Anthony Vaughan

We talk a lot about HR best practices — recruiting, comp and benefits, org design, engagement. But too often, leaders miss the real heartbeat of culture: the operating rhythms. These are the daily patterns, principles, and unwritten rules that shape how work actually gets done — from the C-Suite down to your strongest individual contributors.In this episode, I break down why CHROs and culture leaders should shift focus from policies to operating models, and how to run meaningful retrospectives that spotlight what's working before you tackle what's broken. We'll explore the questions leaders should ask across four layers — executives, directors, managers, and ICs — to uncover the rituals, workflows, and feedback loops that make teams thrive (or stall).If you've ever wondered how to connect culture to scale, or how to move beyond “HR activities” into the true operating DNA of your company, this conversation is for you.

Scaling fast doesn't have to mean burning out your people. In this episode, we break down the human science of growth—how to focus teams, run sprints that stick, and build momentum without breaking culture—a playbook for leaders who want results and humanity in the same sentence.

Scaling teams isn't just a numbers game—it's a human integration problem. Mergers, hypergrowth hiring, AI-driven transformations—these moves break down not on strategy, but on the messy realities of behavior, ego, and alignment. In a world racing to redefine roles and accelerate growth, we've created titles for finance, product, and recruiting… but not for the leader who ensures people actually work well together after the change hits. This is a call for a new C-suite role—the Chief Integration Officer of human dynamics—armed to navigate culture, workflows, decision-making clarity, and emotional alignment at scale. Done right, this role isn't “soft” work; it's a revenue, retention, and speed-to-market engine.

In this no-fluff, full-heart conversation, we sit down with Vasanthan Ramakrishnan—award-winning human rights activist, tech visionary, and founder of Ascend—to unpack the truth behind building a real path to extraordinary ability in the U.S. immigration system.From his own EB-1A journey to leading 150+ successful cases across AI, cybersecurity, food science, and beyond, Vas shares what it actually takes to craft a compelling narrative, navigate fear and noise, and coach with integrity in a market flooded with shortcuts and smoke.We dive deep into:His personal origin story and why Ascend was built to flip the immigration experience on its headHow to coach through doubt, self-sabotage, and system opacityEB-1A vs. O-1A: strategic differences and emotional readinessThe rise of PR fluff, fake letters, and false promises—and what real trust looks likeWhat's next for Vas, the kinds of clients he wants to champion, and the future he's helping build for immigrant founders and dreamersThis one's for the operators, the builders, and the believers who refuse to buy their way to “extraordinary.” You'll walk away with a clearer lens, a sharper standard, and a whole new level of respect for what earned actually means.

In this quick-hit, post-gym episode of The E1B2 Collective Podcast, AJ dives into a fiery reflection on team design—not from a textbook, but from the trenches. What happens when mid-level talent is given final-cut authority on critical business initiatives? What kind of organizational trust, hiring rigor, and design precision does that require?From salary bands as status signals to internal employee branding and lightning-fast decision-making, AJ unpacks the beautiful chaos of decentralized ownership. This one's for the leaders who aren't afraid of a little discomfort if it means unlocking velocity, innovation, and deep employee alignment. As AJ says—lean in, build right, and enjoy the juice on the other side.

Not every learner's built for the sprint. Some need the marathon. In this episode, we crack open one of the most overlooked variables in team performance and org design: the difference between high-rep learners and low-rep learners—and how misalignment can silently wreck growth.Whether you're scaling revenue, reengineering product, or reinventing brand, the learning speed of your team matters. If you're a CEO, CHRO, or revenue leader staring down 12- to 18-month goals, this conversation is your reality check.We explore:– Why your go-to-market teams can't afford high-rep learners in sprint mode– How low-rep learners can unintentionally destabilize team chemistry– The quiet cost of misdiagnosing your people– Why performance gaps often stem from learning style mismatches—not talent– And how to build individualized, employee-first pathways that drive velocity without sacrificing humanityThis one's for every leader who wants to move faster and build better. As always—just a few thoughts, just a few perspectives.

In this episode, I sit down with Donny, Head of Partnerships at Vault Verify, to explore how their platform is revolutionizing employment and income verification. We dig into the tech behind the tool, its impact on reducing admin burden for HR teams, and the broader trends shaping automation in the workplace. If you're an HR leader tired of manual processes and legacy systems, this one's for you.

In this unscripted, honest download, I wrestle with the disturbing ways companies are approaching reorgs—moving humans like chess pieces in the name of efficiency while ignoring the core operating system of what it means to be human. I explore the emotional aftermath of layoffs, the ripple effects on trust and productivity, and why doing it “by the book” isn't enough anymore. This one's for the people still standing after the org chart gets gutted—and for the leaders who need to be reminded that culture isn't built in a spreadsheet. It's built in how you treat people when it's hard.Welcome to a conversation about reorgs that dares to be real.

Join host Anthony Vaughan as he sits down with Wanda Cole-Frieman - SVP at Common Spirit Health , a seasoned leader in talent acquisition and HR, to explore her remarkable career journey from a impactful start in finance to leading recruitment for one of the nation's largest healthcare systems. In this episode, Wanda shares her insights on building mission-driven teams, fostering a growth mindset, and the importance of resilience and mentorship in organizational development. The conversation dives deep into the evolving landscape of recruitment, including the strategic use of AI to enhance human connection and efficiency. Whether you're a recruiter, leader, or job seeker, this episode offers practical wisdom and inspiration for navigating today's talent challenges and opportunities.

If you take nothing else from this episode, take this: structure should come last. In this deeply reflective solo episode, AJ unpacks the trap too many orgs fall into—designing frameworks and org charts before ever stepping foot in the actual work.He contrasts two experiences: one, a six-month exercise in theory; the other, a four-month immersion into execution, learning, failing, pivoting—and only then building structure based on what was real.This episode is a manifesto for action-first leadership. For those launching new teams, building new verticals, or driving behavior change—this is your blueprint. Start with the work. Let the rooms tell you how the house should be built.As always—just a few thoughts, just a few perspectives.

AJ takes the wheel and drives straight into the future of work. In this episode of The E1B2 Collective Podcast, he unpacks the five priorities every SVP of Talent, CHRO, and small-team leader should obsess over right now—no old playbooks, no stale data. We're talking AI-powered talent acquisition, the brutal truth of retaining high performers in a volatile market, and why succession planning can no longer be an annual conversation. AJ dives into how leaders must continuously rescope roles, anticipate where the business will be in 18 months, and brag (yes, brag) about how AI is shaping their culture and employer brand.This one is for the leaders who don't just react but architect the next era of their organizations. Think of it as a roadmap for those ready to challenge outdated thinking and build teams that are both resilient and future-fit.

AJ here, back with a pulse-check for the leaders who know performance reviews should be more than paperwork and platitudes. In this quick hit, I lay out how to turn your check-ins into trust-building rituals.This one's about more than feedback—it's about reflection, rhythm, and real growth. I'll break down:How to create a safe zone for learning and self-awarenessWhy understanding someone's season of life shifts how you leadAnd how to anchor success in 3–5 high-impact habits backed by real dataTrust isn't built in big moments—it's grown in the quiet, consistent ones. If you're trying to build teams that don't need micromanaging, just mirroring? This one's for you.

What does it take to build a workplace that's not just great on paper—but great where it counts: in the hallways, in the tough moments, and under the pressure of scale?In this episode of The E1B2 Collective Podcast, host Anthony Vaughan sits down with Michael C. Bush, CEO of Great Place to Work®, for an unfiltered, visionary, and practical conversation about the future of work. They unpack:Why AI will forever alter the L&D and leadership playbookThe biggest illusions executive teams carry about culture—and how to break themWhat happens when “Best Workplace” status becomes more PR than performanceWhy emotional safety is the culture system most leaders overlookHow to coach a CFO who sees culture as a cost centerWhat Gen Z is demanding—and why legacy leaders are missing itThis episode is a masterclass in building human-centered systems at scale. If you care about trust, legacy, or leading in a future shaped by AI and emotional intelligence, this one's not optional.Listen in and learn how to make culture your competitive advantage—before it's too late.

Good morning, world — AJ here with another raw and reflective episode of The E1B2 Collective Podcast. Over the weekend, a few old mentors threw some soul-shifting questions my way, and today, I'm passing that energy to you.We unpack why too many leaders still don't understand that culture is strategy, not a side project. I go deep on the operational rhythms — shared language, cadence, and internal clarity — that actually build culture in scaling teams. No theory, just real frameworks.We also explore a brutal truth: many leaders are lying to themselves about how strong their culture really is. I break down what great culture actually looks like and challenge you to step into the rooms, pods, and moments where the truth lives — because culture doesn't live in slide decks. It lives in tension, in motion, in decisions.Plus, a major guest is dropping later today — someone who's shaped the way I see leadership, execution, and personal legacy. I'm nervous, I'm grateful, and I'm ready. This episode is just the warm-up.As always, just a few thoughts. Just a few perspectives. Let's build.

Here's the hard truth: not all talent is created equal—and not all tools can see what matters.I drop into a moment here. A riff turned sermon on what it really takes to understand who's great in your org, and why most systems out there are too slow, too stale, too surface-level to help you see it.We explore:The real anatomy of consistent greatnessThe emotional factors leaders keep ignoringWhat happens when you don't update the mapAnd why this matters more now than ever beforeThis one's from the heart. For the HR rebels, the sales leaders, the founders—and the humans building something that'll actually last.

In this no-holds-barred solo rant, AJ peels back the layers of what's really driving (or stalling) organizational transformation in 2025. This one's for the CHROs, COOs, and strategic operators who are actually in the trenches—grappling with reorgs, AI adoption, middle management drag, and sluggish decision-making structures that choke scale and stunt innovation.With 75% of orgs facing workforce shifts and 51% of HR leaders citing slow decision-making as their biggest barrier to transformation, AJ delivers a fast-paced breakdown of what must change—now. From internal talent marketplaces to AI-assisted decision tools, cross-functional pods to change ambassadors, he challenges leaders to radically reimagine autonomy, accountability, and alignment.This episode is part sermon, part strategy blueprint, part organizational therapy—and all fire. If your org is scaling, stalling, or somewhere in between, there's a playbook hidden in this episode that you need to hear.

In this follow-up to “Redesigning the People Function,” Anthony Vaughan ditches the 30,000-foot view and gets in the trenches. This episode is a tactical blueprint for CHROs and people leaders ready to stop admiring the problem and start solving it. From four-week manager microlabs and pulse-driven trust audits to 24-month skill clouds and AI copilots, Anthony lays out the systems, rituals, and behaviors that turn lofty HR strategy into operational muscle. This isn't theory—it's a call to build, test, iterate, and lead with courage inside the chaos of scale.Ask ChatGPTwindow.__oai_logHTML?window.__oai_logHTML():window.__oai_SSR_HTML=window.__oai_SSR_HTML||Date.now();requestAnimationFrame((function(){window.__oai_logTTI?window.__oai_logTTI():window.__oai_SSR_TTI=window.__oai_SSR_TTI||Date.now()}))

In this solo episode, Anthony Vaughan outlines a high-impact, forward-facing framework for how today's Chief People Officers must evolve. This isn't about legacy HR—it's about architecting a people strategy that's deeply human and ruthlessly aligned to business velocity. From codifying culture into hiring and promotions, to designing trust-first team environments, to rethinking recruiter intelligence and long-range role design—Anthony unpacks how modern organizations must scale talent with intention. Whether you're building a startup or transforming a global enterprise, this is a strategic lens on how to match your people operations to the pace of growth, the psychology of teams, and the pressure of market shifts.Ask ChatGPT

In this masterclass episode, we're joined by Rudra Roy Choudhury—immigration strategist, mentor, and community-builder—to break down the EB-1A visa through the lens of strategy, storytelling, and lived experience. Rudra walks us through his personal journey, the common pitfalls foreign nationals face, and how to craft a compelling case for “extraordinary ability” that stands up to scrutiny. We dive deep into category choice (EB-1A ), building visibility and influence through media and awards. Whether you're in STEM, the arts, or entrepreneurship, Rudra shares actionable insights and hard-earned wisdom for those just starting out—and those almost ready to file. This is the episode to play on repeat if you're serious about crossing the threshold from great to extraordinary.

Every manager leads a pod—5, 10, 30 souls who not only shape company outcomes but tie directly to a leader's emotional energy and financial livelihood. In this episode, I unpack the rarely discussed weight of that responsibility. This isn't a feel-good leadership pep talk. It's a reckoning: what happens when leaders don't ask the brutal, quarterly question—do the people I lead still match where we're going, not where we've been?We'll dissect what it means to lead with intention, to manage out with empathy, and to avoid the silent tax most companies pay: capability debt. I explore strategic foresight, the uncomfortable art of exiting underperformers, and the six-month mirror every VP should be staring into. For operators, this is about workflows, role redesign, and extracting brilliance before it walks out the door. For execs, this is your gut check.Thoughtful leadership isn't soft—it's systemized, future-facing, and emotionally honest. Let's talk about how to do it right.

In this two-part solo session, I walk back a premature critique and double down on a deeper conversation that matters: how we define, deploy, and sometimes misunderstand the Chief Operating Officer role.Part one is a public apology—directed to Claire Hughes Johnson, one of the most insightful operational minds in the game. After misinterpreting her remarks on COO hiring and org design, I did what too few leaders do: I listened, re-evaluated, and took ownership. Turns out, Claire and I are more aligned than not. Her “test before you title” framework is brilliant, and her emphasis on minimizing a bad COO's “blast radius” should be required reading for every founder.Part two? It's personal. A reflection on the stages of organizational growth, the blurred lines of responsibility, and why I believe the COO role should not be erased—but reimagined. I talk fractional leadership, capability mapping, internal talent development, and the nuanced difference between removing a role versus redesigning it. And I replant my flag: I stand for thoughtful org design that protects employees, drives operational clarity, and treats people as more than just interchangeable parts.This episode is about listening before speaking. It's about humility. It's about operating with precision—and compassion. WhetherAsk ChatGPT

In this sharp, soul-baring episode of The E1B2 Collective Podcast, AJ cracks open a question that haunts boardrooms and investor decks alike: who actually deserves the seat at the head of Sales, Product, or Marketing in 2025?This isn't your standard leadership debate. AJ dives deep into the pivotal, behind-the-scenes decisions that define whether a company scales, stalls, or sells its soul. From Series B startups clawing toward survival, to pre-IPO behemoths managing time zones and politics—he explores why leadership readiness isn't about tenure or legacy, but about agility, research-mindedness, and cultural resonance in this exact moment in time.He challenges old hiring mindsets, demands a refresh in how HR and exec teams define "readiness," and outlines what to look for in a leader when the weeds are thick, the stakes are sky-high, and the pace of change is blistering.If you're building a leadership bench for now—not nostalgia—this one's for you.Ask ChatGPT

In this unfiltered episode of The E1B2 Collective, I talk about something too many revenue leaders miss: career mapping for AEs who don't fit the traditional mold. Not every seller is a closer—but that doesn't mean they aren't valuable. Some build trust. Some extend customer lifetime value. Some become the bridge to new markets, new partners, and long-term growth.I've seen too many talented AEs mismanaged, undervalued, and pushed out because they didn't meet a narrow definition of success. This episode is a call to rethink how we design sales orgs—with learning academies, better mentorship, and room for real human contribution beyond the number.

In this freestyle riff from the Culture Over Quota series, AJ gets deep on two overlooked truths in modern sales orgs: span of control and change readiness. How many AEs can a leader actually lead well? And when new markets, products, or pivots hit the roadmap—are your people built to bend or break? AJ explores the hidden impact of ego, strategy fatigue, and team misdesign. Drawing from real-world scars, he shares how to spot when your team was built for phase two, not from the mud, and why org design and leadership development must move in lockstep with go-to-market ambition.If you lead with heart, data, and the nerve to challenge the norm—this one's for you.

In this top-tier episode of The E1B2 Collective Podcast, AJ Vaughan sits down with Alex Cawthon a Director of Learning and Development - for a deeply reflective and practical conversation that shatters traditional silos between L&D and sales.This isn't your standard HR chat. Together, they unpack the often-overlooked relationship between psychological safety, adult learning theory, parenting parallels, and performance gaps within sales teams. From talent pipelines and onboarding playbooks to emotional intelligence in hiring and high-performer replication, this conversation flips the script on what it means to truly enable a sales org.Alex doesn't just share frameworks—she offers a masterclass in practical empathy, performance diagnosis, and how to operationalize human-first sales enablement in high-growth, high-pressure environments.Whether you're a CHRO, Head of Sales, L&D leader, or startup founder scaling a sales team from six to sixty, this episode is a blueprint for building human-centered sales orgs that win.Tap in for stories, frameworks, bold truths—and one of the most powerful episodes in E1B2 history.

In this episode of The E1B2 Collective Podcast, AJ Vaughan unpacks a provocative insight sparked by a recent listen to The Ready Podcast: why do we expect the same average teams—who've struggled to innovate for years—to suddenly spark change just by “collaborating more”? He explores the seductive myth of internal DIY transformation, the overlooked power of psychological safety, and the real reason your team might be stuck in the mud.AJ challenges HR leaders and executives to rethink how they budget for capability-building—not just execution. He dives deep into the ROI of bringing in external experts, not to replace internal teams, but to level them up, build muscle, and transfer mindsets that actually stick. This one's for the CHROs, L&D leads, and People Ops innovators tired of spinning in circles with “collaborative mediocrity.”Stop doing more of the same and expecting better. Let's talk about what real change takes.

In this raw, unscripted drive-home monologue, Anthony Vaughan pulls no punches. He dives headfirst into the recent noise around DEI layoffs, SHRM headlines, and the hollow punditry flooding the space—then flips the script. This episode makes one thing brutally clear: DEI was never meant to be a siloed initiative. It's not a program. It's not a campaign. It's a capability—one that should be embedded across every revenue-driving, decision-making, culture-defining system in your org.From Fortune 50 boardrooms to the language in your job descriptions, Anthony makes the business case for integrating DEI the same way we talk about learning, change management, and leadership development. He calls out the structural mistake organizations made over the last 20 years—and what needs to shift if we want lasting impact.If you're a leader asking, “What now?” this is your wake-up call. This is not about optics. It's about operational power.Listen. Reflect. And rebuild with intention.

In this soul-stirring episode of The E1B2 Collective Podcast, we sit down with Dominique Lelonek—a rare kind of leader who doesn't just manage immigration… she humanizes it.Dominique, named one of the Top 250 Women in Global Mobility, brings a profound mix of operational brilliance and deep empathy to every conversation. She sees what most miss: the emotions beneath the paperwork, the humans behind the process, and the opportunity to design not just compliance—but belonging.Together, we explore:– What it truly means to put the human back in immigration– How immigration, when done right, becomes a trust-building ritual– The unspoken milestones in every foreign national's journey– Why empathy isn't just a soft skill—it's a strategic advantage– And how HR, legal, and leadership must reimagine their roles in that journeyDominique challenges us to replace checklists with connection. To view immigration not as a task to complete, but as a moment to honor. Her wisdom will shift how you think, lead, and show up for the people behind the visas.This isn't just a podcast episode—it's a call to rebuild our systems with soul.Because where paper ends... people begin.

AJ hits record midstream in a passionate convo about what it really takes to activate culture—not just talk about it. He challenges the empty rituals of readout meetings and culture decks by laying down a blueprint for behavior change: empathetic breakout rooms, team-led problem solving, skill-sharing, and deliverables that actually mean something. Drawing inspiration from Remember the Titans and the frameworks of Keith Ferrazzi, this episode explores how to mandate collaboration in a way that doesn't stifle spirit, but creates it.This isn't feel-good fluff—it's how to make culture operational, measurable, and lived.

What if your next hire wasn't just a marketer or a PM, but a force multiplier—a Swiss Army knife of capability that moves across product, brand, partnerships, and people ops with fluidity and impact?In this episode, AJ introduces the concept of the Superworker: a cross-functional operator who thrives in 6–12 month sprints across multiple departments, injecting momentum where it matters most. Drawing inspiration from startup sprints and the versatility of leaders like Hendrik, he unpacks what it looks like when talent transcends job titles—and how companies can intentionally recruit and deploy these dynamic difference-makers.This one's for execs, founders, and hiring managers ready to rethink role design, scale smart, and inject high-leverage talent into every corner of their org.

In this episode of The E1B2 Collective, I confront a quiet fear that's been growing louder—what happens when the middle tier of management stalls out? I'm talking about that critical layer between individual contributors and senior leadership—managers to directors—the ones tasked with execution, but rarely trained for transformation.We explore what it means to not just get the work done, but to understand how it gets done—and more importantly, how it feels to get it done. It's one thing to hit deliverables; it's another to read the room, decode team dynamics, and lead with emotional fluency. This isn't about soft skills—it's about strategic humanity.If your org is scaling, shifting, or struggling with culture drift… chances are, the bottleneck isn't at the top. It's in the middle. Let's unpack it.

In this unscripted firestorm of a rant, AJ Vaughan channels the spirit of Gary Vee to challenge the fractured foundation of HR Tech sales. Inspired by Gary's unapologetic views on undervalued channels and outdated structures, AJ draws a bold parallel to the misalignment running rampant between sales, marketing, finance, product, and leadership teams in the HR tech world.He unpacks the disconnect between headcount and revenue goals, comp plans and psychological safety, expectations and enablement. It's not about tearing down the system—it's about rebuilding it with alignment, data, empathy, and a little bit of common sense.This is for the CRO who's tired of spinning wheels. For the CEO who keeps hiring and firing AEs like chess pieces. For the HR Tech vendor who wants to win without selling their soul. It's Culture Over Quota, every damn time.Key themes:Sales compensation vs. human psychologyThe hidden costs of misalignmentWhat leadership actually owes AEsHumanizing the vendor-HR relationshipReimagining GTM through the lens of empathy and data

In today's episode we are getting into the real leadership meta. Because here's the truth: the best sales, product, and marketing leaders aren't just experts—they're curious, self-aware, and decisive as hell.We break down the trifecta:Why curiosity fuels customer obsession and uncovers game-changing insightsHow self-awareness prevents ego-driven decisions that derail teamsAnd why speed in decision-making separates the winners from the wasted budgetThis is about the culture behind the quota. No buzzwords. No fluff. Just a raw look at what it actually takes to lead high-growth teams in real-time—with stakes, ambiguity, and pressure in the mix.If you're leading a go-to-market team and you're still stuck in the “what should we do?” loop—you need this episode in your bloodstream. Yesterday.

This one's a rant with receipts.We're breaking down why putting employees first isn't some soft HR pipedream—it's a hard business advantage. From retention and innovation to resilience and revenue, this episode unpacks the brutal truth: if you treat your people like widgets, they'll give you just enough to not get fired. But if you lead with empathy, context, and purpose—they'll build a damn empire with you.I'll break down real ROI:Why psychological safety beats ping pong tablesHow trust outpaces micromanagement in performance metricsWhat happens to revenue when your team stops quiet quitting and starts giving a damnAnd I'm coming for every exec who still thinks culture is a “nice-to-have.”This is E1B2—Employees First, Business Second—and this episode is your wake-up call. You want performance? You want profit? You better start by earning your people's belief.

In this episode, we explore how to strategically use ChatGPT—not just as a productivity hack, but as a thinking partner that helps you think faster, bigger, and wider. Whether you're leading a team or building within one, we'll unpack how this tool can expand your problem-solving lens, elevate your collaborative spirit, and make you a more helpful, aligned teammate.We also zoom out to reflect on something deeper: the power of self-awareness, team alignment, and the quiet discipline of pursuing progress every week. Because when growth becomes a habit—not a headline—only good can come of it.Big gratitude to our listeners for riding alongside us in this journey. This one's for the thinkers, builders, helpers, and leaders leaning into the future with curiosity and courage.

In this episode, AJ breaks down a quietly seismic shift: tech professionals using ChatGPT more than Google. What does that mean for how we find information, make decisions, and structure workflows? AJ shares why the implications go far beyond ad revenue — this is about trust, utility, and attention.He then pivots to a bigger theme: alignment. Not in the fluffy, buzzword sense — but in the real, operational sense. Too many teams are building systems, content, and playbooks around segmented, disconnected trends. AJ calls out the risk of chasing shiny objects without a foundation rooted in core truths: current industry behaviors, buyer patterns, and shared language.This is your reminder: don't just optimize for today. Align for what's actually happening, and what's coming.

Early attrition. Missed quotas. Pipeline black holes. In this episode, we expose the hidden revenue killers lurking in your sales org—starting with bad onboarding. Anthony Vaughan breaks down why onboarding isn't an HR function—it's a frontline revenue strategy. Learn how to reframe ramp time, quantify opportunity cost, and make the case for treating employee experience as your next growth lever. If you're still calling onboarding a “nice to have,” this episode will change your tune—or your top line.

You're scaling fast- 40% headcount growth year over year, systems flying in from every direction.But inside?Sales is misfiring.Product is bogged down.Marketing is out ahead of a culture that hasn't caught up.That's not just a growing pain.That's what happens when you scale without someone architecting the experience of execution.In this episode, I introduce the Chief Performance Culture Officer—a C-suite role built for companies in the messy middle of scale.Not HR. Not enablement.This is the person who owns the connective tissue between trust, clarity, and commercial performance—across Sales, Product, and Marketing.If you're feeling the drag of headcount outpacing alignment, this is the blueprint to scale without losing your core.

In this episode of Culture & Quota, we get brutally honest about what happens when psychological safety issues fester inside your sales and product orgs. We walk you through a practical, no-BS process: how to first admit the problem, measure the financial and productivity drag it causes, and finally—how to decide when and how leadership will address it.We'll break down:Early warning signs from your AE floor and product sprintsHow to quantify the hidden cost of fear-based silenceInternal audit strategies to surface what's not being saidTiming and frameworks for executive interventionProven tactics to rebuild safety without fluff—think trust contracts, fail-forward systems, and leadership modeling vulnerabilityThis one's for CROs, CPOs, Heads of People, and founders who know culture isn't just vibes—it's velocity.

In this episode of E1B2 , we dismantle the outdated, spreadsheet-driven approach to workforce planning and rebuild it around what really matters: the humans doing the work. We explore how great companies don't just forecast headcount — they forecast humanity. You'll hear why workforce planning should be rooted in life stages, skill evolutions, and emotional truths — not just business cycles and budgets. We'll unpack how shifting this lens creates more resilient teams, more trust-filled cultures, and ultimately, better business results. This is for the CHROs, Heads of People, and operators ready to plan for people, not just positions.If you believe long-term success starts with understanding the humans who build it, this one's for you.

In this episode, we expose the messy, human side of HR tech buying—from emotional triggers and budget showdowns to timing misfires and turf wars. If you've ever pitched a “game-changing” tool and hit a wall, this one's for you. We unpack the friction, the fear, and what it really takes to get buy-in.

In a world spinning faster than ever—burnout rising, trust fraying, attention splintered—the way humans behave at work is shifting... and HR leaders are feeling it in their budgets, buying cycles, and belief systems. This episode dives into the critical need for a reset: not just in tools or tech stacks, but in how we think about value, urgency, and what people actually need. From vendor fatigue to decision paralysis, we explore how emotional turbulence and behavioral chaos are quietly rewriting the rules of HR tech sales—and what both buyers and sellers must do to adapt. If you're in the business of building, selling, or buying HR tech, this one's your compass in the storm.

In a world chasing volume, Ronnie Fieg chose impact. On this episode of The E1B2 Collective Podcast, I break down the creative philosophy and business blueprint behind Kith—a brand that sits at the intersection of fashion, lifestyle, and legacy.This isn't a story about selling more hoodies or dropping the next hyped collab. It's a lesson in restraint, taste, and the art of building something worthy of obsession. From Ronnie's unapologetic focus on product perfection to his masterful approach to partnership—think BMW, Versace, Coca-Cola, Nike—we explore how Kith doesn't move fast, it moves right.Inspired by the same energy you feel when you walk into Apple's flagship, see Fear of God's eternal collection, or watch Nike turn a shoe into a symbol—this episode is a call to reimagine what workplace culture, leadership, and product output can really be when you build with legacy in mind.Kith didn't just build a brand. Ronnie built a standard. One we all should be chasing.

In this episode of The E1B2 Collective Podcast, host AJ Vaughan challenges sales leaders to confront their biggest barrier to growth—it's not the market, it's their mindset.What worked yesterday is killing deals today. Hero-selling, static playbooks, vanity metrics, fear-based cultures—these habits are deeply ingrained, but dangerously outdated.AJ unpacks how today's most progressive sales leaders are rewiring their leadership to thrive in 2025 and beyond—ditching assumptions, leaning into real buyer data, building systems that scale beyond themselves, and creating teams fueled by curiosity, safety, and relevance.If you're tired of burning cycles on strategies that no longer land, this episode is your wake-up call. It's time to unlearn to grow.

Revenue is the result—but what drives it? That's the question Aj Vaughan, host of The E1B2 Collective Podcast, dares to explore in this powerful new series built specifically for sales leaders, sales teams, and the people who enable them.Culture Over Quota goes beyond the tactics of prospecting, closing, and pipeline management. It's a deep dive into the human systems that make sales organizations sustainable, resilient, and built to scale. Aj brings his workforce strategy roots to the high-stakes world of sales, unpacking what most ignore: the leadership gaps, cultural blind spots, and team dynamics that quietly shape performance.Through unscripted conversations with CROs, enablement leaders, sales managers, and people-first operators, this series explores:How to recruit and onboard in ways that build belonging, not burnoutHow team dynamics and internal communication shape execution more than any scriptHow trust, feedback, and psychological safety become true competitive advantagesHow leaders can build cultures that hold both people and performance accountableWhy the best sales orgs treat enablement, coaching, and leadership development as revenue drivers—not HR's side projectIf you believe sales is more than numbers on a dashboard—if you believe real success is built in the conversations inside your team long before they ever reach a prospect—this series is for you.Welcome to Culture Over Quota. Where human-centered leadership meets high-performance sales.

Innovation shouldn't crawl—so let's strap a jetpack on it. Aj Vaughan sits down to fuse three heavy‑hitters into one explosive playbook: Keith Ferrazzi's Co‑Elevation trust pact, David Rock's brain‑savvy SCARF model, and Gary Vee's zero‑BS culture game. In sixty high‑octane minutes we'll torch dusty “innovation committees” and replace them with:Five‑person Co‑Elevation Pods—micro‑teams sworn to ruthless candor and shared upside.Neuro‑Driven OKR Sprints—30‑day loops that turn dopamine jolts into shippable revenue.A Culture Content Flywheel—mini‑stories that keep product relevance locked on the customer's pulse.Boundaryless Jam Sessions—four‑hour collisions with partners and power users that spark wildcard revenue streams.A Radical Open Talent Marketplace—internal gigs where feedback is public, skills flow freely, and innovation outruns headcount.Expect hard truths, quick laughs, and a blueprint your CFO can love. If your org's revenue and product mojo feel stale, press play—Aj's about to rewire the way you work, one brain‑friendly, culture‑first experiment at a time.

Most hiring conversations fixate on what skills an organization needs. But high‑performing companies increasingly prove that when those skills arrive—and how tightly they align to business inflection points—determines whether talent turns into measurable value. In this episode we unpack the three‑dimensional equation of capability × timing × strategic fit.

From immigrating to the U.S. at 15 to scaling operations in 40+ countries, Masha Sutherlin has lived the complexities of global work—and now she's solving them. In this episode, Masha joins us to unpack what it really takes to build people-first systems that scale across borders, currencies, and cultures.We open with Masha's personal story and the operational lessons forged through her leadership at Deel and now the Global Director of Business Operations & People @ RemoFirst—a fast-growing HR tech company enabling global hiring in 185+ countries. She shares what "Freedom of Work" actually means in practice, and why understanding the why behind operations is the ultimate growth unlock.From there, we go macro:How do you balance legal compliance with cohesive culture?What makes a remote leader great in 2025—and what habits hold them back?Why are companies abandoning gig work for full-time global talent?What defines equity when benefits span 10+ countries?What mistakes cost companies millions when hiring abroad—and how to avoid them?Finally, we look ahead:What does the global workforce look like in 2030? And how is RemoFirst betting on that future right now?Whether you're scaling a startup, rethinking remote operations, or guiding global people strategy—this episode will leave you with fresh questions, bold insights, and a clearer path forward.Lear more about RemoFirst here - https://www.remofirst.com/

In this episode, I dig deep into the neuroscience of bias—pulling from the groundbreaking work of Dr. David Rock—to unpack why bias isn't just a personal flaw, it's a structural feature. We explore how unchecked systems, misaligned incentives, and a lack of accountability create the perfect storm for exclusion, underperformance, and cultural decay. But this isn't just a critique—it's a call to rewire. I share why building a better business means interrogating the defaults, measuring what matters, and designing for fairness at scale. Bias thrives in silence; progress starts when we make it visible.

In this episode of The E1B2 Collective, I unpack the biggest signals from the 2025 Great Place to Work Summit—from trust as a business strategy to the rise of human-first AI—and connect them to a bold conversation about the boomerang employee. What if 15% of your best alumni came back stronger, sharper, and more aligned? We explore how forward-thinking companies are re-engaging former employees through authentic storytelling, high-frequency employer branding, and re-onboarding strategies built for growth—not nostalgia. If you believe in trust as a talent magnet and culture as a comeback story, this one's for you.

What's up, E1B2 famToday's episode is personal. I'm introducing a brand-new series we're launching called Next-Gen Disruptors —and this one's for the bold HR leaders out there who are tired of checking boxes and ready to challenge the way we actually build for people.This series is about those of us who are rethinking what HR can be—leaders who are innovating around talent, culture, L&D, and recruiting in ways that actually drive business and human outcomes. These aren't theoretical frameworks. These are real operators doing real work, grounded in empathy, experimentation, and execution.So if you've ever felt like the traditional playbook doesn't fit who you are or how you lead—this series is for you. We're shining light on the next-gen disruptors who are building the future of work from the inside out.Let's dig in. Let's get honest. Let's build better.