Dan is the founder and CEO of Pontefract Group, a firm that improves the state of leadership and organizational culture.
He is the best-selling author of four books: LEAD. CARE. WIN – How to Become a Leader Who Matters, OPEN TO THINK, THE PURPOSE EFFECT, and FLAT ARMY. A renowned speaker, Dan has presented at four different TED events and also writes for Forbes and Harvard Business Review. Dan is an adjunct professor at the University of Victoria, Gustavson School of Business, and has garnered more than 20 industry awards over his career.
Dan is honored to be on the Thinkers50 Radar list. HR Weekly listed him as one of its 100 Most Influential People in HR. PeopleHum listed Dan on the Top 200 Thought Leaders to Follow and Inc. Magazine listed him as one of the top 100 leadership speakers.
His third book, OPEN TO THINK won the 2019 getAbstract International Book of the Year. LEAD. CARE. WIN. was a finalist for the same award in 2021.
Previously as Chief Envisioner and Chief Learning Officer at TELUS—a Canadian telecommunications company with revenues of over $14 billion and 50,000 global employees—he launched the Transformation Office, the TELUS MBA, and the TELUS Leadership Philosophy, all award-winning initiatives that dramatically helped to increase the company’s employee engagement to record levels of nearly 90%. Prior to TELUS, he held senior roles developing leaders, team members, and customers at SAP, Business Objects, and BCIT.
Dan and his wife, Denise, have three children (aka goats) and live in Victoria, Canada.
Dr. Gleb Tsipursky is an internationally renowned thought leader in future-proofing and cognitive bias risk management. He serves as the CEO of the boutique future-proofing consultancy Disaster Avoidance Experts, which specializes in helping forward-looking leaders avoid dangerous threats and missed opportunities. A best-selling author, he wrote Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019), The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships (New Harbinger Press, 2020), and Resilience: Adapt and Plan for the New Abnormal of the COVID-19 Coronavirus Pandemic (Changemakers Books, 2020). His writing was translated into Chinese, Korean, German, Russian, Polish, and other languages. His cutting-edge thought leadership was featured in over 550 articles and 450 interviews in prominent venues. They include Fortune, USA Today, Fast Company, CBS News, CNBC, Time, Business Insider, Government Executive, The Chronicle of Philanthropy, CNBC, and Inc. Magazine. His expertise comes from over 20 years of consulting, coaching, and speaking, and training for mid-size and large organizations ranging from Aflac to Xerox. It also comes from his research background as a behavioral scientist with over 15 years in academia, including 7 as a professor at Ohio State University.
Is a 3-day work week possible? We have no idea until we try it. Of course, the 4-day work week has been discussed recently and has shown promise in several other countries but who to say 4 is better than 3. We don’t know what we don’t know yet.
Like anything else, we can talk in circles about the pros and cons of anything but until we actually try it and see what works we’ll never know if it would benefit us or not. We need to remove our biases from the past and be open to new ideas that could propel us forward.
Why shouldn’t we push past that conventional wisdom and see what productive results can happen? I am not saying 3-days or 4-days is the answer. Maybe there is a better option. Asking the question can start us on a path down a winding road of discussion that may lead us to a better alternative than is currently happening.
Quarantine in 2020 showcased the resilience of individuals as many had to battle personal challenges and adjust to changing work conditions, especially for those that were used to being in the office 5 days a week.
The current 5-day work week would appear outdated and stale and with new technology, global business, and an “online all the time” culture, I think it’s fair to say that we might be able to adapt to a new way of working that is mutually beneficial for the organization and the people that make it go.
Episode 72 features Marshall Mosher, the Founder and CEO of Vestigo, Vestigo builds performance-enhancing experiences that train your team to embrace innovation and navigate change through a mindset of courage.
Often, it’s not our goals that foster success; it’s the ability to conquer our innate fear of failure. As a passion-driven, people-focused ENFP, I use my optimistic outlook and love for new challenges to empower others to “do what they can’t” and discover that “impossible” is simply relative to the mindset you choose to live by.
I strive to help people expand that mindset through creating accessible opportunities to embrace new experiences and conquer one’s fear of failure. As a professional action sports enthusiast in whitewater kayaking, mountain biking, snowboarding, scuba diving, and aviation, I use my passion for the outdoors and the world around us to help others discover their potential, challenge their perceived limits, and adopt an empowering lifestyle of focus and fulfillment.
I truly believe in the potential of Responsible Risk-Taking as a catalyst for innovation and seek to scale this mindset through the world’s most innovative companies, empowering their team culture through recurring dynamic shared experiences, designed and implemented via Vestigo.