Culture and Leadership Connections Podcast

When I started the Culture and Leadership Connections Podcast, I felt called to bring diverse voices from different industries and professionals around the world to the world so we could all benefit from their experiences and wisdom. Today as I take the microphone for the last time, I thought listeners might want to know a few of our stats and milestones. Over the past 7 years, we have published 154 episodes featuring 132 interviews, and 22 solo episodes. That's 1,540 hours of work and 133,672 words in show note blogs, at a cost of $800-$1000 per month.Most downloaded interview episodes: Ashif Mawji – Leading From Behind, Even If You Know The Answers!Lewis Cardinal – It's All About RelationshipsTeresa Spinelli – One Big Human FamilyLaurika Booysen – I Am Because You AreMost downloaded Insights solo episodes:Decoding Procrastination Anxiety is not an EmotionMost downloaded Spirit of Work solo episodes:How the Soul Relates to WorkUsing the Virtues Sequence to Solve Workplace ProblemsI have loved interviewing our podcast guests, many of whom told me their interview experience was “cathartic” and “helped them understand themselves and their work journeys more clearly” or was “a more personal and insightful experience than any other podcast interview they had experienced.”In response I will say that I am proud to have brought so many beautiful and unique stories to the internet sound waves. These interviews are a legacy and will continue to be available on our website and on all podcast directories. It was also a joy to create the solo episodes although they involved lots more soul searching and research than I expected. It made me realize how much courage it takes for solo podcast hosts to put themselves out in public and increased my admiration for my colleague's work!These 154 episodes were created by me, Mike Kurlander who was our amazing audio engineer, the wonderful Malvika Kathpal and Bea Mugure on the show notes and our outstanding Berna Guadiz who created all the images, website uploads and social media images.I would like to leave you with two recent testimonials: Kasper Christiansen wrote: The Culture and Leadership Connections Podcast is a great listen! Marie Gervais provides expert insights and actionable advice on leadership and cultural diversity, making it invaluable for fostering inclusive and effective workplaces.Michal Spiegelman said: Marie's deep perspective on various topics, especially spirituality, truly enriches the content. The way she seamlessly connects broader subjects to workplace dynamics is both enlightening and practical. This podcast has given me a new appreciation for the cultural influences that shape leadership and communication within diverse professional environments.In closing, Culture and Leadership Connections has been a labour of love, and I certainly hope the many stories and insights will bring intangible benefits to thousands of listeners for years to come. Support the show

Bio:Marisol Solarte-Erlacher is a trauma expert, resilience consultant, and licensed psychotherapist with over 20 years of experience helping organizations foster thriving cultures. She hosts the award-nominated Resilience and Resistance podcast, featuring resilient leaders from marginalized communities. Named one of Colorado's Top 25 Most Powerful Women in Business, Marisol specializes in creating psychologically safe workplaces that enhance engagement and performance. Her culturally responsive approach makes her a sought-after speaker and consultant for non-profits, corporations, and public service organizations nationwide.Links:LinkedIn: www.linkedin.com/in/marisol-solarte-erlacher Website: https://www.marisolerlacher.com/ Episode Highlights:In this episode, Marisol shares her journey from her multicultural upbringing to becoming a leader in creating psychologically safe workplaces. With powerful insights that stem from her personal resilience path, she highlights the importance of storytelling, cultural identity, and finding joy amidst adversity. Childhood Memories:Growing up with young parents, Marisol matured alongside them, becoming highly responsible from an early age. Though her parents created moments of joy, she often felt more like a little adult. Observing intergenerational trauma, interpersonal violence, and alcoholism in her family shaped her understanding of relationships and coping mechanisms. At 11, Marisol survived sexual assault, a defining event in her adolescence. During this time, she read I Know Why the Caged Bird Sings by Maya Angelou, realizing that resilience was possible. This book gave her hope and reinforced her belief in the power of stories to heal and transform.Cultural Influences:Marisol's cultural identity shapes her values, relationships, and approach to life. She learned that family extends beyond biological ties, fostering deep loyalty to those who support her.Her strong work ethic comes from witnessing her parents' dedication, a trait she links to the immigrant experience. Though she now prioritizes balance, her drive remains rooted in these lessons.She also embraces the joy in her culture, recognizing how her family celebrated life even in hardship. This understanding deepened when she visited Colombia at 16, where she experienced resilience and joy first-hand.Influential Groups:Marisol grew up Catholic but transitioned to evangelicalism in her teens, seeking belonging and certainty after trauma. This shift led her to seminary in Denver, a transformative experience that ultimately guided her toward a different spiritual path focused on personal growth.During seminary, she joined the Circle of Latina Leadership, which shaped her leadership skills and personal development. Though her spirituality has evolved, her search for belonging continues to influence her journey and work today.Personality and Temperament:As a child, Marisol was introspective and often engaged in solitary activities. Being an only child for seven years, she navigated a complex environment on her own, shaping her personality.As the eldest daughter in a Latinx family, she naturally took on a parent-like role, becoming highly responsible. This led her to a profession where others seek her guidance. She values her reflective and soulful nature, traits she believes are innate.What Brings Out the Best in Marisol?For Marisol, being authentic in her work as a therapist is both important and challenging. She strives to be fully herself despite power dynamics and the complexities of client expectations.Support the show

Bio: Dan Barker is an award-winning leadership expert and Senior HR Business Partner with 20 years of experience, specializing in MBTI, Gallup Strengths, and Change Management. He founded IDA Leadership Lab to drive organizational growth through workshops and chairs the Bonneville Youth Development Coalition, focusing on youth and community development. A member of the Bad River Band of the Ojibwe, Dan advocates for indigenous rights and cultural preservation, enriching his work as a leadership consultant and speaker.Links: LinkedIn: https://www.linkedin.com/in/daniel-barker-mhrm-79719340/ Website: https://idaleadershiplab.com/Quote: "True empathy comes from that ability to put yourself in someone's shoes, not for me to just be able to tell you I understand what it's like."Episode Highlights: Dan shares his unique journey from growing up in Northern Wisconsin and dealing with cultural transitions to becoming a leading figure in leadership development and community advocacy. He highlights the importance of preserving his Native American roots as a member of the Bad River Band of the Ojibwe and integrating those values into his leadership practices. His focus on empathy, progression, and blending diverse cultures and heritages offers invaluable insights for fostering inclusive environments.Childhood Incidents: Dan, a naturally aggressive child, joined football in seventh grade but quit due to the sport's physical demands. His dad encouraged him to view the challenge as a chance for growth. As an adult, Dan recalls the difficulty of moving from Idaho Falls to Boise during junior high, transitioning from a close-knit community to a larger, unfamiliar school, which left him feeling isolated during a critical period.Influential Groups: Having grown up in Idaho, the religious-based culture influenced Dan's view of culture and drew him closer to his indigenous culture. It also opened him up to realizing there's an outsider factor.Cultural Influence: Dan reflects on his family's heritage, emphasizing the importance of both the Kadat and Balange lines. His great-grandmother grew up near the Bad River Reservation on Lake Superior, maintaining a strong Indigenous connection. Dan's mother humorously notes that her grandmother, fluent in Ojibwe, didn't pass it down, possibly due to using it for private conversations among her siblings.Dan married someone from a different culture, and blending their backgrounds was initially challenging. Over time, they successfully merged their cultures, creating unique family traditions and identities.Temperament and Personality: Dan believes that over the years, his empathy and compassion have evolved. He believes that when he was young, he lacked the social awareness to help him develop these two qualities.Cultural Epiphanies: Dan remembers joining Cub Scouts, which was organized by the LDS Church. Meetings were held at homes or churches, often including prayers. At one event, his father noticed Dan folding his arms during prayer, an LDS practice, and corrected him, explaining their family prayed differently. As a child, Dan saw this as a division between "us and them," but as an adult, he understands it reflected cultural differences—his family attended church, just not the LDS Church.Soapbox Moment: Dan's principle is always to leave a place better than you found it. He believes if we do that, it sits well with our environmental factors and how we orient ourselves in the various work that we do and also with our families. He also encourages us to give back to our communities.Support the show

Bio:Andrea Bailey Brown, born in Jamaica and raised in Canada, transitioned from teaching to becoming an award-winning entrepreneur. She is a multi-unit Jiffy Lube franchise owner, generating over $30 million in revenue, and the founder and CEO of Bailey Brown Franchise Agency and Bailey Brown Business Consulting.With an MBA from Royal Roads University, where she received the Entrepreneur in Residence Award, Andrea leverages her expertise and passion for franchising to empower entrepreneurs to build wealth through business ownership. Her success in a predominantly male industry reflects her resilience, determination, and leadership.Links:Website: https://andreabaileybrown.com/Instagram: https://www.instagram.com/baileybrownconsulting/LinkedIn: https://www.linkedin.com/in/andreabaileybrown/Quotes:“Sometimes, the ideas that you have about how to live, the region that you live in will affect how you execute on certain beliefs that you have.”Episode Highlights:Andrea Bailey Brown shares her journey of resilience and success in a male-dominated industry, emphasizing the importance of treating oneself like a "luxury brand" through self-worth and high standards. Drawing from her experiences of moving from Jamaica to Canada, she highlights how cultural transitions shaped her values and aspirations.Andrea's story goes beyond entrepreneurship, inspiring others to step out of their comfort zones, embrace individuality, and pursue their dreams. Her insights offer valuable lessons on building wealth, resilience, and personal growth.Childhood Memories: Andrea reflected on her mother's sacrifice of leaving Jamaica to work as a nanny in Canada, which enabled their family to move there. During this time, Andrea and her siblings lived with their strict but loving aunt, Sister Joyce, who instilled values like resilience, high standards, and proper English lessons that shaped Andrea's philosophy of treating oneself like a luxury brand.Grateful for her mother's and aunt's impact, Andrea plans to express her appreciation. Moving to Canada as a teenager and starting high school in Grade 11 was pivotal, as she discovered her intelligence and unique gifts, excelling in advanced French and German classes.Influential Groups:Andrea grew up in a Seventh-day Adventist family, where church attendance and dietary restrictions were emphasized. Moving to Edmonton highlighted how regional factors influence religious practices.Her time at the University of Saint-Jean was transformative. A summer job led to her winning the Miss Black Alberta pageant, pushing her out of her comfort zone. Personality and Temperament: From a young age, Andrea was a risk-taker who knew what she wanted in life and wasn't willing to settle for less. For instance, she confidently declared she wouldn't follow societal expectations of women in her community. Over time, she developed greater courage and learned to trust in herself.Cultural Epiphanies: Andrea's move to Canada brought cultural adjustments. She recalls witnessing behaviors like a young girl disrespecting her parents, something unthinkable in her culture. Adapting to a new environment revealed her shyness and required her to adjust to differences in fashion, language, and lifestyle.Soapbox Moment: The Bailey Brown Franchise Agency empowers aspiring entrepreneurs by guiding them toward wealth-building through franchise ownership.  Support the show

Redefining success and overcoming burnout.Bio:Dr. Eric Recker is a dentist, husband, father, keynote speaker, Elite Success Coach, author, pilot, mountain climber, and former triathlete. He is committed to helping people become their best selves and learning to #WINtheNOW.LinksWebsite: https://ericrecker.com/LinkedIn: https://www.linkedin.com/in/eric-recker-583849278/Facebook: https://www.facebook.com/eric.recker.1Instagram: https://www.instagram.com/docrecker/Episode Highlights:Raised in Pella, Iowa, Dr. Eric shares how early rejection and adversity shaped his drive. His struggles with burnout led him to reassess his life, highlighting the importance of relationships, self-care, and finding joy in the journey. He emphasizes resilience, purpose, and gratitude.Quotes:"I believe that our journeys don't happen by accident. Our journeys happen so that we can help other people on their journeys.""I think if you never have any rejection, then you are just building up to this horrific experience when you get your first rejection."Childhood Incidents:As a child, Dr. Eric was repeatedly rejected from kickball games, shaping his belief in inadequacy and fueling a relentless drive for success. This eventually led to burnout, nearly making him sell his dental practice. He reflects on how words spoken in childhood have lasting effects.At an eighth grade party, dressed with confidence, he faced five consecutive rejections while asking girls out, ultimately learning the importance of resilience.Influential Groups:Faith has been a cornerstone of Dr. Eric's life, reinforcing that he is never alone. Family traditions, such as Sunday afternoons at a lake, created cherished memories.As a triathlete, he valued deep connections within his training group. His professional growth continued through the Academy of General Dentistry, where he built strong relationships.His mission work in India, Guatemala, and The Bahamas, along with climbing Mount Kilimanjaro, reinforced his commitment to serving others and being part of something larger than himself.Personality and Temperament:A naturally curious child, Dr. Eric developed anxiety tied to school and rejection. He dreaded Mondays, a feeling he calls the "Sunday scaries."Joining his father's dental practice provided career stability but also immediate pressure, contributing to burnout. Initially believing hard work was the solution, he later learned the value of self-care, relationships, and gratitude. He now finds meaning in guiding others from chaos to hope.Cultural Epiphanies:One stressful Monday, his colleague had an accident, leaving Dr. Eric alone with a full schedule. Unexpected support arrived, his mentor as his first patient and his associate showing up unprompted. This experience reinforced the profound value of relationships and support systems.Soapbox Moment:Dr. Eric urges people to live with hope. His website offers resources like "Refueling Hacks" with 50 self-care strategies and a seven-day Knockback Burnout Challenge. For personalized coaching, he welcomes conversations with those seeking growth.Support the show

Bio:Rick Yvanovich is an accountant, techie, author, speaker, and CEO, CFO, and coach. A highly accomplished business coach, he helps companies and individuals achieve outstanding success through actionable strategies. As a serial entrepreneur, Rick has built a multimillion-dollar company serving clients in 80 countries, including Fortune 500 firms.In Vietnam, Rick is a prominent figure and long-serving expat, involved in various organizations. A sought-after speaker and thought leader, he addresses topics like talent, technology, and digital transformation. Combining his coaching passion, certifications, and business expertise, Rick empowers others to reach exceptional milestonesLinks: LinkedIn: https://www.linkedin.com/in/rickyvanovich/Website: https://www.rickyvanovich.com/Quotes:"We all have the potential to be architects of change.""We're not just participants in this ever-changing world; we're architects shaping the course of our own lives, careers, and the world around us."Episode Highlights:Rick shares invaluable insights on how to thrive amidst digital distractions by balancing technological advancements with interpersonal skill development. His reflections on navigating cultural differences from the UK and Switzerland to Vietnam highlight the complexities and growth stemming from living abroad. Through his resilience and experiences as an expat, Rick offers a unique perspective on the importance of community and continuous learning, as well as overcoming cultural dissonances in diverse settings. Childhood Incidents:Rick faced challenges during his teens, failing to achieve university-required grades and working in a supermarket instead. This experience fuelled his drive to succeed. Earlier in school, he disliked being overlooked due to his last name, which placed him at the end of alphabetical lists.Influential Groups:Rick has actively participated in various networking and business groups, promoting his accounting designation in Vietnam and building strong ties within the accounting community. While in the oil industry, he connected with its specialized network. He also co-founded the British Business Group in Vietnam, where he has contributed for over 20 years, serving on its board and playing a key role in its growth and influence in the business community.Personality and Temperament:Rick values independence and enjoys entertaining himself, finding contentment in his own company. He describes himself as introverted, noting that he recharges through solitude rather than social interaction, which can be draining. Nowadays, Rick enjoys being with others as long as he isn't in charge of the gathering.Cultural Epiphanies:In Vietnam's early days, Rick observed the country's underdevelopment and admired the resilience and optimism of its people, who thrived despite earning very little compared to wealthier nations. This contrasted with the UK, where complaints about minor issues were common. As an expat with a multinational company, Rick experienced a stark cultural divide, enjoying a luxurious lifestyle of housing, cars, and maids, which sharply contrasted with locals' modest living conditions.Soapbox Moment:Rick's book, "Business as Unusual: How to Thrive in the New Renaissance," offers tools to develop mindset, habits, and purpose, aligning internal goals with external success. It includes assessments and exercises to help readers choose effective strategies for personal growth.Support the show

Bio:Michelle Robinson is Sahtu Dene with a weekly podcast, Native Calgarian, founded in 2018, and a monthly public Indigenous book club established in 2016. She is a mother, public speaker, and advocate for Indigenous Peoples and Truth and Reconciliation, working with governments and community groups.Links:YouTube: https://www.youtube.com/@nativecalgarianTikTok: https://www.tiktok.com/@native_calgarian?_t=8YpwkB838QI&_r=1Mastodon: https://ohai.social/@nativeCalgarianThreads: https://www.threads.net/@nativecalgarianpodcastQuotes:"The moment you think you understand something is the moment you meet a new person that explains it in a different way that makes you reconsider how you look at it."Episode Highlights:Michelle opens with a land acknowledgment and reflects on her dual heritage—her father's Mayflower lineage and her mother's Indigenous roots. She shares personal challenges with systemic racism and neurodiversity while advocating for truth and reconciliation. Through her podcast and community work, she encourages others to embrace diverse perspectives and honor lost Indigenous voices.Childhood Experiences:Michelle identifies as Sahtu Dene with Canadian status as Yellowknife's Dene First Nation. Her heritage blends her mother's Indigenous roots and her father's settler lineage. Her maternal grandmother endured residential school, while her parents' marriage brought together diverse cultural influences.Raised by her father's white family, Michelle faced anti-Indigenous bias but found support from an uncle who stood up for Indigenous people. She now fosters pride in her heritage and teaches her daughter about their culture through positive experiences, such as beading and learning from elders.Influential Groups:Michelle overcame a challenging upbringing in a racist environment and now focuses on anti-racism and reclaiming her Indigenous identity. She supports the TRC report, the MMIWG2S (Missing and Murdered Indigenous Women, Girls, Two Spirit and Gender Diverse) inquiry, and the National Indigenous Economic Strategy, advocating for systemic solutions. She emphasizes honoring Indigenous families, improving birthing experiences, and remembering lives lost to colonial policies.Personality and Temperaments:Recently diagnosed with ADHD, Michelle reflects on her outspoken nature and commitment to justice. She values humility and listening to diverse perspectives as part of her healing journey. She highlights treaty obligations and equity as foundations for building partnerships between Indigenous and settler communities.Cultural Epiphanies:Michelle recounts her traumatic birthing experience, shaped by systemic racism and harmful stereotypes tied to her Indian Act status card. This experience underscores the inequities Indigenous women face in healthcare, reflecting broader systemic issues.What Brings Out the Best in Michelle?Michelle finds purpose in honoring future generations and her ancestors, including her grandmother and her mother. She is grateful for the privilege of advocacy and aims to leave a positive legacy for her daughter and her community.Soapbox Moment:Michelle encourages engaging with diverse voices through books, podcasts, and documentaries to broaden perspectives. She highlights the richness of marginalized communities beyond trauma, pointing to their contributions to music, science, and fiction. Support the show

Bio: Marni Battista is an entrepreneur, author, transformational life design specialist, podcast host, and radical truth seeker. Her honest, relatable, and down-to-earth podcast and writing offer pearls of wisdom that inspire laughter, insights, and life-changing stories of triumph and love. Marni's mission is to help women harness the courage to stop letting life live them and start living a life beyond their wildest dreams.Her work has been featured in the LA Times, The New Yorker, The Dr. Phil Show, On Air with Ryan Seacrest, and Home and Family TV. Marni's upcoming book, Your Radical Living Challenge: 7 Questions for a Meaningful Life, will be released by Hay House in early 2025.Contact Information:LinkedIn: https://www.linkedin.com/in/marnibattista/YouTube: https://www.youtube.com/@LifeCheckYourselfWebsite: https://marnibattista.comEpisode Highlights:Marni Battista always aspired to be a teacher, and in her unique way, she became one—as a coach. She has dedicated her life to empowering women to redefine success and live fully.Childhood Experiences:Marni grew up in Cedar Rapids, Iowa, in a close-knit Jewish community of 40 families. Her father's international business career brought global visitors to their town. At 10, she joined a French-American exchange program, which included skiing near the Swiss Alps. This experience boosted her confidence and adventurous spirit, shaping her future. In high school, when homecoming conflicted with the Jewish high holidays, Marni resisted her mother's suggestion to address the issue with the school board, fearing it would highlight her minority status. This experience deepened her sense of belonging, a value she carries into adulthood.Influential Communities:When Marni decided to design her life, she initially planned to pursue an MFA in writing. After consulting mentors and writers, she opted to "create her own MFA." She built her skills through writing communities, courses, and a structured book club. This self-designed path solidified her identity as an author and her commitment to the literary world.Temperament and Personality:Marni inherited her love of storytelling from her father, who captivated audiences with his humor and wisdom. He also taught her the value of listening and genuine curiosity. This skill became Marni's superpower in marketing, relationships, and coaching. Though not a traditional teacher, Marni uses her expertise to create impactful curricula and share her passion for storytelling through workshops, videos, and interviews.Cultural Epiphanies:As a young mom in her children's private school PTA, Marni encountered a community that felt misaligned with her values. After recommending a quirky, intelligent friend for a leadership role, Marni faced backlash from others who deemed her friend unsuitable. Rather than compromise her principles, Marni stood by her friend and distanced herself from the group. Though isolating, this decision clarified her values and inspired her to seek new communities aligned with her integrity.What Brings Out the Best in Marni?Marni thrives in spaces filled with connection, integrity, responsibility, and active engagement. She loves being outdoors, playing for the joy of it, and exploring new experiences—like her first fantasy football league.Soapbox Moment:Marni challenges us to live life on our terms. She empowers individuals to define success without being confined by societal expectations. Support the show

Episode Highlights:Procrastination is a message from your nervous system that you need to pay attention to. It's telling you something about the task you don't particularly want to do right now. If you listen to it, you can discover how to make procrastination your partner instead of your enemy.In this episode, we'll dive deep into decoding procrastination—from the different procrastination styles to how we can address them.Procrastination StylesAnxious Type: You set unrealistic expectations and over-schedule, leaving no time for rest. This causes anxiety and a sense of being unproductive. The remedy is "unscheduling" by planning breaks or enjoyable activities before tackling tasks—like "paying yourself first" before addressing work. This approach helps you feel motivated instead of resentful.The Task Is Not Fun: This style avoids tasks because they're boring or unpleasant, preferring fun activities instead. You might fear being trapped in tedious work or a situation with people you don't want to be around. To combat this, give yourself enjoyable breaks to regain motivation, such as watching videos during work breaks to boost energy.Plenty of Time: People with this style procrastinate until the last minute, thinking they work best under pressure. However, this causes stress, not productivity. The solution is breaking tasks into manageable chunks and scheduling smaller, incremental work sessions to make the task less daunting.Perfect Partner: Perfectionists procrastinate due to fear of disappointing others and negative self-talk. To manage this, forgive yourself for procrastinating and focus on past successes that weren't perfect but still worked out. This reduces constant self-criticism and fear of failure.Roles That Emotions Take in ProcrastinationProtector Role: Seeks to shield you from discomfort, often manifesting as “police” or "first responder" part of you that wants to prevent pain or uncertainty.Manager Role: This role constantly tells you what to do, urges you to follow rules, and warns against risks. It's often associated with guilt or “shoulds.”Past Moment Role: Represents a vulnerable part of yourself, often from the past, that was never healed or comforted. This can cause emotional blocks when facing tasks.To overcome procrastination, acknowledge and name the emotions you feel when faced with a task, measure their intensity, and notice the sensations in your body. By doing this, you can start to release emotions and move past them. If the "manager" or "protector" roles surface, ask them to step aside to help you access the vulnerable part of yourself. This will lead to greater emotional integration and less procrastination.This process helps align your body's messages with your conscious mind, making it easier to work together as a whole person. Acknowledging emotions and sensations helps reduce sabotage and allows you to use procrastination as a partner in your work.My Recent Experience with Procrastination:Recently, I procrastinated on a project that required calling unresponsive stakeholders, which left me frustrated. I recognized feelings of annoyance and measured them at a 6 or 7 in intensity, noticing tension in my chest. I realized a "manager role" was telling me I was behind. I acknowledged this and took a short break. When I returned, I tried calling the stakeholders again, and surprisingly, they all answered.This experience showed me that things often fall into place when you stop fighting yourself. Recognizing the "shoulds" and "have-tos" from the manager or protector roles can help you integrate them and move forward.Support the show

What comes to mind when someone talks about bringing your mind to work? Many of us might argue that you can't come to work without bringing your mind. But what does it truly mean to bring your mind to work?In this episode, we explore the concept of bringing your mind to work, derived from my book, The Spirit of Work. This idea emphasizes the integration of rational thinking in the workplace. We examine how the mind, described in Bahá'í teachings as the rational soul, engages in different types of thinking—perceptual, conceptual, and creative. Each type can be applied to tackle tasks and solve problems effectively.Additionally, we discuss the significance of mindfulness in making rational decisions and how collaborative efforts often lead to better outcomes than individual attempts. I share stories of a plant manager and an oil and gas rig manager, "Zach" (a pseudonym), who learned that inclusive leadership and seeking input from employees at all levels can result in safer, more productive, and successful work environments.Quote: “Mindlessness is a result of actions taken without any concern for their consequences. Mindfulness, on the other hand, involves using all the powers of the mind to enhance and expand the experience of the moment to its fullest and to make decisions from a fully activated rational soul.” “Thinking isn't uniform; different tasks require different types of thinking.”Bringing Your Mind to Work: For me, bringing my mind to work means using all the powers of my rational soul, both consciously and unconsciously, to solve workplace problems or accomplish tasks. It involves employing the full "toolkit" of my mind.For example:A doctor uses their mind to diagnose illnesses and prescribe remedies.A chef applies creativity to design meals.A recruiting manager uses critical thinking to identify and hire the best candidates.The Importance of Bringing Your Mind to Work:1. Collaboration: Critical thinking is often lacking, but collaborative problem-solving produces better results by leveraging diverse perspectives.For example, a plant manager who was confident in his rollout plan presented it to supervisors without seeking their input. Within minutes, they identified 13 flaws in his plan. This humbling experience demonstrated the value of expertise from those closest to the work. Initially reluctant, he eventually involved frontline employees, including those with limited English proficiency. With the help of translators, these employees provided insights that led to a robust plan, ensuring a smooth rollout with minimal issues. This experience highlighted the power of collective intelligence.2. Safety, Well-Being, Learning, and Encouragement (The "SWEL" Model): Managers often struggle with feeling unrecognized, prompting them to find ways to highlight their work without appearing boastful. Through this process, they often realize that their team members also need recognition.A "bottom-up" approach, where managers help junior staff gain visibility, fosters collaboration and a positive workplace culture.For instance, Zach, an oil and gas rig manager, exemplified humble leadership by valuing his team's skills and fostering collaboration. Recognizing his own limitations, he sought input from his team to improve communication across sites. He introduced monthly online meetings to encourage open dialogue and feedback.Zach's humility created a safe environment for sharing ideas, leading to effective solutions and stronger teamwork. His approach aligned with the SWEL model by making participation inclusive, ensuring all voices were heard, and promoting collective growth.Support the show

Your mindset is your greatest asset.Bio:Nick Mornard is a Director at a Fortune 500 company and travel agency owner, moved from Belgium to Florida in 2013, achieving US citizenship in 2021. He published his first book, a biography on mindset and leadership, in October 2024. He co-hosts the "Two for the Win" podcast, blending leadership, mindset, travel, and sports with his passions to ensure work feels fulfilling.Links:Website: www.jetsettinglifestyle.comAmazon: www.amazon.com/Mindset-My-Degree-Transform-Thinking/dp/1950336956LinkedIn: www.linkedin.com/in/nicolasmornardInstagram: www.instagram.com/niconomyQuotes:When you put your mind into something and you refuse to accept the situation that you are in, you will get anything or learn anything you put your mind into if you have the right mentality.A lot of people are afraid to make mistakes, and that's why they never try anything.If you want something in life, go for it. Don't look at everything that can go wrong. Look at everything that can go right.Episode Highlights:Nick's journey showcases resilience and determination. From excelling in swimming and basketball to building a corporate and entrepreneurial career, he turned challenges into opportunities for growth. Despite early struggles in the US, he refused to give up, finding inspiration in his hardships.Childhood Memory:At age three, swimming lessons sparked a love for the sport. By age nine, Nick competed in Belgian and European championships, which instilled a lifelong drive for excellence. At 16, he signed a professional basketball contract and taught himself Dutch to adapt to a new region, demonstrating focus and self-discipline.Influential Groups:Moving to urban Brussels at 16 after his parents' divorce, his father made him work as a blue-collar labourer for a few months each year, performing tasks like pulling electric cables up ten floors and doing electrical work inside buildings. The intent was to teach him the value of education and specialization, showing that without such efforts, he might have to rely on blue-collar jobs. Although he disliked the experience at the time, looking back, he sees it as an eye-opening lesson that reinforced his determination to pursue a different path in life.Sports in the US emphasized leadership and teamwork, shaping his approach to guiding others. He often selects candidates with leadership experience in athletics for their transferable skills.Personality and Temperament:Nick describes himself as initially impatient, with a need for immediate results. Through mentorship, he learned to embrace patience as a virtue.Cultural Epiphanies:When Nick first moved to Miami, he was shocked by the wealth around him. He didn't know people could live the way they did in Miami. He quickly relocated to Southwest Florida because he felt uncomfortable.Soapbox Moment:Nick encourages us to dare to do what is uncomfortable to achieve the best version of ourselves.Support the show

Bio:Michal Spiegelman is a certified professional life coach, Reiki master, spiritual mentor, medical intuitive, and social worker. She is the visionary behind Beacons of Change, a platform guiding women and healing professionals toward empowered, soul-centered lives. As creator of the Soulful Healer Method, Michal helps people through a blend of traditional and holistic tools, igniting growth and transformation. Her book, Becoming Soulful: Six Keys for Profound Transformation in Your Therapy, Coaching, or Healing Practice, was released in 2024 and is available on Amazon.Links:Michal's book “Becoming Soulful” is available on Amazon: https://amzn.to/3WPai9H LinkedIn: https://www.linkedin.com/in/michalspiegelman/ Website: https://www.beaconsofchange.com/ Take the Journey into the Soul with Michal: https://www.beaconsofchange.com/journey-into-your-soul/Quotes:“There is an opening that happens when you travel across the ocean.”“If we find a way to connect or reconnect with our soul, then we can rely on our internal guidance system and navigate life with this inner connection.”Episode Highlights:Michal discusses her journey from childhood "soul diminishing" experiences to creating her "Soulful Healer" method.She reveals how growing up in Israel, facing cultural shocks, and surviving personal trauma like miscarriages informed her approach to trauma healing. Influenced by her family's Holocaust history, Michal has trained over 3,000 individuals in Reiki over the past 20 years. Expressing Emotions:Michal recalls growing up in a household where emotions were not expressed. At nine, she cried at a wedding, prompting her mother's anger and discreet pinch to “smile.”Culture Shock:At 15, Michal's father was transferred from Israel to New York, where she was amazed by the tall buildings. The intense culture shock sparked her desire to travel.Personal Loss:After marriage, Michal experienced six miscarriages, which had a profound impact on her journey into trauma healing.Influential Groups:Growing up in Israel fostered resilience in Michal. Later, seeking connection, she joined various spiritual and meditation communities. She studied color healing in England, explored meditation in Germany, and joined personal growth communities in the U.S., all of which helped her reconnect with herself and embrace the inner work that became her mission.Personality and Temperament:Michal describes herself as a natural giver, a trait she inherited from her father. Since childhood, she has displayed compassion, kindness, and empathy, and over time, has learned the importance of setting boundaries for self-care.Cultural Epiphanies:When Michal and her husband moved to Germany, she was struck by how Europeans valued work-life balance, like leaving work at 5 PM to go socialize.Before having children, Michal and her husband traveled to India, where she was deeply moved by the happiness and satisfaction she observed, even among those facing poverty.What Brings out the Best in Michal?Michal thrives when given opportunities to help people align with their values.Soapbox Moment:Michal invites us to a 90-minute Journey into the Soul session and encourages exploring her book, which delves into six keys for profound transformation.Support the show

The connection between your mind and body is powerful and complex, with nearly 80% of all signals traveling from the body to the brain. This means your bodily sensations and signals significantly influence your thoughts, emotions, and behaviors. By tuning into these signals, you can unlock human potential in a way that purely conscious thought alone cannot achieve. Understanding the messages your body sends brings clarity and insights that your logical mind might otherwise overlook.How Your Body Shapes Perception:Your responses to the world around you are largely shaped by unconscious bodily reactions, especially when interpreting safety or danger. Most perceptions aren't solely products of conscious thought; they stem from your body's instinctive responses. By being aware of this, you can prevent yourself from projecting personal fears or anxieties onto others. Recognizing and managing these responses can help you see situations more objectively, ultimately improving your relationships and interactions with others.The Wisdom of Your Heart:One of the most fascinating discoveries in mind-body science is the powerful influence of your heart. The electrical field of your heart is sixty times stronger than that of your brain, symbolizing its central role in shaping your inner life. As the saying goes, “The heart loves, the will chooses, and the mind justifies.” This saying explains how your desires and heartfelt inclinations often guide your choices, while your mind creates rationalizations. Tapping into this heart wisdom allows you to lead with authenticity, guided by deeper, often unspoken, motivations.Developing Somatic Awareness:Somatic awareness, or the ability to tune into bodily sensations, provides insight into your true feelings and reactions. Your gut, sometimes called your “second brain,” alerts you to authentic responses to situations and people. Facial expressions are also telling; they often reveal underlying emotions even before you become consciously aware of them. Without this awareness, you risk responding automatically to perceived threats, which can lead to misunderstandings and strained relationships. Developing somatic awareness enhances your emotional intelligence and allows you to respond thoughtfully rather than react impulsively.Embracing the Power of Stillness:Practicing stillness is a transformative habit that builds your awareness and resilience. In a fast-paced world, slowing down enables you to reconnect with yourself, supporting emotional processing and mental clarity. Small, consistent moments of mindfulness throughout the day support your emotional well-being by completing the stress cycle and resetting your nervous system. This practice can be as simple as pausing for a few deep breaths or listening to a song, helping you recalibrate your thoughts and emotions before reacting.You can cultivate stillness through small, intentional acts that bring you into the present moment. Techniques include closing your eyes and focusing on your breath, immersing yourself in music, or savoring a beautiful moment. Dr. Jill Bolte Taylor's research shows that emotions are processed within a 90-second time frame, highlighting that stress can often be managed with just a moment of calm. These short moments can make a significant difference in how you manage daily stressors and cultivate inner peace.Call To Action:Look for Marie's morning routine on LinkedIn and watch it.Book a 30 minute strategy session with Marie to learn how to do the morning routine. Support the show

In today's episode, we're diving into the interdependence of purpose, belonging, and uniqueness as discussed in Chapter 3 of The Spirit of Work. We'll explore how a sense of purpose fuels motivation and satisfaction in the workplace, the paradoxical relationship between belonging and individuality, and the essential roles of self-awareness and service in cultivating a strong, supportive work environment.Purpose in Work:Purpose is a powerful motivator. It doesn't always come from a passion for the work itself; it can stem from the impact on family, community, or contributing to something larger. Purpose helps people feel that their work matters, even in difficult conditions.The Paradox of Belonging and Uniqueness:Belonging and uniqueness form a kind of paradox. To belong, one must conform enough to be accepted by the group, but to be unique, one must be free to express their individual identity. When individuals are free to be themselves, they are more likely to feel that they belong and to willingly embrace certain group norms. Without appreciation for unique, diverse contributions, people can become demoralized, lose their sense of purpose, and feel alienated. In contrast, when their ideas and contributions are celebrated, they feel a sense of belonging, are recognized as valuable members of the organization, and are encouraged to contribute fully.Self-Worth and Acknowledgment:If you're constantly seeking external fulfillment and cannot find it, it may be because you are inadvertently alienating the validation that would otherwise come naturally. External validation, though it may not come constantly from everyone, often arrives in meaningful ways when it's not actively pursued.Service and Self-Awareness Development:When we engage in service, we cultivate appreciation and dissolve any sense of entitlement. Through serving, we come to see ourselves as both resourced and resourceful. Service helps us understand our boundaries and limitations while also providing opportunities for latent potential to emerge.The more self-aware we become, the more attuned we are to others. The more we serve, the more our true self develops. As we express our authentic self, others feel inspired to develop theirs. This positive energy can draw people in, helping them recognize these qualities within themselves. However, the opposite can also happen: some people can also see that in you and want it for themselves and think that by destroying you, they're going to get it.Would you like to learn more about this fascinating chapter? Get The Spirit of Work: Timeless Wisdom, Current Realities, available on Amazon.Support the show

The Role of Accountability in LeadershipBio: Michael Timms is an internationally recognized speaker, consultant, and best-selling author who helps leaders inspire greatness in their teams. He wrote How Leaders Can Inspire Accountability, praised by leadership coach Marshall Goldsmith, and his first book, Succession Planning That Works, was highly regarded for its insights on developing talent in organizations. Timms leads Avail Leadership, helping organizations build high-performance cultures, and enjoys spending time with family and exploring the wilderness.Links: Michael's TED Talk: TED LinkYouTube: YouTube ChannelLinkedIn: LinkedIn ProfileWebsite: Michael Timms WebsiteQuotes: “You can be an awesome leader in many different respects, but if you fear conflict, you're going to create chaos.”“The best leaders care for the people who report to them as much as they care about results.”Episode Highlights: Michael Timms shares leadership lessons from his childhood, early encounters with leadership, and his professional journey. He discusses the key role of accountability in leadership and provides insights into how personal experiences shaped his leadership philosophy.Childhood Incidents: Michael learned emotional control from a childhood skiing incident when his mother challenged him to stay calm after a bad crash. During a two-year mission with his church, Michael gained leadership experience, making mistakes but learning valuable lessons in the process.Influential Groups: Michael credits his parents for shaping his values. His entrepreneurial father was driven and accountable, while his mother, strong-willed and intelligent, instilled in him a love for writing. Both parents pushed him to excel, influencing his approach to leadership.Groups that Michael Chose to Belong To: Michael's leadership skills were developed as a member of The Church of Jesus Christ of Latter-day Saints, where servant leadership, without power dynamics, is practiced. This experience has deeply influenced his leadership style, focusing on voluntary collaboration.Temperament and Personality: Michael describes himself as having a Type A personality but has developed empathy over time. He believes that leaders must balance their drive for results with genuine care for their people.Cultural Epiphanies: Michael was surprised to find some leaders who did not hold one-on-one meetings with their teams, a practice he values highly. He emphasizes the importance of hearing every voice and considering all opinions in leadership.Soapbox Moment: Michael encourages listeners to watch his TED Talk on leadership accountability, How to Claim Your Leadership Power, and to explore further through his book and his company, Avail Leadership.What Brings Out the Best in Michael? Michael thrives when working with organizations that are committed to advancing their leadership skills. He enjoys helping leaders stand out by improving their ability to inspire and lead effectively.Support the show

In this episode, we explore capacity building, what it means, the mindset needed, and how to effectively build team capacity.Capacity building empowers individuals and groups with the skills to tackle complex tasks and work toward a shared vision. However, it's essential not to fall into the trap of thinking only the leader or a facilitator can drive this growth. While facilitators can help, true and lasting capacity is built when the entire group contributes to creating their desired future together.Attitudes Needed to Build Team Capacity:Communication dynamics that encourage and supportWillingness to listen, ask questions, check understanding, and contribute without judgmentDesire to serve, empathy, and patienceWillingness to address challenges and support others in addressing themExample 1: Help Each Other OutI recently worked on a project with a study circle that included a business owner facing challenges after opening a store. She had to manage more staff, deal with absences, train employees, and balance family life, as her husband worked night shifts. Although the study circle provided important support, she worried about neglecting her children. We discussed her desired outcomes and obstacles, and together we found a potential solution: hiring a nearby teenager seeking work experience to watch her kids during the study circle. This could foster a positive relationship between the teen and the children, providing mutual support. However, the solution depends on various factors, like the teen and parents agreeing and ensuring good chemistry. With mutual care, the group can build a supportive, capacity-building environment.Example 2: Work Without Play Makes Jack a Dull BoyWhen working toward a goal, especially in project management, teams can feel drained by the details and setbacks, leading to exhaustion and a lack of motivation. If a team appears apathetic or fatigued, what they need is fun, food, and informal interaction. Seriousness and fatigue can be relieved through team-building exercises, but simply gathering for food and laughter can greatly improve morale. A team not functioning well is often one where no one is smiling or laughing. Humor is a key indicator of a healthy, capacity-building team. So, if humor and joy are missing, it's essential to help bring them back to foster a supportive and effective environment.Example 3: Create Opportunities to Open UpManagers understand the importance of 1-on-1 conversations but often struggle with implementation because they approach them as problem-solving sessions rather than opportunities to connect. These meetings should focus on appreciating the individual and discussing their personal and professional experiences through simple questions about challenges and successes. The goal is to build trust and relationships, not to give feedback or solve issues. For larger teams, managers should meet with supervisors, while smaller teams benefit from more frequent 1-on-1s. Regularly scheduled meetings every few months foster a supportive environment, preventing problems and enhancing team dynamics.Example 4: Be Interested, Not InterestingBeing genuinely interested helps the team move toward a desired goal. When you become absorbed in your interest in the team's progress, you naturally rise in their eyes as someone with capacity, credibility, and respect. The more you try to insist on your greatness, the less impactful you appear. The more you help resource the team, the more your esteem in their eyes grows.Support the show

Bio: Rhonda Moret is the Founder and CEO of Elevated Diversity, recognized for her leadership in diversity, equity, and inclusion (DEI) and health equity. She has spent over a decade helping organizations develop equitable practices to benefit both workplaces and communities. A first-generation college graduate, Rhonda started her career at a multicultural ad agency, later becoming a communications strategist for major brands like Universal and Nike Golf. Often the only woman and person of color in her roles, she faced significant challenges. These experiences led her to establish Elevated Diversity in 2017, aiming to help organizations implement sustainable DEI strategies. The company's innovative approach has attracted clients such as Berkeley Symphony, Boston Beer, and Homeland Security.Links:Website: www.elevateddiversity.comLinkedIn: https://www.linkedin.com/in/rhondamoret/Quote: “So much of who we are today and how we present ourselves to the world is based on all of these situations and occurrences that we have lived through.”Episode Highlights:In this episode, Rhonda discusses the impact of racial makeup and background on one's perspective, drawing from her personal experiences and insightful reflections on childhood experiences. She delves into the significance of diversity in personal and professional contexts, shedding light on formative incidents from her own childhood and the value of reinforcing respect in various settings.Childhood Experiences: Rhonda grew up in a tight community of Creole families. As an adolescent, Rhonda and her family moved to a different state, which brought it to her attention that she was different from other children. Not only was she different visually, but her perspective and point of view were different from the other children.Influential Groups:Rhonda's family did not have a lot of money growing up, and Rhonda realized that if she wanted to move beyond that social class, she needed to develop a strong work ethic. She was never satisfied and was always looking for the next thing to work on. Religiously, Rhonda grew up Catholic, which gave her some sense of identity.Cultural Influences: Over the years, Rhonda has gravitated towards helping and supporting women find opportunities, especially where there are pay disparities. Helping women has opened Rhonda to new experiences, and she has learned things about herself that she didn't know before.Temperaments and Personality: Curiosity has always been a part of Rhonda's life. She remembers growing up and, together with her brother, spending hours reading encyclopaedias that their parents had bought for them. All the effort was in pursuit of curing their curiosity. Rhonda was born in the '60s, and she was brought up in a traditional way; they were not allowed to speak out of turn. Today, Rhonda has become outspoken, and sometimes she has to rein herself in when responding in certain situations and conversations.Cultural Epiphanies: Growing up, Rhonda attended Catholic schools where respect for those in authority was mandatory. For instance, if a nun walked into their class, they would all stand up and greet her. When she moved to a public school, she realized that kind of respect wasn't there, which was disheartening for her.Soapbox Moment: Rhonda's organization helps other organizations create a workplace where people feel they belong. If you are looking to create a workplace culture where respect is valued or want to solve issues around it, Rhonda invites you to check out their website.Support the show

Understandings for Improved Intercultural Communication at WorkEpisode Highlights:Effective intercultural communication is crucial for fostering a harmonious and productive workplace. Culture is a component of personality, and it can significantly affect workplace understanding and relationships. Each culture has its own rules and expectations, and both existing staff and newcomers need to learn these rules and expectations to harmonize and function effectively at work. To avoid miscommunication or feeling insulted, consider that a behavior could be cultural, related to personal performance or wellness, or a combination of these. This discussion explores how to improve intercultural communication at work.Understanding Cultural Identity:When you experience a new culture, do you feel connected to it, or are you afraid of being associated with it? This is what we refer to as cultural identity. Some people are deeply rooted in their own culture to the extent that they feel they shouldn't associate with other cultures. Others are open to experiencing different cultures and seeing what they can learn from them. It is important to note that connecting with another culture doesn't erode our original culture.Cultural identity can be viewed from two perspectives: a fixed mindset and a growth mindset.A fixed mindset sees association with a different culture as disloyal and something impossible.A growth mindset views questioning cultural beliefs, traditions, and values as a natural part of life and a way to expand our repertoire and deepen our understanding. It encourages loyalty to one's group while also allowing for critical reflection on its values.Direct vs. Indirect Communication Styles at Work:Communication styles can be broadly categorized as direct or indirect. If two direct communicators interact, they can understand each other easily. However, challenges arise when a direct communicator interacts with an indirect communicator. The answers provided may not seem satisfactory to the direct communicator.If a manager asks, “How many employees will be affected by the change of schedule?” A direct answer might be a specific number or percentage. An indirect response, however, might be something like, “Our employees change in all aspects of their work.”A direct communicator might perceive the indirect communicator as avoidant or even incompetent. Indirect communicators, however, tend to focus on the relationship and emotional context at stake. Their approach aims to maintain the integrity of the relationship, harmonize expectations, and provide answers without causing anyone to make a mistake or lose face.To improve communication with indirect responders, try rephrasing your questions. For example:“If I wanted to know how many employees will be affected by the schedule change, what would I need to do first?”“If I wanted to know how many employees will be affected by the change of schedule, who would you suggest I speak to?”These types of questions allow the indirect responder to provide an answer without feeling the need to be right or wrong. For direct responders, you could say:“I want to know how many people will be affected by the schedule change and what approach would work best.”This approach opens the conversation for more information and makes the responder feel their input and time are valued.In summary, direct communication values getting the answer quickly, while indirect communication values maintaining the relationship and avoiding causing loss of face. Understanding these styles and cultural identities can significantly enhance intercultural communication in the workplace.Support the show

Amber Ontiveros: Overcoming Bias and Emotional WoundsBio: Amber Ontiveros is the CEO and owner of a change management firm. She is a longtime civil rights advocate, having served in advisory roles at the US Department of Transportation during both the Bush and Obama Administrations. She now runs Ontiveros and Associates, which specializes in change management, policy development, and executive coaching. Amber is the author of Heal the Four Wounds: A Guide to End Discord and Discrimination.Links:LinkedIn: Amber OntiverosWebsite: Heal the Four WoundsQuotes: "When you don't have people around you who are educated, you don't know what your options are."Episode Highlights:In this episode, Amber shares her powerful journey, from growing up Latina on a farm in Arizona to a near-death experience that led her to meet the "infinite creator." This awakening inspired her to explore consciousness and the neuroscience of unconscious bias. Amber teaches us about self-serving and "mini-me" biases, and how the brain's reticular activation system filters information based on existing beliefs. Her techniques offer practical steps for mindful listening and healing internal wounds. Listen to learn more.Childhood Experiences:Amber's passion for management started in childhood. She vividly recalls playing with paper in their chicken coop as if she were an administrator. As an adolescent, Amber took a moot court class because it aligned with her personality traits—public speaking, analyzing situations, constructing arguments, and posing solutions.Influential Groups:Amber is a Mexican-American who grew up in Arizona and was the first in her family to attend college and graduate school, despite having no educational role models. She attended Lewis & Clark College, though her GPA could have earned her admission to more prestigious schools. In college, Amber became passionate about civil rights and policy. Her career began in a political campaign where a senator recognized her potential and helped her become a lobbyist. After working in the legislature and for a lobbying firm, Amber became a policy adviser at the Department of Transportation, where she helped develop federal civil rights laws that provided economic opportunities for women and minorities, including securing contracts in construction and professional services for transit agencies and government departments.Personality and Temperament:Amber describes herself as direct, honest, and fiery. After her near-death experience, she realized she had been engaging in self-loathing and bullying herself. Today, she has learned to accept and love her feelings, using techniques to change the thought patterns that once undermined her. She now sees her previously criticized traits as her best attributes.Cultural Epiphanies:In Amber's culture, during Christmas, her family makes tamales, menudo, and pozole. Amber is baffled that many Americans dislike pigs' feet or cow stomach, which are delicacies in some Asian cultures and among the best foods she's ever had. What Brings Out the Best in Amber?Amber enjoys working with organizations that are clear and authentic. This clarity makes it easier for her to help them achieve their goals.Soapbox Moment:Are you a CEO feeling unhappy and seeking tools to manage your emotions? Are you stuck in negative thought loops or imposter syndrome? Amber invites you to explore her website, her book, and her executive coaching program.Support the show

The Justice QuotientIn this episode (inspired by page 49 of my book, The Spirit of Work), I share the three essential components that must be in place to find a just solution. The solution must consider everyone's needs.Here are the three Justice Quotients:Diversity of perspectives must be included: If only one person has a voice, diverse viewpoints are missing. In situations where people are similar, actively seek other perspectives to gain different points of view. This ensures more just decisions, as relying on limited input can lead to incorrect conclusions.Consult those most affected: Those most affected by a decision must be consulted. If the individual is vulnerable and cannot make decisions on their own, their guardian or caretaker should be involved in the consultation. The person closest to the job is often the expert, so either the affected individual or their closest support should provide input.All stakeholders should be present when discussing the decision: In cases of a power imbalance, consider the rights and responsibilities of those most affected, and take into account the power dynamics. Ask those affected if the proposed resolutions would satisfy their concerns.Real-Life Examples:Example 1: A manager aimed to build his team's capacity by training a lead hand to deliver safety presentations. However, the lead hand became flustered during training as the manager assumed what help was needed without consulting him. Realizing his mistake, the manager decided to trust the lead hand to deliver the next presentation independently. This trust empowered the lead hand, who excelled and received a standing ovation from the crew. The situation highlighted a shift in power dynamics, with the manager learning to prioritize the lead hand's needs over his own methods.Example 2: A toxic manager in a different department repeatedly undermined the only female engineer responsible for safety, using misogynistic names and demeaning her input. Despite her warnings about compromised safety, no one spoke up due to fear of the bully. HR intervened after she filed a complaint, gathering evidence and perspectives. However, instead of disciplining the manager, HR held a meeting where he verbally attacked her. The power imbalance and lack of action led the female engineer and three top employees to quit, leaving the company weakened. In contrast, McDonald's handles similar situations by immediately supporting employees and addressing aggressive customers, which resets power dynamics and protects workers. Justice requires protection for all parties involved; without it, employees are left vulnerable, and toxic behaviors worsen.Example 3: Two nurses were caring for an elderly patient when a non-medical relative insisted that a catheter be removed, aggressively demanding a nurse to do so. The nurse refused, citing the need for authorization, but eventually gave in due to intimidation. The commotion drew a second nurse, who was black, and the relative turned on her, using racist slurs and threatening a complaint. The black nurse explained the risks of removing the catheter without proper evaluation, but the relative continued his aggression before leaving. He filed a complaint, which deeply affected the black nurse. Her charge nurse and union assured her of support, and an investigation revealed that no harm had occurred, and both nurses were mistreated. The complaint was dismissed, and the relative was banned from the hospital. Justice was served, and the nurses felt protected.If you carefully examine the examples above, you can clearly identify the injustices, how the justice quotient was used, and the consequences of not applying the justice quotients.Support the show

Harnessing your potential and overcoming challengesAmit's Bio: Amit Chintan Ramlall helps leaders transform challenges into opportunities. His journey through autism led him to become an expert in the human mind and achievement. He aims to make a mark on the universe, not despite his challenges, but because of them. As a polymath who has read over 14,000 non-fiction books, Amit combines his knowledge with his insights to help individuals discover and manifest their life's purpose. Amit co-founded the Chintan Project, believing every person or business has a unique purpose that, when leveraged, can create a massive impact.Dr. Kumar Ramlall's Bio: Dr. Kumar Ramlall is an entrepreneur and medical specialist, co-founding the Chintan Project, InspiroMed Clinics, Inspiram Group, and Chinvest Group. With a strong academic and practical background, he helps clients solve complex issues that extend beyond traditional HR challenges.Links: Website: https://www.chintanproject.com/ Amit's email: amir@chitanproject.com Kumar's email: kumar@chitanproject.com Episode Highlights: Amit exemplifies defying limitations, leaning into his inner strength and unique gift for helping leaders turn challenges into opportunities. Supported by his father, Dr. Kumar Ramlall, Amit communicates through a piece of cardboard with the alphabet on it. Together, they discuss embracing challenges, recognizing inner strength, and the importance of belief and support in shaping an individual's journey.Quotes:“If the road you're on isn't taking you where you'd rather be, change the path.” -Amit“If you don't like the movie, change the script.” - KumarChildhood Experiences:Amit:At four days old, Amit had surgery to remove a mass, facing intense pain due to insufficient anesthesia. He drew on his inner strength, believing that his purpose in the universe kept him going.Kumar:Kumar's father studied abroad when he was young, but his mother managed both parental roles well. They even used proceeds from the fruit harvests to pay for his father's school fee overseas. Influential Groups:Amit:Amit was born when his father was an academic physician. The model for them was how to solve Amit's problems. After an assessment with a psychologist, his parents were told that he'd qualify for a teaching assistant in school, and in doing so, Amit's father took the road less traveled.Kumar:Academics have always been a major pillar in Kumar's life. As a child, his parents sent him to a private school even though his family's finances were extremely limited. The experience instilled a value of learning in Kumar. As a child, Kumar enjoyed teaching and helped his friends learn math.Temperaments and Personality: Amit believes he has developed humility over the years, seeking what is rather than what he wishes it to be. Both he and Kumar follow John Demartini's concept that every human has every trait, and they focus on recognizing and applying these traits in various forms.Cultural Epiphanies: Amit experienced a cultural clash when featured in a magazine focused on DEI (Diversity, Equity, and Inclusion), expressing discomfort with being chosen based on a checklist. Kumar, meanwhile, continues to practice medicine while navigating the limitations imposed by regulatory bodies.Soapbox Moment: Amit and Kumar encourage exploring the Chintan Project, which aims to help people grow their businesses, exit, or buy, focusing on reigniting passion and purpose.Support the show

Using the Virtues Sequence for Solving Workplace ProblemsAre you facing a problem that seems unsolvable? The answer might lie in the "virtues sequence," a concept my colleague and I uncovered while researching sacred writings across world religions. We discovered a common pattern that could help resolve workplace challenges, consistently following the same path of: love, truth, justice, unity, peace, and abundance.Example One: A fabrication plant faced repeated customer complaints about design mistakes due to miscommunication and a lack of respect between departments. The designers and fabricators were separated by several departments, and when fabricators reported issues, they were often ignored by the designers who felt superior. This created distrust and poor relationships, rendering feedback workflows ineffective. The solution was to bring designers, fabricators, and customers together to develop relationship. Regular meetings led to unity and smoother operations, which in turn addressed customer concerns. Example Two: The virtues sequence can enhance workplace dynamics by tackling core issues. A manager dealing with personal problems might unknowingly create a toxic environment, driven by unresolved struggles. Addressing this starts with acknowledging the truth of personal issues, and their impact on others leading to love and justice. Example Three:The final example involves managers promoting up from a marginalized employee group. When organizations do not genuinely believe in the competence of the racialized individuals they unconsciously undermine them, which reveals hidden discriminatory attitudes. The lack of authenticity stems from an absence of truth and love, leading to injustice. Such problems occur because people often do not feel that their needs for love, appreciation, and acknowledgment are met in their own lives.How to Increase Ability to Apply the Virtues Sequence with Authenticity:Serve the Customer: When you truly serve the customer, you reconnect with the noble purpose that your job is intended to fulfill. This strategy, derived from Lisa Earl MacLeod's book, Selling with Noble Purpose has many examples of how connecting to service, inspires workplaces to make amazing progress and individuals to find purpose and meaning in their lives. Remember Your Family Legacy: By reflecting on your family legacy, you can identify an inspirational example that has shaped your best self. While acknowledging that your family legacy wasn't perfect, you can still be inspired by the virtues your family tree has been able to demonstrate over time. This gives a sense of purpose and helps you get back on the virtues path.Increase your Empathy through discomfort: People may lack empathy because they haven't experienced it themselves. One of my facilitator colleagues introduced an exercise to increase empathy by trying to teach workshop participants 10 minutes of basic introductory knowledge in Punjabi. Within less than five minutes, participants were angry and in tears. Pausing the exercise, my colleague explained that this was how their newcomer workers felt all day, every day, when they didn't speak English as a first language. This powerful experience helped leaders understand their employees' struggles and realign with empathy and increased patience.In summary, the virtues sequence, can be used as a diagnostic tool for a workplace issues, and in your personal life to find virtues solutions. Remember the sequence: Love - Truth - Justice - Unity - Peace - Abundance.Happy practicing and don't forget to pick up my book, The Spirit of Work: Timeless Wisdom, Current Realities!Support the show

Bio:Dr. Alan Akira is a board-certified psychiatrist and founder of Mugen Psychiatry in Chicago. He aims to improve psychiatric care access, leveraging his expertise in clinical decision-making, education, and healthcare management. He's also an Assistant Professor at Rush University Medical Center and has received multiple awards for his clinical excellence and teaching.Links:LinkedIn Bio: https://www.linkedin.com/in/alan-akira-md/ LinkedIn Page: https://www.linkedin.com/company/mugen-psychiatry/ Twitter/X: https://twitter.com/Dr_Akira_MD Email: alan.akira@mugenpsychiatry.com Quotes:“The world doesn't get any easier. You just tend to get better if you choose to.”“One might not know where they're going in the future, but most of the time, we know where we don't want to be.”Episode Highlights:Dr. Akira explores redefining happiness and success, emphasizing the importance of celebrating not just the results but the journey itself. He shares personal stories and reflections on his childhood and career that have shaped his current philosophy.Childhood Incidents:Dr. Akira grew up in a household where his parents had blue-collar jobs, but very little financial stability. As a young teenager, Dr. Akira experienced a lot of confusion, around money issues. These challenges snowballed into stress, anxiety, depression, irritability, and anger. At some point, Dr. Akira questioned whether this was what life had to be. Thankfully, he had mentors who offered him hope, showing him that there was more to life than his lived experience and anxiety.Cultural and Leadership Influences:Dr. Akira's grandparents moved to the United States and opened a fish market in New York. One thing Dr. Akira noticed was that they always put their employees first, and the dividends of this approach paid off in their interactions with customers. For instance, they always found reasons to celebrate with their employees, and it was always authentic. At Mugen Psychiatry, Dr. Akira applies the same principle. He invests in both the clinicians' present and future because he believes that happy clinicians do a better job. Temperament and Personality:Growing up, Dr. Akira was quiet, reserved, and quite introverted—always preferring to sit alone rather than interact with others. No one would have ever imagined him as a psychiatrist. Over the years, he has become an “extroverted-appearing” introvert. He has stepped out of his comfort zone and learned how to have conversations with other people.Cultural Epiphanies:Coming from Brooklyn, New York, Dr. Akira had a tough time understanding the Southern accent when he moved to Alabama. He recalls a day when he was attending a literature class, and the teacher was reading Huck Finn with a deep Southern accent that made Dr. Akira question if she was reading in English at all.What Brings Out the Best in Dr. Alan Akira?Dr. Akira thrives when there is a fine balance that allows him to lean into things that recharge him. He is working on a study to help him understand what drains him versus what recharges him. He is also learning to appreciate that what recharges him might not work for others.Soapbox Moment:Dr. Akira challenges us to learn to define things operatively on an individual level and to allow ourselves permission to double down on what works for us. He also invites us to check out his weekly newsletter on LinkedIn.Support the Show.

The subtle art of embracing cultural influences.Bio:Agnes Yaa Serwaa Somuah is the Program Manager of the Sinkunia Community Development Organization in Edmonton, Alberta, Canada. The organization designs programs for new immigrant children and youth from African countries and of African heritage backgrounds.Originally from Ghana where she was a teacher, Agnes holds both Bachelor's and Master's degrees in education. She came to Canada in 2008 and now works at Sinkunia, engaging children and youth in activities to build confidence and cultural pride. Agnes is a published author of 13 books, including nine children's stories called “Akan Children's Stories,” two stories about her personal life, and four plays in Akan. Last year, she received the Queen Elizabeth II Platinum Medal for community service.In her spare time, Agnes enjoys spending time with her children, who range in age from 8 to 25 years-old, and her husband. She loves gardening and cooking.Links:Agnes' Children BooksAgnes' HIV Survivor StoryQuotes: “Every day, I get a chance to just make a child smile, like all the smiles I missed when I was a child.” “So many things happen to us when we are growing up, but it depends on you as an individual what you choose to do with it.”Episode Highlights:Agnes exemplifies the saying, "When in Rome, do as the Romans do" by navigating and embracing the diverse cultures of Ghana and Canada. Childhood Incidents: Agnes grew up in a household where her father had three wives in constant rivalry with each other. As a child, she loved being at school more than at home because at home there was no time to play. Children always had responsibilities ranging from working on the farm and in their father's stores to counting money from the store. Agnes vividly recalls organizing award shows for children in her neighbourhood using chocolates from her father's store. One day, while visiting her aunt in Accra, she continued her award shows, and her aunt told her she would make a great teacher, though Agnes wanted to be a journalist.Unlike many African compound families, Agnes' dad always encouraged her to go to school and do her best to excel. Agnes never got close to her mother, a second wife in competition with the other women of the household. One thing Agnes learned from her mother was cooking, and believes her mother could cook a whole cow in 50 different ways.Influential Groups: Agnes learned communal living from her father, who united all his children. This influenced her desire to live with others when she moved to Canada. She wanted to be around people.Cultural and Leadership Influences: As a nanny in Canada, Agnes was supported by her employers to publish her books. She was surprised by the family's progressive views on parenting and their support for her dreams.Personality and Temperament: Agnes has an inside and outside personality. At home, she is quiet, contrasting with her public persona. Her quiet husband and their youngest child help balance her dual nature. She tries to blend Canadian ideas and opportunities with her own in raising her children.Cultural Epiphanies: Agnes was shocked by the prevalence of smoking in Canada, which contrasted with Ghanaian views on social status. What Brings Out the Best in Agnes?Being with people and feeling respected motivate Agnes to show up to work even on tired days. She also loves working with children, giving them the smiles she missed as a child.Support the Show.

CLI_7: What is the Difference Between Training and Coaching?Is there a difference between training and coaching?Quotes: “If you don't know what you want to see, then you don't know how to see if it has worked or not.”Episode Highlights:Organizations can confuse training with coaching or misunderstand their purposes. When an organization approaches me for training or coaching, there's often confusion between the terms. People think that coaching is the same as training and vice versa, or they don't understand why you would need coaching because you don't have any “so-called” problems. They also don't know what to expect or how to determine if there's going to be progress in training and coaching.In this episode, I share the differences between coaching and training. I also touch on the different types of training and coaching and what they entail.Training:Training typically targets organizational goals and is often done in groups. It involves predefined outcomes and measures success through behavior changes.Types of training include:Knowledge-based training: Involves presentation of material with quizzes and discussions to assess understanding.Skills-based training: Focuses on observable behaviors towards a specific outcome, like presentation skills or carpentry skills.Behavior change-oriented training: Aims to make visible changes in knowledge, skill, and attitude.Coaching:Coaching is complex and relationship-based, focusing on sustained action and behavioral change. It involves a continuous learning process, like mastering a sport or instrument. Combining coaching with training yields exceptional results.Types of coaching include:Life coaching: Covers life skills like budgeting, emotional regulation, and anger management.Business coaching: Focuses on strategy, finances, marketing, and business goals.Executive/leadership coaching: Involves strategic planning, team management, and change management.Performance coaching: Targets specific career goals and leadership milestones.Health coaching: Concerns improving habits of nutrition, exercise, weight loss, and addictions.Relationship coaching: Involves communication, conflict management, and interpersonal skills.Success in training depends on clear goals and effective engagement towards desired course outcomes, while success in coaching relies on the client's willingness to engage and the coach's ability to help the client build capacity and strength in achieving personal goals or overcoming professional obstacles.If you're interested in discussing training or coaching with me, please email marie@shiftworkplace.com to find a time to chat and determine what best suits your circumstances.Support the Show.

Learning About Workplace Wellness From Sacred TextsDelve into the fascinating topic of workplace wellness by uncovering insights from sacred texts and exploring how they can draw inspiration from Hinduism, Christianity, and Islam to uncover principles that can guide us in creating a happier and healthier workplace culture. The Golden Rule:The Golden Rule requires that we consider other people as equals deserving of respectful treatment. Imagine if this rule were applied universally how golden would the world be? When people believe and feel the Golden Rule as a divine principle, it holds more weight than something that's just a personal preference. The Golden Rule becomes a way for us to measure our own behavior and to hold ourselves accountable because it carries the responsibility and weight of a divine imperative. Powers of the Soul According to Hinduism:In my book, on page 24, there are some interesting principles from Hinduism that revolve around qualities and powers of the soul. I want to focus on the first three powers of the soul which are great ingredients for a healthy workplace:Power to Accommodate: This is the power of flexibility and acceptance.Power to Tolerate: By developing awareness of internal and external influences and not allowing them to control us.Power to Face and Confront: By facing obstacles, overcoming difficulties, and standing up for justice.Powers of the Soul According to Christianity:In the Bible, there is very little specifically about the soul and its powers, but we do have parables. St. Thomas Aquinas and other writers have written a bit on the nature of the soul. Here are some of the highlights:The soul has the capacity to learn from experiences that could significantly influence work.The soul has the capacity to interact with other souls. At work, when interacting with our colleagues, it is our souls that are interacting, which gives us a huge responsibility to speak to our colleagues as souls.Upon death, the soul is subjected to judgment based on how the individual lived their life, the actions they took, and the degree of their faith. At the end of life, the soul will be held accountable by the creator.Powers of the Soul According to Islam:In Islam, experience and understanding balance each other, and action and restraint balance each other. Two Islamic psychologists created an amazing framework, which is a personality type indicator based on the principles of these two balancing concepts and four personality types.Power: The ability to move resources towards a goal.Justice: An orientation towards equity and fairness.Inspiration: A spiritual orientation giving birth to innovation.Vigilance: Avoiding unnecessary risk and strong concern with safety.With these four personality types, we can consider the qualities required for a just and equitable workplace.Performance Reviews According to Divine Concepts:Hinduism: Instead of asking, “How did you do in terms of such and such a goal?” ask, “How were you able to show flexibility and detach from internal and external influences to make wise decisions? What obstacles did you overcome?”Christianity: Use what you have experienced and learned from your work to evaluate your capacity to interact respectfully with other souls at work. Give yourself a report card on your work behavior and alignment to values and company goals.Islam: How have you been able to see and build the talents of others to provide a more comprehensive view of the whole team? How have you been able to participate towards justice and equity as a team member?Support the Show.

Improving life through better listening.Bio:Stanford is a wealth management advisor. For over 30 years, Stanford Slovin has worked in the securities industry with individuals, families, and business owners as a financial professional with major national brokerage firms.He is the author of Better Listening: The Secret to Improving Your Professional and Personal Life, and as a speaker showcases how listening improves communication and conflict resolution. Stanford is actively involved in charitable organizations focusing on mental health and children with disabilities. He loves traveling and plays in a rock and roll band.Links:Website: https://www.betterlisteningbook.com/LinkedIn: https://www.linkedin.com/in/stanfordslovin/Episode Highlights:In this episode, our guest, Stanford Slovin, educates us on the importance of empathetic and reflective listening. According to Stan, the world would be a better place if we all listened better. Stan shares his childhood and professional experiences, and we also get to hear about his involvement in the Side Hustle band.Childhood Incidents:Growing up, Stanford and his family traveled frequently. He vividly recalls his father engaging with waitstaff and bellhops, asking about their days. This inspired Stanford to write his book, believing that today's distractions prevent us from truly listening. He also remembers his father encouraging everyone, including family and employees, to express themselves.Leadership and Cultural Influence:According to Stanford, the best leaders are the best listeners. As a young adult, people often vented to him, and he always made them feel heard. Now, he asks if people want to be listened to or need his input after venting. Sometimes, people just want to be heard without receiving advice. Growing up in a Midwestern city, Stanford realized how isolated cultural, religious, social, and economic settings can be. Summers spent on his family's farm in Galena, Illinois, exposed him to diverse people with different beliefs and economic backgrounds, highlighting the world's diversityInfluential Groups:From a cultural and personal standpoint, Stanford chose a career focused on relationships, social interactions, sales, and service. He preferred a profession that involves communication and interaction in both social and professional settings, rather than a career confined to a lab, isolated from people, or dominated by data analysis and paperworkPersonality and Temperament:Stanford has always been gregarious, spontaneous, and enthusiastic. Over the years, he has become more positive, patient, and listens better. His daughter describes him as passively aggressive in a positive way. He has also learned how to understand his audience so that he can communicate better.Cultural Dissonance:Stanford went to school to study law, and he was committed to practicing law when he graduated, but along the way, he realized he had a passion for wealth management. He had to get into cold calling, asking strangers to send him money to invest. The professional shock lasted for 18 to 24 months.What Brings Out the Best in Stanford?Stanford thrives in an environment where he understands what's important to the person or people that he is working with. He is always looking for what else is important to them.Soapbox Moment:Stanford encourages us to get and read his book. The three key takeaways he would want us to have from the book include impactful conversations, empathy, and more reflective and active listening.Support the Show.

Anxiety is Not an EmotionDid you know that anxiety is not an emotion? You may think you "feel" anxious, but in reality, you're sensing anxiety. Anxiety is a physiological reaction from the "fight or flight" function of the vagus nerve. It triggers the adrenals to release cortisol and adrenaline into your nervous system, setting off an alert to potential danger. You feel it in your solar plexus above your kidneys. Anxiety's hormones aren't usually signs of real danger, making anxiety "homeless." It is a moving target in search of a home, but always gets kicked out due to its bad behavior. Anxiety can never be satisfied, making it a close partner to perfectionism. Never happy, never good enough, never complete. Anxiety, perfectionism, criticism, and paranoia cause repeating neurological thought loops that entrench fear (false expectations appearing real). This leads to catastrophizing (seeing disaster around every corner) or magical thinking (belief that unrelated events are connected despite no evidence). These thought patterns result from anxiety, constantly searching for a place to reside, but no one wants to let them in permanently due to their disruptive nature.Emotions, on the other hand, are our friends. Whether pleasant or unpleasant, they ask to be acknowledged and felt. When we acknowledge our emotions, they transmit messages necessary for both surviving and thriving. However, we often fail to acknowledge and accept our emotions, causing them to return and eventually get stuck in the body. This can create stiffness, pain, and inflammation in the muscles, organs, or entire body areas.But there's hope! There are practical things you can do, or rather undo, to create and sustain feelings of calm, peace, and confidence, which dissolve anxiety.Three Anxiety-Calming Practices:1. Cognitive Practice: Move Your To-Do List to a Success List Start with a sticky note pile and a pen or pencil. Set a timer for two minutes and write the first "to do" thing that comes to mind on a sticky note, then rip it off and set it aside. Continue until the timer goes off. Categorize these tasks into piles and put the top priority for each pile on top. Create a "success list" of no more than three items. When feeling overwhelmed, do this activity to calm your mind and create a sense of order.2. Breathing and AwarenessBecome consciously aware of your breathing and whatever feeling you are experiencing in the moment. Make this a practice whenever you notice sensations of anxiety or obsessive thinking. This will calm your nervous system and replace danger signals with signals of well-being. In a real dangerous situation, this practice will help you stay clear-headed and calm.3. Acceptance Tell yourself, “I accept that I am feeling this right now.” Acceptance is the thriving part of your nervous system that allows feelings of joy and brings inspiration. Accepting one feeling in the moment opens the horizon to other good things, helping you wave goodbye to anxiety.In conclusion, anxiety is not an emotion, but instead a physiological response that you can calm. Using the aforementioned anxiety-calming practices will bring relief and a sense of freedom.Thanks to Marie-Helene Pelletier for her insights on this topic from her book, The Resilience Plan. For professional support, you can email me at marie@shiftworkplace.com to schedule a time to connect and talk.Support the Show.

Redefining Leadership in the Mission-Driven SectorBio:Dimple Dhabalia is the founder of Roots in the Clouds, a boutique consulting firm that uses storytelling to heal individual and organizational trauma. She is a writer, podcaster, coach, and facilitator with over 20 years of public service experience at the intersection of leadership, mindfulness, and storytelling. Dimple's mission is to transform mission-driven sectors by building human-centered cultures that meet mission needs and create psychologically safe spaces of empathy, connection, well-being, and belonging for staff.Links:Email: hello@rootsintheclouds.com Website: https://www.rootsintheclouds.com/Instagram: www.instagram.com/dimpstory Newsletter: dearhumanitarian.substack.comLinkedIn: www.linkedin.com/in/dimpstory TikTok: https://www.tiktok.com/@dimpstoryFacebook: www.facebook.com/rootsintheclouds Quotes:"Organizations must create a duty of care that looks at the needs of the whole person."Highlights:Explore the importance of acknowledging and addressing organizational trauma, the impact of moral conflict, and the need for holistic, human-centered duties of care in organizations. Childhood Incidents:As a child, Dimple celebrated all holidays. One Easter, she found eggs in their garden, but a neighbor said they were for Christian children, and her father made her return them. In school, a classmate called her an "Indian giver" for changing her mind about giving a pencil, and the teacher's reaction made her feel out of place. At age seven, her dad was diagnosed with bipolar disorder, shifting family dynamics and making her mom the breadwinner, often requiring Dimple's help and causing her to miss time with friends.Cultural Influences:Dimple has always prioritized service before self, a value her hardworking mother also upheld. Before her mother's passing, she urged Dimple and her sister to prioritize self-care, prompting a significant shift in Dimple's approach. Today, she believes in service without sacrifice.Dimple enjoyed Greece the most, where clear boundaries between life and work allowed her to serve healthily and maintain a social life. However, moving to Delhi led to overworking and losing her social balance.Personality and Temperament:Dimple's temperament is rooted in empathy, caring, and a desire to fight injustice. Over the years, she has incorporated self-care, curiosity over judgment, and an understanding that people's behaviors often have unseen complexities.Cultural Epiphanies:As a Brownie, Dimple's leader surprised the girls with breakfast at McDonald's. Dimple's mom dressed her up while the other girls arrived in pajamas. This incident highlighted a cultural disconnect, but taught Dimple about different social norms.What Brings Out the Best in Dimple? Curiosity, connection, and empathy are Dimple's strengths. Curiosity drives her to understand others, empathy allows her to share their space, and connection helps explore stories and organizational trauma.Soapbox Moment:Dimple's book, Tell Me My Story: Challenging the Narrative of Service Before Self, is available now. Listen to her podcasts, "Service Without Sacrifice" & "What Would Ted Lasso Do?" For more information, sign up for her newsletter, Dear Humanitarian.Support the Show.

Using the Language of Virtues for Building Soul-Sustaining Work DecisionsEpisode Highlights: By practicing virtues and utilizing the “virtues progression,” we discover practical tools for creating happier and healthier workplaces.Importance of Virtues in the Workplace:I've seen the impact of practicing virtue at work across four careers and over 500 managerial students, coaching clients, and 100+ companies. One of the companies I worked with asked me to help a dysfunctional site improve communication. After introducing the concept of virtues with a personal story, and asking them to share stories about an obstacle they had overcome or something they were proud of, I coached them to identify the virtues in each other's stories. This exercise led to open, non-defensive discussions. A few months later, the workplace atmosphere had improved significantly, increasing customer satisfaction and prompting the company to replicate the approach.Learning the Language of Virtues:Virtues are developed through learning and through practice. Virtues are habits of character. Once practiced, they become characteristic of the person's character. At the heart of the virtue approach is the idea of community. A person's character traits are not developed in isolation, but within and by the communities to which he or she belongs. What philosophers call “the moral life” becomes a matter of determining the kind of people we should be and attending to the development of character within our communities and ourselves. (The Spirit of Work: Timeless Wisdom, Current Realities, p. 35).To develop my own practice of virtues, I have a virtues card deck. Every morning I pick a card from the deck, and focus on that virtue throughout day. At the end of the day, I reflect on how I applied the virtue to my work. To benefit from this idea, consider getting “The Virtues Project” card deck or “Virtues Cards” app.Virtues Progression:From my study of the Sacred Writings of the world religions, I discovered a virtues progression which has specific virtues as benchmarks and a guideline to solve problems. The progression is Love – Truth – Justice – Unity – Peace – Abundance. Every human relations rupture starts from a gap in one of these places in the virtues progression.For a workplace issue, identify which virtue is missing and look backward in the progression to see what foundational virtue is required to experience it, then forward to know the next step. For example, if someone refuses to communicate, it might be due to a lack of safety (not feeling loved) or fear of repercussions (truth).To ensure a decision is just, consider that these three justice quotients must be present during the decision-making process for all to benefit: Seek diverse perspectivesConsult those most affectedInvolve all stakeholders How Virtues Affect People:A story from Chapter 2 illustrates the power of recognizing virtues. In a high-security prison where my husband once worked as a psychologist, he was assigned to help a large, tattooed, explosive inmate with anger management. As an emotions management tool, my husband introduced the "sparkle technique," a reminder to defuse anger by looking right, smiling, and then looking left, and smiling again (physiologically creating conditions for virtue by calming the nervous system). The technique reduces anger by changing eye position and engaging the muscles used for smiling. Although skeptical, the inmate tried it, found it effective, and even taught it to others, reducing fights in the prison and improving interpersonal relationships. He returned to his program with my husband saying enthusiastically, “This sparkle sh** really works!” Support the Show.

The Importance of Celebration and Influence in LeadershipBio:Anthony A. Dicks, Jr.'s passion for leadership development is evident in his work as he's spent over two decades preparing people with diverse responsibilities to reach their optimal leadership potential. He is currently a doctoral candidate in the Strategic Leadership program at Liberty University and is also a Certified John C. Maxwell Team Member and DiSC Coach. Anthony currently transforms leaders as the Senior Leadership Consultant at 180 Management Group.Links:LinkedIn: https://www.linkedin.com/in/aadicksjr/Quotes:"People who may not be aware of their privilege may also not be aware of how they are exploiting others.""It's not enough for us to see our heroes win. We need to see our heroes struggle."Episode Highlights:Anthony's background as a preacher's kid played a fundamental role in shaping his leadership and communication skills. His educational achievements and professional experiences make him an exceptional leader with great wisdom to share. In this episode, Anthony shares valuable perspectives on leadership development processes within different institutions.Childhood Incidents:Anthony's dad was a Baptist pastor who always made sure his children were involved in church. Before he could stand to preach, Anthony and his three sisters were required to sing. On Anthony's eighth birthday, he performed the "I Have a Dream" speech by Martin Luther King, Jr. from memory. The standing ovation he received was so warm that it made him want to do it again. As a young adult, he underwent Advanced Individual Training (AIT) in the US Army. When he arrived at Fort Knox, Kentucky, he encountered people from all walks of life. Per the US military system, leaders had to be picked for different squads, and Anthony was one of them and got the honour to call the cadence.Influential Group:Growing up, Anthony had the privilege of seeing his parents graduate from college. His dad was a pastor, and his mom was a primary school teacher. In their household, education was vital. Anthony also attributes the shaping of his childhood to African American traditions and the church.Cultural and Leadership Influence: Anthony credits his leadership skills to all the institutions he attended the church, school and the AIT training. He also believes that these institutions shaped his culture, as he had to immerse himself in each one. That said, he sees the limitations of these institutional approaches to leadership and has worked to expand his skills as a result.Temperament and Personality:Anthony believes his temperament is inherently trusting. He believes his personality has evolved from being an introvert to an extrovert. He urges us to learn how to give ourselves space to evolve, and not be tied to what we were five or ten years ago.Cultural Epiphanies: Throughout Anthony's education, he had never been a minority until he attended seminary. There was a church history class that was very challenging. Although Anthony excelled effortlessly, he was never celebrated. For the first time, he felt academically invisible. His son experienced a repeat of this issue in high school. What Brings Out the Best in Anthony?To bring out the best in Anthony, you need to bring him to the brink of impossibility. He believes that to excel, we have to move to the edge of what we believe possible. Soapbox Moment:To be at our best, we need both challenges and encouragement. Anthony urges leaders to find communities of practice to avoid the loneliness that comes with leadership.Support the Show.

Appreciation is a crucial element for a healthy work environment.Bio:Paul White, PhD, is a psychologist, author, and speaker who "makes work relationships work." He has written articles for and been interviewed by many media houses. His expertise has been sought by people from across the world.Links:Website: https://appreciationatwork.com/LinkedIn: https://www.linkedin.com/in/paul-white-ph-d-3178276/Quotes:"When we show interest in other people and open ourselves up to learn even more or be influenced by them, it's a huge door of opportunity."Episode Highlights:Today, Dr. Paul White shares his journey to becoming the person he is today and discusses the different languages of appreciation in workplaces, and gives us his view on life in general. His passion lies in motivation by appreciation. He has authored a book and created resources to share his wisdom and knowledge.Childhood Memories:Dr. White worked in his father's factory from junior high school until college. His dad's motive was to teach him the value of education and training. Through his experience working in the factory, Dr. White knew he didn't want to work at the end of the conveyor belt later in life. As a child, Dr. White always went fishing with his mother to have a moment of bonding. His mom learned how to fish as a way of creating a special bond with her children.Cultural and Leadership Influence:In life, having a community and developing relationships is essential for times when crises arise, so at least you will have people who can step up. Dr. White recalls when they had their twin sons in Phoenix away from family. The first two years were not easy for them, and it got as far as sleep deprivation.Influential Groups:When Paul and his wife were raising their children, it gave them an opportunity to meet parents of their kids' friends and develop friendships. Unfortunately, when their lastborn left the local school, there was a vacuum of friendship since there were no activities bringing them together with other people.Cultural Epiphanies:Dr. White realized that in a white male business group of older decision makers, expect respect to be communicated by giving your full attention, listening, and looking them in the eye. In contrast, culturally, both Native Americans and some groups of African Americans view looking a superior in the eye as disrespectful. He learnt the we need to work harder to understand people's culture. Personality and Temperament:Paul describes himself as a social animal. He is socially outgoing, fairly spontaneous, flexible, and loves to have fun. Impulse control is one characteristic that Paul has grown and continues to grow. He can be spontaneous, but he is learning that there are times to slow down, think through things clearly, not react as much, and be more thoughtful and listen.What Brings Out the Best in Dr. Paul White?Dr. White enjoys some structure but also appreciates opportunities to think on his feet and give answers from his life and brain. Recently, he spoke to a group of 30 to 40 business leaders in New York City, during a half-day interactive training. This group really challenged him and asked thoughtful questions that made him stop, think, clarify, share thoughts, and pull information together.Soapbox Moment:Dr. Paul White invites us to check out the resources and materials his team created for the website. These resources will help managers build a healthy team and organization. Support the Show.

What is Career Trauma?Imagine the teacher, interrupted mid-lesson by her principal's inappropriate whispers, or the immigrant worker denied a bathroom break, only to be mocked as he wets himself.Consider the unfairness of a negative evaluation and pay cut from someone who's never even seen your work or being passed over for a promotion in favor of the boss's less qualified nephew.Who hasn't felt the burnout from impossible demands or the frustration of training your replacement?All these experiences cause us work wounds, which require us to be intentional to heal.Importance of Emotional Safety in Workplaces:According to Employment and Social Development Canada, key risk factors for poor workplace psychological safety include high demand and low control, unfair treatment, harassment, and lack of professional development.A report from the Centre for Addictions and Mental Health revealed that 500,000 Canadians miss work daily due to these issues, costing organizations $200 billion annually as of 2023.This trauma leads to hyper-vigilance and increased anxiety. However, recognizing emotional safety cues and fostering a safe environment are crucial for healing career trauma.Doctor Steven Porges' research on polyvagal theory explains that by identifying and processing emotions and sensations, the amygdala's threat reaction is reduced. This allows for the release of emotions tied to recent unpleasant memories, improving overall emotional balance and perception of current situations, without having to revisit past traumas.While coaching or therapy can significantly help with career trauma, individuals can start their healing process by intentionally focusing on the following three key aspects:Breathe Intentionally: Focus on the breath to divert the amygdala's attention from a threat response to a safety response. During a virtual training with oil field managers, one manager had a meltdown due to personal and work-related stress, including the recent loss of a worker and family challenges. I suggested he take a moment to breathe, which visibly calmed him. We then took a few collective breaths, further calming the entire group. The manager explained that a colleague had tragically drowned in a tailings pond, and this trauma had amplified his existing stress. However, the simple act of intentional breathing helped him and the group regain composure, highlighting the power of mindful breathing.Move: When the nervous system feels trapped or tired, it becomes dysregulated, hindering movement and causing distress. To regulate the nervous system, it's essential to recognize and honor the body's need for movement, much like dogs naturally do through stretching and shaking. Dogs rest and heal after conflicts, then resume their normal activities without forcing themselves to overwork. Similarly, humans should balance movement with rest to maintain emotional regulation. So, when tempted to overwork or skip breaks, ask yourself, "Would my dog do this?" First, breathe intentionally, and second, move even just a little to help regulate your emotions.Connect with Others: Social connection is crucial for healing career trauma, as isolation exacerbates feelings of distress and can shorten life expectancy by up to nine years due to loneliness. In the world's five blue zones, where people live longer and healthier lives, strong social connections are a common factor. Human beings are inherently wired for connection; even babies react positively to emotional connection. In these communities, people regularly interact and care for each other across generations. To maintain emotional regulation, it's essential to connect with others, share experiences, and support each other.Support the Show.

How the Soul Relates to WorkEpisode Highlights:In this episode, we explore the qualities and nature of the soul from various sacred traditions and how they matter for good work. We delve into the teachings of multiple western and eastern religions and Indigenous spiritualities to understand how the soul relates to and influences our work. From the power to accommodate to the concept of respect and interconnected relationality, the insights from these sacred traditions provide a unique lens through which we can approach work and workplace dynamics.Defining the Soul:On page 22 of my book, “Soul in religion and philosophy, is the immaterial aspect or essence of a human being that confers individuality and humanity, often considered to be synonymous with the mind and the self. In theology, the soul is further defined as that part of the individual which partakes of divinity and is often considered to survive the death of the body.”According to the Baha'i teachings, the soul is not a combination of elements. It is of one indivisible substance, associated with the body but not inside it, and eternal.How Various Religions Define the Soul:Page 21 lists simple summaries of how different religions have spoken about the soul.The ancient Egyptians talked about the soul as being buried in a stele, meaning the container in which the body had been buried, and that the soul was inside this container, meaning the body.In Christianity, Saint Augustine wrote about the nature of the soul as having 3 parts, the body, or somatics, the soul or the psyche, and the spirit or the pneuma.In Hinduism, there is the concept of Atman, which is the essence of life that exists in all living things and within human beings is an opportunity to achieve transcendence.Islam and Jainism state that the soul exists before its association with the body and must pass through the physical life to overcome bondage and become liberated from the constraints of self and desire. In both Judaism and Christianity, the soul is alive if it follows the commandments of God and dead if it does not.Many North American Indigenous spiritualities have references to life as emanating from the Great Spirit who imbues all living things with the spirit of life.Qualities and Powers of the Soul:On pages 23 to 32 in my book, The Spirit of Work: Timeless Wisdom, Current Realities, I highlight the qualities and powers of the soul. Interestingly, these qualities are the same across all sacred traditions. The qualities include purity, peace, love, joy, bliss, and knowledge. The powers of the soul include the power to accommodate, be flexible, consider the other person, and act based on both your needs and the other person's needs, power to back up, and the ability to bring things to closure and move on.Understanding the soul and its characteristics can inform and improve workplace dynamics, including addressing issues like bullying and toxicity. When work is only a struggle for existence, it feels hopeless. If work is only a search for purpose and meaning, then we may not develop the necessary practical tools required to be able to deal with the struggle of existence. I propose work that is meaningful because it is related to the qualities and characteristics of the soul. It combines the struggle for existence with purpose.If you are finding these episodes insightful, you can purchase the book The Spirit of Work: Timeless Wisdom, Current Realities online on Amazon and Barnes & Noble or directly from my website shiftworkplace.com. Feel free to send me your insights and stories at marie@shiftworkplace.com.Support the Show.

The Somatic Leadership JourneyBio:Pavini Moray has started, failed, and succeeded in many businesses. A serial entrepreneur, they have built private practices, a worker collective, and a for-profit company. Pavini is a somatic leadership coach, specializing in helping relationships be easy. Moray holds an M.Ed in Montessori curriculum design, as well as a Ph.D. in Somatic Psychology. Pavini has authored, How to Hold Power: A Somatic Approach to Becoming a Leader People Love and Respect.Links: Instagram: https://www.instagram.com/pavinicoakwellmoray/Website: https://www.pavinimoray.com/Episode Highlights:In this episode, Pavini delves into their experiences of cultural disconnect, sharing personal stories of their childhood and how counterculture and punk music provided a sense of belonging and freedom. They discuss the importance of somatic approaches in leadership and personal growth.Childhood Incidents:As a child, Pavini's mother decided that Pavini should have a cultural education of experiencing the arts. As a single mother, cultural education was a luxury she had to prioritize and save for. Contrastingly, Pavini's dad had season tickets and a box at the opera. One night, when mother and child were at the opera, they noticed the dad sitting in his box in the theatre which was Pavini's first awareness of wealth disparity.In January 1986, Pavini's friends invited them to a punk party. While there, Pavini felt the difference between the world they lived in and the current world they were experiencing then. This experience set Pavini on a journey to find spaces of belonging.Cultural Influences:Pavini's purpose comes from living a life informed by pleasure, embodiment, and communication, tempered with transparency and kindness. Leadership Influence:In 2008, Pavini attended an activist camp and experienced the power of transparency and power sharing along with strong organization. This shaped their foundational beliefs about leadership, elderhood and the importance of structure. To date, Pavini cannot stand being in a poorly organized meeting and strives to incorporate elderhood into leadership since it increases the capacity of an entire community.Temperaments and Personality:Pavini believes they came into this world as a dancer, with a sense of awe, magic and connection to nature and spirit. Curiosity is also part of Pavini's temperament. As a child, and later as an adult Pavini developed both a playful and pragmatic side to their personality. Cultural Epiphanies:Pavini lived in Bulgaria in the 90s and experienced the Bulgarians' sense of powerlessness and hopelessness as shocking. Pavini recalls a time they went to the mayor asking for transportation for books that had traveled 10,000 miles around the world, and now required transportation for the last 200 miles to get them to the destination. The mayor said it was impossible, but Pavini was able to show him how doable it was when he opened his mind to possibility. When Pavini was working with a worker collective, a sense of anger at late meetings arose frequently. One of the people they worked with told Pavini that the time intolerance and anger was white supremacy and not all people understand time the same way.What Brings out the Best in Pavini?Pavini enjoys working in environments where they can laugh and be playful. Soapbox Moment:Pavini encourages us to be attuned. They recognize how vulnerable it can be when we open ourselves to attune with someone else's needs, feelings, desires, fears, and grief. Support the Show.

What It Takes to Manage WellEpisode Highlights:Delve into the three essential categories for effective management and self-regulation, differentiation, and high-level thought integrated throughout and responsive to operations.Three Essential Categories for Effective Management Self-Regulation:Self-regulation is crucial for good decision-making. It involves recognizing and accepting your feelings. It means being aware of your feelings and thoughts and choosing not to act on them impulsively. Self-governance enables you to consider the impact of your actions leading to more thoughtful and beneficial outcomes. Self-awareness and self-governance: This results in the ability to manage and release unpleasant emotions safely, interpret reality accurately, and maintain a sense of calm and peace. Other awareness and empathy: With genuine self-awareness, you'll have heightened empathy and notice and understand others' feelings and experiences. Increased other awareness and empathy in the workplace is a sign of effective management.The ability to change and sustain one's habits for elevated thought and action: True self-regulation means not defining yourself by routines or limitations but continuously expanding your sense of self through learning and applying new insights to work habits. Differentiation:Differentiation is the ability to see the separate within the whole and the whole within separate and to bring them together. It's the ability to do analysis and synthesis. Separation of identity from in-group and out-group bias: The ability to separate your identity from the groups you belong to is crucial in management. A strong in-group and out-group identity is necessary for a sense of belonging and security. However, it's essential to maintain a balance and not let these identities define you entirely.Being able to hold multiple points of view without attaching yourself to them: This is a sign of effective management, allowing you to make decisions based on what's best for the collective rather than your personal biases.Capacity to inspire others and be inspired: If you are inspired by others, you're likely to be more inspiring yourself.Ability to balance encouragement and challenge: It means when people are not feeling strong, you can encourage them and build them up. When they're feeling strong but not showing their best selves, you can challenge them to step up to the plate. Being able to read reality without becoming hopeless in the face of difficulty: There are a lot of challenging realities in the workplace, and people go through many difficulties. If you can read and understand these difficulties without losing hope, it's a sign of great leadership.High-level Thought Integrated Throughout and Responsive to Operations:It's not enough to have great ideas if no one can act on them. Frequent conflicts between departments occur when high-level thought is not integrated, usually due to lack of consultation.Have principle-based discussions that respect individual inputs: Listen with interest without getting defensive or allowing anyone to dominate.Collective decision-making that promotes honest and kind participation: Making decisions as a group where everyone is both honest and kind leads to agreed-upon solutions benefiting the whole without excluding individuals or groups.Ability to translate thought into action, reflect on the outcomes, and make adjustments: Changing your mind isn't a sign of weakness, but constantly changing it is. Making a decision and sticking to it despite negative outcomes is not a sign of strength.Support the show

The role of spiritual intelligence in effective leadership.Bio:Yosi Amram, PhD, is a distinguished psychologist, an executive coach catering to CEOs, entrepreneurs, and other influential leaders, and a pioneering researcher in the field of spiritual intelligence. Holding an MBA from Harvard University and a PhD from Sofia University in Clinical Transpersonal Psychology, Dr. Amram is committed to enabling individuals to unlock their potential through spiritual intelligence. This profound connection to the core of one's existence – their spirit, where inspiration and deepest interconnectedness reside – enriches their overall functioning, improves their effectiveness, and enhances their well-being. He is the author of Spiritually Intelligent Leadership: How to Inspire by Being Inspired.Links:Website: https://yosiamram.net/Quotes:“I think great leaders can also drop back and lead from behind, which is more of a facilitative role of leadership. You can think about it perhaps in terms of the yin and yang of leadership.”Episode Highlights:In this interview, Yosi Amram tells us how a leave of absence from his company was a blessing in disguise. The board of Yosi's company gave him a break because they felt he needed it. Initially, Yosi felt shame for being let go from his company, but later, it provided him an opportunity to find his identity and passion in psychology. Childhood Incidents:When Yosi was four years old, he learned from older boys that flicking someone's legs while they're running or walking could make them trip and fall. One day, he experimented on a boy in front of him. The boy tripped, scraped his knees, and started bleeding and crying. The teacher started yelling, asking who did it, but Yosi never came forward. This experience taught him the importance of not causing pain, suffering, harm, or violence to others. At age nine, Yosi went to a movie theatre without his parents and was molested by a stranger. This incident made him feel like there was something wrong with him, like he was damaged goods. He repressed his feelings about this experience and only addressed them in therapy when he was 40. Influential Groups:Yosi comes from Middle Eastern, Iraqi, and Jewish backgrounds. Middle Eastern Iraqi culture is emotionally expressive, warm, and highly hospitable. In contrast, Jewish culture emphasizes Socratic methods of debate for truth's sake and taking responsibility seriously.Cultural Influences:As Yosi grew older, his interest in spirituality deepened. He joined various spiritual communities, including Jewish Renewal, Buddhist communities, and a particular path called the Diamond Approach, which emphasizes inquiry and a love for truth. All these communities highlighted the importance of service.Cultural Epiphanies:When Yosi moved to the US, he experienced culture shock; people valued personal space and privacy, which was not the case in Tel Aviv or the Middle East in general. He grew up in a one-bedroom house with his grandparents and parents.What Brings Out the Best in Yosi? Yosi believes in directness and honesty. He values relationships where people are honest, open, and direct, built on a foundation of kindness and positive regard. He also appreciates regular mutual feedback to keep relationships clear and clean.Soapbox Moment:Yosi encourages everyone interested in becoming more empowered and inspired leaders to check out his book, Spiritually Intelligent Leadership: How to Inspire by Being Inspired.Support the show

 Is This Soul Enhancing or Soul Diminishing?Imagine bringing your whole self to an action informed by purposeEpisode Highlights:Today we delve into the concept of building a sense of purpose using the principle of choosing soul enhancing versus soul diminishing actions in our work behaviour. This episode equips you with tips to increase a sense of purpose at work, while providing you with a tool to autocorrect when you fall short of the ideal. Getting to the Bridge of encouragement:The first question to ask yourself is, “Is this soul diminishing or soul enhancing?” Take an instance of a workplace where people are always gossiping. What does that do to the soul? It diminishes the soul and destroys positive company culture. Employees don't feel they can be their authentic selves, fearing they will be attacked. They can't admit to mistakes because they anticipate punishment.In a soul-enhancing workplace, people encourage each other. They're clear about expectations, communications, and they operate transparently. They think about ways they can help each other, be kind to each other, and progress within the organization. When there's a mistake, they can talk openly about it because they know they will not be punished for bringing it up. Soul Enhancing versus Soul Diminishing Attitudes, Actions, And Outcomes:Soul enhancing is encouraging, expansive, joyful, creative, and love-promoting. Increasing soul-enhancing behaviours develops virtues—positive qualities admired across cultures such as kindness, helpfulness, courage, and wisdom.Soul diminishing is discouraging, constrictive, oppressive, and hate-promoting. Increasing soul-diminishing behaviours develops vices—the negative qualities that destroy cultures such as aggression, violence, hatred, superiority, and self-centredness.The Essence of Controlling Your Anger:A Buddhist saying is: “The monk who subdues his arisen anger sloughs off as a snake its decrepit old skin.”Learning to align our emotions and desires with principles that help us engage in soul-enhancing actions can be extremely useful, not only for work but also for our interpersonal relations and other activities outside of work. The more we practice orienting ourselves towards making soul-enhancing thoughts, words and deeds, the more workplaces will reflect virtues, qualities, and powers that make work increasingly pleasant and enjoyable.Key Takeaways from the Episode:Purpose is inspiring but has both a light and dark side. You choose the side you want. To choose a purpose that nurtures your light side, opt to develop virtues rather than vices which are soul diminishing.You can ask either in the moment or later in reflection, “Is that/was that…soul enhancing or soul diminishing?”When you fall short of soul-enhancing thoughts, words, and actions, the answer is to forgive yourself and move forward through service, which is like prayer—it helps us autocorrect.If you're finding these episodes helpful, you can purchase the book, The Spirit of Work, Timeless Wisdom, Current Realities, online at Amazon, Barnes &  Noble, or directly from my website.Support the show

How can purposeful growth impact your leadership?Bio:Mark A. Mears is a #1 Best Selling author, keynote speaker, consultant, and visionary business leader. He has a significant track record of building stakeholder value, driving innovation, and profitable growth among world-class, high-profile brands such as PepsiCo/Pizza Hut, McDonald's, and The Cheesecake Factory among others.Today, Mark is the Chief Growth Officer for LEAF Growth Ventures and has just released his new book titled, The Purposeful Growth Revolution: 4 Ways to Grow from Leader to Legacy Builder.Links: LinkedIn: https://www.linkedin.com/in/markamears/ Website: https://www.markamears.com/Quotes: “When we do things randomly, they don't stick. But if we do things intentionally over and over, it forms like wet cement. It hardens and it becomes a habit. In this case, a positive habit.” “Leadership is like the seed of an organization and the root system. You must have a strong root system for any plant or tree to grow.”Episode Highlights: In this insightful conversation, Mark shares about purposeful growth and the importance of feeling loved in the workplace, breaking down the concept of love into an inspiring acronym. He shares his experiences, upbringing, and professional journey, imparting valuable wisdom on leadership, community, and the power of feedback. He also shares how being fired from a C-Suite job was a gift in disguise for him. Childhood Incidents: Growing up, Mark was an avid swimmer. He had a coach who helped him achieve excellence through hard workouts, and he became a lifeguard and swim coach in high school. Mark put his best foot forward and as a result, became head guard responsible for managing the pool. That experience hones his love for leadership, service, and hospitality.Influential Groups/Cultural Influence: Mark sees culture as a set of norms and expectations that people establish amongst themselves as a natural course of interaction. He recalls growing up in the swim team. He was always with his teammates during practice; they carpooled to practice and had bus rides together. Church and college also influenced Mark, giving him a sense of belonging.Mark has worked for and with many organizations, and his greatest desire has always been to leave the place better than he found it. His experience with various groups taught Mark how to leverage his God-given gifts, talents, abilities, intellect, and experiences to bring organizations to ever-higher levels of excellence. Personality and Temperaments: As a child, Mark was passionate and competitive. He was curious and had the resilience to overcome obstacles in his life, which is an enduring trait. Today, Mark has become softer on the competitiveness side and more forgiving of himself. He has learned how to take the best of his core characteristics, round off some rougher edges, and grow new ones.Cultural Epiphanies: In Mark's last leadership position, someone called him a narcissist. It was difficult for Mark to understand where it came from, and he later realized that what he viewed as selflessness was seen as grand-standing by others.What Brings out the Best in Mark? Mark lights up like a Christmas tree when he helps align a team. Their increased unity allows them to accomplish more than they even thought possible.Soapbox Moment: Are you interested in purposeful growth? Mark invites you to visit his website for a self-assessment to experience the power of his acronym for LOVE: Listen, Observe, Value, and Empower.Support the show

Resistance means you don't feel safe.Quotes:“The reason people resist is because they don't feel safe." “Courtesy is the first sign of safety. Respect is the outcome of courteous behaviour.”“When working with colleagues or bosses work to create a matrix of safety for the head, the body, the heart, the spirit and the culture.” Episode Highlights:Part A – Your nervous system and its relationship to feeling safeYour amygdala is responsible for perception of threat, even if that threat is not real. When there is a perception of threat, the body reacts via the amygdala in an instant freeze, fight, flight response. The remedy to threat is to create a safe work environment.Part B – How to create safety for yourself Start with an incident that is bothering you: “When I think about X situation…I feel (what emotion?) (angry, frustrated etc.)”Measure the intensity of the emotion from 1-10.Slow down your breathing and become conscious of where you feel this emotion in your body.Move to release the energy.Part C – Intentionally creating a climate of safetyCreating a workplace matrix is similar to the matrix in the womb that surrounds and nourishes a baby. You can help create this matrix of safety by: Helping the head feel safe – give it an explanation and facilitate regular communication of listening, speaking and coming to a shared understandingHelping the body feel safe – is it pleasant to work in this place, is it ergonomically viable? Would you want to work there? If you wouldn't why would you allow others to work in that condition? Helping the heart feel safe – listening, acknowledging, validating how other people feel. Acknowledge difference of opinion without vilification of the other person. Treat others with courtesy and civility which creates respect as the outcome. Helping the spirit feel safe – If people are trustworthy and show courage to address problems, doing what they say they will do, the spirit feels safe. Helping people feel safe culturally – be sincerely interested in others, and ask people about their expectations about how things should be done at work. Part D – Incidents and solutionsLook for the principles involved in an incident to get to a solution. What principle would help elevate thought and behaviour? Incident: An employee is resisting working with a boss. Maybe they don't have experience or training. Maybe they feel incompetent to do the task and don't feel safe saying so. Maybe they feel they don't matter. No one wants to be invisible, it is a denial of our humanity. Maybe they don't know how to interact with a person in authority. Or they had bad experiences with a boss when they spoke up in the past. Experience with too many changes with ‘flavour of the month' decisions, so employees have become cynical. People are unhappy with their job. They act badly or their performance drops. There is a personality disorder or an addiction issueTakeaways:People resist because they don't feel safeWe all have a nervous system which perceives threat via they amygdala You can calm this reaction by naming an emotion, measuring the intensity, slowing breathing, movingBuild a matrix of workplace safety that helps the mind, heart, body, spirit and culture to feel safeIf you still have resistance consider training, acknowledgement, how to interact with a boss, job unhappiness, personality/addiction issues. Support the show

You deserve a job that allows you to thrive.Bio:Stephanie is the Founder of Creative Career Level Up, a program that helps those in marketing, creative, and tech industries accelerate their careers and secure their next perfect role—along with a promotion and a salary increase. She has authored, Fired: Why Losing Your Job is the Best Thing that Can Happen to You.Links: LinkedIn: https://www.linkedin.com/in/stephaniebrowncareercoach/Website: https://www.creativecareerlab.com/Quotes:“The only way to get over fear is to face it head-on and realize that either it's never as bad as what you think it's going to be or the worst does happen, but you survive.”Episode Highlights: Stephanie explores the unifying and passionate nature of sports culture, emphasizing how it brings people together and showcases human potential. While acknowledging the darker side of sports organizations, Stephanie shares her personal experiences and the impact sports have had on communities, providing a balanced perspective on this influential aspect of society. Stephanie also discusses her experiences at Nike and the development of her coaching platform to support professionals in marketing, creative, and tech industries.Childhood Incidents: When Stephanie was 15 years old, she changed schools to an all-girls school. At that age transitioning to a new school wasn't easy for Stephanie; she had a hard time making friends and the group of girls she associated with bullied her. Changing schools taught Stephanie that she didn't always have to be where her friends were, and even if bad things happened, you could move past them into a better present. Cultural Influence:Stephanie's dad grew up in a family with plenty of love, but the resources were limited. He made sure that his children had more resources and opportunities than he ever got, such as attending university. Later in life, Stephanie worked for a winery which gave her an opportunity to meet people from all over the world and ask about their life experiences which triggered an urge for her to see the world after finishing her schooling.Leadership Influence: When Stephanie finished university, she secured a job in a sports company and later moved to London, England, where she joined Nike. Despite having an educational background in economics and finance, she found herself in a marketing role in the creative industry. At Nike, Stephanie found her tribe and people who mentored her to become a leader.Temperament and Personality:According to Stephanie, her general temperament is to love helping people. As a child, she wanted to become a schoolteacher and today she has taken it full circle as a career coach. Over the years, Stephanie's personality has developed to embrace the bravery required to step out of her comfort zone and take on new challenges.Cultural Epiphanies: When Stephanie was in university, she went to Italy for an exchange program and found some of the local jargon had changed when she came home six months later. Since she couldn't understand the origin she felt like she didn't belong. Later on, Stephanie experienced reverse culture shock after being in in the UK for 17 years. What Brings Out the Best in Stephanie?Stephanie thrives in environments that challenge her and create room for her to learn. Soapbox Moment: According to Stephanie, leadership is about serving others, and she sees it as a privilege and a blessing. For those looking for work, Stephanie recommends first taking the time to analyse the Support the show

The Spirit of Work: Purpose and Cora's RestaurantCora's Restaurant, a breakfast establishment originating in Quebec, exemplifies the transformative power of a clear organizational purpose. With a mission centered on "promoting the importance of breakfast," Cora's has expanded from a single location to a global presence, spanning North America, South America, Europe, Australia, Asia, and Africa.The guiding principle of promoting breakfast's significance influences every aspect of Cora's operations, from menu choices to environmental initiatives. Cora's serves vibrant, nutritious breakfasts to infuse people's mornings with energy and joy. Their commitment extends beyond the dining experience; they partner with the Breakfast Club of Canada, donating a portion of each meal's proceeds to provide nutritious breakfasts for Canadian children.Environmental responsibility is a cornerstone, with decisions rooted in local food sourcing, exclusive use of biodegradable packaging for takeout, and collaboration with environmentally conscious partners. The emphasis on a warm, friendly atmosphere is ingrained in staff training, fostering creativity, work-life balance, and opportunities for advancement.This purpose-driven approach aligns internal and external processes, creating a harmonious organizational culture. The success of Cora's Restaurant is a testament to the profound impact of a well-defined purpose, inspiring growth and unleashing creative potential.In The Spirit of Work, I emphasize the importance of purpose to work. A lack of purpose leads to scattered efforts, breeding cynicism and suspicion among the workforce.Discovering Purpose – Cora's Journey:Finding purpose, whether individually or collectively within an organization, is a challenging but critical endeavor. Cora, a divorced mother of three, stumbled upon her purpose when she sold her house to start a small snack bar. Her knack for creative, nutritious snacks evolved into the first Cora's Breakfast restaurant, emphasizing the importance of breakfast.Over seven years, Cora and her children expanded the venture from nine restaurants in Greater Montreal to a global, multi-million dollar franchise. Her journey underscores the link between clarity of purpose, values and branding. Purpose, Play, and Joy in Workplaces:Purpose, like children's play, involves dedication to an activity that energizes and brings joy. However, purpose can either contribute to the betterment or detriment of society. It serves as fuel, requiring direction to ensure it serves the greater good. Reflecting on Cora's example, how has purpose affected your business or career journey?Reflection Questions:Similar to Cora, how has facing difficulty in your life contributed to personal growth and purpose?How did your purpose evolve when creating something new and testing it with others?If in a leadership position, can you state your organization's founding principle in 5-7 memorable words?Purpose, is pivotal chapter in my book, The Spirit of Work: Timeless Wisdom, Current Realities. If you liked this episode, the book is available online on Amazon, Barnes and Noble, or directly through my website. Support the show

Unveiling Gerald J. Leonard's journey from music to making a differenceBio:Gerald is the CEO and Founder of the Leonard Productivity Intelligence Institute and the CEO of Turnberry Premiere, a strategic project portfolio management and IT governance firm based in Washington, DC. He attended Central State University in Ohio, receiving a bachelor's in music and later earning a master's in music from the Cincinnati Conservatory of Music. Links: LinkedIn: https://www.linkedin.com/in/geraldjleonard/Website: https://productivityintelligenceinstitute.comQuotes:“Once you learn the complexities of things, I think you can implement it with very simple processes.”“Words shape our world.”Episode Highlights:This episode delves into the significance of personal development, reframing negative thoughts, and embracing cultural diversity. Gerald shares insights on overcoming constraints, the power of relationships and the importance of learning from diverse cultural groups.Gerald has authored three books: Culture is the Base, Workplace Jazz, and A Symphony of Choices."Childhood Incidents:From his father's example of building a construction business and his mother working as a seamstress, Gerald knew he had to be industrious. In middle school, Gerald was part of junior achievement where he learned more about business and the monetary value of hard work. Influential Groups: As a child, family shaped a lot of things for Gerald. He saw how hard his father worked to provide for them, how he was there for them and his business. The experience taught Gerald what it was like to be a family man.Gerald grew up Methodist, but after joining college, he learned about other religions. He got a chance to interact with people from different backgrounds and used the scriptures as point of reference to see if he was on the right track. Cultural Influences:Gerald never saw his parents meditate, but he integrated meditation into his life from Indian spiritual practices into his life. He credits a course with Judith Glaser on conversation intelligence for teaching him about the brain and nervous system which he has incorporated into his own behaviour. Personality and Temperament:Gerald believes that he values long term friendships. He has people whom he has known for years, and he goes out of his way to ensure they remain close.In 2018 he lost 86% of his right inner ear capacity and experienced constant vertigo. Although he was six weeks away from giving a TEDX talk, he did everything in his power to heal , incorporating music therapy as part of the process. His resilience and determination paid off and he delivered his TEDX talk on the appointed date and time. Cultural Dissonance:Gerald once worked for a big law firm where the work culture was different from what he was used to . In the Ivy League environment Gerald knew he had to find ways to belong but it felt uncomfortable. He looks at it now as a positive learning experience that taught him new skills.What brings the Best in Gerald Leonard?Gerald has a focus on spending quality time to make a difference in the lives of others. He isn't counting the money made or time spent, rather the impact of the exchange.Soapbox Moment:Gerald invites us to check out his books and podcast from his website. He also encourages us to check out KIVA provide microloans that support people in difficult circumstances to reach their dreams. Support the show

What I Learned About Culture From 100+ InterviewsCultural insights from 100+ interviewsQuotes:“When you don't have cultural awareness, you tend to take things personally when they are not personal. They're cultural.”Episode Highlights:In this episode, I delve into a rich tapestry of cultural insights drawn from over a hundred interviews on the Culture and Leadership Connections Podcast and my own intercultural experiences. Building upon our previous discussion on leadership, this episode focuses on unraveling some of the dynamics of culture. Before we embark on this journey, let me offer a brief glimpse into my background. With a doctorate in culture and learning in the workplace, my personal narrative, shaped by immigrant roots and diverse professional experiences, serves as a lens through which I navigate the nuanced terrain of culture. From becoming fluent in French to changing my religion, I've undergone transformative changes that allowed me to see culture with more nuances. I once had a conversation about traditional names with my late mother-in-law. She told me that parents should give their children “proper French” names. According to her, those proper traditional names were like the names she gave her own children. I asked her what names were given to her mother and siblings and their ancestors. It turned out that a so-called traditional name was dependent on the generation and didn't carry over between generations. This was a revelation to my mother-in-law!From the 100+ interviews about culture that I have had the privilege of hosting, I have noticed certain recurring themes and characteristics. Insights About Cultural Awareness From The interviews:Awareness of one's culture deepens when you move away from it and experience culture shock as you become aware of differences between what you have experienced and what others experience. There are degrees of cultural flexibility and rigidity in all people. If people express cultural rigidity, it is best to accept that and move on to another topic where there is more willingness to explore.Third culture: In cultural studies, third culture refers to people who have moved a lot because of the military were displaced due to war or because of immigration. Now because of our interconnectedness, more and more people are showing characteristics of third culture in their view of the world. They feel more comfortable with people who have had broad experience rather than narrow experience. Those who have reflected consciously about the role of culture in their lives tend to be more credible than cultural competency experts in the field who have not reflected on their personal cultural selves.Characteristics of People Who Reflect on Their Culture:They suspend judgment and hone the ability to bring it back to themselves and say, “Is this me or is this them or is it a little bit of both?”As we become more nuanced in cultural understanding, we start to see the person in the culture, and the culture in the person.Those who feel the most uncomfortable in a new cultural experience tend to adjust faster than those who feel comfortable because they try harder to make sense of their world. However, when people leave a cultural experience without being able to join cultural understandings, it's because they feel that their values have been compromised.Support the show

Every person needs a mentor for personal and career growth.Bio:Liz Jaluague is a Toronto-based cybersecurity engineer and Canadian Army reservist. She earned a BSc in Biochemistry and a postgraduate certificate in Computer Security and Digital Forensics, and has been a non-profit leader in seven different organizations since the age of 19, currently volunteering with a NFP cybersecurity organization. She believes in the power of mentorship from her own experiences, Liz consistently commits her time to guiding others along their professional paths. Links:LinkedIn: https://www.linkedin.com/in/existentializm/ Quotes:“When you're constantly learning different skills, you kind of remember that everybody is a different level, and it's a humbling experience.”Episode Highlights:On today's episode, we delve into the captivating story of Liz Jaluague. From navigating cultural experiences to challenging conventional career paths, Liz shares her journey of resilience, determination, and growth. She shares insights into the ethical implications of cybersecurity, the power of mentorship, and the impact of cultural influences on leadership. Childhood Memories:Liz grew up in a Filipino family in Toronto. She had a great understanding of both English and Tagalog. In Tagalog, there are suffixes that one uses when addressing people older than them to show respect. At some point, Liz started questioning why she wasn't accorded the same respect as a young person. She dropped the suffixes, and it caused her issues with her parents. A year or two down the line, her parents came to term with it. Later in her own life, she came to value the respect accorded to elders and now sees both sides of the issue.Cultural Influences:Growing up, Liz had a desire to learn new things and really valued the learning culture. She was able to grasp a lot of new things but learned later on that she couldn't ace everything and became more selective with her learning and more humble in her approach to others.Liz's parents had her much later in life which gave her an opportunity to learn from her older cousins.Influential Groups:After university, Liz volunteered in several NFP organizations, currently with a cybersecurity non-profit. Looking back at her leadership journey with the NFPs, Liz realized that the people she most admired had a sense of purpose, and in every job, she connected with the mission and vision of the organization. Liz vividly remembers a time when she was in Las Vegas for a conference and she recognized one of the sponsors. She walked up to him and thanked him for giving her the opportunity to make friends working in that organization. The simple act of gratitude gave Liz a mentor.Personality and Temperaments:Liz describes herself as a pessimistic optimist. By nature, she looked at things glass half empty since her family didn't have a lot of material means. On the flip side, Liz learned to adapt and understand that things always work out in the end.Cultural Epiphanies:In Belgium and the Netherlands, Liz began to consider cultural differences through the experience of a glass of water in restaurants and different types of door locks in AirBNBs. What brings out the best in Liz?:Liz loves working with people who are authentically themselves. She is not a fan of hierarchy. Soapbox Moment:Do you have a question on cybersecurity? Liz invites you to send her a message on LinkedIn, and she will be more than willing to answer the question.Support the show

Spiritual Awareness for a New Future of WorkWithout the experience of work as spiritual, we see only parts of the whole.Quotes:“People's behavior starts to autocorrect with self-awareness. Without that self-awareness, it doesn't go anywhere.”“We can't create a new future of work if we can't imagine something different or better.”Links:Website: http://www.shiftworkplace.comEpisode Highlights:In Episode Two of the "Culture and Leadership Connections" podcast, the focus is on the need for spiritual awareness for a new future of work. The episode begins with a traditional Jewish story about a rabbi whose selfless actions inspire others. The story illustrates the power of leading by example and highlights the importance of spiritual awareness in leadership.The podcast discusses the concept that humans are spiritual beings, and work is an expression of the soul. It emphasizes the necessity of recognizing the spiritual nature of work and compares it to the story of the blind men and the elephant, suggesting that without a holistic understanding, workplace issues may persist.I share a personal story about addressing a health issue involving dissolving teeth. I saw a dentist, hygienist, an oral surgeon, and a naturopath. They all had ideas and suggestions on how to help me, but my solution came after seeing a naturopath. I kept wondering, what if the three experts had worked as a team, wouldn't my teeth have been saved earlier?The workplace example of holding onto toxic managers for their operational knowledge, despite the emotional and psychological impact on other employees, is presented. Another scenario involving a toxic manager who transforms after a passing comment sparks self-awareness is shared. Our workplaces require us to have a certain level of self-awareness.Overall, the episode aims to inspire a shift towards spiritual awareness in the workplace for a more positive and respectful environment.Key Takeaways from the Episode:Spiritual Nature of Work: The foundational premise is that humans are essentially spiritual beings, and work is an expression of the soul. Leadership by Example: The episode underscores the power of leadership by example, using a traditional Jewish story about a rabbi whose selfless actions inspire others. Holistic Perspective: The blind men and the elephant metaphor is used to stress the importance of a holistic perspective in understanding workplace issues. Transformation through Self-Awareness: A real-life scenario is shared where a toxic manager transforms after a passing comment prompts self-awareness. Metaphor of Spider's Web: The metaphor illustrates our interconnectedness and shows how each person's actions impact the entire organization.Reflection Question: How could your workplace be better if interactions with others were animated by a deep sense of respect for the dignity of others? What would be different?Support the show

Bio:Mark Shekter is the co-founder and CEO of Think8 Global, an international business design firm headquartered in Montreal, Canada. His progressive system is used in business schools and university post-graduate programs in both the US and Canada.He is also a best-selling author, keynote speaker, and original thinker who has pioneered a new system of creative thinking empowering start-ups to Fortune 500 companies in building robust and sustainable enterprises. Links:LinkedIn: https://www.linkedin.com/in/mark-shekter-a36a437/Website: https://think8globalinstitute.com/Quotes:“If you're not operating your best, if you haven't created that space and that structure, then the company is suffering to that degree.”Episode Highlights: In this episode, I have the pleasure of having an interview with Mark Shekter, the multi-talented individual. Mark shares his journey from a small Jewish community in Canada to Hollywood and how his upbringing shaped his innovative approach to business. He discusses the importance of mentorship, collaboration, and creating a positive work environment. We also get to hear a little about his book.Childhood Incidents: Mark grew up in a family where all of them were lawyers. By default, he was slated to be a lawyer, but he took a different path and joined arts. He did art for fun, and little by little, people started picking up his work. Before he knew it, he was directing movies in Hollywood. According to Mark, his upbringing was a fertile ground for his talent.Influential Groups:For Mark, whenever he worked with anybody, he always did his homework to have a better understanding of them. Mark had an opportunity to work with Ray Charles, a famous soul musician, who was visually impaired. Because he was black, and prejudice was rampant, Ray Charles was obligated to perform behind the curtains. Mark wanted to get Ray Charles seen and to see his performance himself.One day, Mark had Ray Charles sit at a piano with reflective glasses on, and his band was distant from him, and there was his orchestra. Mark placed a camera on every instrument and musician. Every camera had a monitor, and the monitors were placed in front of Ray Charles. As each musician entered the song, they were reflected in Ray Charles' reflective glasses which was a powerful movie effect.Personality and Temperament: Mark believes he is blessed with good genes. His father passed on at almost 100 years of age, and he believes he will get there too. He feels he is a good mediator; he listens very well and is always interested in the person he is speaking with. Cultural Epiphanies:Mark was used to being a free agent where he would do everything by himself. When he moved to the USA, he got the shock of his life. People were working in teams, and he was no longer a freelancer; he had a job where he would work from 9-to-5, then pitch his idea, then go to the studio from 8:00 pm to 3:00 am.One day, Mark and other writers were called to a meeting by the producers. All the other writers presented funny ideas, but Mark's idea impressed the producers, despite his inexperience. As a result, he was tasked to write 50% of the show.Soapbox Moment: Check out his book, “Think8: 8 Steps to Ignite Your Creative Genius in Business, Career, & Life.”What Brings the Best out of Mark: Mark believes you can impact your environment if you use your natural creativity. He works with people who are open and interested in bettering themselves.Tagline: Ignite creative genius in all aspects of your life.Support the show

What I Learned from Interviewing 100 Plus GuestsA reflection on 120 podcast episodes.Episode Highlights:In this first episode of "Insights into Culture and Leadership," I share a powerful story from my experience in Haiti after an earthquake. I draw a contrast between good and bad leadership, exemplified by a compassionate youth leader working with orphans and harsh teachers in a school.In Haiti, I met a Haitian youth leader who demonstrated exemplary leadership by working with earthquake orphans, fostering healing through music and expression. This contrasts with a negative example in a nearby school of teachers berating, punishing and humiliating students. The youth leader's approach inspired self-expression and confidence in the orphans. The contrasting experiences highlight the influence of leadership on behaviour and actions. I define good leadership as that which brings help, insight, health, and healing to individuals, community, and the environment.The story serves as a backdrop for my subsequent reflection on the common themes I observed in the 120 interviews I conducted for the Culture and Leadership Connections podcast.Six Key Insights That Emerge from The Interviews That I've Conducted:Role of Hardship and Adversity: All interviewees, regardless of the type or severity of their challenges, spoke about the transformative role of hardship and adversity in shaping their character.Transformation from Suffering: Those who thrived, understood the value of transforming suffering, leading to increased empathy and a profound ability to connect with others.Embracing Community: Almost all interview guests expressed a sense of belonging to a community or society, recognizing the importance of collaboration and shared values. Only three out of the 120 felt like they did not need a community to thrive.Fluid Identity and Solid Values: Interviewees exhibited a willingness to evolve and adapt their identities while holding onto solid values. Humility Through Unexpected Challenges: Even those with privilege and talent faced unexpected challenges, fostering humility and a realistic understanding of life's uncertainties.Influence of Family: Family, whether positive or challenging, played a foundational role in the development of each person interviewed.I conclude the episode by emphasizing the significance of reflection, transformation, and humility in leadership, whether at home or in the workplace. Considering how these themes have proven formative for you, could reveal some new insights!Support the show

The Power of Beliefs and RelationshipsPotential expands by seeing others as competent and good. Quotes:"If we change the beliefs of limited potential into unlimited potentiality for good, it has a completely different effect on how we show up at work.""People often think, only poisonous things grow in the workplace, but kind things grow as well."Episode Highlights:Last year, I published a book called The Spirit of Work: Timeless Wisdom, Current Realities. Here is a quote from the opening page by the late Indigenous author Richard Wagamese. He wrote, "All my relations mean all." With that quote, Richard focused on principles of harmony, unity, and equality for all of creation. In this episode, we'll look at what we have been missing in our workplaces, how to and the power of having positive relations. What Has Been Missing in Our Workplaces?Relationality, harmony, unity, and equality have been missing from the workplace since the beginning of the industrial revolution. Richard's text describes a mindset, an attitude about who we are and how we should be in the world. We all carry these attitudes, mostly unconscious expressions of what we see social reality as. One of our powers as humans is to reflect on who we are and our actions.The problem is a misdiagnosis of a malady that cannot be solved with logical proof alone. Research, statistics, and logical arguments do not have the power to affect hearts, minds, or behaviors. Reasoning does not affect people's deep-seated beliefs and allegiances to the communities they identify with. Attitudes and beliefs that see human nature as predominantly aggressive, self-serving, and incorrigibly motivated by self-interest dominate our workplace systems. They are supported by books, movies, and games that project a bleak dystopian view of a human race with no future other than destruction. These attitudes have in common a limited view of what it means to be a human being and what it means to be a human being at work.How Our Beliefs About Others Discourage or Encourage Growth:What if we saw that people are motivated by being inspired and seen as competent and good? Changing these limiting beliefs about others into seeing their unlimited potentiality for good has a completely different effect on how we show up at work. I used to believe I was surrounded by incompetence. When I examined it, I had a sense of superiority and rightness over everybody else that did not allow me to be open to learning or see things as they actually were. Now if I feel frustrated with someone at work, I ask how I could have contributed to the issue and how we could turn this around together. This allows me to suspend judgement, investigate reality and make better decisions. The Power of Positive Relationships:As human beings, we need to appreciate the importance of positive relationships to growth. An 83-year-old Harvard study started in 1938 about the determinants of health, concluded that positive relationships keep us happier, healthier, and living longer. Although other actions matter, positive relationships have the most influence on well-being.Reflective Questions:How does your belief about who you are and how you should be in the world affect your relationship to work?How do your beliefs about how the world works, why people act the way they do, and what constitutes reality affect your approach to the workplace? How do you show up at work because of these beliefs?Support the show

Bio: Daniel Gagnon is an organizational agility adviser who co-founded the Agile Leader Academy, a boutique training, coaching, and consulting firm, to help leaders develop progressive team-building skills in dynamic and adaptive work environments—while avoiding the traps of naive over-optimism or simplistic positivity. Links:LinkedIn: https://www.linkedin.com/in/dgagnonleanagile/Website: https://www.agileleader.academy/ Quotes:“Rejection is as painful as physical pain to the brain.” Episode Highlights: Daniel Gagnon's journey is quite a roller coaster of self-discovery and growth. His experiences, from working in a TV station to venturing into stock trading, showcase a person willing to disrupt his own path for personal and professional development. It's fascinating how these disruptions eventually led him to establish the Agile Leader Academy, emphasizing the importance of adaptability and progressive team-building skills in dynamic work environments.Childhood Incidents:One day, his mother gave him 25 cents to go get a book of his choice at the school book fair. The first book that caught his eye was one with a rocketship to the moon. Unfortunately, the money wasn't enough, and he had to get a smaller book. When he got home, told his mother what happened. A few months later, his dad sent for them, and they moved to Sudbury. One day Daniel found some books on the table, he asked his mother where the books came from. His father had gotten them for him after hearing his book fair experience and promised to get more every two weeks. The experience created a reading culture in Daniel and his brother, which still exists today.As children, Daniel always thought his little brother was annoying, but that changed one day when they visited the beach. His brother almost drowned, but Daniel got him help. Since that day, Daniel loved his brother even more. Influential Groups:Daniel grew up with a dual heritage in cultures and languages. His parents always insisted that they had to learn Canada's two official languages and become good at both so they could get accepted wherever they went. When Daniel and his family moved to Montreal, his best friend asked him if his parents were sending him to the college on Rosemont Avenue. The school was expensive and needed good grades, and Daniel had the grades. When Daniel talked to his parents about it, his dad said they would do everything in their power to send him there. Daniel joined different groups in school that made him feel like he belonged. He even had a girlfriend for two years who gave him his first chance to go on vacation.Personality and Temperaments:Growing up, Daniel was introverted and self-reflective. Despite being an introvert, he understood the survival imperative of being gregarious and outgoing. Currently, Daniel has attained a balance on when to say no, make a move, and when to reach out to people.Cultural Epiphanies: During a family dinner in Germany in 1984, Daniel realized that people were looking at him because he kept transferring his fork from the left to the right hand. In Germany, that is seen as a waste of energy. Since that day, Daniel adopted the German way of handling the fork.Soapbox Moment:Daniel and Bruno Collet started Agile Leader Academy to offer training to leaders on vertical development. What Brings out the Best in Daniel:Daniel believes in genuine commitment, and it's the first thing he looks at before working with a client.Tagline: Where would you be without self-disruption?Support the show

Bio:Fr. Jhack is a Parish Priest, Diocesan Vocation Director, Vicar and among other titles, Incoming Diocesan Catholic Women League's Chaplain. He is the first Filipino priest ordained in the diocese of St. Paul, Alberta and is currently the Pastor of a Catholic church in rural Mallaig. He entered the seminary at age 17 and after long years of patient waiting, received his ordination into priesthood at the age of 35. He brought with him a personal battle cry: "Blessings delayed but not denied.”Links:Facebook: https://www.facebook.com/fr.jhackdiazYouTube: https://www.youtube.com/channel/UCQFtXbf_OBarmd1A0qW1FugQuotes:"Life is not about accumulation, but it's all about contribution. It's all about giving, not getting.""Prayer is the weakness of God and the strength of men."Episode Highlights:In this episode, Fr. Jhack shares his journey of becoming the servant leader he is today. How Father Jhack is Handling Cultural Divide:Fr. Jhack believes his faith in God and love of people have been instrumental for him in handling the cultural differences between the Philippines and Canada.He attributes his ability to work with diverse cultural beliefs to his personality and his philosophy to live the way people live. In his parish, Fr. Jhack is often referred to as a 'rock star' because he helps farmers collect rocks from the fields. When he rides on a combine with his parishioners, he delights the people he serves and they welcome him as part of the family.Childhood Incidents:Fr. Jhack comes from a humble Filipino background with a staunch Catholic faith. As a child, the family walked several miles a week to attend mass. During church, Jhack admired how the priests dressed and desired to be one, after realizing that his first choice of being a physician was not possible given his family's financial situation.Influential Groups:Fr. Jhack's parents were strict with discipline and laid a strong foundation for his faith. They encouraged him to pray, not to be ashamed of his faith, and always aim higher. Knowing it could lift him out of poverty, Jhack took his education very seriously.Cultural and Leadership Influences:Fr. Jhack defines his leadership style as servant leadership. He draws his inspiration from the Founder of Christianity, Jesus, serving as He did. Personality and Temperaments:In spite of his seriousness and discipline, Fr. Jhack said his natural state is being the life of the party. He loves people, seeks attention, and enjoys being front and centre, even boasting a YouTube channel of thousands of superfans from around the world! Although his strong sense of competition causes him to struggle with humility, he believes his vocation helps tone this down.Cultural Epiphanies:One day, Fr. Jhack was going to renew his passport in Calgary. He got into a merge lane, and because of his driving experience in the Philippines, he yielded instead of speeding up. The people behind him began honking, and one of the people showed him the middle finger, apologizing later upon seeing his priest collar. From this experience, he realized that things were different in Canada.Soapbox Moment:Fr. Jhack urges us to believe in ourselves, never give up, and keep praying.What brings out the best in Fr. Jhack:Father Jhack believes music brings out the best in him and is an avid song writer, something I personally experienced when he played a delightful song he wrote for my husband's aunt's 90th birthday celebration! Tagline: Delay is not denial.Support the show