Podcasts about empathetic

Why is empathy necessary in running an organization?Meet Michelle J. Howe!Michelle is former CPA, strategic consultant, and founder of Empath Evolution™. They delve into why modern leadership requires a fundamental shift from rigid, transactional dynamics to empathetic, relationally aware leadership. Michelle shares her unique transition from numbers and financial precision to deep perceptual intelligence, highlighting how leaders can leverage empathy, active listening, and self-alignment to lead high-performing teams without burning out or losing themselves in the process.Key Takeawaysmoving away from traditional, authoritarian frameworksdeveloping soft skills, emotional regulation, and authentic connectionhow high achievers often "give pieces of themselves away"how to reclaim your internal alignmentheightened perception and empathetic awarenessgrounded, strategic decision-makingwhy empathetic communication builds psychological safetyhow to increase team retention and reduce communication siloshow to have self-empathy and presence...and so much more!Connect with Michelle:Website: Empathevolution.comSpecial Resource / Private Intensive: Michelle J. Howe - Recalibration IntensiveLinkedIn: Michelle J. HoweListen to the Podcast, subscribe, leave a rating and a review:Apple:  https://podcasts.apple.com/us/podcast/why-leaders-need-to-have-empathy-w-michelle-j-howe/id1614151066?i=1000785406699Spotify:  https://open.spotify.com/episode/6363qJm3rsfbq5L6DN3RvJ?si=JotK73LdQqyJaKLue64QGAhttps://open.spotify.com/episode/6363qJm3rsfbq5L6DN3RvJYouTube: https://www.youtube.com/watch?v=sqacSrkdgzw

Dr. Jeff Musgrave PT, shares his experience of how to set yourself apart as a provider of choice for older adults! Empathetic listening, how to leverage Ai & how to balance a message of hope with honesty!   For more helpful info sign up for the MMOA Digest at mmoa.online 

What if being “psychic” is less about predicting the future and more about being deeply empathetic, intuitive, and tuned in? Stacy talks with intuitive mentor Zoey Greco for a curious, open-minded conversation about intuition, highly sensitive people, gut feelings, and learning to trust what you know before you can always explain why. They explore where science ends and the “woo” begins, why skepticism and spirituality don't have to be mutually exclusive, and what can happen when we stop looking outside ourselves for answers and start trusting ourselves instead. Plus, Stacy asks the question she's been dying to explore: what's the deal with redheads and witches? Find Zoey: zoeygreco.com instagram.com/thezoeygreco tiktok.com/@thezoeygreco youtube.com/@TheZoeyGreco Find Stacy: ⁠⁠⁠⁠realeverything.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠instagram.com/realstacytoth⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠missionmakersart.com⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Empathetic AI and the Future of Work in Life Sciences #aiinlifesciences #pharmaai #biotechbytesArtificial intelligence is shifting how biotech and pharmaceutical teams operate in the field. Rather than replacing sales reps or medical science liaisons, the real power of technology comes from making employees better at what they do. In this episode of Biotech Bytes, host Steve Swan speaks with Parth Khanna, CEO and Co-founder of ACTO, about using empathetic AI to support a bionic employee workforce. Please visit our website to get more information: https://swangroup.net/ Parth explains how intelligent field excellence platforms give customer-facing teams quick access to clinical data, personalized training, and real-time coaching. They discuss why human connection, trust, and strict compliance matter when introducing AI agents into healthcare.Key topics covered in this video:• Why AI should augment human skills instead of replacing workers• How field reps and medical science liaisons use AI agents to prepare for calls and learn faster• The role of compliance, governance, and trust in enterprise AI adoption• How human judgment and AI support work together to shape the future of workLinks from this episode:✅ Get to know more about Steven Swan: https://www.linkedin.com/in/swangroup ✅ Get to know more about Parth Khanna: https://www.linkedin.com/in/parthkhanna ✅ Learn more about Acto: https://acto.com 

Workplaces are awash with acronyms. We can sometimes hold an entire meeting using apparently impenetrable collections of letters and numbers. Acronyms are handy, though, when they make an important idea easier to remember and apply. R.E.A.L. leadership describes four practical attributes of effective leaders: Reliable, Empathetic, Aspirational and Learning. None of these qualities is revolutionary. The challenge is demonstrating them consistently when deadlines are tight, pressure is high and everyone is busy. What does R.E.A.L. leadership mean? R.E.A.L. leadership means being Reliable, Empathetic, Aspirational and committed to Learning. Together, these four attributes create trust, engagement, direction and adaptability. Leadership frameworks only matter when they influence daily behaviour. A beautifully designed company value printed on the wall is not much use when the boss repeatedly breaks promises, ignores employee concerns, communicates no compelling future and refuses to reconsider outdated ideas. The R.E.A.L. model gives executives, managers and team leaders a practical leadership checklist. Reliability creates credibility. Empathy helps leaders understand what people are experiencing. Aspiration connects everyday work to a bigger purpose. Learning prevents the leader and the organisation from becoming trapped by yesterday's success. This model applies across Japanese companies, multinational corporations, small and medium-sized enterprises and fast-growing startups. The balance may differ, but the underlying leadership expectations remain remarkably similar. Do now: Ask yourself which of the four R.E.A.L. qualities your people experience most strongly—and which one they rarely see. Why is reliability essential for leadership trust? Reliable leaders build trust by doing what they say they will do, keeping their promises and showing consistent interest in the development of their people. Reliability sounds obvious, but it frequently breaks down in practice. Leaders make commitments during meetings, become distracted by the next emergency and quietly forget what they promised. Employees do not forget. They watch whether the leader's words and actions match. Trust is not built by position, title or a magnificent name card. It develops when people see a predictable pattern of follow-through. This includes delivering decisions on time, providing promised resources, giving feedback and supporting an employee's professional growth. Leaders also need to connect organisational objectives with individual goals. Employees naturally wonder, "What is in this for me?" That is not necessarily selfishness. They want to understand how their effort affects their career, skills, reputation and future opportunities. When company and individual interests are aligned, leaders usually gain stronger commitment, greater loyalty and better execution. Do now: Review the promises you have made to your team during the past month. Close the loop on every outstanding commitment. How does empathy improve leadership performance? Empathetic leadership improves performance because leaders make better decisions when they understand the experiences, concerns and viewpoints of their people. Empathy is closely connected to listening. It is difficult to see a situation from another person's perspective when we have never taken the time to discover what that perspective actually is. Busy bosses often see the calm surface of the workplace but miss what is happening underneath. Employees may appear cooperative while privately dealing with confusion, frustration, excessive workloads or concerns about organisational change. Leaders who only demand the numbers may achieve short-term compliance, but they can lose ideas, initiative and discretionary effort. Position power works up to a point. Employees will often do what the boss commands because they have little choice. However, authority alone rarely unlocks creativity, honest feedback or intelligent disagreement. Empathetic leaders do not abandon standards or avoid difficult conversations. They combine accountability with curiosity. They listen carefully, ask thoughtful questions and communicate that they genuinely care about the people producing the results. Do now: In your next one-to-one conversation, spend more time asking and listening than explaining and directing. What makes an aspirational leader effective? Aspirational leaders help people see beyond immediate targets by connecting individual responsibilities to a meaningful and achievable future. Most organisations are consumed by the urgent. Teams concentrate on this month's sales, this quarter's costs, the latest customer complaint or the next internal deadline. These issues matter, but leadership also requires the ability to hover above the everyday melee and see the destination on the far horizon. An aspirational leader explains where the organisation is going, why the destination matters and how each person contributes to reaching it. A generic vision statement is not enough. The message must resonate with employees working in different functions, locations and career stages. A finance professional, salesperson, engineer and frontline manager may all contribute to the same strategic objective, but each needs to understand the goal in language connected to their own work. Leaders must repeatedly translate strategy into relevance. When employees can see the connection between today's tasks and tomorrow's achievement, routine work gains greater meaning. Do now: Explain your organisation's larger goal in one clear sentence, then show every team member how their role contributes to it. Why must leaders continue learning? Leaders must continue learning because experience only creates value when they examine it, challenge their assumptions and adapt their decisions. Many executives claim to have thirty years of experience. In reality, some have had one year of experience thirty times. They repeat familiar methods, defend favoured opinions and rely on approaches that worked in a different competitive environment. Their thinking becomes locked inside a mental vault, and somewhere along the way they lose the key. Senior people are especially vulnerable because previous success can make their judgement appear unchallengeable. They also become extremely busy working in the business rather than working on the business. Reflection, reading, coaching and experimentation are treated as optional luxuries. Learning leaders remain willing to permanently kill their favourite ideas when the evidence changes. They invite alternative viewpoints, study failures and test new approaches. This does not mean chasing every management fashion. It means remaining intellectually flexible enough to recognise when customers, employees, technology or competitors have moved on. Do now: Identify one long-held assumption about your business that deserves to be questioned rather than automatically defended. How can leaders apply the R.E.A.L. model every day? Leaders apply the R.E.A.L. model by turning each attribute into an observable behaviour rather than treating leadership as an abstract philosophy. For reliability, maintain a visible record of commitments and report back when actions are completed. For empathy, schedule regular conversations in which employees can discuss concerns, ideas and ambitions without being immediately interrupted or judged. For aspiration, connect team objectives to the organisation's larger purpose. Do not assume people can automatically see the connection. Repeat it, personalise it and illustrate it with concrete examples. For learning, build reflection into the working rhythm. After an important project, client meeting or decision, ask what worked, what failed and what should change next time. R.E.A.L. leadership does not require a dramatic personality. Introverted and extroverted leaders can both demonstrate these qualities. Nor does it depend on hierarchy. A project leader, new manager or experienced executive can all become more reliable, empathetic, aspirational and committed to learning. Do now: Choose one visible R.E.A.L. behaviour to practise consistently for the next thirty days. How can organisations develop more R.E.A.L. leaders? Organisations develop R.E.A.L. leaders by reinforcing these behaviours through selection, development, performance management and senior-level role modelling. Leadership expectations cannot live only in a training programme. Recruitment and promotion decisions should examine whether candidates keep commitments, listen effectively, communicate a larger direction and learn from experience. Performance discussions should also assess how results were achieved. A manager who reaches the target while exhausting the team, withholding information or damaging trust may create larger costs later. Senior executives have an especially important role. Employees study what powerful people do far more carefully than what corporate values say. When executives admit mistakes, seek feedback and honour promises, they make learning and reliability safer for everyone else. Leadership development should give managers opportunities to practise difficult conversations, coaching, strategic communication and decision-making. Knowledge alone is insufficient. People need feedback, repetition and accountability until the new behaviour becomes natural. Do now: Include at least one R.E.A.L. behaviour in every leadership development and performance conversation. Conclusion R.E.A.L. leadership is easy to remember, which is at least a useful beginning. Reliable leaders build trust. Empathetic leaders understand the people behind the performance. Aspirational leaders connect everyday work to a bigger future. Learning leaders keep adapting rather than becoming prisoners of their previous success. We already know that these qualities matter. The problem is that pressure, deadlines and constant activity make us forget—or convince us that we are too busy to practise them. Leadership does not become real because we understand a framework intellectually. It becomes real when our people repeatedly experience the behaviour. Let's change what they experience. Author bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021 and received the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver leadership, communication, sales and presentation programmes globally, including Leadership Training for Results. He has written several books, including the bestsellers Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery, as well as Japan Leadership Mastery and How to Stop Wasting Money on Training. His books have also been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg publishes daily business insights on LinkedIn, Facebook and X and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews for executives and professionals seeking practical strategies for succeeding in Japan.

Episode 344: Empathy is not something you either have or you don't - it is a skill you can practice, strengthen, and sometimes struggle to access.In this episode, Vonda and Lori continue their conversation about empathy in leadership by exploring the framework from Empathy Is Not a Weakness by Lauren Sanders. They break down the word EMPATHY into practical behaviors leaders can use to create stronger teams, healthier communication, and more psychological safety in the workplace.From examining personal blind spots and managing mindfulness to practicing perspective, communicating tactfully, and replacing “no way” with “tell me more,” this honest and humorous conversation challenges leaders to look closely at how their words, reactions, and facial expressions affect the people around them.You'll also hear real-life stories about difficult conversations, leadership mistakes, design instructors who build confidence - or tear it down - and why listening for understanding can be more powerful than immediately offering advice.Empathetic leadership does not mean lowering expectations. It means learning how to lead people with clarity, dignity, self-awareness, and care.Sponsored by: Flower CliqueFlower Clique Prep SchoolReal Life Retail Florist

700.In an effort to make sure your child understands that they need to be accountable for their behavior, you might be in the habit of telling your child that they must apologize to you or others. In this episode, Dr. Nanika Coor explains why forcing your child to parrot I'm-sorrys may not help them develop true remorse.Project Parenthood is hosted by Dr. Nanika Coor. Find Project Parenthood on Facebook and Twitter, or subscribe to the Quick and Dirty Tips newsletter for more tips and advice.Project Parenthood is a part of Quick and Dirty Tips.Find transcripts on the Quick and Dirty Tips WebsiteLinks: https://www.quickanddirtytips.com/https://www.quickanddirtytips.com/subscribehttps://www.facebook.com/QDTProjectParenthoodhttps://twitter.com/qdtparenthoodhttps://brooklynparenttherapy.com/ Hosted on Acast. See acast.com/privacy for more information.

Are Gen Z reshaping the future of work? In this powerful episode, leadership expert and entrepreneur Scott Abbott joins Tim Staton to discuss Gen Z in the workforce, Gen Z workforce statistics, what percentage of the workforce is Gen Z, and how Gen Z will change the workforce. With Gen Z entering the workforce and concerns around Gen Z tech industry workforce decline, traditional top-down leadership approaches are failing. Discover why top down leadership style no longer works and how modern leaders can adapt.   Scott Abbott, founder of Boss Up, shares decades of experience building flexible, AI-powered business systems that bridge generational gaps and drive real results. From Gen Z workforce expectations around purpose and authenticity to practical leadership strategies, this conversation delivers actionable insights for entrepreneurs, managers, and business owners.   What's Covered: Gen Z workforce statistics and how much of the workforce is Gen Z — plus when full impact will hit Why top-down leadership style is losing talent and what replaces it The CLEAR framework for modern leadership and clear framework for prompt engineering Using clear framework AI to empower teams without losing human oversight Building work-life harmony instead of impossible balance The rise of trades, entrepreneurship by acquisition, and the coming renaissance in skilled labor How AI serves as a co-pilot while protecting critical thinking and creativity Evolving Leadership in the Age of Gen Z   Tim Staton and Scott Abbott dive deep into the transformation happening across industries. As Gen Z entering the workforce accelerates, companies face new demands for empathy, flexibility, and authentic leadership. The discussion explores Gen Z tech industry workforce decline concerns and how leaders can reverse talent loss by moving away from rigid top down leadership. Scott shares his entrepreneurial journey — from raising $15M during the dot-com boom to building Boss Up, a coaching platform with 75+ coaches worldwide. He explains how his CLEAR framework (Collaborative, Logical, Empathetic, Authentic, Resilient) helps companies create tailored operating systems that combine proven business templates with intelligent AI. Practical Leadership Tools & AI Integration Scott Abbott strongly advises leaders to “own AI, don't let it own you.” He demonstrates how to use a clear framework AI and clear framework for prompt engineering to boost productivity while maintaining human judgment. The conversation highlights the dangers of blindly copying AI output and the importance of adding personal validation and ethical oversight.   Additional highlights include: Overcoming imposter syndrome and the “ego IQ vs eco EQ” challenge Why Gen Z actually thrives with clear structure, defined roles, and visible accountability The growing opportunity in trades (electrical, HVAC, plumbing) and entrepreneurship by acquisition Shifting from work-life balance to work-life harmony — embracing seasonality and grace   Key Takeaways for Leaders: Move beyond top down leadership style to flexible, mentorship-driven models Implement systems that scale with diverse, multi-generational teams Leverage AI responsibly as a collaborator Build resilient cultures where everyone receives great leadership — at work, church, or home   Whether you're navigating Gen Z workforce challenges, updating your leadership approach, or integrating AI into your operations, this episode provides a clear roadmap for success in today's evolving business landscape.   If you're a leader, entrepreneur, or manager looking to stay ahead of workforce shifts, hit play now.  

Find out your unique sensitivity profile and your current stress levels. Take the HSP Stress Test here: https://trueinnerfreedom.com/hsp-stress-test/ Do you ever feel like you're carrying emotional weight that nobody else even seems to notice? As a highly sensitive person, you naturally pick up on unspoken tension, emotional shifts, and subtle signals others miss. But when no one else acknowledges what you're sensing, it's easy to wonder if you're "too sensitive" or if you should be doing something to fix it. This episode helps you understand why empathy can feel so overwhelming — and how to stop turning awareness into emotional responsibility. Discover why highly sensitive people often feel alone in what they notice Learn the hidden value your empathy brings to relationships, groups, and environments Understand the critical difference between awareness and responsibility so you can stop emotionally over-carrying Listen now to learn how to honor your empathy without absorbing emotional burdens that were never yours to carry.   Todd Smith, founder of True Inner Freedom Dreaming of a stress-free, balanced life? Visit https://trueinnerfreedom.com/ and take the HSP Stress Test. Gain clarity on your sensitivity and stress triggers, and book a free 30-minute introductory conversation to explore what's going on for you and see if working together 1:1 might be a fit. Are you a highly sensitive person (HSP) or someone who identifies as hypersensitive or neurodivergent? This podcast is dedicated to helping highly sensitive people (HSPs) navigate overwhelm and stress by using The Work of Byron Katie—a powerful method for questioning stressful thoughts and finding true inner freedom. We dive deep into stress management strategies, coping with stress, and stress relief methods specifically tailored for HSPs. Learn how to manage emotions, especially negative ones, and explore effective stress reduction techniques that go beyond the surface to address the root causes of anxiety and pressure. Whether you're interested in learning how to lower stress, handle stress and pressure, or reduce stress through practical techniques, we provide insights and support based on The Work of Byron Katie. Discover how this transformative approach can help you decrease stress, find inner peace, and create balance in your life. Join us to learn about various coping strategies for stress, all designed to support HSPs in their journey toward emotional well-being.

Most leaders think they are good communicators, but that confidence is often built on a dangerous assumption. They believe communication means telling people what they think, what they want, and what should happen next. Real leadership communication is more demanding. It requires self-awareness, context, listening, empathy, emotional control, cultural intelligence, and the ability to create shared understanding. In Japan, Australia, the United States, Europe, and across Asia-Pacific, leaders now operate in workplaces overloaded with messages, meetings, dashboards, chat platforms, and cross-cultural misunderstanding. The leader's communication quality shapes trust, motivation, execution, and culture. What makes leadership communication more than just talking? Leadership communication is not one-way instruction; it is the disciplined creation of shared meaning. Leaders must understand their own assumptions and the listener's viewpoint before expecting action. Many bosses reduce complex ideas into headlines because they are busy. They skip background, context, and the "why," then wonder why people misunderstand or resist. Good communication begins with self-awareness. What assumptions am I making? What does the listener already believe? What vocabulary, cultural expectation, or past experience will shape how they hear me? In bilingual Japan workplaces, the gap can be even wider when English directness meets Japanese indirectness. Do now: Before giving an instruction, ask yourself, "What context does this person need in order to understand the real meaning?" Why should leaders listen before giving advice? Leaders should listen first because advice given too early often solves the wrong problem. The most important information may be hidden in what is not being said. Busy leaders often hear a fragment of an issue and leap into solution mode. That feels efficient, but it can silence the team and waste insight. Real listening means hearing words, tone, hesitation, emotion, and context. It also means resisting the temptation to show off experience or intelligence. Employees are more motivated when they feel the boss has genuinely heard them. In modern organisations, the leader no longer has a monopoly on ideas, expertise, or local knowledge. Do now: Listen for the unsaid message before offering advice. Ask, "What else should I understand before I respond?" How can leaders build an open communication culture? Leaders build an open communication culture by making it safe for many ideas to emerge, not just the boss's preferred opinion. Strong leaders welcome challenge; weak leaders demand agreement. A creative workplace needs more than slogans about innovation. It needs leaders who can throw hierarchy, status, and power out the window when ideas are being discussed. This matters in startups, multinationals, SMEs, professional services firms, and traditional Japanese companies where rank can easily silence junior talent. Open communication allows "a hundred flowers" of ideas to bloom, but it requires confidence from the boss. Leaders who are insecure often close discussion too early. Do now: In your next meeting, speak last on one important topic and invite the quietest person to contribute first. Why is empathetic listening the highest communication skill? Empathetic listening is the highest communication skill because it hears the person behind the words. It uses ears, eyes, and emotional awareness to understand what really matters. Empathetic listening means sensing the "how" of what is being said, not just capturing the literal message. Is the person anxious, hesitant, frustrated, embarrassed, or quietly enthusiastic? Are they withholding something because of hierarchy, face-saving, language limitations, or fear of being judged? This is especially important in Japan, where communication may be indirect and context-heavy. Leaders who listen empathetically can respond to the real issue rather than the surface-level statement. Do now: Watch tone, pace, facial expression, silence, and energy. Then check gently: "Is there something else behind this that we should discuss?" How does trust affect leadership communication? Trust determines whether the team receives the leader's message honestly or suspiciously. Communication is filtered through the leader's consistency, integrity, follow-through, and transparency. A leader cannot suddenly demand trust during a crisis. Trust is built layer by layer, through repeated behaviour. When the boss says one thing and does another, the team learns to discount the message. When the leader explains decisions clearly, follows through on commitments, and communicates bad news honestly, people listen differently. In any organisation, the grapevine becomes powerful when formal communication is weak, slow, or unbelievable. Rumours fill the vacuum leaders leave behind. Do now: Communicate early and consistently. If you do not provide the truth, the grapevine will provide a substitute. Why do leaders need to control emotional communication? Leaders must control anger, rage, disappointment, and irritability because these emotions communicate faster than words. Once released, the damage is difficult to reverse. A boss may believe they are simply "being direct," but the team may experience the moment as intimidation, humiliation, or instability. Emotional sparks are often selfish because they focus on the leader's inner turmoil rather than the listener's needs. In high-pressure environments, leaders need discipline before speaking. The rule is simple but difficult: speak to others as they want to be spoken to. This does not mean avoiding hard conversations. It means choosing clarity over emotional discharge. Do now: When emotionally triggered, pause before speaking. Ask, "Will this help the person understand, or will it simply release my frustration?" How does organisational culture shape communication? Leaders communicate inside the culture they create, and that culture determines how messages are interpreted. A trust-based culture receives communication differently from a fear-based culture. Every message has context. A short instruction from a trusted leader may feel clear and efficient. The same instruction from a volatile or political leader may feel threatening or manipulative. Communication is not just words; it is energy, action, sincerity, and intention. People watch what leaders do every day and compare it with what they say. This is why culture and communication cannot be separated. The leader's behaviour becomes the organisation's communication standard. Do now: Audit the gap between what you say and what your team sees you do. That gap is your real communication problem. Why is "my way or the highway" outdated leadership? The "my way only" leadership style is outdated because modern teams need understanding, inclusion, and shared ownership. The leader still decides, but better decisions come from first understanding the people affected. Command-and-control communication may feel decisive, but it often produces compliance without commitment. Employees today expect to understand the purpose behind decisions. They also bring expertise, customer knowledge, technical detail, and cultural insight the boss may not have. In Japan, where harmony and hierarchy can suppress open disagreement, leaders must work even harder to draw out real views. Seeking to understand subordinates first does not weaken authority. It improves judgement. Do now: Before finalising a decision, ask, "What am I missing from the people closest to the work?" Final summary Good leadership communication is not natural talent or polished talking. It is a set of disciplined habits: self-awareness, listening first, matching the listener's wavelength, creating open culture, listening empathetically, controlling emotion, building trust, communicating continuously, and rejecting "my way only" thinking. The uncomfortable truth is that poor communication usually starts with the leader. If people do not understand the why, context, priority, or expected action, leaders should not simply blame the listener. They should improve the message, the timing, the feedback loop, and their own listening. FAQs Are most leaders as good at communication as they think? No, many leaders overestimate their communication skill because they focus on speaking rather than understanding. Good communication requires the listener to receive, interpret, and act on the message correctly. Why is context important in leadership communication? Context explains the "why" behind the message. Without context, employees may hear the instruction but misunderstand the priority, purpose, or expected result. What is the role of empathy in communication? Empathy helps leaders understand what people feel, fear, avoid, and value. It allows the boss to tune into the human reality behind the work issue. Why is the grapevine so powerful? The grapevine becomes powerful when leaders leave an information vacuum. If formal communication is slow, vague, or untrusted, rumours and speculation take over. How can leaders improve immediately? Leaders can improve immediately by listening longer, speaking with more context, checking understanding, and controlling emotional reactions. These habits build trust faster than polished speeches. Quick actions for leaders Explain the "why," not just the task. Listen before giving advice. Invite ideas from different levels of the organisation. Match vocabulary and communication style to the listener. Watch for what is not being said. Communicate continuously to prevent rumour gaps. Control anger before speaking. Replace "my way" with "help me understand your view first." Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

Leadership communication is not just about giving instructions, sending emails, or making polished speeches. The real test is whether the message is received, understood, accepted, and acted upon correctly by the team. Many leaders assume that because they have said something, communication has happened. That is a dangerous assumption. In busy workplaces across Japan, Australia, the United States, Europe, and Asia-Pacific, employees are drowning in emails, Slack messages, Teams notifications, social media updates, policies, procedures, and constant information overload. When language differences are involved, especially English and Japanese, the risks multiply. Leaders must move from one-way broadcasting to interactive communication built on questioning, listening, and checking for understanding. Why does leadership communication often fail? Leadership communication fails when leaders confuse sending a message with creating shared understanding. A memo, email, meeting instruction, or executive monologue is only useful if the team actually receives, interprets, and applies it correctly. Many leaders fire content at their teams like a high-pressure hose, then move on to the next meeting. Later, they discover the task was not done, was done incorrectly, or veered off in a direction they never imagined. This is not always laziness or resistance. Often it is a communication failure. In Japanese workplaces, written English may be easier to process than rapid-fire spoken English, but written instructions can still be missed, skimmed, misunderstood, or buried under workload. Do now: After important communication, do not ask, "Did I send it?" Ask, "What did they understand, and what will they do next?" Why is one-way communication risky for leaders? One-way communication is risky because it gives the leader no reliable evidence that the message has landed.Broadcast communication may be efficient, but it is not always effective. Rules, regulations, standard operating procedures, policy memos, emails, chat posts, and presentation decks all have a place. They create records and help people review details later. However, they do not prove comprehension. The leader may believe the message is obvious because they wrote it clearly and sent it to everyone. The team may be distracted, overloaded, unsure, or reluctant to ask questions. In multinational Japan offices, this gap widens when instructions move between English and Japanese communication styles. Do now: Treat written communication as the start of the process, not the end. Build in questions, confirmation, and follow-up. How can leaders check whether people really understand? Leaders check understanding by asking clarifying questions and having team members explain the message back in their own words. A polite nod is not proof of comprehension. This is especially important in Japan, where people may avoid admitting confusion to protect face, preserve harmony, or avoid slowing down the meeting. Foreign executives working in English may also smile and nod through Japanese explanations they only partly understand. The solution is not to embarrass people with interrogation. It is to normalise clarification. Ask, "How do you interpret the priority?" "What is the first action?" or "Can we confirm the deadline and expected output?" These questions reduce expensive rework. Do now: Use feedback loops. Ask people to restate the decision, deadline, owner, and next step before everyone leaves the meeting. What are the five levels of listening in leadership? The five levels of listening are ignoring, pretending, selective listening, attentive listening, and empathetic listening.Leaders need to know which level they are really operating at, not which level they imagine they are using. At the lowest level, the leader ignores the speaker because their own thoughts take over. At the second level, they pretend to listen while preparing their clever response. At the third level, they listen selectively for agreement, resistance, or the answer they want. At the fourth level, they listen attentively, give full focus, and paraphrase what they heard. At the highest level, they listen empathetically, reading tone, emotion, hesitation, and what remains unsaid. Do now: In your next one-on-one, notice whether you are listening to understand or listening to reply. Why do leaders pretend to listen? Leaders pretend to listen when they look attentive but are mentally preparing their response, defence, story, or counterargument. The body may be in the conversation, but the mind has already left. This happens easily to busy managers and senior executives. A team member starts speaking, and one phrase triggers the leader's own experience, advice, warning, or disagreement. Suddenly the leader is no longer listening. They are preparing to lecture, correct, debate, or impress. In high-pressure workplaces, this habit is common because leaders feel responsible for having the answer. The problem is that employees notice when the boss is not truly present, and they often stop sharing useful information. Do now: Delay your response. Listen until the person finishes, pause, then paraphrase before giving your view. Why is selective listening dangerous for managers? Selective listening is dangerous because leaders hear only what confirms their opinion and miss critical information attached to the message. The team may be giving a warning, but the boss only hears agreement or resistance. Managers often listen for "yes," "no," "done," or "not done." They may miss nuance, risk, uncertainty, capacity issues, client concerns, or cultural hesitation. This is particularly risky in Japan, where indirect communication may carry important meaning between the lines. A team member may say, "That may be difficult," and the foreign leader may hear mild inconvenience rather than serious impossibility. Selective listening creates false confidence and poor decisions. Do now: Listen for context, constraints, and risk signals, not just agreement with your preferred plan. What does attentive listening look like in leadership? Attentive listening means giving the speaker full focus without interrupting, filtering, finishing their sentences, or redirecting the conversation too early. It is disciplined, patient, and practical. Attentive leaders listen to the entire point before responding. They paraphrase what they heard and check whether they understood correctly. They do not mentally draft their next speech while the employee is still talking. This improves execution because misunderstanding is caught early. It also builds trust because the team member feels respected. In performance reviews, project updates, client debriefs, and cross-cultural meetings, attentive listening can prevent avoidable confusion and rework. Do now: Use the phrase, "Let me check I understood you correctly," then summarise the person's point in plain language. Why is empathetic listening essential in Japan? Empathetic listening is essential in Japan because meaning is often carried through tone, hesitation, context, silence, and what is not directly said. Leaders must listen with their eyes as well as their ears. English can be direct and confronting, while Japanese communication is often more indirect, contextual, and circuitous. This does not make one style better than the other; it means leaders need cultural range. Empathetic listening means trying to enter "the conversation going on in the other person's mind." Is the person worried, unconvinced, embarrassed, overloaded, or quietly disagreeing? Are they saying yes to preserve harmony while thinking no privately? These signals matter. Do now: Watch facial expression, pace, silence, and tone. Then gently check what the person really means before assuming agreement. Final summary Leadership communication is not a monologue. It is not a memo, a speech, or a rapid-fire burst of executive brilliance. Communication only works when the message is understood and acted upon correctly. Leaders must move beyond one-way broadcasting and build habits of clarification, paraphrasing, attentive listening, empathetic listening, and feedback loops. This is especially important in bilingual or cross-cultural workplaces where English and Japanese communication styles can easily collide. The goal is simple: fewer misunderstandings, stronger trust, better execution, and a team that feels heard. FAQs Why do leaders think they are communicating when they are not? Leaders often mistake message delivery for understanding. Sending an email or giving instructions does not prove that people understood the meaning, priority, deadline, or expected action. What is the best way to check understanding? The best way is to ask people to explain the decision, deadline, owner, and next step in their own words. This should feel like a normal communication habit, not a test. Why is listening difficult for busy leaders? Listening is difficult because leaders are often already preparing their response while the other person is speaking.This creates the appearance of attention without real understanding. What is empathetic listening? Empathetic listening means listening for emotion, context, tone, hesitation, and what is not being said. It helps leaders understand the person behind the words. Why is communication harder between English and Japanese speakers? English is often direct, while Japanese can be more indirect and context-driven. This creates more room for misunderstanding, especially when people nod politely despite partial comprehension. Quick actions for leaders Replace one-way communication with feedback loops. Ask clarifying questions after important instructions. Have team members restate decisions and deadlines. Stop preparing your reply while others are speaking. Listen for tone, hesitation, silence, and hidden concerns. Use written follow-up for complex or bilingual instructions. Make checking understanding a normal team habit. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

This week Kate, Mark and Henry talk about empathetic robots, mother-baby singing groups for postpartum depression, and new American College of Cardiology lipid guidelines.Indiana AFP POEMs course in French Link: https://www.iafp.org/2026ac Empathetic robots: https://pubmed.ncbi.nlm.nih.gov/41359230/ Weekly singing groups for postpartum depression: https://pubmed.ncbi.nlm.nih.gov/41087020/ACC/AHA/etc lipid guidelines: https://pubmed.ncbi.nlm.nih.gov/41824552/A 2025 study in the journal Family Practice finding that the two most trustworthy lipid guidelines recommended against using CAC, while all five less trustworthy guidelines due to poor methods or COI recommended it. Go figure.Smartphones in schools: https://pubmed.ncbi.nlm.nih.gov/41489912/

We can't believe it but here we are with our ONE HUNDREDTH EPISODE of And Also With You! If this podcast has helped you grow in your faith, would you consider supporting us with a donation?  DONATE HERE VIA PAYPAL, VENMO, OR APPLE PAY: https://www.paypal.com/ncp/payment/AQ74PDBMBXYVA +++ Like what you hear? We are an entirely crowd-sourced, you-funded project.  SUPPORT US ON PATREON: https://www.patreon.com/AndAlsoWithYouPodcast There's all kinds of perks including un-aired live episodes, Zoom retreats, and mailbag episodes for our Patreons! +++ Our Website: https://andalsowithyoupod.com Our Instagram: https://www.instagram.com/andalsowithyoupodcast/ ++++ MERCH: https://www.bonfire.com/store/and-also-with-you-the-podcast/ ++++ More about Father Lizzie: BOOK: https://www.penguinrandomhouse.com/books/762683/god-didnt-make-us-to-hate-us-by-rev-lizzie-mcmanus-dail/ RevLizzie.com https://www.instagram.com/rev.lizzie/ https://www.tiktok.com/@rev.lizzie Jubilee Episcopal Church in Austin, TX - JubileeATX.org  ++++ More about Mother Laura: https://www.instagram.com/laura.peaches/ https://www.tiktok.com/@mother_peaches ++++ Theme music: "On Our Own Again" by Blue Dot Sessions (www.sessions.blue). New episodes drop Mondays at 7am EST/6am CST! 

If you are a highly sensitive woman or an empath with autoimmune or chronic illness, this episode is going to change how you understand your symptoms.Most women who feel everything deeply have no idea that their body is processing far more than their own emotional experience every single day and that it is costing them physically.In this episode, you'll discover:Why highly sensitive and empathetic women carry a physiological burden most doctors have never consideredHow absorbing other people's emotions without realizing it keeps your body in a state it cannot heal fromOne practical shift that begins to separate what is yours from what you have been carrying for everyone elseThe emotions you have been carrying that were never yours to begin with have been shaping your body's experience for a long time. If you want to know which emotional patterns are connected to your specific symptoms, use my free ChatGPT prompt to find out in under 30 seconds. CLICK HERE.For women navigating Chronic Illness, Autoimmune Disease, IBS, Digestive Disorders, Migraines, Chronic Fatigue, Fibromyalgia, Pain, PCOS, and Endometriosis.

“Nobody really teaches you how to write for the voice because every voice is different. We're given these standard ranges, which is fine for harmony exercises that aren't meant to be sung. The information we have guiding us is half-knowledge that's more dangerous than nothing at all. It's a question of ‘how can you empathize with the singer?' As a composer, I work with them to create a composite work of art that incorporates their expressive agencies.”Raphael Fusco is an Italian-American composer, keyboardist, and conductor praised as “a lively player and fine improviser” (Los Angeles Times), “one of the most outstanding composers of his generation” (El Mundo), and “a leader in the opera world today” (OperaWire). His compositions span opera, orchestral, choral, art song, and chamber works, that blend expressive lyricism and vibrant textures with structural clarity and dramatic depth. He has received commissions from the Chamber Orchestra of Philadelphia, Cecilia Chorus of New York, I Cantori NY, Hartford Chorale, and members of the New York Philharmonic and Metropolitan Opera Orchestras, with premieres at Carnegie Hall, Lincoln Center, Casa Milà (Barcelona), the Oriental Art Center (Shanghai), and ÉgliseSaint-Séverin (Paris).Fusco has won awards from the NATS Art Song Composition, Phoenix Boys Choir New Works Rising Competition, American Prize, Notre Dame University Liturgy Alive Composition Competition, Ruzickova Composition Competition, Fyfe Choral Composition, and Aliénor Harpsichord Competition.As a pianist and harpsichordist, he has performed with the New York Philharmonic, American Ballet Theatre, and Branford Marsalis. Fusco studied with David Loeb, Robert Cuckson, and Carl Schachter at the Mannes College of Music in New York, Giulio Castagnoli in the G. Verdi Conservatory of Turin, Philip Lasser and Narcis Bonet at the École Normale in Paris. He holds a doctorate from the University of Music and Performing Arts Graz, where his artistic research explored empathy and expressive agency in vocal composition.To get in touch with Raphael, you can find him on Facebook (@raphael.fusco.9), Instagram (@fuscoraphael), and YouTube (@RaphaelFusco) as well as visit his website: raphaelfusco.com.Email choirfampodcast@gmail.com to contact our hosts.Podcast music from Podcast.coPhoto in episode artwork by Trace Hudson

This episode features "Time Management" by P.A. Cornell (©2026 by P.A. Cornell) read by Nan McNamara, and "Empathetic Psychosis" by Justin C. Key (©2026 by Justin C. Key) read by Stefan Rudnicki. Learn more about your ad choices. Visit megaphone.fm/adchoices

Narrated by Nan McNamara and Stefan Rudnicki.

Is Erica becoming TOO empathetic!?

April 22, 2026: What does it actually take to build an organization where people perform at their best? In this episode, I'm breaking down what I call Empathetic Excellence — and it comes down to three things: competence, merit, and empathy. Not one of them. All three. I share two stories that have stayed with me — one about my daughter Naomi on the tennis court, and one about my father's first job in America — that I think capture this better than any research study could. I also get into why calling meritocracy a myth is a trap, what two dystopian novels from the 1950s and 60s can teach us about the workplace today, and why the diversity conversation inside organizations needs to shift from what people look like to how they think. If you lead people — or want to — this episode is for you.

Send us Fan MailIn this powerful conversation, recovery coach Tryan Stutes unpacks what he calls the “gap” in betrayal recovery—the often overlooked space between a man's personal recovery and his partner's healing process. While many men have access to structured resources like SAA, sponsors, and intensives, their partners are often left navigating deep emotional pain with fewer supports. Tryan shares how his work focuses on helping men develop true empathy, step out of defensiveness, and begin to feel the impact of their actions in a way that creates real connection. With both directness and care, he challenges men to move beyond surface-level recovery and into meaningful relational repair.Tryan adds clarification to the term "True Warrior Inside.”  He defines a warrior as an integrated man living out healthy masculinity as identity and values one who can lead, provide, and protect, including emotionally through nervous-system regulation, rigorous honesty, clean motives, accountability, and the ability tohold space without defensiveness so trust can be rebuilt afterbetrayal. The episode walks through the stages of recovery—from early sobriety and disclosure to deeper work around underlying drivers, trauma, and long-term transformation. Tryan emphasizes that sobriety alone is not enough; lasting change comes from becoming a different kind of man—one who can engage in the work required to what he calls “Marriage 2.0.” Listeners will gain insight into why defensiveness blocks healing, how empathy can be developed, and what it takes to rebuild trust over time. This episode is a roadmap for moving from survival to true connection, grounded in honesty, responsibility, and the steady work of becoming a warrior with empathy.

Jeff and Jeremy April 13th 2026

The Daily Shower Thoughts podcast is produced by Klassic Studios. [Promo] Check out the Daily Dad Jokes podcast here: https://dailydadjokespodcast.com/ [Promo] Like the soothing background music and Amalia's smooth calming voice? Then check out "Terra Vitae: A Daily Guided Meditation Podcast" here at our show page [Promo] The Daily Facts Podcast. Get smarter in less than 10 minutes a day. Pod links here Daily Facts website. [Promo] The Daily Life Pro Tips Podcast. Improve your life in less than 10 minutes a day. Pod links here Daily Life Pro Tips website. [Promo] Check out the Get Happy Headlines podcast by my friends, Stella and Mickey. It's a podcast dedicated to bringing you family friendly uplifting stories from around the world. Give it a listen, I know you will like it. Pod links here Get Happy Headlines website. Shower thoughts are sourced from reddit.com/r/showerthoughts Shower Thought credits: SmilingDeathGod, Vast-Intention, Necromonicus, MrJeIIoMan, moneybot, finaljusticezero, YeahMarkYeah, friendandfriends2, Balloonsarescary, TheGenderedChild, Trailodile, These_Row_2061, danivendettaXO, nylluma, DepartureAcademic807, AshingKushner, Scapergirl, AmareWater, lez566, , FriedForLifeNow, CounterSYNK, solace1234, inoahlot4, TurbulentDesigner829, SupineProtoplasm Podcast links: Spotify: https://open.spotify.com/show/3ZNciemLzVXc60uwnTRx2e Apple Podcasts: https://podcasts.apple.com/us/podcast/daily-shower-thoughts/id1634359309 Stitcher: https://www.stitcher.com/podcast/daily-dad-jokes/daily-shower-thoughts iHeart: https://iheart.com/podcast/99340139/ Amazon Music: https://music.amazon.com/podcasts/a5a434e9-da18-46a7-a434-0437ec49e1d2/daily-shower-thoughts Website: https://cms.megaphone.fm/channel/dailyshowerthoughts Social media links Facebook: https://www.facebook.com/DailyShowerThoughtsPodcast/ Twitter: https://twitter.com/DailyShowerPod Instagram: https://www.instagram.com/DailyShowerThoughtsPodcast/ TikTok: https://www.tiktok.com/@dailyshowerthoughtspod Learn more about your ad choices. Visit megaphone.fm/adchoices

The chatbot was more empathetic. The humans won anyway. What that tells us about loneliness Ruo Nin (Ronnie) Li, PhD candidate at UBC's department of psychology Learn more about your ad choices. Visit megaphone.fm/adchoices

Work With Me: https://www.gethimkeephim.com/coaching  Make ANY MAN devoted to you: http://gethimkeephim.com/devoted  (This is an affiliate link. If you click through and make a purchase, I'll earn a commission, at no additional cost to you)

Gaslighting isn't just a relationship issue—it happens at work too. In this powerful conversation, psychotherapist and author Farah Harris opens up about her own painful experience with a toxic hire who weaponized her teachings, blurred boundaries, and tried to undermine her confidence as a leader. ⁠Buy The Book: The Color of Emotional Intelligence by Farah Harris⁠ ⁠Fara's website: www.workingwelldaily.com⁠ Together with Kwame Christian, Farah unpacks: The subtle red flags of manipulation and gaslighting in the workplace Why emotionally intelligent leaders are prime targets for toxic behavior How to set healthy boundaries without losing your empathy Practical tools to stay grounded, reclaim your power, and protect your well-being If you've ever left a meeting or conversation feeling drained, confused, or doubting yourself—this episode is for you. Learn how to spot manipulation early, safeguard your leadership, and build healthier professional (and personal) relationships. Contact ANI ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Request A Customized Workshop For Your Company⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow Kwame Christian on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠negotiateanything.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!⁠

If someone told you you were like your mom, would it feel like a compliment?Today I want to introduce you to Anafeli, someone I met simply because food was meant to be shared. I spend most Wednesday evenings at the same restaurant listening to live music, and this night sat next to me was a woman I quickly fell into conversation with, and quickly gained the sweetest friend Ana is the kind of woman you meet and feel as though you are in the presence of someone who knows herself, carries herself with confidence as one who has known life to be all it can contain, and one that has chosen to let it be all it gets to beWe chat about what it means to rely on yourself, to know that you are the one responsible for you, how that can cause fear, and how it can cause us to see a strength within us we might not have known otherwise She shares the value in having those close to her that feel like you can be whole with, those that do not have imaginary lines we need to read between, and the importance in looking at yourself in the mirror and knowing you are who you areShe shares how work is something she is proud of but how it does not define her, how divorce and the changes that came with it led to the truth that it is so much less about what we are good enough for but rather what we are brave enough to choose Ana is a woman admire and respect, one I value getting to know, and one that I believe will remind you just how ok it is to see where life goes without fearSo tune in today and meet Ana, and in her recipe for life, to dance first, ask god next, and have empathy for yourself and others And to you Ana thank you thank you for being you and for the shared laughter, the time together, your sincere and genuine soul, and the way I get to know you

Empathy is not weakness in multifamily leadership. It is operational awareness.Empathy is often misunderstood in business. Some leaders hear the word and think softness. What it really means is situational awareness. It is the ability to understand how a decision will land emotionally and practically before it gets rolled out. In multifamily operations, that kind of awareness makes leaders far more effective.Empathetic leaders think beyond the spreadsheet. They consider workload, timing, and lived experience before they act. That matters because a decision can look perfectly right on paper and still fail in practice if it ignores the reality of the people expected to carry it out. When leaders miss that, rework, frustration, and resistance usually follow.This is why empathy improves execution. Leaders who understand the human side of the business ask better questions on the front end. They take the time to clearly define the issue they are trying to solve. That upfront discipline reduces confusion later. It also saves time on the back end because the team is not forced to constantly rework something that was never fully thought through in the first place.Empathy does not mean avoiding hard decisions. It means delivering those decisions with context, respect, and foresight. People can disagree with your direction and still stay engaged if they feel understood. That is a critical leadership distinction. When people believe you took the time to hear their concerns, weigh the realities, and explain the why behind the what, they are much more likely to move forward without dragging resistance behind them.There is another important operational truth here. Healthy teams will argue, debate, and challenge ideas in the room. That is part of good decision-making. Different perspectives sharpen the issue. Collective thinking usually produces a better answer. But once the decision is made, leaders have to leave that room as a united front.That unity matters. Whether you are stepping into a property, speaking with ownership, addressing onsite teams, or leaving a video call with peers, the message has to stay consistent. When leaders are misaligned after the decision, confusion spreads fast. Mixed messaging damages trust, slows execution, and creates unnecessary noise across the organization.That is the takeaway from today's huddle. Empathy is not softness. It is clarity with context. It is situational awareness applied to leadership. And in multifamily operations, it is one of the most practical ways to turn direction into action.Subscribe now. Every episode is built for multifamily leaders who want clearer communication, stronger execution, and better ways to lead real teams through real operational pressure.MultifamilyCollective Blog: https://www.multifamilycollective.comThe Daily Collective Book: https://amzn.to/3YI6BDaHosted by: https://www.multifamilymedianetwork.com

Fourth Sunday in Lent | Rev. Danny Bryant | 1 Samuel 16:1-13 | Psalm 23 | Ephesians 5:8-14 | John 9:1-41 | March 15th, 2026 | St. Mary of Bethany Parish (Nashville, TN)

In this episode, Munjal Shah, Co-founder and CEO of Hippocratic AI, shares his journey from Silicon Valley entrepreneur to healthcare innovator and explains why safety, voice technology, and an abundance mindset are redefining patient engagement. He discusses designing AI that operates within clinical guardrails, prioritizes patients first, and scales empathetic outreach without compromising trust. 

In this episode, Munjal Shah, Co-founder and CEO of Hippocratic AI, shares his journey from Silicon Valley entrepreneur to healthcare innovator and explains why safety, voice technology, and an abundance mindset are redefining patient engagement. He discusses designing AI that operates within clinical guardrails, prioritizes patients first, and scales empathetic outreach without compromising trust. This episode is sponsored by Hippocratic AI.

Stop Doing Everything Yourself: How AI and the 10-80-10 Rule Free Business Owners to Scale   "What if the secret to scaling your business isn't working harder, but systematizing smarter and leading with more humanity?     Today's guest has spent over 30 years doing exactly that, launching, building, buying, and selling businesses, raising more than $35 million in venture capital, leading organizations that generated billions in sales, and learning just as much from his failures as his wins. He's a finalist for the Ernst & Young Technology Entrepreneur of the Year Award, an Inc. 5000 Winner, a former Entrepreneur in Residence at Indiana University's Kelley School of Business, a Fast Company Executive Board Member, and the bestselling author of four books, including BOS-UP and BOS-UP Moments. Today, he serves as Founder and CEO of Straticos and BOS-UP, where he coaches business leaders, invests in companies, and sits on boards — helping teams build stronger systems, culture, and performance."    Learning Insights  The 10-80-10 Rule: Business owners should focus the initial 10% on innovation and business development, let AI and systems handle the middle 80% of routine operations, and spend the final 10% on human connection, coaching, and culture.  Work-Life Harmony Over Balance: Balance is a static myth. Harmony is about integration, rhythm, and flow like music, where sometimes the treble is up, and the bass is down, or like Garrett's Chicago mix popcorn combining cheddar and caramel.  The CLEAR Framework for Leadership: Collaborative, Logical, Empathetic, Authentic, and Resilient, a standard for leadership communication and decision-making during high-stress moments.  Systematize the Predictable to Humanize the Exceptional: Quote from Isadore Sharp (Four Seasons founder), use systems to handle routine tasks so leaders can focus on high-value creative and relational work.  AI as Co-Pilot, Not Replacement: "You, it, never it alone." AI is an aggregator and accelerator, but human validation must always be applied before anything goes out.  Profit First Over Unicorn Status: Small businesses should seek free cash flow and stability rather than chasing unicorn status. Focus on leading indicators, not just lagging ones like bank balances.  Coach You Up or Coach You Out: Leaders should invest in developing their people, but if there's persistent pushback or misalignment, move them out to maintain organizational health.  Grace and Grit: The next generation should balance resilience and hard work (grit) with compassion and self-forgiveness (grace), using the hindsight of others as their foresight.  The ABC Mantra: Be the Architect (designer), Builder (executor), and Custodian (protector) of your leadership, business, and life.    Why This Conversation Matters  This conversation bridges the gap between rigid engineering systems and human-centric leadership. Scott Abbott challenges the traditional "work-life balance" myth and offers a modern framework for integrating AI and systems into business without losing the human touch. What makes this unique is his perspective from both sides; he lived through the dot-com crash after raising $15 million, learned profit-first discipline at a $32 billion corporation, and now teaches entrepreneurs how to scale smarter. The deeper message is that true success comes from using systems to protect and amplify humanity, not replace it. By systematizing the predictable, leaders are freed to focus on what only they can do: innovate, connect, and build culture. This isn't just about building better businesses; it's about building better lives through harmony, intentionality, and the courage to leverage both grace and grit.    Money Learning  Scott's financial mindset evolved dramatically from his early entrepreneurial rebellion to systemic discipline. Growing up with an engineer father who emphasized rigor, spreadsheets, and mechanics, Scott initially rebelled, leading to "dumb" spending decisions during the dot-com era when he raised $15 million for an internet services company. The psychological toll of losing up to $500,000 a month forced him to "check his ego" and learn financial stewardship. His time at Avnet, a $32 billion company with thin 8% margins, taught him to be "banshees on profit" and prioritize free cash flow over unicorn dreams. He advocates the Profit First philosophy, focusing on leading indicators rather than lagging ones like bank balances. His key money lesson: discipline equals freedom. By implementing rigorous financial systems, entrepreneurs can move from "living in the mess" to achieving harmony where the business serves their life, not the other way around. Success isn't permanent and failure isn't fatal,  but cash flow is king.    Key Takeaway  The most powerful insight from this conversation is that scaling your business isn't about doing more, it's about doing less of what doesn't matter so you can focus on what only you can do. Scott Abbott's 10-80-10 rule reveals that most business owners are trapped in the middle 80% of routine operations when they should be leveraging AI and systems to handle that work. By systematizing the predictable, you humanize the exceptional, freeing yourself to lead with empathy, authenticity, and resilience. Work-life balance is a myth that sets you up for failure; harmony is the reality that allows integration and flow. Whether you're just starting out or scaling to eight figures, the frameworks Scott shares, CLEAR leadership, profit-first mentality, and the ABC mantra of being an architect, builder, and custodian, provide a roadmap for building a business that doesn't consume your life but enhances it. Remember: leverage the hindsight of others as your foresight, embrace both grace and grit, and never let AI work alone, you, it, never it alone.    Bio  Scott Abbott is an architect, builder, and custodian of strong, resilient companies and leaders. With 30+ years of experience launching, operating, buying, and selling businesses, he has raised over $35M in venture capital, led organizations that generated billions in sales, served thousands of clients, and hired hundreds of employees, while learning just as much from his failures as his wins.    He was a finalist for the E&Y Technology Entrepreneur of the Year Award, an Inc. 5000 Winner, a former Entrepreneur in Residence at the Indiana University Kelley School of Business, a Fast Company Executive Board Member, and the best-selling author of four books, including BOS-UP and BOS-UP Moments.    Today, Scott serves as Founder & CEO of Straticos and BOS-UP, where he works as a business and executive coach, angel investor, and board member. He has advised hundreds of organizations and conducted thousands of coaching sessions, helping leaders and teams strengthen their systems, culture, and performance.    At his core, Scott is passionate about helping good people and team-centric organizations leverage proven strategies, disciplines, and frameworks to lead better, operate smarter, and grow stronger in business, work, and life.    Links  Website: https://bos-up.coach/    LinkedIn: https://www.linkedin.com/in/scottabbottabc/    Instagram: https://www.instagram.com/scottabbottabc    YouTube: https://www.youtube.com/@BOS-UPMoments/featured    If this episode helped you see your business differently, we need your help spreading the word. Share this episode with a fellow entrepreneur who's stuck in the grind, text it to a leader who needs to hear about the 10-80-10 rule.    #RicherSoul #BusinessPodcast #ScottAbbott #CLEARFramework #BusinessSystems #BosUp #AIinBusiness    Watch the full episode on YouTube: https://www.youtube.com/@richersoul  Richer Soul Life Beyond Money. You got rich, now what? Let's talk about your journey to more a purposeful, intentional, amazing life. Where are you going to go and how are you going to get there? Let's figure that out together. At the core is the financial well-being to be able to do what you want, when you want, how you want. It's about personal freedom!  Thanks for listening!  Show Sponsor: http://profitcomesfirst.com/  Schedule your free no obligation call: https://bookme.name/rockyl/lite/intro-appointment-15-minutes  If you like the show please leave a review on iTunes: http://bit.do/richersoul  https://www.facebook.com/richersoul  http://richersoul.com/  rocky@richersoul.com  Some music provided by Junan from Junan Podcast  Any financial advice is for educational purposes only and you should consult with an expert for your specific needs. 

If you're the person who loves to help and always wants to fix others but find yourself being used, listen to learn how you can actually be supportive without draining yourself.Get coaching: www.patternsofpossibility.com#audhd #rejection #empathy

I am really excited to have Karen Hart, CVPM, CCFP, on the podcast. Karen is the Director of Hospital Operations at the Burlington Emergency and Veterinary Specialists (BEVS) and is an MIT-trained engineer turned veterinary practice manager. Leading people through change has taught me something truly humbling: enthusiasm alone doesn't bring others along, and Karen discusses what it actually takes to make change work in the real world of veterinary medicine! Listen as Karen walks us through her journey and how she spent her career stepping into practices specifically to lead transformation. She has implemented technician triage programs, restructured workflows, and has even driven full cultural resets, and what I especially love about her perspective is that she doesn't treat change as chaos but rather as a system - one that can be designed, tested, adjusted, and strengthened. Karen and I also get honest about the parts that no one likes to talk about - software changes that take far longer than expected and inspections landing at the worst possible time, protocols that suddenly don't fit your new workflows, and burnout that starts before the change even begins. I reflect on how I underestimated the emotional weight of one of our biggest transitions and how that stress spilled over to my team in ways that I didn't even intend. Karen even reminds us that people don't hate change itself; instead, they hate the discomfort that comes with it, and together, we unpack why timing, pre-planning, and communication matter more than any tool or platform. We discuss blind spots, decision fatigue, and the reality that as leaders, even when a change isn't your fault, it's still your responsibility to guide people through it. We explore what true buy-in looks like: starting with the "why," inviting real input, building timelines that respect human limits, and mixing quick wins with slower, harder shifts. From handling change-averse team members to reframing setbacks as resilience, this conversation is about leading with clarity, empathy, and accountability! I hope that you enjoy my conversation with Karen Hart! Show Notes: [1:56] - Hear how, driven by engineering and systems thinking, Karen Hart leads large-scale change across practices. [4:16] - I point out how better technician utilization and triage can reduce doctor stress while changing how practices function. [5:34] - Karen believes that change is uncomfortable but worthwhile, and software transitions require at least a full year. [8:37] - Underestimating preparation time increases stress, yet leaders must still guide teams through inevitable pain points. [11:03] - Karen argues that real buy-in begins with shared purpose, deep listening, and collaborative decision-making. [14:39] - Thoughtful timing and quick wins help teams adapt without burning out! [17:32] - Karen talks about how her love of change is a blind spot, so she has to balance realism, positivity, and personal bandwidth. [20:34] - Karen argues that change has to be anchored in purpose, with firmness and compassion when some can't adapt. [23:05] - Patient-centered purpose and honest feedback help sustain teams when change becomes hard. [25:53] - Hear how self-awareness, humility, and course correction change failed attempts into resilience. [28:45] - Empathetic feedback systems protect teams while also acknowledging limits beyond our control. [31:36] - Karen explains how tracking metrics while managing timing and narrative strengthens culture via change. Thank you for listening. Remember you are not in this alone. Visit our website for more resources. Links and Resources: VHMA Web Page VHMA Coronavirus Resources VHMA Facebook VHMA Twitter VHMA on Linkedin Episode Sponsor: Epiq Animal Health Karen Hart, CVPM, CCFP on LinkedIn Burlington Emergency and Veterinary Specialists (BEVS) Web Page Burlington Emergency and Veterinary Specialists (BEVS) on LinkedIn

I had spoken about Empathy a while back, but today I want to talk about the practice of Empathy. I think we all can be more empathetic than what we are. We are inherently goodCheck Agile Poets on Instagram and YouTube⁠⁠https://www.youtube.com/@agileIndian⁠⁠⁠https://www.instagram.com/agilepoets⁠⁠You can email your comments to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠PahayanTalks@Gmail.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and also connect with me on LinkedIn ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/vinodn/⁠⁠⁠⁠⁠⁠⁠⁠⁠Also checkout my other Podcasts Other Podcasts⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Agile Malayali Malayalam Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cinema Malayali Malayalam Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Vayanalokam Malayalam Book Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠English Podcast Penpositive Outclass⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube Channels⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Pahayan Talks Youtube Channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Agile Malayali YouTube Channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Penpositive YouTube Channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Agile Positive Your Tube Channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Agile Indian YouTube Channel

In this Decoding Academia episode, we take a look at a 2025 paper by Daria Ovsyannikova, Victoria Olden, and Mickey Inzlicht, asking a question that might make some people uncomfortable/angry, specifically, are AI-generated responses perceived as more empathetic than those written by actual humans?We walk through the design in detail (including why this is a genuinely severe test), hand out deserved open-science brownie points, and discuss why AI seems to excel particularly when responding to negative or distress-laden prompts. Along the way, Chris reflects on his unsettlingly intense relationship with Google's semi-sentient customer-service agent “Bubbles,” and we ask whether infinite patience, maximal effort, and zero social awkwardness might be doing most of the work here.This is not a paper about replacing therapists, outsourcing friendship, or mass-producing compassion at scale. It is a careful demonstration that fluent, effortful, emotionally calibrated text is often enough to convince people they are being understood, which might explain some of the appeal of the Gurus.SourceOvsyannikova, D., de Mello, V. O., & Inzlicht, M. (2025). Third-party evaluators perceive AI as more compassionate than expert humans. Communications Psychology, 3(1), 4.Decoding Academia 34: Empathetic AIs?01:40 Introducing the Paper10:29 Study Methodology14:21 Chris's meaningful relationship with YouTube AI agent Bubbles16:23 Open Science Brownie Points17:50 Empathetic Prompt Engineering: Humans and AIs21:17 Study 1 and 231:35 Study 3 and 437:00 Study Conclusions42:27 Severe Hypothesis Testing45:11 Seeking out Disconfirming Evidence47:06 Why do AIs do better on negative prompts?54:48 Final Thoughts

Clive Chesser, chief executive of PureGym, says surviving cancer fundamentally changed him as a leader — deepening his empathy and reshaping how he approached life, including changing career..His diagnosis came during an extraordinarily difficult period in December 2021. While leading his then pub business through a complex private equity transaction, he was experiencing persistent breathlessness and fatigue he initially attributed to long COVID. After noticing swollen lymph nodes in his neck, members of his family — several of whom are senior doctors — urged him to undergo further tests. He completed them just before finalising the business deal.Christmas brought what he describes as an unimaginable sequence of events. On Christmas Day, his father-in-law died while his wife isolated at home with COVID. Shortly afterwards, Chesser received confirmation that he had cancer in his lymph nodes. The following day, he says, he faced the hardest moment of his life: telling his three teenage children he had cancer.At the time, Chesser was marathon-fit, training regularly and running annually. That physical condition proved critical during treatment. His fitness enabled him to tolerate more aggressive radiotherapy and additional chemotherapy rounds, improving his chances of full recovery — which he ultimately achieved. The experience, he says, transformed his sense of purpose and made his subsequent appointment as PureGym's chief executive feel profoundly aligned with his personal journey.That personal conviction underpins what he describes as a broader fitness revolution reshaping the UK gym industry. Nearly half — 47% — of PureGym's January 2025 joiners were aged 25 or under, reflecting what Chesser sees as a generational shift in attitudes to health. Younger members, particularly Gen Z and Gen Alpha, are integrating fitness into their social identity. Gyms are becoming social hubs, not simply places to exercise, where mental wellbeing and community sit alongside physical strength.He describes a trend he calls “fitness snacking” — members moving fluidly between gyms, boutique studios and fitness events before returning to a core membership. Despite this apparent transience, average tenure stands at 19 months and is rising. Most new joiners are returning members, a notable fact given PureGym's no-contract, month-to-month model, where members actively choose to stay.Women are driving another significant shift in the market, moving away from cardio-dominated routines towards strength and conditioning. In response, PureGym has introduced more than 50 women-only workout spaces across the UK after research showed many women prefer environments where they feel more comfortable and less exposed. These areas exist nationwide and sit alongside screened lighter-weight zones designed to reduce intimidation for first-time users. While the majority of PureGym's 456 UK sites remain mixed-gender spaces, Chesser argues that offering choice has been critical to growth and inclusion.Chesser also delivers a critique of the Labour government's economic performance, arguing it has failed to deliver the long-term growth strategy promised before taking office. He points to National Insurance rises and the continued burden of business rates on bricks-and-mortar operators — including gyms and pubs — while online businesses face comparatively lighter structural costs.He draws a stark comparison between government and business leadership, noting that the UK has had six Prime Ministers in ten years — instability he likens to running a football club rather than a company built on rolling five-year strategies and careful succession planning. In his view, the government remains trapped in short-term crisis management rather than long-term economic planning.Presenter: Sean Farrington Producer: Olie D'Albertanson Editor: Henry Jones00:00 Fliss and Sean intro pod 01:50 Clive joins BBI 03:30 Growth on Gen Z gym users 10:20 Women only spaces and safety 16:00 Low cost model 25:20 Govt's 10 Year Health Plan 28:40 Clive's cancer journey 39:15 Frustration at govt's growth promises

Is Chloé Zhao's adaptation of Maggie O'Farrell's historical novel on the life of Agnes Hathoway, William Shakespeare, and their child Hamnet an example of one of the best kinds of adaptations possible in film? In episode 370, join Luke Elliott & James Bailey as they marvel at the performance Jessie Buckley delivers, debate the ethics of mining personal tragedy for artistic expression, weigh the inclusion of a beloved if often-used piece of music, embrace emotional storytelling at it's finest, and join in a moment of shared catharsis. They finish by casting their votes on which is ultimately better, the book or the movie! Join our Discord channel! https://discord.gg/yQpgu9jYB2 Pickup Hamnet or any of the novels they've covered at the Ink to Film Bookshop! https://bookshop.org/shop/inktofilm Support Ink to Film on Patreon for bonus content, merch, and the ability to vote on upcoming projects! https://www.patreon.com/inktofilm Ink to Film's Twitter, Facebook, Instagram, Bluesky (@inktofilm) Home Base: inktofilm.com Intro/Outro Music "No Winners" by Ross Bugden  https://www.youtube.com/watch?v=9qk-vZ1qicI References Maggie O'Farrell didn't want to write 'Hamnet's' script.  Vanity Fair Notes on a Scene https://www.youtube.com/watch?v=QfTiQzQ-DoM Luke Elliott Website: www.lukeelliottauthor.com Social Media: https://www.lukeelliottauthor.com/social Writing: https://www.lukeelliottauthor.com/publications James Bailey Bluesky: https://bsky.app/profile/jamebail.bsky.social IG: https://www.instagram.com/jamebail/

Gary and Shannon open with an emotional update on Jackie and Shadow’s damaged eagle eggs before pivoting to weather chaos, government shutdown uncertainty, and a Grammy Awards recap that left them feeling phantom pain. The hour wraps with a troubling and still-unfolding story involving the disappearance of Savannah Guthrie’s mother, as questions mount and details remain unclear.See omnystudio.com/listener for privacy information.

Why do certain student behaviors trigger an intense emotional reaction in us? According to Maria Munro-Schuster, it often has less to do with the child and more to do with our own history. In this episode, Emily sits down with Maria, a licensed clinical professional counselor and author of the new book, The Empathetic Classroom: How a Mental Health Mindset Can Support Your Students and You, to discuss the gap between therapeutic insight and the reality of the classroom. They talk about the use of the term "Mental Health Mindset" to describe a way of being that prioritizes nervous system regulation over behavior management. They also discuss complex topics like counter-transference (how our own past influences our reactions to students), and neuroception (how our bodies scan for safety), and provide guidance on how to set flexible boundaries that protect both the adult and the child. TAKEAWAYS Educators' own histories and emotional patterns can dictate their reactions to students. Safety is a prerequisite for learning. There's an important distinction between flexible and rigid boundaries. While teachers are not therapists, they are the "first responders" to student emotions, therefore need the tools to handle that responsibility without burning out. Therapists, register now for the continuing education course, Get It Done: How to Help Clients with ADHD (& Others) Improve Productivity. Dr. Ari Tuckman will join Emily for this APA and NBCC approved 1.5 hour continuing education training on Friday, February 6. Register before February 2 for an early-bird bonus as well. Maria Munro-Schuster is a licensed clinical professional counselor and former K-12 and university teacher who spent more than a decade in the classroom before transitioning to mental health work. She practices at Mango Beetle Counseling in Bozeman, Montana, where she blends her background in teaching, writing, and psychology. She is the author of The Empathetic Classroom: How a Mental Health Mindset Can Support Your Students and You. BACKGROUND READING Maria's website, LinkedIn The Neurodiversity Podcast is on Facebook, Instagram, BlueSky, and you're invited to join our Facebook Group. For more information go to www.NeurodiversityPodcast.com. If you'd like members of your organization, school district, or company to know more about the subjects discussed on our podcast, Emily Kircher-Morris provides keynote addresses, workshops, and training sessions worldwide, in-person or virtually. You can choose from a list of established presentations, or work with Emily to develop a custom talk to fit your unique situation. To learn more, visit our website.

When it comes to understanding hospitality and organizational culture, nobody has a perspective quite like Will Guidara. As the author of Unreasonable Hospitality and co-producer on the award-winning FX series, The Bear, Guidara has championed a bold approach to hospitality, transformational leadership styles and organizational culture.  Listen to this episode of the HR Break Room® podcast to hear him discuss: unreasonable hospitality as a concept and how to bring it to your organization the importance of caring for people in your workforce consistency as an important ingredient for leadership leveraging digital technology for the benefit of organizational culture For anyone interested in a fresh, inspiring approach to culture, leadership and technology, make this episode a priority!

America Out Loud PULSE with Dr. Vaughn & Dr. Tankersley – Dr. Vaughn discusses issues within the medical system, particularly the role of hospice care and the potential for corruption. He highlights how the system's lack of checks and balances can lead to fraud and perverse incentives, despite the good intentions behind programs like hospice. The conversation also touches on the empathetic...

Always and Forever, 22min., USA Directed by Johnny Thames An obsessive, controlling teenager kidnaps her boyfriend to play a bizarre, self destructive game. But things become complicated when the boy demands a stop. The film comments on how trauma if not confronted and resolved will lead to co-dependent and potentially destructive results, while providing enough empathy toward accountability. https://www.instagram.com/alwaysnforever_film Get to know the filmmaker: What motivated you to make this film? In all honesty, it was a couple of things: the main reason was the way we perceive trauma survivors and the way media depicts these types of stories. We either view them as calm and composed or emotional messes. Additionally, many stories often depict survivors as infantilized victims needing help or as inherent monsters. The point of the film was to show it's not black and white, it's usually somewhere in the middle of all of this. From the idea to the finished product, how long did it take for you to make this film? From development to post-production, about a year and a half on and off. How would you describe your film in two words!? Empathetic critique What was the biggest obstacle you faced in completing this film? The biggest obstacle was the casting of Jennifer Baufour as Janice: When I first saw her tape, it stood out to me; I thought she understood the character, so I opted to cast her. The only issue was that the role wasn't fully realized. In response, I wrote the epilogue that plays over the credits, leaning into the nuance the film was going for. Writing the monologue was almost instantaneous, showcasing a woman who had gone through the effects of unresolved trauma and was now trying to make up for the consequences while being the parent she should've been years ago. ———— Subscribe to the podcast: https://twitter.com/wildsoundpod https://www.instagram.com/wildsoundpod https://www.facebook.com/wildsoundpod

Toxically Empathetic Marvel Movies (Day 3 - The 12 Days of Restless) Pastor Michael comes ready to talk movies. Matt comes ready to disrupt the recording with jokes about millennial culture. And its still better than going to the movies.  Welcome to the 12 days of Restless where we will be releasing daily podcasts every day. We hope you enjoy day one. We also hope you will support this show on patreon. Join our patreon for bonus episodes every single week! You can follow this podcast all over the internet. twitter,   instagram.    or facebook Or email us at restlesspodcasting@gmail.com

Show a little kindness

Have you ever considered why the experience of being a dad can look radically different across cultures and communities?  In our 2025 holiday episode, we're honored to welcome Dr. Alvin Thomas—associate professor, mentor, thought leader, award-winning podcast host, and an internationally respected researcher in human development and family studies. Dr. Thomas has devoted his career to supporting Black fathers, families, and children, and advancing anti-racism efforts, and in our conversation he opens up about anti-racism, modern masculinity, and our responsibility as parents to raise empathetic, informed, and resilient kids.Topics include:• Exploring the broad definition of fatherhood—including mentorship, community care, and “cosmic children”—beyond biological ties.• Dr. Thomas's anti-racism work and what it means to create spaces for Black children and families to thrive authentically.• The challenges and responsibilities of teaching kids about racism, empathy, and dualities in the world, especially as white parents in predominantly white communities.• Storytelling, mentorship, and the creation of The Black Fathers' Pulse podcast as tools for sharing research, building community, and supporting fathers.• Modern masculinity, vulnerability, and the evolving expectations of men and fathers in society—and how culture and the internet can impact those roles.• The importance of supportive spaces for men, breaking generational cycles, and building resilient, healthy family ecosystems.• And more!LINKSDr. Alvin Thomas (homepage)Dr Alvin Thomas (LinkedIn)Dr. Alvin Thomas (YouTube)Dr. Alvin Thomas (Instagram)Dr. Alvin Thomas (X)The Black Fathers' Pulse Podcast (Apple)Caspar BabypantsSpencer AlbeeModern Dadhood (website)AdamFlaherty.tvStuffed Animal (Marc's kids' music)MD (Instagram)MD (Facebook)MD (YouTube)MD (TikTok) Merry Christmas and Happy Holidays, Modern Dadhood listeners! We are so grateful for you.-Adam & Marc #moderndadhood #fatherhood #parenthood #parenting #parentingpodcast #dadding #dadpodcast

In this profoundly moving and honest conversation, we sit down with Jeff Loving, a NICU dad, husband, and now an author, who shares the intimate and often unspoken grief experienced by fathers after pregnancy loss. Jeff walks us through the heartbreaking loss of his two sons, Davian and Jadon, the struggle to find empathy and appropriate medical care, and how these experiences ultimately led him and his wife, Cassie, to become fierce advocates for their future family. This episode is a raw look at marriage under immense stress, the importance of empathetic medical staff, and the redemptive joy of welcoming their "double rainbow" daughter, Isla Grace. Jeff also discusses his mission to help other men through their grief by writing his book, Holding Onto the Light. Key Discussion Points & Timestamps Time Topic Key Takeaway 00:06 Meet Jeff Loving: Husband, NICU Dad, and Author Jeff introduces his family, including his dog, Sage, his wife, Cassie, and their NICU "double rainbow" baby girl, Isla Grace, reflecting on five years of marriage and three pregnancies. 01:08 The Loss of Davian (First Pregnancy) Jeff describes the initial shock and excitement of their first pregnancy, the sudden onset of symptoms at 19 weeks, and the devastating choice they faced in the hospital due to an infection: lose the baby, or risk losing both the baby and his wife. 04:55 The Cruel Disconnect of Grief Jeff recounts the soul-crushing moment of holding his son, Davian, as his heartbeat stopped. He shares the struggle of navigating intense grief while the world—and Thanksgiving—kept moving around them. 07:58 Finding Support: The Power of Presence The discussion turns to how his family supported them by simply being present, rather than offering platitudes like "it's God's plan." The importance of showing up for grieving parents is highlighted. 11:21 Empathetic vs. Detached Care Jeff praises the nurses who were a "calming presence in the chaos" and later attended Davian's service. Conversely, he shares a painful anecdote about a male doctor's detached and jovial demeanor, asking if he wanted to cut the cord after the loss. 15:51 What Compassion Looks Like in Care Jeff shares what he wished the doctor had said: "I know this is very hard... just know that my heart breaks for you, and I'm so sorry that you guys are going through this." This is a vital lesson for medical professionals. 16:55 Marriage Under Stress After moving to North Carolina for a fresh start, Jeff discusses how the loss put their marriage under extreme stress—it would either break them or bond them deeper. They emerged stronger. 23:13 The Loss of Jadon (The Second Pregnancy) The traumatic situation repeats almost day-for-day with their second son, Jadon. Jeff details the medical system's failure to provide a cerclage procedure, despite repeated requests, and the resulting emergency. 26:45 The Audacity of Poor Communication Jeff recounts being livid when the doctor who denied them the preventive cerclage entered the room without him present to tell his wife they were losing their baby, and then left without speaking to Jeff. 34:20 The Blessing of Angel the Bereavement Coordinator Jeff shares the incredible support they received from their bereavement coordinator, Angel, who handled every detail from handprints to selecting clothes, even providing a moment of much-needed humor when she accidentally gave Jadon a hilarious nickname. 36:02 Remembrance Toys: Dino Dave and Jucletus The significance of tangible remembrance items, like a weighted dinosaur (Dino Dave) and a heartbeat bear (Jucletus), that allow Isla to connect with her "big brothers." 39:18 "This is Our Double Rainbow Child" Jeff discusses the difficulty of answering "Is this your first?" as a parent of loss, and how he now confidently speaks of Isla as their "double rainbow child." 42:03 A Resource for Fathers of Loss Jeff explains his motivation for writing his book, Holding Onto the Light: A Father's Journey Through Loss and Healing. He notes the lack of resources for grieving men and how he encapsulated real stories into a fictional narrative to help them feel seen and heard. 46:05 The Defining Moment The most powerful feedback: a man who hadn't read a book in a decade finally read Jeff's book after losing his son. 48:52 Where to Find the Book and Connect Jeff shares his book title, where to buy it, and the dedicated email address to build a community of grieving fathers. Action Items & Connect with Jeff Read Jeff's Book: Title: Holding Onto the Light: A Father's Journey Through Loss and Healing Author: J. S. Loving Available: On Amazon (print and Kindle Unlimited). Connect & Share Your Story: Fathers of Loss Email: holdingontothelightbook@gmail.com (Jeff's goal is to connect with other fathers and collect stories for a future project). Instagram: @L-O-V-I-J-E-F (L-O-V-I-J-E-F)   When parents feel empowered, everyone wins – kids thrive and the care team excels! Links and Resources: SupportSpot Website Download SupportSpot iOS or Android 85% of users report high satisfaction, appreciating the SupportSpot app's comprehensive resources and user-friendly interface. 92%  of parent users say the SupportSpot app's helped them understand medical procedures and treatment better. 80% of parents believe the SupportSpot app's has contributed to better health outcomes for their child. 73% of parent users believe the SupportSpot app's has made them feel more empowered to advocate for their child in healthcare Learn more here. Meet the host:  Katie Taylor is the co-founder and CEO of Child Life On Call, a digital platform designed to provide parents, kids, and the care team with access to child life services tools and resources. She is a certified child life specialist with over 13 years of experience working in various pediatric healthcare settings. Katie is the author of the children's book, and has presented on the topics of child life and entrepreneurship, psychosocial care in the hospital, and supporting caregivers in the NICU setting both nationally and internationally. She is also the host of the Child Life On Call Podcast which features interviews with parents discussing their experiences throughout their child's medical journey. The podcast emphasizes the crucial role of child life services in enabling caregivers both at and beyond the bedside. Instagram.com/childlifeoncall   The Child Life On Call Podcast is for informational and educational purposes only. The content shared in each episode, including stories, discussions, and interviews, is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified healthcare provider with any questions you may have regarding a medical condition. Never disregard professional medical advice or delay seeking it because of something you heard on this podcast. The views and opinions expressed by guests on the Child Life On Call Podcast are their own and do not necessarily reflect those of Child Life On Call. Child Life On Call does not endorse any specific medical treatments, procedures, or opinions shared in the podcast. If you or your child are experiencing a medical emergency, call 911 or seek immediate medical attention. By listening to this podcast, you acknowledge that Child Life On Call and its affiliates are not responsible for any decisions made based on the information provided. Facebook.com/childlifeoncall linkedin.com/in/kfdonovan  

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1895: Alyssa Boyer shares how being a highly sensitive person once felt like a weakness in the cutthroat world of corporate culture, but ultimately became her greatest strength. By embracing empathy instead of suppressing it, she reveals how emotional sensitivity fosters better leadership, trust, and connection in the workplace. Read along with the original article(s) here: https://highlysensitiverefuge.com/empathy-rare-and-valuable-strength-in-the-workforce/ Quotes to ponder: "People want to work with people who care." "Empathetic people make great teammates and leaders because we're able to anticipate the needs of others." "Actually caring about the people you're working with and striving to do what's good for the team, instead of thinking, 'What's in it for me?' is a rare and precious trait."

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1895: Alyssa Boyer shares how being a highly sensitive person once felt like a weakness in the cutthroat world of corporate culture, but ultimately became her greatest strength. By embracing empathy instead of suppressing it, she reveals how emotional sensitivity fosters better leadership, trust, and connection in the workplace. Read along with the original article(s) here: https://highlysensitiverefuge.com/empathy-rare-and-valuable-strength-in-the-workforce/ Quotes to ponder: "People want to work with people who care." "Empathetic people make great teammates and leaders because we're able to anticipate the needs of others." "Actually caring about the people you're working with and striving to do what's good for the team, instead of thinking, 'What's in it for me?' is a rare and precious trait." Learn more about your ad choices. Visit megaphone.fm/adchoices

After an ominous meeting with Thereus Aegir, leader of the Hexcloaks, Caoimhe Wake regroups with Brontë Adelvys and Antistrophe Landrace, fresh from their victorious Beachminton showdown in Seawalk. Caoimhe shares the ultimatum she received from Aegir: Find out whether the recent earthquakes are tied to Castine, Living Metal. Which raises the question: How does one go about investigating a member of the Ennead while he is surrounded by his most loyal followers?  This week on Perpetua: A Roar Across Cenn 02 Perpetua Guide [In Progress v.05] NPCs & Monsters [PNMS] I've been waiting to put these in until we had stats, but I guess we just aren't getting those during the early acts. Jimmy Cone & Johnny Cakes [NMJJC] Traits: Arrogant, Ambitious, Competitive, Playful Stats: ???  Attacks: Ace Killer, Back to the Fundamentals, Big Little Bro Backhand, Big Little Bro Beachminton Bash, Classic Comeback Shot, Desperate Dexterous Swing, Dexterous Hit, Final Shot, Jimjam Slam, NORMAL OL' HIT, Patty-Cake Patty-Cake Baker's Lob, Rapid Fire Double Down Super Shot, Slippy Slappy Overhand, Signature Dexterous Hit, Veteran's Return Spells: ??? In-Game Description: Brotherly heirs to the Cenn City dessert empire. Sigh. I don't really get it. Why do they share a character profile page when they clearly have different stats? Why aren't their stats visible even after you beat them in Beachminton. Is their whole concept some sort of reference I don't get? I think this game is pretty funny, but every comedian has some bad jokes.  Kley Kaina [NMKLA] Traits: Skeptical, Mysterious, Just, Vengeful Stats: ???  Attacks: ??? Spells: ??? In-Game Description: Caoimhe's childhood friend, a Poison Elf who has trained to be a doctor. Somewhere along the way, they developed strange allegiances. You know when you watch an anime and you go “I hope that side character gets a whole episode?” That's how I feel about Kley. What's their deal!? Why are they so pissed off about Caoimhe joining the Hexcloaks. And what “strange allegiances” do they have?  Delani Kaina [NMDLK] Traits: Faithful, Brusque, Determined, Demanding Stats: ???  Attacks: ??? Spells: ??? In-Game Description: Kley Kaina's mother and a loyal follower of Castine. On a pilgrimage to Cenn. I wish she wasn't so mean to Kley, but I can't help but like her. It's funny that she has a big crush on Castine, it's sort of like being in love with a Greek God, but I guess that happened in myths too so why not in a game? Thereus Aegir [NMTHA] Traits: ??? Stats: ???  Attacks: ??? Spells: ??? In-Game Description: Leader of the Hexcloaks. “Leader of the Hexcloaks.” That's it!? You couldn't even say “Cruel leader of the Hexcloaks” or “Mysterious leader of the Hexcloaks?” Not saying more makes him even MORE mysterious. And why are his TRAITS hidden? It's not like he's hiding being a jackass, he just is one! Athon, Castine's High Cleric [NMATH] Traits: Devoted, Strict, Punctual, Knowledgeable Stats: ???  Attacks: ??? Spells: ??? In-Game Description: Castine's chief attendant, responsible for the affairs of his Temple. Athon is sort of a mirror. If you choose all the hostile dialog options, he's a real prick back to you. If you choose all the more quiet, humble ones, he'll reflect respect back to you. I'm not sure it really matters if you piss this guy off or not, but if you don't want to get scolded, just be polite and patient. Castine, Living Metal [NMCLM] Traits: Curious, Mercurial, Empathetic, Caring Stats: ???  Attacks: ??? Spells: ??? In-Game Description: Second newest member of the Ennead. Connected to metal and physical damage.  I have some guesses about what “second newest” member of the Ennead means, but that's it for now. Here's my big theory though: There's gotta be some connection between him and Scintero, since Scintero is “Living Bolt” and Castine is “Living Metal,” right? Hosted by Austin Walker (austinwalker.bsky.social) FeaturingAli Acampora (ali-online.bsky.social), Art Martinez-Tebbel (amtebbel.bsky.social), Jack de Quidt (notquitereal.bsky.social), and Andrew Lee Swan (swandre3000.bsky.social) Produced by Ali Acampora Music by Jack de Quidt (available on bandcamp) Cover Art by Ben McEntee (https://linktr.ee/benmce.art) With thanks to Amelia Renee, Arthur B., Aster Maragos, Bill Kaszubski, Cassie Jones, Clark, DB, Daniel Laloggia, Diana Crowley, Edwin Adelsberger, Emrys, Greg Cobb, Ian O'Dea, Ian Urbina, Irina A., Jack Shirai, Jake Strang, Katie Diekhaus, Ken George, Konisforce, Kristina Harris Esq, L Tantivy, Lawson Coleman, Mark Conner, Mike & Ruby, Muna A, Nat Knight, Olive Perry, Quinn Pollock, Robert Lasica, Shawn Drape, Shawn Hall, Summer Rose, TeganEden, Thomas Whitney, Voi, chocoube, deepFlaw, fen, & weakmint This episode was made with support from listeners like you! To support us, you can go to friendsatthetable.cash.