Natalie Rast's guest appearances

Natalie Rast

Executive Coaching for Leaders & Teams

Venture Scaler

Paul Zak

David Sibbet

Chris Horne

Gregg Scoresby

Jennifer Paxton

Carlo Giardinetti

Rachael Peters

Ann Bodnar

Laura Quiros

Vincent Chang

Andrew Nurkin

Tom Spengler

OwlTail

In this interview with Natalie Rast, Director of People Ops at stensul, we’re talking about performance philosophy, values, DEI and scaling your team...   Bio: https://www.linkedin.com/in/natalie-rast-8083b658/  SUBSCRIBE: https://www.youtube.com/channel/UCyw3bYUzk3kI6jqAvhhrPhQ?sub_confirmation=1  🔥 Sign up for the Venture Scaler Newsletter: https://venturescaler.substack.com/​​ - Never miss an update and get access to bonus videos, special content, and detailed guides and playbooks.     ABOUT VENTURE SCALER: 👋 Hi, we’re Sasha &amp; Jake - and this is Venture Scaler. On the show, we’re talking all things growth as it pertains to people ops and operations. Sasha is “People” (3x Head of People at VC-backed companies) and Jake is “Ops” (3x Ops/Growth Leader at VC-backed companies, Ex-Uber), and together we’re going to tell you all of our best tips on how to grow your business for things like hiring, onboarding, org planning, managing growth, scaling and MORE, if you can believe it!   If you’re a founder, CEO or people leader, we’re going to be giving you actionable advice in areas where people tend to get stuck. So if you’re like, “Okay, we just raised a round… now what??” Don’t worry, we’ve got you covered. We’re going to get into the nitty gritty so you know exactly what to do to grow and scale your teams and your business.    Venture Scaler: Helping founders write the playbook to scale their startup.   Brought to you by: Sasha Robinson: https://www.linkedin.com/in/sasharobinson/ &amp; Jake Huber: https://www.linkedin.com/in/huberjake/

In this interview with Natalie Rast, Director of People Ops at stensul, we’re talking about performance philosophy, values, DEI and scaling your team...   Bio: <a href="https://www.linkedin.com/in/natalie-rast-8083b658/" rel="nofollow" target="_blank">https://www.linkedin.com/in/natalie-rast-8083b658/</a> SUBSCRIBE: <a href="https://www.youtube.com/channel/UCyw3bYUzk3kI6jqAvhhrPhQ?sub_confirmation=1" rel="nofollow" target="_blank">https://www.youtube.com/channel/UCyw3bYUzk3kI6jqAvhhrPhQ?sub_confirmation=1</a> 🔥 Sign up for the Venture Scaler Newsletter: <a href="https://venturescaler.substack.com/​​" rel="nofollow" target="_blank">https://venturescaler.substack.com/​​</a> - Never miss an update and get access to bonus videos, special content, and detailed guides and playbooks.    ABOUT VENTURE SCALER: 👋 Hi, we’re Sasha &amp; Jake - and this is Venture Scaler. On the show, we’re talking all things growth as it pertains to people ops and operations. Sasha is “People” (3x Head of People at VC-backed companies) and Jake is “Ops” (3x Ops/Growth Leader at VC-backed companies, Ex-Uber), and together we’re going to tell you all of our best tips on how to grow your business for things like hiring, onboarding, org planning, managing growth, scaling and MORE, if you can believe it!   If you’re a founder, CEO or people leader, we’re going to be giving you actionable advice in areas where people tend to get stuck. So if you’re like, “Okay, we just raised a round… now what??” Don’t worry, we’ve got you covered. We’re going to get into the nitty gritty so you know exactly what to do to grow and scale your teams and your business.   Venture Scaler: Helping founders write the playbook to scale their startup.   Brought to you by: Sasha Robinson: <a href="https://www.linkedin.com/in/sasharobinson/" rel="nofollow" target="_blank">https://www.linkedin.com/in/sasharobinson/</a> &amp; Jake Huber: <a href="https://www.linkedin.com/in/huberjake/" rel="nofollow" target="_blank">https://www.linkedin.com/in/huberjake/</a>

People Leader Interview: Natalie Rast, Director of People Ops at stensul

A Conversation with Natalie Rast A Conscious Collaboration Podcast In this episode, Yael and Natalie discuss team growth and culture building – and the work Y7’s leadership team engaged in over the course of two+ years.  Natalie Rast, SHRM-CP, is the Head of People at Y7 Studio. Y7, a rapidly expanding and widely popular yoga studio with many locations in Manhattan, L.A, and elsewhere, is on a mission is to create an inclusive and accessible space for clients while offering an approach to Yoga that’s disrupting the Yoga space. It which was recently named number 80 in the Inc. Magazine’s Fastest Growing Companies List. After launching her career at Warby Parker, Natalie has gone on to build out the entire people department at Y7. A key success factor to Y7’s success goes beyond its brand promise – but lies in its culture that values authenticity, empowerment, and experimentation. This mindset does not only inform the actual yoga practice at Y7. There is a general orientation towards growth and a readiness to show up for the personal work that comes with it – which ultimately positively affects how the organization is run and how leaders at Y7 role-model collaboration. Natalie partnered with Yael to facilitate a series of workshops with Y7’s leadership team that helped it to engage in a process of authentic interactions, skill building, and “collaborative norming”. Both Natalie and Yael talk about steps on that journey. I haven’t seen these types of trainings work sustainably before. But now, when we need to have difficult conversations, we are having them.   Highlights from this episode  Bringing intention to how you go about your work is important for you and your team  Approach each work interaction thoughtfully Think about the impact you can have on others in your organization Realize that we’re the same people inside and outside of work Work relationships can be healthy, just like our personal relationships are     We bring our whole selves to work; this impacts our work and our team.   Support and trust start at the top  If the top management is not dealing with issues – be it a need to change or interpersonal dynamics – in an optimal way, it will trickle down and affect others Support and trust can be felt on every level, but it must come from the leadership team   Working through the Forming and Storming stages of growth at Y7:  It’s important to go beyond the “what” (content and results-focussed) conversations and talk about the “how” and “why”, i.e. how are we doing/relating as we are acting on our sense of purpose  Trying to get things done together inevitably leads to friction Begin having those difficult conversations   Anonymous one-on-one interviews in preparation of any team offsite help bring important issues to the fore; which allows us to then address the root of whatever is relevant Laying the foundations of conscious leadership / conscious collaboration by drawing from shared theories and thus creating a common language for how we want to work together          Best Practices in Leadership at Y7:  Feedback training  Learning how to give and receive feedback upward, and peer-to-peer has made a big impact on the organization; more difficult conversations are happing and people are moving past the drama Giving effective feedback affects every single aspect of a team; creating a tremendous amount of openness and trust   Be authentic Authentic relationships contribute to growth – personal and business  Involve the team in the work of creating healthy work relationships and conscious leadership Be willing to hear things that maybe you don’t want to hear in order to create change Have the right people on the bus – people willing to engage in personal growth work and who work through conflict to support collaboration  You cannot build a healthy collaborative culture if people don’t have that readiness – it’s a serious consideration during any hiring process   Spread the culture of healthy relationships throughout the organization    Some concepts and materials mentioned in the conversation:  Y7 Anthem Campaign Superpower Cards by SY Partners (nice strengths-based card deck to support teams to leverage team members’ “best self” Above – Below the line: An concept from several decades ago to encourage responsibility and “self-authorship” – really brought back into popularity by for instance the Conscious Leadership Group. (They have a nice explainer video of the idea and we recommend their book The 15 Commitments of Conscious Leadership) Drama Triangle: This idea goes back to Stephen Karpman, a student of Eric Berne, the father of Transactional Analysis. It’s a social dynamic model that looks at three archetypes (victim, villain, hero) that we inhabit when we go below the line. We can flip these, though, into proactive above the line archetypes – see this explainer video.  Enjoy listening and stay tuned for our next episode.   The post Podcast Episode 8: A Conversation with Natalie Rast from Y7 Studio appeared first on Executive Coaching for Leaders &amp; Teams.

<h1>A Conversation with Natalie Rast</h1> <h3>A Conscious Collaboration Podcast</h3> <h3>In this episode, Yael and Natalie discuss team growth and culture building – and the work Y7’s leadership team engaged in over the course of two+ years.</h3> Natalie Rast, SHRM-CP, is the Head of People at <a href="https://www.y7-studio.com/" rel="noopener nofollow" target="_blank">Y7 Studio.</a> Y7, a rapidly expanding and widely popular yoga studio with many locations in Manhattan, L.A, and elsewhere, is on a mission is to create an inclusive and accessible space for clients while offering an approach to Yoga that’s disrupting the Yoga space. It which was <a href="https://www.inc.com/profile/y7-studio" rel="noopener nofollow" target="_blank">recently named number 80 in the Inc. Magazine’s Fastest Growing Companies List</a>. After launching her career at Warby Parker, Natalie has gone on to build out the entire people department at Y7. A key success factor to Y7’s success goes beyond its brand promise – but lies in its culture that values authenticity, empowerment, and experimentation. This mindset does not only inform the actual yoga practice at Y7. There is a general orientation towards growth and a readiness to show up for the personal work that comes with it – which ultimately positively affects how the organization is run and how leaders at Y7 role-model collaboration. Natalie partnered with Yael to facilitate a series of workshops with Y7’s leadership team that helped it to engage in a process of authentic interactions, skill building, and “collaborative norming”. Both Natalie and Yael talk about steps on that journey. <blockquote>I haven’t seen these types of trainings work sustainably before. But now, when we need to have difficult conversations, we are having them. </blockquote> <h4></h4> <h4>Highlights from this episode</h4> <ul> <li>Bringing intention to how you go about your work is important for you and your team <ul> <li>Approach each work interaction thoughtfully</li> <li>Think about the impact you can have on others in your organization</li> <li>Realize that we’re the same people inside and outside of work</li> <li>Work relationships can be healthy, just like our personal relationships are</li> </ul> </li> </ul> <blockquote> We bring our whole selves to work; this impacts our work and our team. </blockquote> <ul> <li>Support and trust start at the top <ul> <li>If the top management is not dealing with issues – be it a need to change or interpersonal dynamics – in an optimal way, it will trickle down and affect others</li> <li>Support and trust can be felt on every level, but it must come from the leadership team</li> </ul> </li> <li>Working through the Forming and Storming stages of growth at Y7: <ul> <li>It’s important to go beyond the “what” (content and results-focussed) conversations and talk about the “how” and “why”, i.e. how are we doing/relating as we are acting on our sense of purpose <ul> <li>Trying to get things done together inevitably leads to friction</li> <li>Begin having those difficult conversations</li> </ul> </li> <li>Anonymous one-on-one interviews in preparation of any team offsite help bring important issues to the fore; which allows us to then address the root of whatever is relevant</li> <li>Laying the foundations of conscious leadership / conscious collaboration by drawing from shared theories and thus creating a common language for how we want to work together</li> </ul> </li> </ul> <ul> <li> <ul> <li></li> </ul> </li> <li>Best Practices in Leadership at Y7: <ul> <li>Feedback training <ul> <li>Learning how to give and receive feedback upward, and peer-to-peer has made a big impact on the organization; more difficult conversations are happing and people are moving past the drama</li> <li>Giving effective feedback affects every single aspect of a team; creating a tremendous amount of openness and trust</li> </ul> </li> <li>Be authentic Authentic relationships contribute to growth – personal and business </li> <li>Involve the team in the work of creating healthy work relationships and conscious leadership</li> <li>Be willing to hear things that maybe you don’t want to hear in order to create change</li> <li>Have the right people on the bus – people willing to engage in personal growth work and who work through conflict to support collaboration <ul> <li>You cannot build a healthy collaborative culture if people don’t have that readiness – it’s a serious consideration during any hiring process</li> </ul> </li> <li>Spread the culture of healthy relationships throughout the organization</li> </ul> </li> </ul> Some concepts and materials mentioned in the conversation: <ul> <li><a href="https://fashionweekonline.com/y7-anthem-launch" rel="noopener nofollow" target="_blank">Y7 Anthem Campaign</a></li> <li><a href="https://madeby.sypartners.com/products/superpowers-card-deck?variant=1098868541" rel="noopener nofollow" target="_blank">Superpower Cards</a> by SY Partners (nice strengths-based card deck to support teams to leverage team members’ “best self”</li> <li>Above – Below the line: An concept from several decades ago to encourage responsibility and “<a href="https://collaborative-coaching.com/adult-development-coaching/" rel="noopener nofollow" target="_blank">self-authorship</a>” – really brought back into popularity by for instance the Conscious Leadership Group. (They have a nice <a href="https://www.youtube.com/watch?v=fLqzYDZAqCI" rel="noopener nofollow" target="_blank">explainer video</a> of the idea and we recommend their book <a href="https://collaborative-coaching.com/readings/15-commitments-of-conscious-leadership/" rel="nofollow" target="_blank">The 15 Commitments of Conscious Leadership</a>)</li> <li>Drama Triangle: This idea goes back to Stephen Karpman, a student of Eric Berne, the father of Transactional Analysis. It’s a social dynamic model that looks at three archetypes (victim, villain, hero) that we inhabit when we go below the line. We can flip these, though, into proactive above the line archetypes – see this <a href="https://www.youtube.com/watch?v=E_XSeUYa0-8" rel="noopener nofollow" target="_blank">explainer video</a>.</li> </ul> Enjoy listening and stay tuned for our next episode. The post <a href="https://collaborative-coaching.com/podcast-episode-8-conversation-natalie-rast-y7-studio/" rel="nofollow" target="_blank">Podcast Episode 8: A Conversation with Natalie Rast from Y7 Studio</a> appeared first on <a href="https://collaborative-coaching.com" rel="nofollow" target="_blank">Executive Coaching for Leaders &amp; Teams</a>.

Podcast Episode 8: A Conversation with Natalie Rast from Y7 Studio