Podcast appearances and mentions of daniel pink

Send us a textIn this special re-release, we revisit my conversation with New York Times bestselling author Daniel Pink from a couple of years ago. After recently listening to this episode during one of my runs, I was reminded by how relevant his insights remain for both my personal and professional life—wisdom worth sharing again with my listeners.Daniel Pink, former speechwriter for Vice President Al Gore, has authored numerous influential works including "To Sell Is Human," "Drive: The Surprising Truth About What Motivates Us," "A Whole New Mind," "Free Agent Nation," and his most recent book "The Power of Regret: How Looking Backward Moves Us Forward."Key InsightsDuring our conversation, Daniel shares invaluable life lessons that have resonated with audiences worldwide. As he powerfully states:"You cannot plan out careers in meticulous detail. You have to do things for the right reason, do things for their intrinsic value and be opportunistic and open to next steps. We need to focus on persistence over talent and the importance of leaving an imprint."We dive deep into the principles from "The Power of Regret," exploring how this universal human emotion can be transformed into a powerful tool for growth. Daniel offers practical strategies for harnessing regret as a catalyst for positive change rather than a source of paralysis.Education InsightsAn important segment of our discussion centers on Daniel's experience with the International Baccalaureate (IB) education system through his three children. As someone with over 25 years in the IB system myself, his observations about its transformative impact greatlly resonated with me.Why ListenWhether you're hearing this conversation for the first time or revisiting it, Daniel Pink's timeless wisdom offers valuable perspective on motivation, regret, career development, and education. I encourage you to explore "The Power of Regret" and his other works to further benefit from his insights.It was truly an honor to speak with Daniel, and I'm delighted to share this important conversation with you once again.Connect With Daniel Pink: WebsiteDaniel Pink's BooksTwitter 'X'LinkedIn

In today's Part 2 episode, award-winning author Daniel Pink joins Ryan to explore how fear of regret, awkwardness, and failure hold us back—and how embracing a 'shots on goal' mindset can be life-changing. Dan opens up about how he reframed a personal regret to shape his future choices, while Ryan shares what he sees as his own version of the infamous 'No Ragrets' tattoo.Daniel Pink is an award-winning author of five New York Times bestsellers, including his latest, The Power of Regret: How Looking Backward Moves Us Forward. His other books include the New York Times bestsellers When and A Whole New Mind — as well as the #1 New York Times bestsellers Drive and To Sell is Human. Follow Daniel on Instagram and X @DanielPinkSign up for Daniel's newsletter The Pink Report: https://www.danpink.com/

Tara Landes, GenX, has been the secret weapon hundreds ofsmall businesses leaders have used as they solve operational challenges for over 25 years. She is a certified change management practitioner from The Prosci Institute and a licensed influence trainer from The Cialdini Institute.She is also the lead faculty member for the Bellrock management training programs, which are unique in both methods and results. In this episode she brings her expertise in influencing others with grounded research and such enjoyable storytelling. She breaks down the psychology of influence using research-backed insights from Dr. Robert Cialdini, Daniel Kahneman, and Daniel Pink. Note: When we talk about influence in this episode, we mean ethical influence—using psychology to guide decisions responsibly, not manipulate. What You'll Learn in This Episode:0:00 Intro1:06 Influence & Persuasion 2:28 Influencers5:52 Robert Cialdini Book Overview7:08 Reciprocity12:15 Sales14:23 Liking17:04 Authority19:37 GenZ Cynicism20:40 Kahneman's System 1 and System 224:30 Consistency27:47 ScarcityQuotable Moments:*Influencers are using different aspects of the practice ofinfluence.”“The law of reciprocity states that if I give yousomething, you feel obligated to give me something back.”“There is power in making a concession.”“In my household if I have a way to make people say yes tome more often, my life is a little bit better….and their lives are a little bit better when get me to say yes.” “Before you do business with someone, build some rapport.” “When we're teaching about influence, we're teaching aboutusing it for good.”“Now is a difficult time for all sorts of things. It is hardto know who to trust. Our traditional go-to way of making decisions is really being upended.”“Most of what we do is on auto-pilot.”“Consistency is about having other people that you'reworking with agree to smaller things because they'll agree to something larger to be consistent…we like to feel internally consistent.”“Scarcity is when people want something they're afraidthey'll miss getting.”“It takes a really long time to find friends, so find yourpeople and stay in touch.” Three Episode Takeaways: 1.   Influence is broader and persuasion is narrower – Influence is what we do to nudge people along overtime. Persuasion is a subset of that where we're actually getting someone to take an action. Influencers use social proof and authority when we are uncertain about what to do.2.   The 7 common aspects of influence Dr. Cialdini found universal: reciprocity, liking, authority, consistency, scarcity, social proof and unity. Many times we don't realize how we're being influenced. 3.   41% of our day is spent selling what we're trying to accomplish. We also like to do business with people we like so figure out what we have in-common to connect.Upcoming Event:Next cohort begins in May.Registration is now open.https://bellrock.ca/our-training/management-training/  Episode Resource: Robert Cialdini's Book: Influencehttps://amazon.comDaniel Khaneman https://www.nobelprize.org/prizes/economic-sciences/2002/kahneman/biographical/ To Sell is Human, Daniel S. Pinkhttps://amazon.com Ep. 212 Understanding Ourselves Through Talk: A Conversation with Dr. Amanda Kenderes https://spotifycreators-web.app.link/e/dlIeLxU3uRb Eps. 110 & 111 The Power of Regret: From Regrets to Resiliencehttps://girltaketheleadpod.com/episode/111-more-about-daniel-pinks-the-power-of-regret-from-regrets-to-resilience How to reach Tara:www.bellrock.cahttps://www.linkedin.com/in/taralandes/ How to reach Yo:  Our website:www.girltaketheleadpod.com You can send a message or voicemail there. We'd love to hear from you! email:yo@yocanny.com FB group: https://www.facebook.com/groups/272025931481748/?ref=share IG:yocanny  YouTube LinkedIn:https://www.linkedin.com/in/yocanny/

We all experience regret, but what if we could turn it into an advantage? Best-selling author Daniel Pink joins Ryan to reveal how regret isn't just a painful emotion—it's a powerful tool for growth, better decision-making, and a more fulfilling life. They talk about the challenge of juggling work and family, the surprising most common regrets people have, and the eye-opening data on how regret shapes our future.Daniel Pink is an award-winning author of five New York Times bestsellers, including his latest, The Power of Regret: How Looking Backward Moves Us Forward. His other books include the New York Times bestsellers When and A Whole New Mind — as well as the #1 New York Times bestsellers Drive and To Sell is Human.

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

We're often told that success comes down to talent, hard work, and luck. But Adam Grant's research suggests that view is missing something crucial. In today's installment of Next Big Idea Classics, Adam revisits his 2013 bestseller “Give and Take,” explaining how our interactions with others determine who thrives and who doesn't.

 As far as student motivation goes, letter grades get a big fat “F.” Author Daniel Pink joins host Krys Boyd to discuss the history of letter and number grading, why they don't move students to care about their education or help with material retention, and why it might be time to ditch them altogether. His article “Why not get rid of grades?” was published in The Washington Post.  Learn about your ad choices: dovetail.prx.org/ad-choices

Send us a textAbout This EpisodePaula Davis, founder of the Stress and Resilience Institute, takes us on her bold journey from burnout to breakthrough in this compelling conversation. Paula's story begins with a choice between her health and her career– a decision point many professionals face but few discuss openly. After walking away from her law practice, she discovered her true calling: helping leaders and teams prevent burnout before it happens. Her personal experience of values misalignment became the catalyst for the research and framework that would ultimately help thousands. Paula also dives into the five leadership mindsets from her new book, Beating Burnout at Work: Why Teams Hold the Secret to Well-Being & Resilience. From creating "sticky recognition" that makes team members feel genuinely valued to building workload sustainability, Paula offers practical strategies for leaders at every level. Tune in to start improving how your team works. Paula recommends starting with recognition and mattering, the foundational mindset that opens the door to resilience, belonging, and exceptional performance. About Paula DavisPaula Davis JD, MAPP, is the Founder and CEO of the Stress & Resilience Institute. For 15 years, she has been a trusted advisor to leaders in organizations of all sizes helping them to make work better. Paula is a globally recognized expert on the effects of workplace stress, burnout prevention, workplace well-being, and building resilience for individuals and teams. Paula left her law practice after seven years and earned a master's degree in applied positive psychology from the University of Pennsylvania. As part of her post-graduate training, Paula was selected to be part of the University of Pennsylvania faculty teaching and training resilience skills to soldiers as part of the Army's Comprehensive Soldier and Family Fitness program. Paula is the author of Beating Burnout at Work: Why Teams Hold the Secret to Well-Being & Resilience, which is about burnout prevention using a teams-based approach. Beating Burnout at Work was nominated for best new book by the Next Big Idea Club, which is curated by Adam Grant, Susan Cain, Malcom Gladwell, and Daniel Pink. Paula has shared her expertise at educational institutions such as Harvard Law School, Wharton School Executive Education, and Princeton. She is a two-time recipient of the distinguished teaching award from the Medical College of Wisconsin. She has been featured in and on The New York Times, O, The Oprah Magazine, The Washington Post and many other media outlets. Paula is also a contributor to Forbes, Fast Company and Psychology Today. Additional ResourcesWebsite: stressandresilience.comInstagram: @stressandresilienceLinkedIn: @PaulaDavisSupport the show-------- Stay Connected www.leighburgess.com Watch the episodes on YouTube Follow Leigh on Instagram: @theleighaburgess Follow Leigh on LinkedIn: @LeighBurgess Sign up for Leigh's bold newsletter

Ever left a meeting feeling more drained than before it started? That’s the dreaded meeting hangover. Brian Milner and Julie Chickering dive into why bad meetings have lasting effects—and what facilitators AND participants can do to make them better. Overview Bad meetings don’t just waste time, they drain energy, morale, and engagement long after they’re over. In this episode of the Agile Mentors Podcast, Brian and Julie Chickering unpack the concept of "meeting hangovers"—the lingering negative effects of ineffective meetings. They explore why bad meetings happen, the shared responsibility of facilitators and participants, and practical strategies for turning the tide. From fostering accountability to knowing when to walk it off, this conversation will help you rethink how meetings impact team dynamics and productivity. References and resources mentioned in the show: Julie Chickering #137 Stop Wasting Time with Guests Kate Megaw HBR The Hidden Toll of Meeting Hangovers by Brent N. Reed, et al. When: The Scientific Secrets of Perfect Timing by Daniel H. Pink Remotely Productive by Alex Pukinskis Working on a Scrum Team Class Subscribe to the Agile Mentors Podcast Want to get involved? This show is designed for you, and we’d love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you’d like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode’s presenters are: Brian Milner is SVP of coaching and training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Julie Chickering is the brains and brawn behind JC Agile Consulting, believes that Lean and Agile practices are packed with potential — to enable positive culture change, business agility, and breakthrough results. Julie is a past president and board member of the Agile Project Management Network (APLN), a Certified Scrum Trainer (CST), PMI Agile Certified Practitioner (PMI-ACP), as well as a traditional Project Management Professional (PMP). Auto-generated Transcript: Brian Milner (00:00) Welcome back Agile Mentors. We're here for another episode of Agile Mentors podcast. I'm with you as always Brian Milner and haven't got to say this for a while. So I'm happy to say again, welcome back to the show, the fabulous Julie Chickering. Welcome back, Julie. Julie (00:15) Thanks, Brian. Glad to be here. Brian Milner (00:17) Yeah, very excited to have Julie back. Julie is a friend of the show. We've had her on multiple times and it's been too long. We just need to have you on more often again. So thank you for making the time and coming back. We wanted to have Julie on sort of as a little bit of a continuation from our last episode that we had with Kate McGaw. You we talked a little bit about facilitation there and there was a lot that we talked about initially to set that up to talk about Julie (00:30) Sure. Brian Milner (00:44) just the fact that there's an epidemic of bad meetings. There's kind of a harmful thing happening where it's extremely prevalent that meetings are going poorly. There's not a lot of attention that's given to this. There's not a lot of focus in a lot of organizations because it's such a prevalent issue. of our meetings being so bad. And Julie pointed out to me this Harvard Business Review article that sort of became a touchstone, I think, for what we wanted to talk about. It's called the hidden toll of meeting hangovers. And we'll link to this in the show notes. But the idea behind the article was just to say, they quoted a stat early on saying that they did a study and found that more than a quarter, 28 % of meetings left employees with lingering negative effects, such as impaired engagement and productivity. And so that's what they were referring to this sort of this meeting hangover, that bad meetings take a toll beyond just the lost time in the meeting. And that's kind of what we were talking about more with Kate is, you know, yeah, we want to make our meetings better, but there is sort of this ongoing lingering that, you know, from my reading of this and what I've experienced, kind of compounds, you know? One bad meeting then can lead to another bad meeting and another one and that feeling of anxiety and disconnectedness and like I said here, impaired engagement and productivity, those kind of grow and get worse and worse the longer that you have these bad meetings. So Julie, I'll just start with you and say, you know, when you read this article, what was it? What was it that really stood out to you, that jumped out to you, that made you think this was an important kind of area of focus? Julie (02:27) First of all, I love the title because I can relate to it. So when you're having a hangover, you just feel terrible, right? And this person that they talk about first, Jacob, about like, he was so frustrated when he left the meeting. So the introductory story when he was so frustrated when he left the meeting, he canceled his one-on-one right after because he knew he couldn't concentrate. And then he was just like so upset. for the rest of the day and talking about how he just didn't even want to work on the project anymore. So just this, I just got this physical sensation reading this around how it feels when you're in a meeting that's ineffective. And we've all been there and I could just like feel it in my body when I read this story. And I also feel like once you know what I, what an ineffective meeting feels like, the ineffective one is more noticeable and draining. yeah, so and then this this lingering effect of morale and just wasted, just wasted opportunity. And it feels like Brian Milner (03:32) Yeah. Yeah. Julie (03:47) in the corporate world, this is the norm. That we just have meeting after meeting after meeting that's just sucking the life force out of everyone. And then we wonder why nothing gets done. Brian Milner (04:00) Yeah, I mean, this article is packed with statistics and it's tempting for me to just kind of read them all off to you. I'm not going to do that. But there's a couple of things that kind of jump out to me. they talk about how around half of people have this feeling of that as a result of the hangover from the meeting, that they have negative or harmful impacts on their interactions with coworkers. They feel more disconnected from their team. and they want to spend more time alone based on the fact that, I went through this really kind of, there's no other way to say it, traumatic experience of having this really harmful, bad meeting. they connect the dots by saying, people will leave these meetings and oftentimes they will then go commiserate with coworkers and say, share their frustrations, which is helpful, it's good. But it also, you know, they noted here, this can kind of spread some feeling of negativity or hopelessness, you know, that it's always going to be this way. You know, yeah, I had a meeting like that as well. Boy, I guess this place is doomed. It's always going to feel like this. And so they have this kind of ongoing, as I said, compounding almost nature of it that one bad thing leads to another leads to another leads to another. And pretty soon you've got this really harmful, negative work environment and it's not necessarily something that's just happened. It's just the repetition of going through those things lead to this ongoing negative psychological impact in the organization. Julie (05:28) Yeah, I'm just smiling because I can just think of some meetings that I used to have a leader that would always show up late. Always show up late. We'd be halfway through the topic and then he would show up and we'd have to stop what we were doing and go circle back and just speed and you could just feel. the whole mood of the meeting change. We were actually making progress and we have to stop and we have to go all the way over. And this is constant. So what we would do afterwards is then have meetings after the meetings to complain about the leader doing that. The more adult thing would have been of course to say to the leader, when you do this, Brian Milner (06:15) Yeah. Julie (06:22) This is the outcome. Brian Milner (06:25) Yeah. So, so that's kind of, you know, what we want to talk about a little bit in here as well is, in the last episode, we, focused a lot on facilitation and the idea that, Hey, there's a lot of responsibility to the meeting organizer, whoever's facilitating this to not have it be this negative kind of environment. And I don't disagree with any of that, that we talked about in the last episode. I think there is a lot of that, that is true, but I think it's, it's. important for participants to not look at that as, it's all the facilitator then, right? I'm just a participant, I'm showing up and it's your job to get all this stuff out of me. And if the meeting goes poorly, that's entirely your fault. And I think it's important for us to recognize, no, if I'm a participant, if I accept that meeting invite and I'm here, I have a role to play. I have a contribution to be made and I can have, you Julie (07:14) Right. Brian Milner (07:19) as kind of Pollyanna-ish as it sounds, I can have a negative impact or a positive impact on this meeting. And I think that's an important kind of responsibility to take a hold of. Julie (07:25) you Yeah, I agree. And I think about that in a couple of ways. So actually, in both Scrum Master and Product Owner class, I remind them at the end of every meeting to ask two questions. The next time we have this kind of meeting, what would you want to do differently? But you gotta ask the question. And if you ask the question and nobody says anything, then they can't feel victim to a poorly run meeting. But you gotta be able to listen. You gotta be able to listen to it. Doesn't mean you have to say yes in the moment. It could be that you would follow up after, but just ask the question. What would you wanna do differently the next time we have this type of meeting And then ask them, what did they like? Brian Milner (07:48) Yeah. That's good. Julie (08:11) I used to do it the other way around. I don't know if I told you this story before or not, but do you remember Daniel Pink did the he was our keynote speaker at the Scrum Gathering, our conference a few years ago when he talked about. OK, when he talked about timing. OK, so something he said is like, yes, he said, as people, if there's two, if there's good news and bad news to always start with the bad news first. And end with the good news, because as people, we remember the last thing we talked about it. Brian Milner (08:20) Absolutely. Yeah. Yeah. Julie (08:40) So if I say to you, okay, the next time we have this type of meeting, what would you want to do differently? And nobody says anything. Okay. What did you like? And then they leave going, we actually got something done. Unless of course we didn't get anything done. Brian Milner (08:57) That's awesome. Yeah. I mean, I think about like how in classes, a lot of times when we talk about forecasting and estimation, you know, I make a little joke. It's not really a joke. It's the truth. But when I present, I've learned over the years when I present information to stakeholders about timings, I, know, if, if I do calculations and it says it's going to take between five and six sprints to do something, I've learned to say the maximum amount of time it will take is six sprints. there's a chance it could come in as soon as it's five sprints and yeah. Yeah. I mean, I learned to do that because what I say in classes, I've learned a lot of people stop listening after the first one. And I think actually though, I may be wrong. It may be more what you're saying that, you know, we, we remember the last thing that we hear. but it may be a combination, right? Cause if, if I hear the low number first and I I'm happy with that, I stopped listening and I don't want to hear the bad news. Julie (09:27) Brilliant! Brian Milner (09:50) So if I say the bad news first, it could take as long as this, but there's a chance it could come in earlier, then I'm leaving them with the good news that it could be this, you know, as soon as this, but they've set their expectation that, you know, it could take as long as, you know, the bad news that I gave them initially. So I don't know, maybe there's a combination of that there as well. But yeah, I agree with what Daniel Pink says about that. And timings do make a big, difference for sure. and how we present things. Julie (10:18) Okay, so a key though in that is that you can only ask those questions if you're staying within the time box and you've allocated time to actually ask the question. And like some of these things that came up as the root causes of like poor time management, like running over or stuff like that. If you're running over, nobody's going to really want to take the opportunity to give you feedback. So what do you think about, so what you talked with Kate a lot about when we talking about here is the role of the facilitator. And I think we should talk about what people can do if they are feeling like they're the victim of the lack of facilitation or poor facilitation. So what do think about that? Brian Milner (10:52) Yeah. Yeah. Yeah, I mean, I think we have several roles to play, right? I I agree. If I'm not the facilitator, then it's important for me to come into that meeting, well, knowing what the expectation is. know, like if I'm coming into a meeting as a participant, I don't think it's responsible. to show up to the meeting. And I've shown up to meetings like this, showing up with the attitude that, hey, it's not my meeting. It's the other person's meeting. You got me. I'm here. But now it's on you to get out of me, whatever it is that you're hoping to get. And maybe I put in very little prep work for it. So there is some kind of interplay here between the facilitator and the participant. Because you could say, well, that's the facilitator's responsibility to help you understand. Yes, it is. That's, this is what I'm trying to say is I, I think it's a mistake to shirk that responsibility entirely and say, I'm not the facilitator. Don't look at me. Right. If, if they didn't ask me to prepare or, or, you know, here's what I need you to, to, come prepared to talk about. Well, then I've got a bad facilitator and you know, we're just, we're hopelessly going to be in a bad meeting. No, when I get the invite, you know, Kate said last week, you know, Julie (12:17) Mm-hmm. Brian Milner (12:22) You can decline invitations to meetings. You don't have to accept every meeting invite that you get. But if you do accept it, I think that there's an accepting of responsibility there to say, all right, I'm going to be a participant in this meeting. What do you need from me? And in advance, making sure you talk to that meeting organizer and saying, hey, I agree. This is probably a good thing for us to meet about, but I want to prepare. I want to know that I can come to this meeting armed with information that's going to be helpful to others and I can play my part. So meeting facilitator, meeting organizer, what did you have in mind for me in this meeting? What is it that you were hoping to get from me in this meeting so that I can show up prepared? And that small little question, I think, does several things, right? mean, one, it says, to the facilitator, do you know what it is that you want from this person? If they come back at you and say, I don't know, I just thought maybe you needed, well, if they say, you know, we just thought maybe you needed to be in the loop or whatever, well, I might come back at that and say, that sounds like an email, you know? Julie (13:31) Yeah, I'm also thinking though there's the flip side of then people, there's two different things. I want to go back to how I can also help. what also struck me when you were saying that is that I think there's also this cultural part of am I being excluded? That, you know, that sense of They're not inviting me. A lot of times people don't need to be there. What you're afraid if you're not there, does that mean something? Does it mean you're being cut out? You're not important? There's that whole ego part. Yeah. Brian Milner (14:04) Yeah. Right. Sure, mean, especially if there's a decision to be made, right? You could feel like, they don't want my voice in that decision. And I think that that's a legitimate concern. If I'm responsible for an area and decisions are gonna be made in the meeting and I'm left out of that invitation, I might have a concern and say, if there's gonna be a decision made around this, I probably should have an input. Is there reason why you didn't want my input in this meeting? And, you know, even asking that question can sometimes just trigger, well, this is lower level things. This is not really at the level that you weigh in on. Usually we didn't want to waste your time, you know, something like that. You might find out it has nothing to do with the fact that they didn't want your opinion. It was more of, we were trying to be conscious of your time and, and, and didn't think that this was the kind of thing that you would need to weigh in on. So you might have a micromanaging kind of problem there that you need to address as well. Julie (15:11) Yeah, this is all people's stuff. It's what makes it fun. Brian Milner (15:14) Yeah. I want to, want to just, I'm sorry. I don't want to mean to interrupt you, but there's one thing I've been thinking about this whole time as well, because we've been talking about bad meetings and bad meeting hangovers. And I think initially the first thought that kind of comes to our heads about that is facilitation and maybe the meeting not being organized well. But I think there's another thing that makes a meeting a bad meeting that it's important to call out as well. Julie (15:37) Mm. Brian Milner (15:40) I'll just give you an example. I remember there was a job I took the very first day of the job. It my first day on the job. We had a meeting with some of the other leaders in that organization, and I got called into this, and they introduced me. Hey, this is Brian. I remember them saying, he's the new whatever, whatever the last guy was that had my position. OK, he's the new whoever. And we got into discussion about upcoming things, the status of different projects and other things. in the middle of that meeting, there became a shouting match and there were F bombs dropped left and right. And I remember walking out of that meeting going, what the hell did I get myself into? You know? so what I'm trying to call out there is there are sometimes bad meetings. It's not about the facilitation or the order or the agenda or anything else. There's sometimes bad meetings because we don't bring kind of the Julie (16:15) Mm-hmm. Brian Milner (16:29) best parts of ourselves to the meeting. We bring the worst parts of ourselves to the meeting. And sometimes we don't censor that and we don't let those, we don't kind of, I don't know how to put it. We're not engaging civilly, right? And I know that sometimes when I've been in those and I've had multiple of those kinds of meetings like that, that I would say, yeah, that was a bad meeting. But it wasn't because the facilitator did a bad job. It's because the participants were kind of letting their inner demons manifest through themselves in the meeting and they weren't really treating everyone with respect. They were very disrespectful to their coworkers. And I think that that's maybe more common than we care to admit. Julie (17:05) Mm-hmm. Yes, when you're sharing that to me, that goes back to meeting working agreements. like, what can I, so if we go back to, if you're in a situation where you're in a bad meeting, even if the facilitator is doing the best that they can, there's things that you can do. So to me, if we've had, and I know you were brand new, but you said that that was not. uncommon. If we had meeting working agreements and you let out an F-bomb and that was against the meeting agreements that anyone else in the room can say, you just broke one of our, you can, you, anyone can call people on that behavior. shouldn't have to be just the facilitator because the facilitator might be like just trying to run through, okay, now what am I going to do? It might be needing to just take a little breath to figure out what do, right? But I can imagine if that was the norm in that environment that people got that disrespectful in the meeting that when people left, there was a hangover effect. Like you kind of was like, what am I doing? Brian Milner (18:07) Right. Julie (18:27) What's happening here? What's going on? What did I sign up for on day one? This is day one. What's day two going to be like? Are we holding back? Right. Here's the new guy. Let's be on our good behavior. We'll only drop three F bombs instead of four. So, at, I was very fortunate that at, Brian Milner (18:27) Right. Right. Right. Yeah. Yeah, they were on their best behavior, right? Guess I was new. Yeah. Julie (18:50) rally software, just, this was norm. It was normal to learn, everyone learned how to facilitate and be good participants and all that, except it was really quite funny at our coaches events because we had to have the working agreement that the facilitator actually got to choose how to facilitate, but we didn't get to facilitate the facilitators. But anyway, I have started recommending Alex Bukinski's book, remotely productive. took a lot of what Jean taught us and help is helping people apply that remotely. So like chapter four is how to help in a bad meeting. So if you're a participant and it's going bad, how can you help get back on track in a respectful way? So not being, not being a jerk about it. But even, so he just even gives examples of things like. when somebody makes a recommendation. like noticing when people agree on an action and you type it into chat. It doesn't have to be the facilitator who types it into chat. Like as a participant, you can go, okay, the action was or a decision was made noting decisions, decision, write the decision down, but helping the facilitator be like, we would talk about that. Actually, I forgot until I just started speaking out about it that often, especially in Brian Milner (19:54) Yeah. Yeah. Julie (20:11) big significant meetings, would have a scribe, a facilitator and a scribe. So this is what he's talking about actually is somebody scribing. Brian Milner (20:22) Yeah, yeah, that's a very important component because if we just shout things out and no one's really capturing what the next steps are, those are going to get lost. And we could have to repeat this meeting because we just didn't really follow up in any way. We didn't take any action. So I agree. That's an important component of it is at least designating that it doesn't have to be one person, but just designating that, hey, here's the expectation. Here's what we're going to do. Yeah. Julie (20:49) Um, yeah. So there's a bunch of really good tips in here and like the Kindle version's 1499 or something. So I've been telling people like, if you can have just one meeting that sucks less, you're going to get your 1499 back. So if you could have one less meeting hangover, you're to get your 1499 back, think for sure. Brian Milner (20:49) That's a great tip. Yeah. Yeah, absolutely. I should clarify with my story earlier that I'm a big boy. It wasn't the language that bothered me. It was directed at someone else, like kind of F-U, that kind of thing. That's a very different dynamic than just saying, those effing suppliers, I sure hate that. That's fine. Or maybe more fine for others than some, but. Julie (21:21) Mm-hmm. Right. Brian Milner (21:38) That didn't bother me, was more just that the attitude behind it was a negative one towards someone else. But yeah, that's a great tip there, just understanding that when I'm a participant there, when I show up, that I have a role to play in it as well. There's things I can do and if there's not notes being taken, then I can maybe step up and do that. Hey, someone said we're going to need to do this? All right, let me put that in the chat. Remember, this is what needs to happen. Julie (22:05) Yeah, and he gives nice, some like a template here on when we're making decisions like data, diagnosis, direction, do next. So he's given a nice, he gives a lot of really great tools. I'm really, and like liking it quite a bit. back to your, your example that is, in the, the behavior part. was a lack of respect versus really the content. Yeah, I get that. The conflict that's going on. Brian Milner (22:42) Yeah. The tip from the book you just mentioned kind of aligns also to something that's in this article, the Harvard Business Review article. One of the things it says is they have some tips in this as well. And one of the things they say is demand accountability every time. And I think that's a good kind of takeaway as well is they're specifically talking about these action items, things that we would do as a result. As a participant, think it's important to, I like that language, demand accountability. If we have this meeting, all right, what is it that you're hoping to get out of this? I'm showing up, I'm here, what do you need from me? What are we gonna do as a result of this? Any participant can ask that. Any participant can say, so that we don't just waste this time, what are we going to do next? Julie (23:11) Mm-hmm. Brian Milner (23:29) I think you demand accountability when you do that. Julie (23:33) Yeah, and I would say too, the first thing we should ask is what's the purpose of this meeting? And so if you go up to turn agendas into action plans, Jean taught us is you have a purpose statement. And then actually she taught us that what are the questions we need to answer in order to meet the purpose? Those are our agenda topics. When we've answered those questions, we're complete with this meeting. And then like where the Brian Milner (23:39) Yes. Yeah. Yeah. Julie (24:01) come back down here to make every minute count. Don't run over. Alex also gives some nice gentle waves of doing like we would say time check. We have 10 more minutes left. You could just put that in chat time check. We have 10 more minutes left. You don't have to be the facilitator to be like time check. So I do like that. He's helping people think about what they can do versus just being victim to Brian Milner (24:05) Yeah. Julie (24:29) the lack of facilitation. Brian Milner (24:31) Yeah. And as a participant, I can, I can check in at the start of the meeting and say, all right, just, want to, I want to, have a time box check here. Our meeting is scheduled from this time to this time. That's our time box, right? We can't, is there, or I have something right after this. just so you know, here's my time box. can't go further than this. and you know, I think as a participant, it's. Julie (24:46) Hmm. Brian Milner (24:56) you can have those same effects just like you said, hey, time box check, it's this, we got this much time left. And as a facilitator, I know I've reached the end of our time boxes sometimes when we haven't really gotten as far as I had hoped, but I've been okay saying this was a good start. This was a good start to what it is we need to decide. Obviously this is gonna take more time. We are at our time box, so we're gonna have to wrap this meeting up, but we'll schedule follow-ups and we'll take it from here. If I'm entering a meeting where I need a decision by the end of that time box, then by all means, make sure people are aware of that from the start. If I'm a participant or if I'm the facilitator, we're here together, but we all need to understand that we need to leave this with a decision on this. Julie (25:37) Yeah. So the other thing, Kia, I believe, around the decision is, and also be clear about how we're going to make the decision. So is this going to be a collaborative decision? We're all going to vote? Or are we getting, everyone going to give their opinion? Somebody else is going to make the decision? And then we'll check, like, how are we, how is the decision going to be made? So that's not a surprise as well. Brian Milner (25:50) Yeah, yeah, yeah. Yeah, yeah, extremely important. I know when I talk about in our product owner classes about doing things like buy a feature as a way to prioritize, one of the things I always try to say to the stakeholders is, hey, we're going to play by a feature, but this is no promise that this is going to be what the final prioritization is. You're helping me to prioritize, but I want to set the expectation. I have to take into account your opinions and other people's opinions and market factors and lots of other things. So make sure we're on the same page. We need to understand this is a component of the decision. I will make the final decision outside of this meeting, but I really appreciate the input and I need your input to help me make the decision. Julie (26:32) Right. Yeah, love that example. So moving down when they say press paw, how to recover how to press. Brian Milner (26:55) Yeah, yeah, yeah. If you find yourself having a hangover from one of these bad meetings, yeah. Julie (27:01) Well, even if it's a great meeting, I am a fan of Adam Grant and I can't like pull up the where he said it. And he said it someplace that the studies show that people actually need like 10 minutes between topics. So if you're going to finish a meeting, you should have at least 10 minutes before the next meeting to be able to. Brian Milner (27:19) Yeah. Julie (27:27) focus and reframe. So I also feel like sometimes these meetings are bad because people are rushing from meeting to meeting. They don't have time to take a bio break or get a bite to eat. So now they're hungry and all that kind of stuff. But we do this to people on a regular basis. Brian Milner (27:46) Yeah, yeah. But, and I agree with that. if it's a good meeting or a bad meeting, I'll find myself, because I work from home exclusively. Well, I shouldn't say exclusively. Sometimes I'll go and work on site with different companies. But when I'm working from home, I'll leave the meeting of something I've just talked about and I'll have to go get more tea or something. And there's a little decompression of, wow, let me kind of throw that off, right? Let me take a deep breath. And now I can reset and I'm ready for whatever the next thing is. But I find I do that kind of naturally and I can't imagine not doing it. I can't imagine kind of going one thing to the other all the time and never having that break. That would kill me. Yeah. Julie (28:31) It happens all the time. It happens all the time. back to meeting working agreements. That's another one that I suggest is people don't start like at the top or the bottom of the hour. Like they offset it a bit to build in breaks. But when you're setting that time box, you got to set, you got to leave space in your agenda time. You have to leave space in your time, your meeting time to close your meeting properly. Brian Milner (28:59) Yeah. Yeah. Julie (29:01) We don't think about how much time that takes either. So it all adds up for sure. Brian Milner (29:09) I like the idea too that they have in here of walking it off. I know just in my work history, kind of like the example I gave you, there have been times when I've been through meetings where I feel like, yeah, I just got to get this off of me. And I have taken... remember, know, in certain circumstances, I'm not a smoker at all, but I, I had, I've always had developers that smoke in some way, shape or form. I, I wouldn't be uncommon for me to go and just stand outside with them while they smoke. or I'll walk down to the corner and get a drink or something and come back. there's something about taking that walk, getting outside the office. or if I'm here working at home, you know, maybe I'll even just go take the dog for a quick walk around the block. And by the time I come back, that's such a good way to. just kind of let whatever that is go away and reset. Now I'm ready to do what I need to do next, but it all goes to know, eliminating that hangover effect that I might have that came from a bad meeting. Julie (30:12) Yeah, so another facilitation tip around that, especially if you've just done a big meeting, if you can, walk it off with someone else. But do it in a debrief way, like what did you learn? And so we would talk about walking the walls. If we're physically together, we have stuff all over, like grab a friend. Brian Milner (30:21) Mmm. Yeah. Julie (30:34) or grab something you don't usually talk to and then walk the walls, so to speak. So at the end of class when I do have enough time, I like them in their breakout rooms to just debrief each other. Like what are a few things you want to try and remember? Because we all remember different things. So there's different ways you can do it. The way they talk about walking it off is it Brian Milner (30:38) Yeah. Julie (31:01) to avoid the hangover, but hopefully we're gonna switch the culture and people are gonna have good meetings and they're gonna wanna talk about positive stuff at the end. I mean, there's both ways of thinking about that physically, I think. Brian Milner (31:13) Yeah. Yeah, I agree. Well, I hope people have gotten a lot of this. You know, we kind of debated, we do this? Should we talk about this? It's so close to kind of the last topic, but I do kind of see it as a part one and part two. You know, there is a part one of that that is, bad meetings sometimes are very much a cause and effect of not facilitating well. But I would hate for people to entirely think, well, it's just the facilitator. there are only one person in the room. And if all the other people think that's not really my responsibility and I don't really have a part to play in this, then the facilitator can only do so much. Julie (31:45) Yeah. Yeah, and depending on what type of meeting it is, like really big, significant, like quarterly planning meetings, then the facilitator needs to do more work, in my opinion, to set everybody up for success. So depending on the size, the length, the... Some meetings need more structure than others, but I agree that as participants, you gotta have accountability to and how it's going and do I need to be here? What's the purpose? If the purpose isn't introduced, then you would ask kindly, what's the purpose of the meeting? What are we trying to accomplish here? I'm just wondering, I'm just checking in. just, not like, the hell am doing here? Brian Milner (32:38) Right, right. Julie (32:39) was to make sure that I'm, you know, whatever. But I do like what Kate said. don't know. You should be able to ask the questions. You should be able to decline all of that. So here's what I'm thinking now, Brian. Another thing people could do, though, is if they start to pay attention to the cost. Brian Milner (32:44) Yeah. Julie (33:05) of being in meetings just through their own health and well-being, then yes, they can be proactive. They can learn a few tips from Alex, but then maybe they, even if they're not the Scrum Master or someone who would normally be assigned to becoming a facilitator, maybe they can get some of the facilitator training because... The training that Kate was talking about really is applicable to any kind of role. It doesn't have to be the scrum master or product owner or team lead or manager. It's really applicable to all people. And then the other thing too, if it's something that say you're in the developer level role, even if you're a business analyst, quality, whatever, quality engineer, whatever, and you wanna become a facilitator. get the training and see if you like it. Then you can kind of be stealth-like in there with, and I feel like that's some of the things Alex is trying to teach people as well. If you're going to be the facilitator or the participant, that there's ways that you can make a difference in a positive way. Brian Milner (33:59) Yeah. Yeah. Absolutely agree. agree. Well, this has been a great conversation. We got to have you on more often. So I apologize it's been so long, but I really appreciate you taking the time and bringing this topic up. And it's a great, great focus for us, I think. thanks for bringing it, Julie. Julie (34:21) Beautiful. Well, I don't have a meeting hangover, do you? Brian Milner (34:36) I do not. I feel great. I don't need to walk anything off right now. Awesome. There we go. I'm right there with you. All right. Thanks, Julie. Julie (34:39) Me either. I'll just go back to drinking tea. Okay. right. Thank you. Yep.

453 Reflections with Actions with Amy Rowlinson After every five guest interviews, I take time to reflect on each episode, honing in on specific topics, unravelling different threads and diving deeper into the moments that sparked my curiosity. In this episode, I explore themes such as storytelling, neurodiversity, Diversity, Equity and Inclusion (DEI), motivation, mastery, autonomy, truth and rigour, sharing my Reflections with Actions drawn from these five recent podcast conversations: 448 Health, Wealth and Happiness with Gurps Khaira 449 Keys to Self-Compassion with Charlie Hart 450 Redesigning for Difference with Nadia Nagamootoo 451 Reveal Your Brilliance with Sarah Stones 452 Storytelling with Substance Simon Raybould   KEY TAKEAWAY ‘If you're striving toward your own version of meaningful success, remember, success isn't just about the outcome. It's about who you become in the process and the lives you impact along the way.'   BOOK RECOMMENDATIONS* Drive by Daniel Pink - https://amzn.eu/d/8ZEhdXp When by Daniel Pink - https://amzn.eu/d/iIwHBMt To Sell is Human by Daniel Pink - https://amzn.eu/d/7eI1MCd Traction by Gino Wickman - https://amzn.eu/d/4ci5Pkn Good to Great Jim Collins - https://amzn.eu/d/8sCZssi Start with Why by Simon Sinek - https://amzn.eu/d/1cUR1EM How to Win Friends and Influence People by Dale Carnegie - https://amzn.eu/d/fHKiA9J Focus on Why by Amy Rowlinson with George F. Kerr – https://amzn.eu/d/6W02HWu   ABOUT THE HOST - AMY ROWLINSON Amy is a purpose and fulfilment coach, author, podcast strategist, podcaster and mastermind host helping you to improve productivity, engagement and fulfilment in your everyday life and work. Prepare to banish overwhelm, underwhelm and frustration to live with clarity of purpose.   WORK WITH AMY If you're interested in how purpose can help you and your business, please book a free 30 min call via https://calendly.com/amyrowlinson/call   KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, I earn from qualifying purchases.

In this episode of ScaleUp Radio, we explore the invisible forces that drive team success with Csaba Toth, the founder of ICQ Global. Csaba is an expert in psychological safety, cognitive diversity, and motivational drivers—three key factors that can make or break a scaling business. ICQ Global operates in over 50 countries, with a network of more than 100 licensed partners, and is taught in 60 universities worldwide. The company focuses on measuring and optimising team dynamics to improve collaboration, innovation, and long-term performance. Throughout our conversation, Csaba shares how businesses can build high-performing teams by fostering psychological safety, embracing cognitive diversity, and understanding the motivational drivers that fuel engagement. Key Insights from This Episode:

How might you be unknowingly obscuring your own natural brilliance and blocking your potential? Motivation Specialist Sarah Stones unpacks the transformative power of understanding personal motivational drivers and aligning them with work and life. She shares insights on uncovering your motivational blueprint, identifying misalignments, reflecting on energy levels and creating environments that fuel your unique strengths. Whether you're seeking fulfilment, navigating a career transition or leading a team, Sarah provides the keys to motivation and self-discovery-showing how one conversation can spark a lifetime of purpose and reveal your brilliance. KEY TAKEAWAY ‘I believe that if we are supporting someone's motivation, then by default, we're supporting their mental health and wellbeing.'   BOOK RECOMMENDATION* Drive by Daniel Pink - https://amzn.eu/d/hGVoIO9 ABOUT SARAH Sarah Stones is a Motivation Specialist, professional speaker, coach and trainer who helps individuals and organisations understand what truly drives them. Using innovative tools such as Motivational Maps® coupled with her professional background in HR and passion for empowering people to fulfil their potential, Sarah offers keynotes, workshops, and career and life coaching, training. Drawing from her personal journey of resilience (living with cerebral palsy and overcoming cancer) Sarah brings warmth, expertise and practical tools to inspire people to navigate life's challenges and find purpose.  Are you looking for a motivational speaker with a difference? Sarah is not a motivational speaker.  She is a Motivation Specialist who speaks about motivation. She doesn't believe anyone can stand up in front of an audience and motivate them. Other motivational speakers inspire their audiences. Sarah gives individuals the insight and tools to motivate themselves.   CONNECT WITH SARAH https://www.linkedin.com/in/sarah-stones/ https://www.facebook.com/PlainSailingMotivation https://www.instagram.com/motivationmadesimple https://plainsailingmotivation.co.uk/   ABOUT AMY Amy is a life purpose coach, author, podcast strategist, global podcaster, professional speaker, trainer and mastermind host. Work with Amy to improve productivity, engagement and fulfilment in your everyday life and work. Prepare to banish overwhelm, underwhelm and frustration to have clarity of purpose and create a more purposeful, sustainable and fulfilling way of life.   WORK WITH AMY If you're interested in how purpose can help you personally and professionally, please book a free 30 min call via https://calendly.com/amyrowlinson/call   BOOK RECOMMENDATION* Focus on Why by Amy Rowlinson with George F. Kerr – https://amzn.eu/d/6W02HWu   KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, I earn from qualifying purchases.

What makes us want to want to do things? Is it all about the Oreos and Doritos we earn along the way? Author Daniel Pink is here to fill us in on us. And then, get ready to improve in other areas - it's “Life Hacks with Captain Crinkle!” GUEST Daniel Pink danpink.com/books/drive/ HOUSE BAND Peter Echols SPONSORS Go to HelixSleep.com/paula for 27% Off Sitewide Start the new year off right with Honeylove. Get 20% OFF by going to honeylove.com/PAULA! #honeylovepod Get 15% off OneSkin with the code PAULA at oneskin.co/ #oneskinpod Eat smart with Factor. Get started at FACTORMEALS.com/FACTORPODCAST and use code FACTORPODCAST to get 50% off your first box plus free shipping Learn more about your ad choices. Visit megaphone.fm/adchoices

We're all tired. We feel sluggish and unfocused and out of sync with our bodies. We know that circadian rhythms are important, but we aren't exactly sure how they work. Instead, we're bombarded with solutions—blue-light blocking glasses, melatonin, light lamps, complicated eating schedules—without a clear explanation of the problem they're solving or the science behind them. The truth is circadian rhythms are a bigger part of our lives than we ever realized. Their wide-ranging effects can boggle the mind, and researchers are just starting to discover exactly how they function—and how much our modern lives have thrown them out of whack. It's time to give up that late-night TikTok doom scrolling. Science writer Lynne Peeples is here to help us reclaim the rhythms that profoundly affect our health and well-being in her groundbreaking book THE INNER CLOCK: Living in Sync with Our Circadian Rhythms (Riverhead Books; On Sale September 24, 2024) which has already received glowing praise (below) from James Nestor, Daniel Pink, Mary Roach, Dan Fagin, Deborah Blum and more. Misaligned circadian rhythm disrupt sleep, reduce productivity, and raise the risk of serious, life-threatening ailments. Our bodies are full of tiny timepieces synchronized to the sun and subtle signals in our environment, but they're up against modern insults like artificial light, contrived time zones, and late-night meals that wreak havoc on our internal clocks and health. THE INNER CLOCK explores the emerging and fascinating science behind circadian rhythms and its transformative applications. Peeples seeks out the scientists, astronauts, athletes, and patients at the forefront of a growing movement. We learn about experts and enthusiasts experimenting with their circadian clocks, with surprising results. Alongside rigorous reporting, Peeples tests the research as she sleeps in a Cold War–era bunker, chases the midnight sun, spits into test tubes, and wears high-tech light sensors to decipher what makes our internal clocks tick and how we can reset them for the better. She discusses everything from jet lag to aging connections with our circadian rhythms, productivity and athletic performance peaks to connections between circadian rhythms and our gut microbiome and even Alzheimer's disease.

In this Q&A episode, we dive into an important topic: How to Keep Supervisors Motivated in Leadership Roles. Supervisors are the middle layer between senior management and the front line. In many ways, they set the scene and role model the behaviours that you want the front line employees to be following.  So what happens when your supervisors aren't motivated? Well… not good stuff. In This Episode, You'll Learn: ✅ Why demotivated supervisors can impact team performance ✅ How leaders can create conditions for motivation without forcing it ✅ A five-step game plan to support and engage supervisors Key Takeaways: Get the Basics Right Address hygiene factors like fair pay, safe working conditions, and equitable policies. Diagnose the Issue Have one-on-one conversations to understand individual motivation challenges. Build a Sense of Purpose Help supervisors see how their work connects to broader company goals. Encourage Autonomy Allow supervisors to take ownership of their roles and decision-making. Support and Remove Roadblocks Engage with senior leadership to ensure supervisors have the tools and support they need. Resources Mentioned: Leadership Coaching for Thoughtful Leaders – Need help navigating leadership challenges? Apply for coaching today. The Useful Thinking Journal – A powerful tool for self-reflection and leadership growth. Get your copy here. PRINT® Assessment – Understand team dynamics and improve motivation. Learn more here. Iceberg Model of Human Behaviour – Learn about underlying motivation factors. Read more. Motivation Models – Explore Herzberg's Two-Factor Theory and Daniel Pink's motivation framework. Read more. Connect with Ben Brearley:

New York Times bestselling author Daniel Pink joins the show to talk about navigating the changing landscape of professional work. Hosted on Acast. See acast.com/privacy for more information.

In this episode of the Ideas on Stage podcast we spoke with Vanessa Bohns. Vanessa Bohns is a social psychologist and professor and chair of organizational behavior at Cornell University. She holds a PhD in Psychology from Columbia University and an AB from Brown University. She is author of the book You Have More Influence Than You Think (2021, Norton). Her writing has appeared in the New York Times, Wall Street Journal, and Harvard Business Review, and her research has been featured in the New York Times, Wall Street Journal, Economist, and on NPR's Hidden Brain, among other outlets. She studies social influence, compliance, consent, why it’s so hard to ask for things, and why it’s so hard to say no. In this episode we talked about the power of persuasion. What You'll Learn:- Why you have more influence than you realise- Why people’s perception of you differs from what you imagine- How to make requests without creating pressure or discomfort- Why people’s default response is often “yes.”- Why asking for what you need feels difficult – and how to make it easier We hope you enjoy it!——————— Vanessa Bohns:- Website: https://www.vanessabohns.com/- X: @profbohns- Instagram: @profbohns- LinkedIn: https://www.linkedin.com/in/vanessa-bohns-33219710/ Recommended books:- How To Win Friends And Influence People by Dale Carnegie- Influence by Robert Cialdini- To Sell Is Human by Daniel Pink: https://youtu.be/8eJBKu8GmW8?si=5rlCed3Tht0pbr3e- The Power of Saying No by Vanessa Patrick: https://youtu.be/SCpllRISS00?si=VbGqCnZZnoxVJt83- Reinforcements by Heidi Grant Halvorson- Give and Take by Adam Grant——————— IDEAS ON STAGE RESOURCES - Books: ‘Confident Presenter’ (https://www.ideasonstage.com/resources/confident-presenter-book/) and ‘Business Presentation Revolution’ (https://www.ideasonstage.com/business-presentation-revolution/book/)- The Confident Presenter Scorecard: https://ideasonstage.com/score- Free Web Class: https://www.ideasonstage.com/uk/masterclass- Free Mini-Course: https://bit.ly/confident-presenter-mini-course #IdeasOnStagePodcast #influence #persuasion

Ever looked back on a missed opportunity and thought, Ugh, what if? Well, you're not alone—and that feeling of regret might actually be one of the best tools for growth. I had the privilege of chatting with New York Times bestselling author Daniel Pink about his book The Power of Regret—the book that gave me the final push to launch this very podcast!Dan breaks down why regret gets a bad rap in our culture of toxic positivity and how it can actually help us make smarter choices. He conducted a massive study (we're talking 26,000+ regrets from people in 130 countries!) and uncovered four core types of regret that shape our lives. We got personal, talking about boldness regrets (yep, like not shooting your shot), connection regrets, and even my own struggles with juggling career, parenting, and ADHD. Spoiler: being kind to yourself is key.Instead of fearing regret, Dan suggests we flip the script—treat it as a guide, not a life sentence. Because in the end, regret isn't about what we did. It's about what we didn't do. So, if you're stuck in what could have been mode, this episode will help you leap forward. Tune in now!“Regret clarifies what we value and instructs us on how to live.” -Daniel PinkIn This Episode:-Daniel's research findings on regret from 26,000 participants-The four core types of regret-Why people regret more about playing it safe than taking risks-How regret can be a powerful tool for growth-The importance of self-compassion in overcoming regret-Career regrets in the workplace and why bold moves matter-How anticipating regret can lead to smarter decisions-Why the idea of “no regrets” is misleading-Practical steps to turn regret into opportunityAnd much more!Connect with Daniel Pink:-LinkedIn:https://www.linkedin.com/in/danielpink/ -Website: https://www.danpink.com/ -Instagram: https://www.instagram.com/danielpink -Daniel's Book, The Power of Regret: https://amzn.to/33G8WF8Connect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly - https://www.youtube.com/channel/UCGrHwk-y7ERaq7bCSjZYf1A?sub_confirmation=1-Website: itgetslateearly.com - https://www.itgetslateearly.com/-Facebook: It Gets Late Early - https://www.facebook.com/people/It-gets-late-early/100088694515585/

As a bestselling author and leading voice on human behavior, Daniel Pink has spent years studying the emotions that shape our lives. But there's one feeling that seems universally taboo: regret. In a world that often embraces a ‘no regrets' mantra, Daniel Pink sees things differently. He believes regret can be a powerful guide—a spotlight revealing our true values and priorities. In this episode, Daniel digs into the science behind regret and explains why facing our missteps head-on can help us make better decisions and avoid repeating the same mistakes.  In this episode, Hala and Daniel will discuss:  (00:00) Introduction   (03:21) Daniel Pink's Personal Journey with Regret (05:50) Understanding Counterfactuals and Regret (09:03) The Value of Regret in Personal Growth (19:16) Research on Common Regrets (22:25) Deep Structure of Regrets (26:07) Foundation Regrets: The Impact of Small Decisions (26:45) Moral Regrets: The Weight of Right and Wrong (27:32) Connection Regrets: The Drift in Relationships (30:35) Inaction vs. Action: The Rules of Regret (32:56) Life Lessons from Regret: Reach Out and Take Action (39:10) Dealing with Regret: Inward, Outward, Forward (46:59) The Benefits of Regret: A Path to a Better Life (49:58) Final Thoughts and Advice for a Profitable Life   Daniel Pink is a bestselling author, keynote speaker, and thought leader. In 2011, he was named one of Thinkers50's top 50 most influential minds. He was also the host and co-executive of the television series “Crowd Control,” a National Geographic program about human behavior that aired in more than 10 countries. He also hosts a popular master class on sales and persuasion. He has written for several notable publications, including Fast Company, The Sunday Telegraph, The New York Times, Harvard Business Review, The Atlantic, Slate, and Wired. He is the author of seven books, the latest being The Power of Regret: How Looking Backward Moves Us Forward. His books cover topics like business, work, creativity, and behavior. They have won multiple awards, have been translated into 42 languages, and have sold millions of copies around the world.  Connect with Daniel: Website: https://www.danpink.com/  Linkedin: https://www.linkedin.com/in/danielpink/  Twitter: https://twitter.com/DanielPink Instagram: https://www.instagram.com/danielpink/ Facebook: https://www.facebook.com/danielhpink Sponsored by: OpenPhone - Get 20% off 6 months at https://www.openphone.com/PROFITING   Shopify - Sign up for a one-dollar-per-month trial period at https://www.youngandprofiting.co/shopify  Airbnb - Your home might be worth more than you think. Find out how much at https://www.airbnb.com/host  Rocket Money - Cancel your unwanted subscriptions and reach your financial goals faster with Rocket Money. Go to https://www.rocketmoney.com/profiting  Indeed - Get a $75 job credit at https://www.indeed.com/profiting      Resources Mentioned: YAP episode #50: https://podcasts.apple.com/ph/podcast/young-and-profiting-yap-with-hala-taha/id1368888880?i=1000459718753  Daniel's Website: https://www.danpink.com/    Daniel's Book, The Power of Regret: https://www.danpink.com/the-power-of-regret/   Top Tools and Products of the Month: https://youngandprofiting.com/deals/  More About Young and Profiting Download Transcripts - youngandprofiting.com Get Sponsorship Deals - youngandprofiting.com/sponsorships Leave a Review -  ratethispodcast.com/yap Watch Videos - youtube.com/c/YoungandProfiting   Follow Hala Taha LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ TikTok - tiktok.com/@yapwithhala Twitter - twitter.com/yapwithhala   Learn more about YAP Media's Services - yapmedia.io/

What if your internal conflicts are the very signals pointing you toward personal growth and success? Join me as I sit down with Kelli Thompson, a dynamic keynote speaker and women's leadership coach, to discuss her latest book, Closing the Confidence Gap. This episode promises to equip you with strategies for overcoming societal "shoulds" and identifying the barriers that hinder your confidence, especially for women balancing an unpaid workload alongside professional responsibilities. Together, we unpack the intricacies of people-pleasing tendencies in leadership and the pitfalls of overcommitment and perfectionism. Through introspective exercises, you'll learn how to align your commitments with your values, define what "good enough" means, and delegate tasks that don't align with your strengths. Explore the powerful intersection of empathy, confidence, and negotiation as we navigate the art of salary discussions. Kelli and I discuss the importance of self-compassion as a means to bolster confidence and overcome internal doubts. Kelli also shares actionable advice on identifying personal and organizational values and how operationalizing these values creates an engaging work environment. Through thought-provoking discussions, this episode invites you to transform reflection into action, empowering you to lead with authenticity and confidence. What You'll Learn: • Overcoming internal conflicts and building self-trust • The impact of societal pressures on women's confidence • Strategies for aligning commitments with personal values • Navigating overcommitment and perfectionism • The art of empathetic and confident salary negotiation Podcast Timestamps: (00:00) - From Aspiring TV Meteorologist to Top Women's Leadership Coach (11:00) - Identifying and Overcoming Internal Conflict (22:43) - Navigating People-Pleasing in Leadership (27:13) - Identifying and Defining Your Values (32:21) - The Purpose and Power in Implementing Organizational Values (45:11) - Empathy, Confidence, and Salary Negotiation More of Kelli: Kelli Thompson is an award-winning leadership coach, keynote speaker, and author of Closing the Confidence Gap: Boost Your Peace, Your Potential & Your Paycheck, which was named a "Must Read" by the Next Big Idea Club, curated by Malcolm Gladwell, Daniel Pink, Adam Grant, and Susan Cain. With over 10 years of experience in financial services and technology, Kelli has coached and trained thousands of women leaders to lead with clarity and confidence through her compassionate yet no-nonsense approach. Her thought leadership has been featured in top publications like Harvard Business Review, Fast Company, Forbes, and Business Insider. Holding an MBA and recognized for her impactful programs, Kelli is a sought-after speaker known for delivering practical, insightful strategies. Fun fact: she's also a trained storm spotter and aspiring storm chaser. LinkedIn: https://www.linkedin.com/in/kelliraethompson/  Mentions: Closing the Confidence Gap: Boost Your Peace, Your Potential, and Your Paycheck by Kelli Thompson The Waymakers: Clearing the Path to Workplace Equity with Competence and Confidence by Tara Jaye Frank Key Topics Discussed: Positive Leadership, Empowerment, Women, Women's Leadership, Self-Confidence, Values, Self-Trust, Minimizing Resentment, Avoiding Overcommitment, The Perils of Perfectionism, Organizational Values, Salary Negotiation, Empathy, Self-Compassion, Personal Growth, Introspection, The Power of Delegating, Behavioral-Based Interviewing, CEO Success More of Do Good to Lead Well: Website: https://craigdowden.com/LinkedIn: https://www.linkedin.com/in/craigdowden/

In this episode of Money Tales, we sit down with bestselling author, Daniel Pink, who shares the bold decisions that transformed his life and career. At a pivotal moment in his early 30s, Dan made the choice to leave his job as a political speechwriter to pursue his passion for writing. His leap of faith wasn't blind. With his wife's support, careful planning, and a frugal mindset, Dan charted a rational path through uncertainty, balancing existential and financial risks. Dan is the author of five New York Times bestsellers, including his latest, The Power of Regret: How Looking Backward Moves Us Forward. His other books include the New York Times bestsellers When and A Whole New Mind — as well as the #1 New York Times bestsellers Drive and To Sell is Human. Dan's books have won multiple awards, have been translated into 46 languages, and have sold millions of copies around the world. He lives in Washington, DC, with his family.

Daniel Pink joins Blue Sky for a lively and wide-ranging discussion.  He describes the importance of what he sees as a personal portfolio that includes a predominance of optimism that's balanced by a healthy and helpful dose of pessimism. He also forceful debunks “the cynical genius illusion,” which leads to an undue bias towards those with cynical, negative viewpoints. He and Bill also discuss the connections between curiosity and optimism and Daniel describes the research and powerful conclusions from his latest bestseller, The Power of Regret: How Looking Backward Moves Us Forward.     Chapters: 02:36 Exploring Flexible Optimism Daniel Pink discusses the concept of flexible optimism, emphasizing the balance between optimism and pessimism. He explains how both perspectives can contribute to better decision-making and leadership.  04:18 The Role of Purpose in Motivation The conversation shifts to the importance of purpose over profit in motivating individuals. Daniel argues that a compelling purpose can inspire employees more effectively than mere financial goals.  07:27 Optimism vs. Pessimism in Today's World Daniel shares his perspective on the current state of the world, acknowledging both progress and significant challenges. He believes that it's possible to hold both optimism and realism simultaneously.  12:19 Predictions for the Future Daniel reflects on past predictions made about the future, highlighting how most extreme forecasts missed the mark. He emphasizes the value of moderate optimism in forecasting outcomes.  17:41 Understanding Regret The discussion transitions to Daniel's book, ‘The Power of Regret,' where he challenges the notion of living without regrets. He explains how acknowledging and learning from regrets can lead to personal growth.  20:02 The Four Types of Regrets Daniel categorizes regrets into four types: foundation, boldness, moral, and connection regrets. Each type reflects different aspects of life and decisions that people often reflect upon.  25:01 Learning from Regrets The conversation explores how recognizing and confronting regrets can provide valuable insights into personal values and life choices.   30:04 Navigating Regret: A Path to Growth In this chapter, the discussion centers around how to differentiate between wallowing in regret and using it as a learning tool.   33:01 The Future: What Will Matter Most? Here, the conversation shifts to the long-term perspective on regrets and the decisions we make today.   34:24 Understanding Regrets of Omission Daniel Pink shares insights on how our fears of risks can lead to regrets of omission, particularly among pessimists. This chapter explores the value of understanding our regrets to align with our core values and make better decisions.  36:01 Curiosity as an Optimistic Act The dialogue delves into the relationship between curiosity and optimism, with Daniel asserting that curiosity stems from a sense of possibility.   39:02 The ‘Why Not?' Approach Daniel discusses his ‘Why Not?' series, which encourages open-mindedness and exploration of unconventional ideas. The chapter emphasizes the importance of fostering possibilities rather than simply sharing opinions.  42:00 The Illusion of Cynical Intelligence In this segment, the conversation tackles the misconception that cynicism equates to intelligence. Daniel explains the ‘cynical genius illusion' and advocates for openness as a more accurate marker of intelligence.  45:26 What's Next for Daniel Pink? As the conversation wraps up, Daniel shares his current state of exploration and curiosity rather than focusing on a new book project.  

Cet épisode est rendu possible grâce à ma nouvelle formation "Reprenez le contrôle de votre temps : faites plus en moins de temps". Et bénéficiez de -25% jusqu'au 10 février avec le temps TEMPS25N'attendez plus !Dans ce nouvel épisode du Book Club, je partage avec vous mon choix de lecture pour bien démarrer l'année : When de Daniel Pink.Un livre fascinant qui explore la science du timing et de notre rapport au temps. J'analyse comment nos rythmes biologiques influencent nos performances et nos décisions au quotidien. J'explore les découvertes clés de l'auteur, comme l'importance de connaître son propre chronotype (matinal ou nocturne) pour optimiser son organisation et son bien-être.Je partage également des exemples concrets et des anecdotes personnelles pour illustrer comment appliquer ces principes dans notre vie de tous les jours. Que ce soit pour planifier une réunion cruciale, amorcer un projet ambitieux, ou simplement vivre en accord avec son rythme naturel, cet épisode offre des pistes pour reprendre le contrôle de son temps. Une invitation à démarrer l'année avec clarté, énergie et détermination !Notes et références de l'épisode :Pour retrouver le livre : When : The scientific secrets of perfect timing de Daniel Pink(lien affilié Fnac)Pour retrouver replay du Grand Live 2025 : Mon guide ultime pour atteindre vos objectifs : C'est par ici 1. Faites vous coacher par moi !DEMIAN, un concentré de 10 ans d'expérience d'entrepreneur. Les formations DEMIAN vous apportent des outils et méthodes concrètes pour développer votre projet professionnel.Il s'agit d'un concentré maximal de valeur et d'expérience pour qu'en quelques heures vous gagniez l'équivalent d'années de travail.2. La NewsLa News du vendredi est une mini newsletter pour vous nourrir en plus du podcast. C'est une newsletter très courte, à lire en 5mn top chrono de ce qui m'a marqué dans les dernières semaines : livres à lire, réflexions, applis à télécharger, citations, films ou documentaires à voir etc. Pour la recevoir, il n'y a qu'à s'abonner à la newsletter sur mon site !3. Des conseils concrets sur ma chaîne YouTubeEnvie de lancer votre propre podcast ? De bénéficier de conseils sur quel matériel utiliser ? Ma nouvelle chaîne YouTube est faite pour vous !4.Contactez-moi ! Si le podcast vous plaît, le meilleur moyen de me le dire, ou de me faire vos feed-backs (et ce qui m'aide le plus à le faire connaître) c'est simplement de laisser un avis 5 étoiles ou un commentaire sur l'application iTunes. Ça m'aide vraiment, alors n'hésitez pas :)Pour me poser des questions ou suivre mes tribulations c'est par ici :Sur Instagram @paulinelaigneauSur LinkedIn @pauline laigneauSur YouTube Pauline LaigneauVous pouvez consulter notre politique de confidentialité sur https://art19.com/privacy ainsi que la notice de confidentialité de la Californie sur https://art19.com/privacy#do-not-sell-my-info.

What drives human motivation? For years, the answer seemed simple: rewards. Dangle the right carrot — a bonus, stock options, "Employee of the Month" certificate — and people will perform. But Daniel Pink's 2009 bestseller "Drive" flipped this idea on its head. Drawing on decades of scientific research, Dan revealed that our deepest motivations come from within: the innate drive for autonomy, mastery, and purpose. Now, 15 years after "Drive" revolutionized our understanding of motivation, Dan joins us to discuss how this science has evolved and what it means for anyone trying to motivate themselves or others in today's rapidly changing world.

Send us a textThis week on the podcast, we discuss our takeaways from reading Daniel H. Pink's book Drive: The Surprising Truth About What Motivates Us.The book challenges traditional views of motivation based on rewards and punishments.Daniel Pink argues that intrinsic motivation - driven by autonomy, mastery, and purpose - is key for creatives.Tune in to learn more about how we connected our reading of this book to the writing process.We invite you to subscribe to our email list to be the first to know about our weekly podcast episodes and upcoming group programs for writers! If you prefer video versions of the podcast or want to leave a comment on this specific episode, you can find all of them on our YouTube channel.

Today on AtoZrunning: We wrap up our series on challenging the search engine with our final question: What is effort-based running? In the world of running, global marathon performance has shifted in the last 16 years, but the exact nature of that shift will SHOCK you. A generational achievement marked this year's Footlocker XC Champs. Will it prelude greater things to come? Do you run in the morning or afternoon? Daniel Pink reminds us which is better and why.  For training, coaching, and other services, visit https://atozrunning.com/coaching

Daniel Pink, the author of five New York Times bestselling books including Drive: The Surprising Truth About What Motivates Us and To Sell is Human: The Surprising Truth About Moving Others, joins Scott to discuss regret, human motivation, and his Washington Post column, “Why Not?” Follow Dan, @DanielPink. Subscribe to No Mercy / No Malice Buy "The Algebra of Wealth," out now. Follow the podcast across socials @profgpod: Instagram Threads X Reddit Learn more about your ad choices. Visit podcastchoices.com/adchoices

Today, key insights from Alison Fragale's "Likeable Badass: How Women Get the Success They Deserve," a book that our curator Daniel Pink says "shatters the conventional wisdom about power, status, and the path to professional success." ***

We've curated a special 10-minute version of the podcast for those in a hurry. Here you can listen to the full episode: https://podcasts.apple.com/no/podcast/daniel-pink-regrets-timing-and-the-key-to-good-breaks/id1614211565?i=1000679154334Nicolai Tangen and bestselling author Dan Pink explore the themes of regret, motivation, timing and the science behind effective breaks. Pink shares his perspective on why embracing regret can lead to a richer, more fulfilling life, and explains the importance of autonomy in work, decision-making, and productivity. He also discusses how structuring your day with well-timed breaks can significantly boost performance. Do you know how long the perfect nap should be? Tune in to find out! In Good Company is hosted by Nicolai Tangen, CEO of Norges Bank Investment Management. New full episodes every Wednesday, and don't miss our Highlight episodes every Friday.The production team for this episode includes Isabelle Karlsson and PLAN-B's Niklas Figenschau Johansen, Sebastian Langvik-Hansen and Pål Huuse. Background research was conducted by Sara Arnesen.Watch the episode on YouTube: Norges Bank Investment Management - YouTubeWant to learn more about the fund? The fund | Norges Bank Investment Management (nbim.no)Follow Nicolai Tangen on LinkedIn: Nicolai Tangen | LinkedInFollow NBIM on LinkedIn: Norges Bank Investment Management: Administrator for bedriftsside | LinkedInFollow NBIM on Instagram: Explore Norges Bank Investment Management on Instagram Hosted on Acast. See acast.com/privacy for more information.

In this episode of In Good Company, Nicolai Tangen and bestselling author Daniel Pink explore the themes of regret, motivation, timing and the science behind effective breaks. Pink shares his perspective on why embracing regret can lead to a richer, more fulfilling life, and explains the importance of autonomy in work, decision-making, and productivity. He also discusses how structuring your day with well-timed breaks can significantly boost performance. Do you know how long the perfect nap should be? Tune in to find out!In Good Company is hosted by Nicolai Tangen, CEO of Norges Bank Investment Management. New full episodes every Wednesday, and don't miss our Highlight episodes every Friday.The production team for this episode includes Isabelle Karlsson and PLAN-B's Niklas Figenschau Johansen, Sebastian Langvik-Hansen and Pål Huuse. Background research was conducted by Sara Arnesen.Watch the episode on YouTube: Norges Bank Investment Management - YouTubeWant to learn more about the fund? The fund | Norges Bank Investment Management (nbim.no)Follow Nicolai Tangen on LinkedIn: Nicolai Tangen | LinkedInFollow NBIM on LinkedIn: Norges Bank Investment Management: Administrator for bedriftsside | LinkedInFollow NBIM on Instagram: Explore Norges Bank Investment Management on Instagram Hosted on Acast. See acast.com/privacy for more information.

Did you have a dream job that once you got it, you actually didn't like that much? This episode is for you.This week on Embrace the Squiggle we hear from Joan Perrault, who discusses what its like to have a dream job for 15 years that ends up not being everything she thought it would be. They explore the importance of leadership in job satisfaction, tips for identifying the right leader during a job search.Joan has navigated through various roles and industries along her very squiggly career path. Her career journey has taken her from for-profit to non-profit, marketing to education, at home and abroad, with stints in higher ed, manufacturing, healthcare, and even government service. She's been pleasantly surprised at just how relevant her seemingly disparate experience has been with each new career step that she takes.It all comes together in Joan's current role as a Continuous Improvement Coach for Unit-Based Teams (UBTs) at UMass Memorial Health, where she represents a labor-management partnership between the hospital system and its largest labor union, the SHARE union.Outside of work, Joan has an addiction to audiobooks, practices improv comedy, and enjoys spending time with her partner and two little ones.What color brings you the most joy? BlueWhat is your favorite place on earth? Playa Fronton in the DR, can only get there by row boatWhat do you value most in others? Authentic and real peopleWhat book recommendation do you have for our listeners? Drive by Daniel Pink https://a.co/d/gqT6DoMConnect with Joan on LinkedInInterested in being a guest on the podcast in 2025? Fill out our application here https://forms.gle/QX6a9a7cV76VYzbt9Connect and learn more from Colleen at www.maxady.com and on Linkedin at www.linkedin.com/in/comaraConnect and learn more from Kristine at https://www.kristinethody.com and on Linkedin at https://www.linkedin.com/in/kristinethodySubscribe to the podcast Embrace the Squiggle and listen every week for a new career adventure!And please leave us a rating on your podcast app, it really helps us out.

On this classic episode, Matt talks with Daniel Pink about his book, "When: The Scientific Secrets of Perfect Timing."

Google searches for "uncertainty" are at a five-year high, so it seems like the right time to revisit "Uncertain: The Wisdom and Wonder of Being Unsure" by Maggie Jackson. One thing we are certain of? This is a great book. And don't just take our word for it. Malcolm Gladwell, Adam Grant, Susan Cain, and Daniel Pink named it one of the eight best books published last year.

David Allen is the author of the global best-seller “Getting Things Done” and multiple follow-up books, most recently “Team: Getting Things Done With Others.”“Getting Things Done” has sold over 4 million copies, has been translated into 28 languages, and is considered the single most influential Personal Effectiveness book of the 21st century. Allen's simple process has transformed how millions of people do business and life. His work has been praised by luminaries like Daniel Pink and the Wall Street Journal's former workplace culture guru, Sue Shellenbarger. 10 years ago, Allen and his wife Kathryn moved from Southern California to Amsterdam where they now reside.

Do you feel stuck in a "loveless" job? Discover the secrets to finding love in your work and unlocking your true potential, even if you don't have the "perfect" job. In this episode, we explore groundbreaking insights from best-selling authors Marcus Buckingham and Daniel Pink, who reveal the surprising truth about what truly motivates us. Learn how to identify your "red threads," the activities that ignite your passion and energy, and weave them into your daily work for maximum engagement and fulfillment. Motivation, fulfillment, work, career, love, passion, engagement, productivity, strengths, Daniel Pink, Marcus Buckingham, red threads, love + work. ● Discover the science-backed truth about motivation and why traditional approaches often fall short. ● Learn how to identify your unique "red threads" and why understanding these is crucial for finding fulfillment. ● Get practical strategies for weaving your "red threads" into your current role, even if you're not in your dream job (yet!). ● Hear inspiring stories from people who have successfully found love in their work and unlocked their potential. Featuring insights from New York Times best-selling authors Marcus Buckingham and Daniel Pink, this episode is packed with actionable advice and science-backed strategies for transforming your work life. Subscribe now and never miss an episode filled with actionable insights to help you create a career you love! Be sure to leave a review and share this episode with your friends if you found it helpful. For business inquiries contact us at: ryan@vertexmadiacorp.com --- Support this podcast: https://podcasters.spotify.com/pod/show/ryan-kennedy-podcast/support

Do you fear regret? New York Times Bestselling author Daniel Pink challenges conventional thinking on regret, arguing that it is our most transformative emotion. In this episode Steven Bartlett sits down with Daniel Pink, author of bestsellers like "Drive" and "When", to discuss his new book, "The Power of Regret." Discover why regret is not something to be ashamed of but rather a powerful tool for growth and self improvement. Learn practical strategies to harness the power of regret and make better decisions in your life and business. ● Uncover the four core regrets people have and how to avoid them.1 ● Discover the science behind why regret makes us better decision-makers. ● Learn how to turn negative emotions into positive forces for change. ● Explore the concept of the "birth lottery" and its impact on our lives. Daniel Pink is the author of seven New York Times bestsellers, including "Drive," "A Whole New Mind," and "To Sell is Human." His books have been translated into 42 languages and have sold millions of copies worldwide. Daniel's TED Talk on the science of motivation is one of the most-viewed TED Talks of all time. Subscribe, leave a review, and share this episode with your friends. Don't miss out on future conversations with thought leaders like Daniel Pink! For business inquiries contact us at: ryan@vertexmadiacorp.com --- Support this podcast: https://podcasters.spotify.com/pod/show/ryan-kennedy-podcast/support

In this Thanksgiving-inspired episode, I dive into the importance of restoration for recruiting leaders. With so many responsibilities pulling us in different directions, stepping back to recharge is critical for maintaining peak performance. I share personal stories, practical tips, and insights on how to fully unplug and return to your role with renewed energy and focus. Episode Breakdown [00:00] Introduction - Why restoration is key for recruiting leaders and the value of intentional breaks. [01:30] The Weight of the Role - Acknowledging the unique pressures of recruiting leaders and the risk of burnout. [05:00] The Restoration Mindset - Lessons from my own journey of learning to unplug and rejuvenate. [07:30] The Unplugging Experiment - A story of how completely disconnecting during a vacation changed my perspective and energy. [09:30] Efficiency Through Rest - A manufacturing analogy about how intentional rest can lead to increased productivity. [12:00] Science of Perfect Timing - Insights from Daniel Pink's When, highlighting four key components of restorative breaks: Be social, not solo. Spend time outside. Stay active and moving. Fully unplug rather than partially detach. [15:00] Intentional Restoration for Leaders - Strategies to maximize holiday downtime and return ready to lead with clarity and passion. [16:30] You Can't Follow Your Way to the Lead - Why leaders need to think differently and prioritize restoration to truly lead in their industry. Key Takeaways Restoration is Essential - Peak performance requires stepping back and recharging intentionally. Fully Unplugging is Key - Partial disconnection doesn't offer the same benefits as complete detachment from work. Follow the Science - The most restorative breaks involve social connection, outdoor time, movement, and full disconnection. Be Intentional with Your Time Off - Use holiday breaks to restore yourself so you can lead more effectively. Lead Differently - By prioritizing restoration, you'll not only improve your performance but set an example for your team. As you enjoy the Thanksgiving holiday, I encourage you to lean into restoration. Whether it's spending quality time with loved ones, getting outdoors, or completely unplugging, take intentional steps to recharge. Restoration isn't a luxury—it's a necessity for leaders who want to thrive. I'm grateful for the chance to share this journey with you, and I hope this episode adds value to your holiday season. If this podcast has brought you value, please leave a positive review and subscribe on your favorite platform. For more resources, visit 4crecruiting.com, or book time with me at bookrichardnow.com.

Most refrigerators come with a light inside. It goes on when you open the door. It's very helpful. So why doesn't the freezer have a light too? This episode begins with the interesting explanation. https://www.todayifoundout.com/index.php/2012/07/why-is-there-a-light-in-the-refrigerator-and-not-the-freezer/  Have you ever heard someone say they have no regrets? They're lying. We all have regrets and the pain they cause is all too real. However, the pain of regret can be extremely helpful in making course correction as you move forward. If you have some lingering regrets, listen to my guest - bestselling author Daniel Pink. He has explored the world of regret, and he joins me to explain the different kinds of regrets we all feel and what those regrets are telling you. Daniel is author of the book The Power of Regret: How Looking Backward Moves Us Forward (https://amzn.to/33HJhfY). When someone comes up with an amazingly brilliant idea, chances are that person came up with a lot of little ideas first. That's just one of the interesting insights you'll hear from my guest Anthony Fredricks, a nationally recognized educator and author of the book, From Fizzle to Sizzle: The Hidden Forces Crushing Your Creativity and How You Can Overcome Them (https://amzn.to/3u0AMY8). Listen as he explains how great ideas originate and how we are all a lot more creative than we probably think. On the topic of poultry (chicken or turkey), if you randomly ask people – “White meat or dark meat?” – most people prefer white meat. At least that is true in the U.S. Listen as I explain the reason why and reveal why you might want to give dark meat another try. http://www.slate.com/articles/life/food/2011/01/the_dark_side_of_the_bird.html Learn more about your ad choices. Visit megaphone.fm/adchoices

In this enlightening episode, Mike and Mark explore the hidden benefits of regret with renowned author Daniel Pink. Drawing from his book, The Power of Regret, Pink reframes regret as a tool for growth, learning, and connection. Far from being a negative emotion, regret can guide us toward making better decisions and living more meaningfully.Listen and Watch

Send us a textYour school's rewards system could be causing more harm than good. Let's talk about why it's time to look at intrinsic and extrinsic motivators and tap into your teachers' inner drive. Daniel Pink's “Drive” revealed a truth about adult motivation and unveils what truly fuels our educators.  While we want our educators and students to be motivated intrinsically, we may be sabotaging those motivations by relying too heavily on extrinsic motivators. "Know your why" workshops aren't a magic bullet. They can even mask deeper systemic issues. By prioritizing honest intrinsic motivation, we can create a more engaged, innovative, and fulfilling work environment for our teachers. Podcast Sponsor:Bullseye EducationTwitter  | Instagram  |  Facebook  |  LinkedInThe Whole Educator PD:The AcademyBreaking Through Resistance and Building Buy In PDAll Professional DevelopmentsLet's Stay Connected!Website | Instagram | Twitter | Linkedin | Facebook | Contact Us

Making art is hard work, as Adam Moss, the revered former editor of New York magazine, reveals in his illuminating new book, "The Work of Art." The book is a collection of interviews with painters, poets, filmmakers, and even sandcastle builders about the demanding, mystical, peculiar process of creating something out of nothing. Adam spoke with our curator Daniel Pink in front of a live audience in New York City earlier this month.

On this episode, J.R. talks about the philosophy called “Just 5 More” from author Daniel Pink.. . .Coaching is THE MOST SIGNIFICANT WAY leaders can grow in their leadership. Interested in kicking the tires for a free exploratory coaching call? Just visit http://www.kairospartnerships.org/coaching to schedule your call today.And if you are wanting to grow in your leadership, the best way to do that is to participate in a leadership assessment process. That's what we offer at KP. For more information contact J.R. at jrbriggs@kairospartnerships.org**Resilient Leaders is produced by the incredibly gifted Joel Limbauan. Check out his great video and podcast work at On a Limb Productions: www.onalimbproductions.com

Did you know that your calendar is the only productivity tool that can protect you from burning out and overcommitting yourself and, if used correctly, help you bring balance into your life? No? Well, let me explain in this week's podcast.   You can subscribe to this podcast on: Podbean | Apple Podcasts | Stitcher | Spotify | TUNEIN   Links: Email Me | Twitter | Facebook | Website | Linkedin Get Your Copy Of Your Time, Your Way: Time Well Managed, Life Well Lived Subscribe to my Substack  Take The NEW COD Course The Working With… Weekly Newsletter Carl Pullein Learning Centre Carl's YouTube Channel Carl Pullein Coaching Programmes The Working With… Podcast Previous episodes page   Script | 342 Hello, and welcome to episode 342 of the Your Time, Your Way Podcast. A podcast to answer all your questions about productivity, time management, self-development and goal planning. My name is Carl Pullein, and I am your host of this show. In his book, The Paradox of Choice, Professor Barry Schwartz explains how too many choices can slow us down, create confusion and reduce sales.  You can see this in recent times with the explosion in new productivity apps. Thirty years ago, the only tools you had to manage your time and your work were diaries.  There was a lot of different styles to choose from, but the price point of these diaries helped to make choosing a diary reasonably simple.  Many companies gave away diaries as gifts to customers, some issued all their staff with one, while some people would go out an buy their own—I was one of those. Yet because a diary can only show you the same thing—your twenty-four hours or seven days—people were much more focused on the doing part, and less on collecting and organising. And let's be honest, if all you have is a diary, there not a lot of organising you can do.  While we now have digital calendars, task managers and notes apps, really only two things have changed. The speed at which we can collect information and the increase in the number of potential tools we can use to help our productivity.  Unfortunately, that increase in productivity tools has caused a lot of confusion. Many people confuse events—something that happens at a specific time on a given date—and tasks—something that can be done at any time.  When that happens, the only outcome is going to be overwhelm and a lot of rescheduling. Not a very productive way to go about your day.  This week's question goes to the heart of this issue. So, without further a do, let me hand you over to the Mystery Podcast Voice for this weeks' question. This week's question comes from Jeff. Jeff asks, hi Carl, I'm very interested in your ideas around how to use a calendar versus using a to-do list. Could you explain your thinking around this? Hi Jeff, I certainly can.  In Your Time, Your Way, I mentioned when I visit companies I notice that those people who began their careers in the early to mid 1990s are generally more organised than their younger colleagues.  Of course that's not a scientific observation, but I wonder if that's down to how large corporations in the 1990s often sent their staff on time management training courses. You don't hear of those courses much today.  It's also likely that those who began in the 1990s developed solid time management practices and have not changed their approach much over the years. I'm sure they've switched over the a digital calendar, but a lot still carry round note books.  I remember seeing an interview with Apple's CEO, Tim Cook, in around 2015. He was interviewed in his then office, and while there was an iMac on his desk and a MacBook Pro on a table behind him, there was also a notebook and pen. This was after the Apple Pencil had come out, which, in theory, meant he no longer needed to carry a notebook and pen.  Tim Cook will have begun his career in the mid to late 80s, and while at IBM, he will have been sent on a time management course—I do believe, IBM worked with the Franklin Quest organisation back then—which meant he will have gone through his career with a solid knowledge of time management principles.  So, that's a little background. Now, how do we use our calendars today so we are operating at our most productive each day? Well, first we need to know to difference between a task or to-do and an event.  A task or to-do is something you can do at anytime. For example, if you need to respond to a question from a client via email, you could do that at 9:15 am or 2:35 pm. There's no fixed time. Similarly, if you want to finish off a report for your boss, you could do that at 10:00 am or 3:20 pm.  As long as you finish the report today—your plan, it doesn't really matter when in the day you finish the report. And event on the other hand is time specific. If you have a meeting with your boss at 10:00 am in your boss's office. You'd better be there at 10:00 am.  If it takes you thirty-five minutes to get to your office, that means you will need to leave your home around 9:15 am to be sure you will be at your boss's office by 10:00 am.  A wise person would block 9:15 am 10:00 am for travel time as well as the meeting time on their calendar. That's basics. Now, given that your calendar is about specifics, and your task manager is about options, we can better manage all the stuff coming at us.  Your calendar can be used as a very powerful tool if you trust it. By trusting your calendar, I mean that you don't ignore it. That you check it each morning to see what you are committed to and if you cannot do something, you will reschedule it.  One way to get the most out of your calendar is to use a method called time blocking. Time blocking does not mean you block every hour of your day, what it means is if you need two hours to work on that report, you would block the time out on your calendar.  You can become very tactical here too.  One way is to establish when you are at your most focused. Most people will either be early birds or night owls. According to author Daniel Pink, only around 3% of the population are at the most focused in the afternoons.  If say you are more focused in the morning, you can block two-hours out between 9:30 and 11:30 am for “focused work”.  This means, that each morning between 9:30 and 11:30, nobody can schedule appointments with you. Your calendar is blocked for doing your most important tasks.  Knowing that you have this time protected does a lot for your stress levels. You know you have two uninterrupted hours for getting on with your work.  And often, having two uninterrupted hours for doing critical work is all you need to stay on top of your projects.  Unless you are nomadic, it's likely that being able to block the same time each day for focused work will be difficult. There will always be a need for flexibility. Yet, if you were only able to protect two-hours three times a week, you would still have six hours of uninterrupted time each week.  Imagine what you could do in those six hours.  I protect two hours each morning for writing on a Monday and Tuesday, and the four hours is enough for me to get all my writing done for the week. Occasionally, I will need to move things around, but for the most part, those times are fixed and that gives me the confidence that I have sufficient time each week to get my committed writing projects complete.  What all this means is your calendar is the hub for everything you do. It will tell you if you have enough time for doing your work, and where you need to be on any given day.  If you need to collect your daughter from School on Thursday at 4:00 pm, that will be on your calendar. If it takes you thirty minutes to get to your daughter's school, you would block time from 3:30 pm to collect her.  This also means you would be unwise to schedule a meeting after 3:00 pm (meetings have a habit of overrunning). You would not be focused in the meeting, you'll be clock watching and stressed.  Instead, you could use the thirty-minutes to respond to your communications, or even plan the next day.  You calendar should also be the first thing you look at when you plan your day. Whatever's on your calendar is fixed. You're committed to it.  If you see you have six or seven hours of meetings today, how much time will you have for your tasks? Not much.  If you begin the day, with six hours of meetings and a task list of thirty or more tasks, your day's broken before it's begun. You won't be able to do everything on your task list and attend all those meetings.  Either you cancel meetings or your remove some of the tasks, leaving only the critical ones.  Today, for example, I have five hours of meetings and my to-do list has five tasks. It's still going to be a busy day, but it's doable… Just. I suspect already, that one or two of those tasks will be pushed off to another day.  I don't care. The most important parts of my day are the confirmed appointments.  If I find myself with some critical tasks that must be done, then I will have to find time on my calendar to do them. I'm comfortable rescheduling meetings if necessary to complete an important piece of work. You should be too.  Your calendar is never going to lie to you. It only shows the 24 hours you get each day. How you use those hours is largely up to you. If you open up your calendar to everyone, there's no point in complaining you don't have time. You do have time. By allowing other people to schedule meetings with you without first consulting you, you are allowing g them to steal your time.  If you need time for exercise, to be at your son's school concert or to finish any important piece of work, it's on you to protect that time on your calendar.  Your task manager and notes app will not help you here. You can throw a hundred tasks into your task manager and date them for tomorrow And tomorrow you will have a hundred tasks to complete.  You task manager will never tell you that you don't have time to do all those tasks. Only you calendar will do that. So there you go, Jeff. That's how to use a calendar. It's your connection with the real world. It never lies to you and it's a tool you need to be in control of.  Thank you for your question, Jeff, and thank you to you too for listening. It just remains for me now to wish you a very very productive week.   

In this episode, Peter Joseph critiques the pervasive belief in competition as a beneficial force for personal development, creativity, and societal progress. Drawing on research by Alfie Kohn and Daniel Pink, he argues that competition actually hinders creative problem-solving and distorts human motivation. Joseph explores how monetary rewards and the market economy create narrow, self-serving goals that undermine genuine innovation. He also discusses the harmful effects of market-driven incentives, such as planned obsolescence, and the interconnectedness of industries that profit from maintaining problems rather than solving them. Website & Transcript: https://www.revolutionnow.live/episode-52/ Medium Transcript: https://peter-joseph.medium.com/market-incentive-disorders-the-myth-of-competitive-benefit-0d25bf385e13 Please support Peter's efforts through Patreon: https://www.patreon.com/peterjoseph  or  Direct Donation: https://www.gentlemachineproductions.com/checkout/donate?donatePageId=5f1ef0539d5bc56fac97a266  Read latest Substack: https://substack.com/home/post/p-149986086?source=queue&autoPlay=false Get Peter's latest book, The New Human Rights Movement: https://www.penguinrandomhouse.com/books/691520/the-new-human-rights-movement-by-peter-joseph/  Join his mailing list: https://www.peterjoseph.info/  This podcast is also available on Apple, Spotify, Podbean, Google Podcasts.  Website & Free Archive https://www.revolutionnow.live/  Join Reddit: https://www.reddit.com/r/RevolutionNowPodcast/  “Zeitgeist | Requiem” Trailer: https://www.youtube.com/watch?v=zlJ8KPZakNI About Peter: https://www.peterjoseph.info/biography  Facebook: https://www.facebook.com/peterjosephofficial  Instagram: https://www.instagram.com/peterjosephofficial

CULTURE goodr celebrates 100 episodes with our top 10 episodes (based on listenership) and our TOP TEN FAVORITE MOMENTS on the show! Highlights from Seth Godin and Daniel Pink plus favorite moments and insights from 100 episodes of The CULTURE goodr Podcast.

Twenty-five years ago, Malcolm Gladwell was not Malcolm Gladwell. Well, sure, ontologically speaking he was, but he would not have registered on the Celeb-O-Meter the way he does today. So what happened? What changed? What did he do to become a household name? He wrote “The Tipping Point: How Little Things Can Make a Big Difference.” A quarter century later, Malcolm sat down to update the book that made his name — only he realized that he had a lot of new things to say about social contagion. Cut to this week. On Tuesday, he published “Revenge of the Tipping Point,” a sequel in which he explores the “dark side of contagious phenomena.” He got together with Rufus for a wide-ranging conversation about the new book, because wide-ranging conversations are Malcolm Gladwell's specialty. They discussed social media, Medicare fraud, white flight, the Holocaust, and the ways Malcolm has changed over the past few decades.

Next week, Malcolm Gladwell will be on the show to discuss his new book "Revenge of the Tipping Point: Overstories, Superspreaders, and the Rise of Social Engineering." In anticipation of that conversation, we're revisiting our 2021 interview with Malcolm about "The Bomber Mafia" — the story of a group of pilots who met on a muggy airbase in central Alabama and hatched a plan to revolutionize warfare.

Is AI all bad, or could it be so good that we might one day want to merge with it? This is just one of the questions Rufus poses in part two of his conversation with historian and mega-bestselling author Yuval Noah Harari. 1️⃣ If you missed part one of this conversation, listen now on Apple Podcasts or Spotify

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Tim Tebow, LIVE and in-person at Clay Clark's December 5th & 6th 2024 Thrivetime Show  Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

Go to www.LearningLeader.com for full show notes Read our book, The Score That Matters https://amzn.to/4dNLqoH The Learning Leader Show With Ryan Hawk Episode #597 -- Daniel Pink How to give a great townhall speech: Begin with the end in mind. What do you want the people in the audience to do? Prepare, don't wing it. Be ready. Practice Sound like you. Don't try to sound like Steve Jobs or someone else. When you're on stage or presenting at work, sound like you. Be genuine. Ideas for persuading others: Make it easy for others to say yes Social proof - Show that others are doing it (this is why companies put the logos of their customers on their website) Know when to appeal to the head or the heart. Typically, it's the heart and emotion when speaking to those who work for you. And it's your head when speaking to your boss. This is nuanced though and not black and white. Remember, there are two types of people: Those who make their boss's life easier or harder. Be the former. Pitching... Miles Teller in the TV show The Offer. Instead of trying to convince the mob boss to allow him to make the movie, he offered to show him the script and collaborate with him. The best pitches invite others to be co-creators. The motivation framework: Autonomy: The desire to direct our own lives. Giving people more control over their work or tasks can enhance motivation and performance. Mastery: The urge to get better at something that matters. People are more motivated when they see progress and can develop their skills. Purpose: The feeling that what we do is important and has meaning. Connecting tasks or jobs to a larger cause can be a powerful motivator. "If you're not confident, don't be self-deprecating." To Sell is Human - "We're all in sales... Convincing, cajoling, persuading." Make it easy for people to say yes... That's what the best salespeople do. Social Cues -- From Robert Cialdini - People look around for cues. That's why companies put logos of their customers on their websites. So others look and say, "Oh, they are with them, I guess we can be too." Know when to appeal to the head or heart. "When managing up, it's usually their head. When managing down, it's usually their heart." Processing fluency - Make it sticky. Memorable. Rhyme. Repetition. Repetition. Repetition.