famous channel, but the content has depth that has touched people.

“I get so many kind words. Teachers that show my videos to their kids, people that haven’t been able to travel themselves, things like that. It feels good to be able to provide something, as little as it may be.”

“Letting go of my other dream was difficult, but necessary. It worked out. I am so much happier now.”

Dylan Sesco

Let this be a lesson that sometimes our dreams aren’t set in stone, and there may be a separate, or adjacent goal that will fulfill you just the same, or even more.

You can learn more about Dylan Sesco and The Somethin’ Or Other Tour on Youtube at

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Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference



Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference

The much-admired International Workshop on Acoustic Wave Devices for Future Communication recently took place after the pandemic. Needless to say, it went successfully and attracted many acclaimed industry experts and academic professionals. ‘Awareness about IP protection’ was one of the hot topics that were discussed at the conference.

However, things took an interesting turn when an announcement of a product originated from EPIC MEMES came under debate.

The proven copycat, EPIC MEMS, announced its self-reliance in research and development after the conference concluded. The company president proclaimed that the company has successfully developed the ‘FBAR technology.’ However, he forgot to mention the original developer Broadcom Inc., from whom they’d stolen the technology.

Dr. Rich Ruby, director of technology (FBAR & orthogonal markets) at Broadcom, made the case for his company. He shed light on how his company has acquired and developed the technology and presented solid evidence of the FBAR infringement.“I wish that I or Broadcom employees had thought of substituting Sc for Al atoms in the unit cell (and patented it),” explained Dr. Ruby. He then described how the process of patents works in the industry.  “You get protection from others simply copying (or stealing) your IP and avoiding any innovation or research cost,” he clarified his stance.

Dr. Rich Ruby is a renowned name in the industry and has won several accolades for his contributions. He is well-known for his participation in the packaging of FBAR filters and duplexers as well as his development efforts for acoustic properties and manufacturability. He rose to fame in 2001–2003 when he universalized the first FBAR duplexers HPMD7901 and the 7904 back in 2001–2003.

For his work on FBAR technology, he has received the CB Sawyer Award, the Bill Hewlett Award, and the Barney Oliver Prize. He’s also the recipient of the IAP Prize for “Industrial Applications of Physics.” Over the years, he has given numerous invited papers and has registered around 80 patents.

Dr. Ruby was an Agilent Fellow in 2002 and later took over the directorial role at Broadcom. He expounded how the copycat, EPIC MEMES stole the FBAR technology developed by American Semiconductor manufacturing company Broadcom and did the copyright infringement.

According to Dr. Rich Ruby, “Broadcom FBAR IP was stolen around 2008/9. This stolen IP now has found its way into many Handset manufacturers, and we are aware of this.” To support his claim, he exhibited a photo example of the copycat FBAR 41 filter and said, “[It] looks almost identical to our product and uses many of the inventions we developed and patented.”

(Photo: Dr. Rich Ruby’s Panel at the 2022 International Workshop on Acoustic Wave Devices for Future Communication)

The photo proved to industry experts that Broadcom has developed the technology. The comparison made by DR. Ruby clearly indicated that the copycat company, EPIC MEMES has infringed the FBAR technology. From the cap-opened EPIC MEMS EP7041 filter chip, anyone can conclude that EPIC MEMES is using the technology from Broadcom.

Multiple research labs have unveiled this IP infringement with solid evidence after the conference. Dr. Ruby cautioned that brands who are using filter chips with infringed IPs may have to face the consequences. According to him, their reputation will be stained and the consequences may lead to market withdrawals. Brands may have to withdraw devices like pad computers and smartphones from markets which have infringed Broadcom patent chips.

(Photo: Comparison between Broadcom FBAR and EPIC MEMS FBAR)

The notion of a lawsuit against such companies is an interesting development. It has been observed that Samsung has obtained the problematic filter chips and they’ve been delivered to the market.

But the most surprising thing is perhaps the announcement made by the copycat EPIC MEMES. In response to Dr. Ruby’s panel, the company has rejected the claim. The Epic MEMES statement “we took (the) initiative designed and developed the technology” appears to be carefree and unworried. It is as if the copycat is challenging, “catch me if you can.”

Disclaimer: Contents and opinions in this article are not Founder Courier’s. We only provide a voice to sources in our community.

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What is Positive Psychology?



For clinical psychologists, education and training have been centered on treating mental disorders to help people achieve symptom relief and return to “normal functioning. This is valuable and necessary work. It starts to feel overly focused on negative aspects of a client’s life. Would it be great to flourish rather than feel normal? What’s normal anyway?

A new field, referred to as positive psychology, was developed in response to the need for a broader focus. So, what is it exactly?

Positive psychology is a subfield of psychology that studies and promotes the positive aspects of human life, such as the strengths and virtues that enable individuals and communities to thrive. More specifically, it focuses on what makes life meaningful and worth living, particularly on topics like happiness, well-being, life satisfaction, gratitude, optimism, character strengths, flourishing, and human potential.

The field of positive psychology was founded in 1998 by American psychologist Martin Seligman (now known as the “father of positive psychology”) during his term as president of the American Psychological Association. At the time, Seligman was frustrated with psychology’s primary emphasis on understanding and treating the negative aspects of the human experience, such as mental illness, suffering, dysfunctional behavior, trauma, and pain. For this reason, he decided to make positive psychology the theme of his presidential term.

Other psychologists have emerged as leaders of the movement with their unique contributions, including Mihaly Csikszentmihalyi, Christopher Peterson, and Barbara Fredrickson. From these co-initiators, we now have compelling research on concepts such as flow, character strengths, the broaden-and-build theory of positive emotions, and many more. We are thrilled to be able to share them with you so that you can thrive, too.

Advantages of Positive Psychology 

Many studies encourage the workings of psychology. These include but aren’t restricted to: 

  • The ability of a cheerful disposition to cultivate the expertise of a happier mood. This isn’t only to say that putting on a happy face will lead to feelings of enjoyment. Instead, they will start to exploit a deeper relationship together. 
  • Easy and tiny actions can have the most significant effect on mood. By way of instance, if somebody generates a custom of keeping track of all the things they’re thankful for, they can subsequently experience more minutes of happiness and pleasure since they’re “priming” their heads to be receptive to these encounters. 
  • We’re resilient. Positive psychology contributes to the story as individuals are invited to concentrate on their strengths. Limited time is spent ruminating on our shortcomings or failures. By coming to us in this manner, we realize that we’re far more powerful than we give our credit for. This self-love creates a cycle of positive thinking in which people become better equipped to deal with compassion, kindness, and understanding. 

Positive psychology is popular and attempts to bring out the best within a person or group. For example, someone could pursue an extraordinary life, participate in life, have a purposeful life, or attain life using positive psychology. Positive psychology impacts supporting mental illness, being joyful, attracting well-being, and decreasing anxiety, depression, and anxiety during positive ideas. Positive psychology is the study of this “great Life”, or even the positive facets of the human experience which make life worth living. As an artwork, it targets both individual and social well-being.

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