Podcasts about Employee engagement

What You'll Learn in This Episode:In this episode, Catherine McDonald is joined by Dajana Achelpohl to explore the AI readiness gap. The difference between simply giving people access to AI and actually creating meaningful business value from it. They discuss why organizations can invest in AI tools, licenses, and pilot programs yet still struggle to see measurable results or sustained adoption.Dajana introduces a practical five-question framework organizations can use to assess their AI readiness: Why? How? Who? What if? Then what? The conversation begins with understanding why AI is being introduced and connecting it to real business priorities rather than adopting it simply because everyone else is.They also explore why organizations need to understand how work actually gets done before deciding where AI belongs. That means involving the people closest to the work, identifying bottlenecks and repetitive tasks, and integrating AI directly into workflows instead of treating it as another tool sitting alongside the work.The conversation then turns to the people side of AI adoption, including AI literacy, leadership modeling, ongoing coaching, and giving employees the time and skills they need to become comfortable with new tools. Dajana also explains the importance of preparing for AI mistakes through human oversight, strong data practices, clear governance, and practical AI-use policies.Finally, they discuss why AI adoption is not a one-and-done initiative. Organizations need to continuously learn, gather feedback, reinforce AI use through leadership, and determine what happens after pilot programs if they want AI adoption to stick.Key Takeaways:Having access to AI doesn't automatically create business valueStart with the business problem or opportunity—not the AI toolAI must be integrated into how work actually gets doneSuccessful AI adoption requires bringing people along, building AI literacy, and modeling its use through leadershipLinks:https://stephanieangelo.com/http://www.linkedin.com/in/stephanieangelosphrhttps://www.findleansolutions.com/summit-2026/https://www.findleansolutions.com/

What if engagement isn't the goal? Dave Garrison says buy-in is a much higher standard, and most leaders are optimizing for the wrong one.Dave Garrison holds an MBA from Harvard Business School and has spent more than 30 years helping CEOs, senior leaders, and organizations create meaningful buy-in across their teams, with executive leadership experience and board roles including Ameritrade. He is the founder of Garrison Growth and author of The Buy-In Advantage.In this conversation, Larry sits down with Dave to talk about why engagement is the wrong finish line, and what actually gets people to bring their full selves to work.What you'll hear:Why buy-in is a higher standard than engagement, and the Friday night football analogy that explains the gapThe real reason people say they're leaving for "more money"The three things employees are actually looking for: purpose, voice, and being seen as a human beingWhy "do you have any questions" is one of the least intelligent questions a leader can ask ABOUT DAVE GARRISONDave Garrison holds an MBA from Harvard Business School and has more than 30 years of executive leadership experience, including board roles with organizations such as Ameritrade. He is the founder of Garrison Growth and author of The Buy-In Advantage, and hosts free monthly workshops on leadership topics. ABOUT LARRY OLSENLarry Olsen is a Two-Time Vistage Speaker of the Year and Fortune 50/500 Executive Performance Advisor with 40+ years of client work at Toyota, PepsiCo, Starbucks, Harley-Davidson, Honda, American Airlines, State Farm, Frito Lay, Lexus, and Tropicana. He is the author of Get a Vision and Live It! and the founder of Performance Driven Neurology. IF THIS LANDED FOR YOUA new buy-in process won't fix an old operating system. What actually changes outcomes is how a leader makes decisions under pressure, and that's the same lens Larry brings to every leadership conversation he has.How Leaders Think: https://larry-olsen.kit.com/how-leaders-think CONNECT WITH LARRYEmail: success@larryolsen.comLinkedIn: linkedin.com/in/larry-r-olsen CONNECT WITH DAVE GARRISONWebsite: garrisongrowth.comFree assessments and monthly workshops available on his websiteBook: The Buy-In Advantage SUBSCRIBE FOR MORENew episodes of the Brain Vault Podcast publish every other Wednesday. #BrainVaultPodcast #SituationalLeadership #LarryOlsen #AdaptiveLeadership #LeadershipDevelopment

Send us a MessageMost communication breakdowns aren't communication problems. They're system problems.In this Culture Byte episode, Sue Tetzlaff breaks down the difference between push and pull communication, and why so many teams stay stuck waiting for information instead of actively seeking it. She unpacks how a simple, predictable communication rhythm changes the experience for everyone involved: when people know what's coming, how they'll receive it, and when to expect it, they stop waiting and start engaging.The result is a shift from communication as a one-way broadcast to communication as a shared responsibility.If your organization struggles with rumors, disengagement, or "nobody told me" moments, this short episode offers a practical reframe worth 15 minutes of your time.Capstone helps rural hospitals be the provider- and employer-of-choice to keep care local and margins strong. Learn more via a complimentary consultation call. Schedule at:  CapstoneLeadership.net/Contact-Us Reach us at CapstoneLeadership.net or info@capstoneleadership.netHi! I'm Sue Tetzlaff. I'm a culture and execution strategist for small and rural healthcare organizations - helping them to be the provider and employer-of-choice so they can keep care local and margins strong.For decades, I've worked with healthcare organizations to navigate the people-side of healthcare, the part that can make or break your results. What I've learned is this: culture is not a soft thing. It's the hardest thing, and it determines everything.When you're ready to take your culture to the next level, here are three ways I can help you:1. Listen to the Culture Change RX PodcastEvery week, I share conversations with leaders who are transforming healthcare workplaces and strategies for keeping teams engaged, patients loyal, and margins healthy. 2. Subscribe to our Email NewsletterGet practical tips, frameworks, and leadership tools delivered right to your inbox—plus exclusive content you won't find on the podcast.

What You'll Learn in This Episode:In this episode, Catherine McDonald is joined by Stephanie Angelo to explore why culture is the hidden process behind organizational performance. They discuss how organizations can improve processes all day long, but without a culture that supports trust, accountability, and engagement, those improvements are unlikely to stick.Stephanie explains why company culture should be viewed as a business strategy and offers a simple way to understand it: the personality of an organization. The conversation explores how leaders can intentionally shape that personality through values, behaviors, policies, and everyday interactions—and why creating a strong culture requires active involvement from senior leadership, not just middle managers or HR.The discussion also looks at psychological safety, differences in culture across teams, and the importance of creating alignment between departments. Stephanie shares practical insights into hiring for culture through behavior-based interviewing and explains how understanding a candidate's past behavior can provide a better picture of how they may contribute to an organization's culture.Finally, Catherine and Stephanie explore the growing role of AI in the workplace and why it should be used as a tool to prompt, assist, and support human thinking rather than replace it. They discuss the potential for AI to support team communication and collaboration while emphasizing the need to maintain human judgment and intentionality.Key Takeaways:1. Culture is the hidden process that determines whether improvements truly stick2. A strong company culture should be treated as an intentional business strategy3. Culture is a shared responsibility, but senior leaders must actively model and support it4. Hiring for culture requires understanding behaviors—not just skills and experienceLinks:https://stephanieangelo.com/http://www.linkedin.com/in/stephanieangelosphrhttps://www.findleansolutions.com/summit-2026/https://www.findleansolutions.com/

Emotional intelligence in leaders throughout your organization can positively impact your bottom line. This type of skill development can also increase employee engagement and improve morale. The following will highlight the nuances of emotional intelligence in leaders. We do this in three ways. We identify its importance, explain how to regulate our emotions, and show how to anticipate and respond to others' reactions.Show Notes: Emotional Intelligence in Leaders Will Improve Productivity and Employee Engagement(https://www.leadersinstitute.com/emotional-intelligence-in-leaders-will-improve-productivity-and-employee-engagement/)

How do you lead when trust in business, government, and media is at a generational low? On this episode of The Voice of Retail, host Michael LeBlanc welcomes Keith Wyche, Fortune 500 board director, keynote speaker, and author of the new book Uncommon Leadership: A Blueprint for Restoring Integrity, Trust, and People-Centred Leadership.Keith's retail story begins in the back room of one of Ohio's largest Sears stores, working the paint department as a college intern. From there, he built a career inside organizations in the middle of massive change: AT&T as the Bell monopoly broke apart, IBM as it shifted from hardware to solutions, then grocery at Cub Foods, where he spent his first months cutting meat, icing cakes, running a register, and stocking freight to understand the work before changing it.He shares the hard feedback that explained why he kept hitting quota at IBM but never got promoted: without followership, there is no leadership. That lesson underpins his trust formula, character times competency times consistency, where a zero in any one factor cancels the other two. Keith and Michael dig into why leadership drifted from service to self-interest, pointing to quarterly earnings pressure, a celebrity culture that rewards charisma over character, and CEO pay that has climbed from roughly 25 times the average employee to 200.The conversation turns to Walmart, which Keith joined in 2015, a year after Doug McMillon began pushing the company out of its brick-and-mortar comfort zone. He describes the unvarnished truth session, the burning platform, the jet.com talent infusion, and the storytelling that made the stakes real, including his reminder that Sears once had both the stores and the catalogue and is gone today.For executives who want somewhere to start Monday morning, Keith offers a practical framework. Listen to associates, using the two questions he asks on every store walk. Listen to customers and vendors. Then clarify and simplify the mission the way Walmart turned everyday low cost into everyday low price. A Chicago self-checkout rollout that consulted neither associates nor shoppers serves as a cautionary tale.They close on board composition in the AI era, the CEO, CFO, and operations seats plus the cybersecurity and AI expertise that may sit with a director in their thirties, and why customer-facing automation like shelf-scanning robots and AI greeters got piloted and pulled. As Keith says, AI can tell you a tomato is a fruit; wisdom tells you not to put it in the fruit salad.His parting advice for the next generation of retail leaders is simple: human capital is the most important asset on the balance sheet. "I'm in the people business," he says. "I just happen to sell groceries." Presented by Kokek, Canada's Way to Pay. Visit Konek.ca to learn more. Michael LeBlanc is the president and founder of M.E. LeBlanc & Company Inc, a senior retail advisor, keynote speaker and now, media entrepreneur. He has been on the front lines of retail industry change for his entire career. Michael has delivered keynotes, hosted fire-side discussions and participated worldwide in thought leadership panels. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, CanWest Media, Pandora Jewellery, The Shopping Channel and Retail Council of Canada to his advisory, speaking and media practice.Michael produces and hosts a network of leading retail trade podcasts, including the award-winning No.1 independent retail industry podcast in America, Remarkable Retail with his partner, Dallas-based best-selling author Steve Dennis; Canada's top retail industry podcast The Voice of Retail and Canada's top food industry and one of the top Canadian-produced management independent podcasts in the country, The Food Professor with Dr. Sylvain Charlebois from Dalhousie University in Halifax.Rethink Retail has recognized Michael as one of the top global retail experts for the fifth year in a row, the National Retail Federation has designated Michael as on their Top Retail Voices for 2025 and 2026. Thinkers 360 has named him on of the Top 50 global thought leaders in retail. If you are a BBQ fan, you can tune into Michael's cooking show, Last Request BBQ, on YouTube, Instagram, X and yes, TikTok.Michael is available for keynote presentations helping retailers, brands and retail industry insiders explaining the current state and future of the retail industry in North America and around the world.

The following article of the Entrepreneurs industry is: “Execution Architecture: The Future of Leadership in Mexico” by John Clayton, Employee Engagement Executive, Independent Contributor (AA2576)

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff is joined by Capstone Transformational Coach Julie Coneset to explore one of the most overlooked drivers of employee retention: the onboarding experience.Drawing on nearly three decades of rural healthcare HR leadership and firsthand experience leading organizational transformation, Julie shares why onboarding extends far beyond paperwork, policies, and orientation checklists.Together, Sue and Julie discuss how organizations can intentionally connect new employees to the organization's mission, culture, relationships, and expectations—creating an experience that increases confidence, belonging, and long-term retention.Whether you're an HR professional, department leader, executive, or frontline manager, this episode offers practical ideas you can begin implementing immediately to make every new employee's first year a success.Capstone helps rural hospitals be the provider- and employer-of-choice to keep care local and margins strong. Learn more via a complimentary consultation call. Schedule at:  CapstoneLeadership.net/Contact-Us Reach us at CapstoneLeadership.net or info@capstoneleadership.netHi! I'm Sue Tetzlaff. I'm a culture and execution strategist for small and rural healthcare organizations - helping them to be the provider and employer-of-choice so they can keep care local and margins strong.For decades, I've worked with healthcare organizations to navigate the people-side of healthcare, the part that can make or break your results. What I've learned is this: culture is not a soft thing. It's the hardest thing, and it determines everything.When you're ready to take your culture to the next level, here are three ways I can help you:1. Listen to the Culture Change RX PodcastEvery week, I share conversations with leaders who are transforming healthcare workplaces and strategies for keeping teams engaged, patients loyal, and margins healthy. 2. Subscribe to our Email NewsletterGet practical tips, frameworks, and leadership tools delivered right to your inbox—plus exclusive content you won't find on the podcast.

How to Improve Performance with Gamification and Feedback Shep interviews Jimmy Chebat, founder and CEO of ZIZO Technologies. He talks about how employee engagement and retention can be intentionally designed and improved through positive feedback, gamification, and purposeful organizational design.  This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:   How does employee experience directly impact customer experience?  How can leaders intentionally design a workplace for higher retention?  What is the difference between corrective feedback and recognition-based feedback?  How does gamification improve employee engagement and workplace productivity?  How do you build feedback and recognition into workplace infrastructure?  Top Takeaways:    Employee experience directly influences how customers perceive and interact with a company. If employees feel valued, engaged, and recognized, that positive environment shows up in customer interactions.   High attrition is a design problem, not a people problem. It is a symptom of an organization that fails to support and motivate its employees.  Because of technology, the friction that made it difficult for employees to switch companies, like location limits and time-consuming application processes, have largely disappeared. Organizations must not only work harder but also be more intentional about designing a work experience that retains top talent.  Feedback and recognition are not just perks. They should be built into the workplace experience, so employees know their contributions matter and feel motivated to keep excelling. Employees thrive when they receive regular, positive feedback for good performance, not just corrective feedback for mistakes.  Human behavior is universal, therefore,  can be predictable. Successful companies leverage the science behind that, along with gamification, to make work more interactive, rewarding, and effective.  Leaders can intentionally design work environments that create the right behaviors, motivation, and employee satisfaction, creating an employee experience where people want to stay and do their best.  Purpose makes the job meaningful. While a paycheck matters, today's employees want a sense of purpose and belonging. When leaders ignore these needs, employees feel unmotivated and disconnected.   Plus, Shep and Jimmy share more insights from his new book, The Engagement Architecture, on why teams underperform and how leaders can design an environment that changes that. Tune in!  Quote:   "Workplaces that are mundane, repetitive, and have high attrition need to architect a system that is engaging, rewarding, and provides recognition. This is what drives performance, productivity, and retention."  About:    Jimmy Chebat is the founder and CEO of ZIZO Technologies. With over twenty years in frontline operations, his book The Engagement Architecture guides leaders on designing environments that improve team performance.  Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.    Learn more about your ad choices. Visit megaphone.fm/adchoices

What You'll Learn in This Episode:In this episode, Patrick Adams and Andy Olrich are joined by Dr. William Harvey to explore one of the biggest challenges in continuous improvement: sustainment. Together, they discuss why organizations can be great at launching improvement initiatives but struggle to maintain momentum and achieve lasting results.William identifies three fundamental conditions that influence whether improvement efforts stick: the work must feel meaningful, people must feel safe doing it, and they must have the time to do it. The conversation explores the critical role psychological safety plays in building ownership and engagement, along with how leaders can create trust by consistently listening to employees, removing obstacles, and following through on commitments.The discussion also dives into Toyota Kata and deliberate practice as practical approaches for developing problem-solving capability throughout an organization. William explains how small experiments, daily coaching, and shared responsibility between coaches and improvers can turn continuous improvement from a temporary initiative into an everyday habit.Whether you're leading a team, coaching problem solvers, building an improvement culture, or trying to prevent your latest initiative from becoming another "flash in the pan," this episode provides practical insights for creating an environment where continuous improvement can truly sustain.Key Takeaways:Sustainment requires meaningful work, psychological safety, and protected timeLeaders build trust by listening, removing barriers, and consistently following throughContinuous improvement must become part of the work—not something added on top of itToyota Kata builds problem-solving capability through deliberate practice and experimentationLinks:https://www.linkedin.com/in/drwilliamharveyhttps://www.findleansolutions.com/summit-2026/https://www.findleansolutions.com/ 

HR has been told for years to “speak the language of the business,” usually as code for proving it deserves to be in the room. But Dr. Shindale Seale makes a stronger case: this isn't about self-defense. It's about leadership. If disengagement, poor management, weak culture, and badly handled transformation all carry measurable financial costs, HR needs to connect the human consequences to the numbers executives use to make decisions.In this episode, host David Rice and Dr. Seale unpack the “disengagement tax,” why engagement metrics without business impact can become little more than dashboard theater, and what it actually means for HR to become bilingual. They also explore the impossible job organizations have created for managers, why AI tends to amplify the culture it lands in, and whether the CHRO role is big enough for the human side of the transformation ahead.Related Links:Join the People Managing People CommunitySubscribe to the newsletter to get our latest articles and podcastsConnect with Dr. Shindale on LinkedInCheck out SEADE Coaching & ConsultingSupport the show

Greg Hoover spent his career at the top of the relocation and moving industry, with CEO, COO, and President roles at Bekins Van Lines, A. Arnold Relocation, New World Van Lines, and Atlas Van Lines. Two years ago he was outsourced, that turned into consulting work, and it has since grown into Third Star Consulting and a book called Lead Anyway: Ordinary You, Extraordinary Impact. His argument is that leadership does not require a title, a position, or anyone's permission. Key Discussion Themes: • Why waiting for a title or role before you lead keeps people sitting back, and what it looks like to lead from wherever you already are • The 80/20 rule, and how letting go of perfect got a 132-page book finished in three weeks after years of stalling • Kindness and empathy as the entry point to leadership, including the neighbor and the flower beds • Communication as the first act of leadership, and why people fill an information void with the worst version of the story • Focus over complexity in small business, running five plays well instead of building 300 Listener Takeaway: The effort to get from 80 percent to perfect is rarely worth what it costs, and the thing you never ship helps nobody. Greg's book sat unwritten for years because he believed it had to be 300 pages. Once he dropped that number it was done in three weeks. Connect with Greg: Website: https://thirdstar.net Cohort Workshop: https://leadanywaylive.com LinkedIn: https://www.linkedin.com/in/greg-l-hoover-1368243/ About the Host: Entrepreneur Conundrum is hosted by Virginia Purnell, founder of Distinct Digital Marketing, where she builds human-driven AI systems that help business owners get their time back (and get seen). New episodes every Monday. Work with Virginia: https://www.distinctdigitalmarketing.com LinkedIn: https://www.linkedin.com/in/virginiapurnell Listen to the Full Episode: https://entrepreneurconundrum.com/greghoover

Editorial cartoonists Ted Rall (from the Left) and Scott Stantis (from the Right) are joined by legal expert Ricardo Aparicio to ask the question: What the heck is going on at the US Supreme Court?The nation's highest court, once presumed to be nonpartisan, has become brazenly political. In Trump v. United States (July 1, 2024), the Court created absolute immunity for “core” constitutional powers by former presidents (pardons, vetoes, commanding the military, directing the Justice Department), and presumptive immunity for other official acts inside the “outer perimeter” of the job. Prosecutors can try to rebut that presumption, but they cannot use official-act evidence or the president's motives to prove a crime. In 2026 the Court let the president fire independent-agency heads at will, wiping out a 1935 limit that Congress wrote into statutes. Dissenters said that hands the president a power “unknown even to the English Crown” and collapses the separation of powers.On the emergency docket it has also paused lower-court findings on mail-in voting and immigration raids, which critics say treats facts as optional.Might SCOTUS enable the cancellation or nullification of the midterm elections?Ricardo Aparicio, PhD, directs the Employee Engagement & Experience Council at The Conference Board. A former General Mills organization-effectiveness leader, he ran global engagement surveys covering more than 175,000 employees and helped the company post record scores. Earlier he marketed national brands at General Mills and Colgate-Palmolive. Born in Caracas, he lives in Minnesota and holds degrees from Cornell, Stanford, and the University of Minnesota.

Editorial cartoonists Ted Rall (from the Left) and Scott Stantis (from the Right) are joined by legal expert Ricardo Aparicio to ask the question: What the heck is going on at the US Supreme Court?The nation's highest court, once presumed to be nonpartisan, has become brazenly political. In Trump v. United States (July 1, 2024), the Court created absolute immunity for “core” constitutional powers by former presidents (pardons, vetoes, commanding the military, directing the Justice Department), and presumptive immunity for other official acts inside the “outer perimeter” of the job. Prosecutors can try to rebut that presumption, but they cannot use official-act evidence or the president's motives to prove a crime. In 2026 the Court let the president fire independent-agency heads at will, wiping out a 1935 limit that Congress wrote into statutes. Dissenters said that hands the president a power “unknown even to the English Crown” and collapses the separation of powers.On the emergency docket it has also paused lower-court findings on mail-in voting and immigration raids, which critics say treats facts as optional.Might SCOTUS enable the cancellation or nullification of the midterm elections?Ricardo Aparicio, PhD, directs the Employee Engagement & Experience Council at The Conference Board. A former General Mills organization-effectiveness leader, he ran global engagement surveys covering more than 175,000 employees and helped the company post record scores. Earlier he marketed national brands at General Mills and Colgate-Palmolive. Born in Caracas, he lives in Minnesota and holds degrees from Cornell, Stanford, and the University of Minnesota.

In this episode of The Health Literacy 2.0 Podcast, host Seth Serxner engages in an insightful conversation with Vincent Catalano, founder of Clear Healthcare Solutions and host of the Clearly Beneficial podcast, delving into the strategies and challenges behind workforce health literacy and employee benefits.Vincent Catalano brings over two decades of experience in the employee benefits industry, beginning his journey in a local brokerage before navigating the complexities of large firms. Now an independent consultant and thought leader, Vincent focuses on empowering organizations to make proactive, strategic choices about their benefits offerings, rather than getting stuck on the annual “benefits hamster wheel.” Through his advisory work and podcast, he facilitates conversations that shed light on what truly drives successful benefits strategies and employee engagement.Seth and Vincent discuss:☑️ Breaking the Benefits Hamster Wheel: Most organizations default to a reactive, year-to-year approach rather than strategic, long-term benefits planning.☑️ The Strategy Gap in Mid-sized Organizations: Small and mid-market companies often lack the infrastructure for thoughtful benefits decision-making—relying heavily on their advisors.☑️ Compounding Cost Concerns: Healthcare premiums have escalated dramatically over the last two decades, leaving both employers and employees paying far more than in years past.☑️ The Five Essentials for Employees: Every employee should understand their premium, deductible, coinsurance, copay, and out-of-pocket max - basic knowledge that is often missing.☑️ Moving Beyond Passive Open Enrollment: Benefits education should be as robust as other mandatory trainings, ensuring employees (and their families) know how to use plans effectively.☑️ Incentives Drive Engagement: Participation in wellness programs often hinges on incentives, while newer benefit designs that reduce out-of-pocket costs for high-value care can improve outcomes.☑️ The Importance of Informed Buyers: HR and benefits teams must be educated, strategic consumers, holding brokers accountable, understanding compensation structures, and prioritizing transparency.Vincent's insights reveal that the future of workforce health literacy depends on proactive education, strategic planning, and stronger partnerships across all levels of the benefits ecosystem.Want to discover how EdLogics empowers organizations to boost health literacy, activate healthier behaviors, and cultivate real engagement across your workforce? Visit the EdLogics website for more.Learn About EdLogicsWant to see how EdLogics' gamified platform can boost health literacy, drive engagement in health and wellness programs, and help people live happier, healthier lives?Visit the EdLogics website: www.edlogics.com.Get Seth's BookCheck out The Wellbeing Effect by Seth Serxner.

Sam Shriver and Suzie Bishop join Larry Olsen from the Center for Leadership Studies, the home of the original Situational Leadership model. Sam brings more than 45 years of experience and has designed and delivered over 200 leadership and coaching programs. Suzie is Vice President of Product Development at the Center and has spent more than a decade adapting the model for today's modern learner. Together they are co-authors of Situational Leadership: The Model for Leading Others, Navigating Change, and Unlocking Performance.   In this conversation, Larry sits down with Sam and Suzie to talk about why one-size-fits-all leadership fails, and how meeting people where they are unlocks trust, performance, and human potential.   What you'll hear: Why "it depends" is the mantra of situational leadership, not a fixed leadership style The behaviors that run from direction to empowerment, and when each one backfires Referent power: why trust outperforms position power or expertise How a leader's presence alone can stifle honest conversation   ABOUT SAM SHRIVER AND SUZIE BISHOP Sam Shriver has more than 45 years of experience in situational leadership and has designed and delivered over 200 leadership and coaching programs. Suzie Bishop is Vice President of Product Development at the Center for Leadership Studies. Together they are co-authors of Situational Leadership: The Model for Leading Others, Navigating Change, and Unlocking Performance. The Center for Leadership Studies is the global home of the original Situational Leadership model.   ABOUT LARRY OLSEN Larry Olsen is a Two-Time Vistage Speaker of the Year and Fortune 50/500 Executive Performance Advisor with 40+ years of client work at Toyota, PepsiCo, Starbucks, Harley-Davidson, Honda, American Airlines, State Farm, Frito Lay, Lexus, and Tropicana. He is the author of Get a Vision and Live It! and the founder of Performance Driven Neurology.   IF THIS LANDED FOR YOU Leadership isn't one style forced onto every person, it's reading the person in front of you and adjusting from there. That's exactly how Larry thinks through every leadership conversation he has.   How Leaders Think:  https://larry-olsen.kit.com/how-leaders-think   CONNECT WITH LARRY Email: success@larryolsen.com LinkedIn: linkedin.com/in/larry-r-olsen   CONNECT WITH SAM SHRIVER AND SUZIE BISHOP Website: situational.com LinkedIn: Sam Shriver and Suzie Bishop Book: Situational Leadership: The Model for Leading Others, Navigating Change, and Unlocking Performance (Amazon and other major retailers)   SUBSCRIBE FOR MORE New episodes of the Brain Vault Podcast publish every other Wednesday.

Having a seat at the table doesn't automatically mean your voice shapes the conversation. So how do HR professionals become trusted advisors whose insights genuinely influence business decisions?In this episode of the HRchat Podcast, Bill Banham is joined by Jennifer McClure, longtime HR executive, keynote speaker, founder of DisruptHR, and self-described "student of the future of work." Jennifer shares practical lessons from decades of leadership, explaining why influence—not title or attendance—is the true measure of HR's impact.Jennifer reflects on a pivotal piece of career advice that transformed her approach to leadership: stop being the person who immediately says "no" and instead begin with curiosity. By asking, "Tell me more about what you're trying to accomplish," HR professionals can uncover better solutions, build stronger relationships with leaders, and protect both people and the business.The conversation explores how HR can navigate difficult workplace decisions with integrity, including performance management, layoffs, bias concerns, and termination requests. Jennifer explains why empathy and accountability aren't opposing forces and how HR can advocate for respectful, evidence-based decision-making, even when conversations become uncomfortable.Bill and Jennifer also discuss the evolving role of HR in shaping organizational culture, why some leadership challenges can't be solved with policies alone, and how workforce data—from turnover patterns to exit interviews and candidate feedback—can strengthen HR's strategic influence.Whether you're an HR business partner, people leader, CHRO, or someone looking to expand your influence within your organization, this episode offers practical advice on becoming the trusted voice leaders turn to when the stakes are highest.In this episode, you'll learn: Why having a "seat at the table" isn't the same as having influence  How curiosity helps HR become a more strategic business partner  Practical ways to build trust with senior leaders  How to navigate difficult employee relations decisions with integrity  Why empathy and accountability can—and should—coexist  How HR can use workforce data to influence business decisions  The importance of moving beyond compliance toward strategic partnership  Why HR has a unique opportunity to shape organizational culture and performance Connect with Jennifer McClure: https://www.linkedin.com/in/jennifermcclure/Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Stop Chasing Outcomes with Erin Treacy. Most leaders are obsessed with outcomes, KPIs, and hitting the next target, but that focus can quietly create problems inside the team. In Stop Chasing Outcomes with Erin Treacy, Tim Staton sits down with leadership coach and small business expert Erin Treacy to explore why better results often begin with better systems, stronger communication, and a healthier team culture. Raised in a small family owned business in the Appalachian mountains of West Virginia, Erin Treacy brings a unique combination of family business experience, restaurant leadership, journalism, and professional coaching. Her experience gives her a practical perspective on how to start a small family business, how to run a small family business, and how to sell a small family business while building the leadership systems necessary for long-term business growth. In this episode of Tim Stating The Obvious, Tim Staton and Erin Treacy examine what it really takes to lead people effectively in a small business. They discuss Leadership, Management Tips, Small Business, Team Culture, Employee Engagement, Effective Communication, Professional Development, Leadership Development, Workplace Efficiency, and Business Growth without relying on empty leadership clichés. Erin explains why leaders should stop chasing outcomes and start improving the systems that produce those outcomes. Like a sports coach focusing on the next play rather than obsessing over the final score, effective leaders can improve performance by examining daily processes, communication, workflows, and employee experiences. The conversation also explores why self-assessment is one of the most overlooked leadership skills. Instead of immediately blaming employees when something goes wrong, leaders need to examine their own communication, expectations, systems, and management practices. Erin explains why “message sent” does not necessarily mean “message received” and how better communication can prevent small problems from becoming expensive failures. Another major focus is leadership by walking around. Erin explains why getting out of the office, walking the floor, talking directly with employees, and asking better questions can reveal problems that never make it through layers of middle management. For small family businesses and growing companies, this type of face-to-face connection can strengthen trust, improve employee engagement, and create a healthier team culture. Tim and Erin also discuss the challenge of developing internal talent. Many small businesses make the mistake of promoting their best employee into management without providing the training necessary to become an effective leader. Erin explains why businesses should develop a talent pipeline, cross-train employees, and provide professional development before someone is placed in a leadership position. The episode also explores the difference between managing outcomes and building systems, how to improve communication so employees understand their roles, and why middle managers can sometimes become the biggest bottleneck to workplace efficiency. For anyone interested in small family business ideas, building a successful family business, improving leadership and management, developing employees, or creating a workplace culture where people want to work, this conversation offers practical lessons that can be applied immediately. Whether you own a small business, work in management, lead a family-owned company, or are preparing for your next leadership position, Stop Chasing Outcomes with Erin Treacy will challenge you to think differently about leadership, communication, employee development, and business growth.   In This Episode Why leaders should focus on systems instead of obsessing over outcomes How self-assessment can improve leadership effectiveness Why effective communication requires listening, not just talking How leadership by walking around creates stronger employee engagement Why “message sent” does not always mean “message received” How small businesses can improve workplace efficiency Why promoting your best performer into management can backfire How to build an internal talent pipeline Why cross-training employees strengthens a small business How professional development supports leadership development The role of middle management in team culture How family-owned businesses can prepare for growth and transition Practical lessons for running and growing a small family business   Key Topics Leadership | Management Tips | Small Business | Team Culture | Employee Engagement | Effective Communication | Professional Development | Leadership Development | Workplace Efficiency | Business Growth | Family Business | Small Business Leadership | Talent Development | Management | Business Systems   About Erin Treacy Erin Treacy is a leadership and business coach from the Appalachian region of West Virginia. After growing up in a family business and owning multiple restaurants, Erin now helps everyday leaders build confidence, improve communication, develop emotional intelligence, and create stronger teams without burning out.   Connect with Erin Treacy Website: https://erintreacycoaching.com/ LinkedIn: https://www.linkedin.com/in/erin-treacy Instagram: https://www.instagram.com/coacherintreacy/     Connect With Tim Website: timstatingtheobvious.com Professional Reading List: https://timstatingtheobvious.com/products Facebook: https://www.facebook.com/timstatingtheobvious YouTube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw Instagram: @TimStating TikTok: @timstatingtheobvious LinkedIn: https://www.linkedin.com/in/tim-staton-04b41a271/ SKOOL Community: https://www.skool.com/timstatingtheobvious-9537/about?ref=de9c7e65d8ba4eeabc1a8eea413c125b

Layci recently had the privilege of being a guest of Kirk Davis, Executive Director of CAMPS, to explore a challenge manufacturers know all too well: why does growth stall when the "people side" of the business can't keep pace with technology?  Layci traces her path from workforce development to founding Transcend — built on a simple but powerful premise: leadership training should deliver measurable, practical ROI, not just feel-good moments. At the heart of her approach is the HHART-First Leadership framework — a system grounded in honest communication, healthy conflict, and cultures built on acceptance, respect, and trust, backed by 48 concrete, teachable skills. The conversation gets into the real results clients experience: problems surfacing earlier, sharper quality standards, cleaner shift handoffs, and a dramatic reduction in "silent failures." Layci also tackles the turnover crisis head-on — calling out the supervisory behaviors and dehumanizing workplace dynamics that quietly drive good people out the door. She rounds out the discussion with a compelling example of how making promotion criteria transparent through a weighted skills matrix can eliminate perceived favoritism and rebuild trust on the shop floor. Keywords:Leadership, Manufacturing, HHART First, Communication, Organizational Culture, Performance Systems, Employee Engagement, Strategic Planning, Workforce Development Chapters:00:00 Introduction and Guest Background02:08 Layci's Journey into Workforce Development04:28 Founding Transcend Leadership Collective06:44 Heart First Leadership Philosophy09:56 The Science and Skills of Heart First Leadership11:41 Real-World Impact of Heart First Systems14:45 Diagnosing Organizational Challenges21:00 Performance Accelerator Framework24:40 Client Success Stories and Outcomes28:24 How to Connect with Layci Nelson Learn more about CAMPS:https://www.camps-us.com/

Big HR conferences often promise valuable networking, but how many meaningful conversations actually happen with the people making strategic decisions?In this episode of the HRchat Podcast, Bill Banham is joined by Robbie Jones, CEO and Co-Founder of Double Centurion Events and a global advisor in HR technology and people platforms, to explore why the traditional conference model is evolving and what senior HR leaders are looking for instead.Drawing on experience from both the events industry and the HR tech sector, Robbie explains why many CHROs and CPOs have grown tired of crowded exhibition halls and generic agendas. Instead, they're seeking curated, invitation-only experiences where they can have honest conversations with peers, build trusted relationships, and tackle the biggest challenges shaping the future of work.The conversation explores the thinking behind the Leaders Summit for HR & People series, including its concierge-style delegate experience, executive think tanks, and carefully selected mix of HR leaders and solution providers. Bill and Robbie also discuss the growing impact of AI on HR, the importance of trust and authentic networking in a post-pandemic world, and why memorable venues—from Lord's Cricket Ground to Niagara Falls—can help create stronger business connections.Whether you're an HR executive, people leader, HR technology provider, or event organizer, this episode offers fresh insights into what makes executive communities thrive and how live events can deliver genuine value beyond the exhibition floor.In this episode you'll discover: Robbie's journey from global exhibitions to HR technology and executive events  Why many senior HR leaders skip traditional expos in favor of curated experiences  How invitation-only summits create stronger conversations and better ROI  The biggest topics dominating executive HR discussions, including AI, leadership, wellbeing, and workforce transformation  Why relationship-building has become more important than ever in today's HR landscape  How the Leaders Summit for HR & People is rethinking executive networking Connect with Robbie Jones: https://www.linkedin.com/in/robbiejonesdce/Learn more about the Leaders Summit for HR & People series: https://www.theleaderssummitforhr.com/canada/ If you enjoyed this episode, please subscribe to HRchat, leave a review, and share it with a colleague who wants more meaningful HR conversations.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Welcome to wellthy Living conversationsWhat work teaches us about being humanWork shapes so much of our lives. It influences our wellbeing, our relationships, our sense of purpose and even how we see ourselves.Over the past few months, Mike and I have spent a lot of time listening to employees and leaders talk about their experiences at work. We've heard what helps people thrive, what gets in the way, and the things that organisations sometimes don't see until someone finally speaks up.In this conversation, Mike and I explore some of what we've learned.We talk about why organisations can grow without evolving, how poor systems and communication can create stress without anyone intending them to, why people don't always feel safe to speak up, and why leadership training isn't necessarily the answer to every workplace problem.We also unpack the difference between psychological safety, psychological health and psychosocial hazards, and what the new Victorian regulations actually mean for employers.Perhaps most importantly, we talk about the human stuff underneath all of it: fairness, trust, autonomy, belonging, being heard and feeling like we're part of something rather than simply being managed by it.Mike brings his experience in law, conflict resolution, workplace culture and mental health, while I bring my perspective from years of working with people around wellbeing, connection and the human side of organisations.It's a conversation about work, but really, it's a conversation about people.Timestamps:00:00 – Intro — welcome to Mike Jensen03:37 – Mike's path: corporate law → psychiatric law → culture consulting06:44 – Why Mike went back to uni08:39 – Is there evidence behind wellbeing fads?10:13 – The "holy trinity" of old workplace culture: revenue, cost, risk12:03 – Why the onus is wrongly placed on individuals to "speak up"14:45 – Mental illness stigma → misread as performance issues20:07 – Psychosocial hazards are interconnected, not separate22:14 – Growing vs. evolving — the shared-house furniture analogy23:53 – Real-world friction: 6 apps, 20 minutes, a mouse that won't scroll sideways26:52 – Why departments stay siloed29:26 – Communication as "the common cold" of organisations30:06 – Remote managers vs. on-site staff — the fairness problem38:27 – What the new psychosocial hazard regulations actually require42:29 – Psychosocial hazards vs. psychological health vs. psychological safety44:30 – Workplace justice explained49:14 – Is leadership development training overemphasised?50:18 – The Vic Police return-to-work study53:06 – Work design, autonomy and agency55:01 – Role clarity as an overlooked hazard1:00:01 – Do the regulations apply to small businesses too?1:01:03 – Where's the line between personal issues and work's responsibility?1:02:29 – One free, practical first step any business can take1:04:04 – How this work has personally changed MikeAbout Mike JensenMike began his career as a corporate lawyer before moving into psychiatric law, conflict resolution, workplace investigations and change management. He's now completing postgraduate studies in Leading Mental Health in Workplaces at Flinders University and consults to organisations — including hospitals and local government — on workplace culture and psychosocial hazards.

Episode Summary Employee engagement and mental health are often treated as separate line items on an HR dashboard, but they are actually two sides of the same coin. With global engagement falling to just one in five employees and stress levels rising, CEOs must recognize that disengagement is frequently a symptom of unaddressed psychological strain. In this episode, we dive into why traditional "wellness perks" aren't enough and how structural changes—from manager workload to AI deployment—are the real keys to a high-performing, healthy workforce.   Key Topics Discussed The Hidden Link Between Engagement and Mental Health: Why disengagement is often a symptom of chronic stress rather than a lack of motivation. The Manager Factor: How manager burnout and excessive "span of control" (more than 10-12 direct reports) act as a systems failure that erodes team health. Psychological Safety as a Foundation: Drawing on Harvard Business School research, we discuss why interpersonal risk-taking is the strongest predictor of both engagement and well-being. The "AI Factor": How deploying AI without clear communication about job security and new skill paths creates deep-seated anxiety and trust issues. Leadership and AI Deployment: Insights into Michael Levitt's approach to a "LeadershipOS," where technology change management is treated as a mental health intervention. Moving the Needle: Why organizations that pair mental health investment with structural changes like flexible scheduling and manageable workloads see significantly higher retention. Actionable Insights for CEOs Audit Manager Workload: Treat manager capacity like a production line; reduce the number of direct reports and give them the authority to adjust workloads without red tape. Cross-Reference Your Data: Pull your engagement surveys and layer them over absenteeism and turnover data to find exactly where your organization needs the most help Structural Safety: Build psychological safety by rewarding managers who surface problems early and creating forums where employees can raise concerns safely. The 90-Day Pilot: Commit to one structural change—whether it's a new AI communication protocol or reducing span of control—with a designated owner and a clear measurement data Resources Mentioned 3 Ways To Boost Employee Engagement In Your Workplace 6 Ways To Embrace Mental Health In Your Company Employee Retention: Calculating The True Costs Of Burnout And Turnover Research References: Gallup State of the Global Workplace, SHRM Workplace Research, and McKinsey workforce data https://BreakfastLeadership.com/

In this episode of our 3-part series exploring the foundations of positive leadership, I speak with Kevin Ford, the award-winning, past CEO of Calian Group, about how to effectively connect with others. In a world grappling with AI, remote work, and breakneck change, we examine explore what meaningful connection looks like in practice. Starting with candor and transparency, our discussion explores why authentic openness isn't just a nice-to-have, but a business essential. Kevin shares some real-life examples from leading a global, publicly traded company to amplify the conversation from theory to tangible action.Our journey continues with a deep dive into respect, which is not a formality rooted in title, but rather the lived foundation of innovative, resilient culture. Empathy emerges as our final, essential ingredient, with stories illustrating how courageous listening and presence lead organizations through uncertainty and drive sustainable results. Key moments include revealing the inner workings of boardroom transparency, the contagious effects of a leader's sincerity, and the simple yet radical act of asking, “How are you really doing?” Insights on how accountability and compassion coexist provide leaders with a nuanced blueprint for addressing hard truths without losing humanity.Listeners will come away with a wealth of practical strategies, from how to tune into team energy, to acting on feedback with genuine care. For anyone looking to elevate their leadership and transform team dynamics, this episode delivers both the why and the how.What You'll Learn- The Importance of Candor and Transparency in Leadership.- How Transparency Builds Trust and Followership.- Cultivating a Culture of Respect.- Navigating Difficult Conversations With Respect.- Demonstrating and Developing Empathy: A Leadership Superpower.- Positive energy matters, especially in tough times.- Balancing Empathy, Accountability, and Performance. Podcast Timestamps(00:00) - Introduction to Part 2: Connecting with Others(01:59) - The Challenge of Connection in a Tech-Driven World(02:36) - Candor and Transparency in Leadership(07:36) - Transparency Across Stakeholders(13:09) - The Foundation of Respect(19:59) - (25:03) - Respect in Difficult Conversations and Layoffs(29:01) - Empathy as a Leadership Imperative(36:29) - Empathy in Action and Leading Through Crisis(47:03) - The Courage to Embrace Raw Emotions(55:07) - Reflecting on the Leadership JourneyKEYWORDSPositive Leadership, Candor, Transparency, Authenticity, Self-Leadership, Respect, Empathy, Leadership Culture, Company Values, Accountability, Performance Management, Giving Feedback, Employee Engagement, Emotional Intelligence, Human-Centered Leadership, Difficult Conversations, Building Trust, Stakeholder Communication, Navigating Change, Remote Work, CEO Success

In this episode, Ray explores the uncomfortable truth: firm culture is revealed through what leaders reward, tolerate, and ignore on a typical Monday morning. For advisory firm owners, understanding your actual culture, not your aspirational values, has direct business impact.Ray makes the connection concrete: research from SHRM shows that employee experience and engagement account for 42% of turnover intent. Regrettable attrition is expensive. More importantly, in relational advisory businesses, internal culture becomes external client experience. Clients feel when teams are aligned, communication is clear, and people are supported. They also feel when turnover disrupts continuity and people are burned out.This episode is built around an immediately actionable framework: the culture evidence review. Rather than running another employee survey, Ray walks you through five practical questions that move culture from sentiment to evidence. You'll learn what to examine, what it means when certain behaviors are tolerated, and how to use stay interviews to listen early before exit interviews teach expensive lessons.WHAT YOU'LL LEARN IN THIS EPISODEWhy culture is revealed through behavior, not proclamation, and how to examine evidence instead of languageHow employee experience and engagement directly correlate with turnover intent (and the research that proves it)The five-question culture evidence review framework that translates culture into measurable leadership decisionsWhy tolerated behaviors become permission and what behaviors are costing your firm stability and client continuityHow to use stay interviews to listen early and understand what your best people need to stay engagedTHE FIVE-QUESTION CULTURE EVIDENCE REVIEWWhat behaviors are rewarded around here? Look past the value statement. Who gets promoted, praised, paid, invited to important conversations? Do you reward people who develop others or only those who generate revenue? Do you reward collaboration or information control? Do you reward system improvement or crisis heroics?What behaviors are tolerated? Every firm tolerates something. Poor follow-through, weak meetings, avoided feedback, disrespectful communication, hoarded clients, undermining peers, not using the CRM, treating staff as support instead of colleagues. When leaders tolerate these behaviors, tolerance becomes permission.What do employees fear saying out loud? Your team may know where the firm is stuck before leaders admit it. They know which processes are broken, which client segments drain the team, which advisors are difficult. A healthy culture gives truth a place to go.What are stay interviews telling us? Ask why people stay, what might cause them to leave, where they feel underutilized or unsupported, and what would help them grow. Listen early.What is AI anxiety doing to the culture? Employees may not directly name AI fear. They hesitate to use tools, fear being replaced, or assume productivity gains mean more work. Leaders need to surface this conversation.COACHING QUESTIONS FOR YOUR LEADERSHIP TEAMWhat behaviors are shaping your culture more than your stated values do?Where is the firm tolerating behavior that undermines trust or performance?What would your employees say the culture rewards most in your firm?What are stay interviews telling you before exit interviews make the lesson costly?How is AI anxiety manifesting in the culture, even if people are not naming it directly?Building the Billion Dollar Business is hosted by Ray Sclafani, Founder and CEO of ClientWise, the financial services industry's leading executive coaching and team development firm for elite advisors and wealth management teams.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTube

Today I'm joined by Scott McInnes, founder of Inspiring Change, a Dublin-based culture and internal communication consultancy. Scott helps senior leadership teams close the gap between the culture they have and the one they actually need to deliver their strategy.  In this episode, we explore why communication is far more than simply sharing information. Scott explains how great leaders connect people to purpose, why clarity without emotion rarely inspires action, and how frontline managers play a critical role in translating organizational strategy into meaningful conversations. We also discuss hybrid work, employee engagement, storytelling, communication confidence, and why self-awareness may be one of the most important communication skills any leader can develop. Whether you lead a team, communicate change, or simply want your messages to create more impact, this conversation is full of practical insights you can apply immediately. Let's dive in. Additional Resources: ► Follow Communispond on LinkedIn for more communication skills tips: https://www.linkedin.com/company/communispond ► Connect with Scott D'Amico on LinkedIn: https://www.linkedin.com/in/scottdamico/ ► Connect with Scott on LinkedIn: https://www.linkedin.com/in/scottwmcinnes/ ► Learn more about Inspiring Change: https://www.inspiringchange.ie/comms ► Subscribe to Communicast: https://communicast.simplecast.com/ ► Learn more about Communispond: https://www.communispond.com

How much trust should employers place in psychometric assessments?In this episode of the HRchat Podcast, host Bill Banham is joined by Paula Baetu, Psychometric Specialist, Business Psychologist, and Executive Coach at Awemetrics / Pawsometrics, to demystify workplace assessments and explore how HR leaders can make better, more evidence-based talent decisions.With extensive experience evaluating and implementing psychometric assessments for recruitment, leadership development, internal mobility, and organizational development, Paula explains what psychometric assessments really measure—and why they're about far more than personality tests.Together, Bill and Paula discuss why HR and talent acquisition teams are increasingly turning to assessments to improve hiring quality and objectivity, while also highlighting the risks of relying on tools that lack independent validation or transparency. Paula explains why every HR professional should ask vendors for a technical manual, how to determine whether an assessment is fit for purpose, and why organizations often continue using legacy tools simply because "that's what we've always used."The conversation also explores some of the most common mistakes organizations make—from hiring based on a single assessment score to benchmarking against outdated norm groups—and why psychometric results should always inform decisions rather than make them.Finally, Bill and Paula examine the growing impact of artificial intelligence on workplace assessments. They discuss AI-generated tests, candidates using AI during assessments, skills-based hiring, and the practical steps employers are taking to AI-proof recruitment processes while maintaining fairness and validity.Whether you're an HR leader, recruiter, talent acquisition specialist, people manager, or organizational psychologist, this episode offers practical guidance for selecting better assessment tools and making smarter hiring decisions.In this episode, you'll learn about:What psychometric assessments really measure—and why they're more than personality testsWhy independent validation and technical documentation matter when selecting assessment toolsHow to evaluate psychometric vendors and choose assessments that are fit for purposeCommon mistakes organizations make when interpreting assessment resultsWhy skills-based hiring is changing assessment strategiesHow AI is transforming candidate assessment and recruitmentPractical ways to improve fairness, validity, and transparency in hiring decisionsBest practices for using psychometrics in recruitment, promotion, and leadership developmentIf you enjoy this episode, subscribe to the HRchat Podcast, leave a review, and share it with colleagues working in HR, talent acquisition, leadership development, and organizational psychology.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

What makes great executives stand out? I'm thrilled to share Part 1 of a 3-part series that will explore the foundations of positive leadership. Throughout this special set of episodes, I will be sharing the stage with Kevin Ford, the award-winning CEO of Calian who recently stepped down. In this episode, Kevin and I start the conversation by taking an honest look at why leading yourself matters most. We unpack the critical role of self-awareness, sharing a powerful personal journey that moved Kevin from early-career overconfidence to the life-changing benefits of welcoming tough feedback.We also discuss insightful research, amplified with real-life examples that makes the case that self-awareness isn't soft. Our discussion touches on structured approaches (like 360 reviews) and everyday, observational cues that help leaders read the room and adjust in real time. We reframe humility as a leadership strength, curiosity as the operational side of great leadership, and positivity as the superpower needed to weather today's challenges.If you're searching for ways to advance your leadership, build resilience, and foster authentic relationships, this episode provides an actionable roadmap to transform self-awareness from a buzzword into your most valuable asset.What You'll Learn- Self-Awareness is foundational- Feedback is a gift: Receive it well- Embracing (tough) feedback, can be transformative.- Make time for self-reflection.- Curiosity is operationalized humility.- Positive energy matters, especially in tough times.- Legacy is about the journey. Podcast Timestamps(00:00) - Introduction to the 3-Part Series(00:42) - Guest Introduction: Kevin Ford's Leadership Journey(03:26) - The Importance of Leading Yourself(04:11) – The Role of Self-Awareness in Executive Success(06:08) - Transformative Feedback: The Value of Tough Conversations(09:46) - Processing Feedback and Humility in Leadership(12:12) - Creating Upward Feedback Culture(14:24) - Reading the Room: Observational Self-Awareness(16:43) - Internal and External Self-Awareness(17:56) - Addressing Time Constraints and Feedback Reluctance(22:18) - Curiosity as a Driver of Self-Awareness(24:21) - Humility, Curiosity, and Leadership Legacy(29:04) - Self-Awareness and Decisive Leadership(32:59) - Positive Energy and Well-being in Leadership(37:48) - Practical Steps for Sustaining Positive Energy(41:45) - Final Reflections on Self-AwarenessKEYWORDSPositive Leadership, Self-Awareness, Leadership Development, Executive Feedback, 360 Assessments, Upward Feedback, Humility in Leadership, Curiosity, Culture, Authenticity, Positive Energy, Well-Being, Mental Health, Physical Health, Energy Management, Legacy, Organizational Culture, Coaching, Empathy, Constructive Criticism, Personal Growth, Employee Engagement, Resilience, Performance Review, Self-Reflection, Emotional Intelligence, CEO Success

In this episode, host Marcus Aurelius Anderson sits down with Claude Silver, the world’s first Chief Heart Officer at VaynerX and author of "Be Yourself At Work." Together, they explore the power of authentic leadership, building resilient workplace cultures, and the importance of empathy and self-awareness in professional growth. Episode Highlights: [0:49] Introduction to Claude Silver and her role as Chief Heart Officer at VaynerX [13:14] Claude discusses fear, insecurity, and authenticity in the workplace [13:72] Shifting leadership paradigms: trust, vulnerability, and communication [14:26] Building resilience through adversity and the value of transparent feedback About Claude Silver:Claude Silver is the Chief Heart Officer at VaynerX, where she partners with CEO Gary Vaynerchuk to cultivate a people-first culture. With over a decade in her unique role, Claude is recognized for pioneering empathetic leadership and fostering environments where individuals can thrive by being their authentic selves. She is the author of "Be Yourself At Work," a book dedicated to empowering individuals and teams to lead with heart, courage, and vulnerability. Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

In this episode, part of the "Rewards that work" webcast series, panelists examine how leading organizations can move from offering financial wellness programs to actively encouraging meaningful employee engagement. Drawing on external research and real-world client experience, they introduce a practical framework to help organizations increase engagement across the full employee lifecycle, from initial awareness to sustained usage.

In this interview, UC Today's Kristian McCann speaks with Stephen Baer, leadership advisor and author, about one of the most stubborn paradoxes in modern business: organizations that say people are their greatest asset, then manage them on spreadsheets.With Gallup reporting that 79% of employees worldwide are disengaged in 2025, Stephen makes a compelling argument that the way most companies measure engagement is actively undermining it — and that the fix starts not with better tools, but with better leaders.Topics include:The invisible drag is costing more than you think. Disengagement is estimated to cost the global economy $8.8 trillion annually — equivalent to 9% of global GDP. Meanwhile, companies that genuinely invest in their people see a third of average staff turnover and eight times more revenue per employee.Quiet quitting has a tell. When employees stop saying "what if we tried this?" and start saying "just tell me the deadline," ownership, creativity, and innovation have already left the building. Compliance is what remains.Metrics should lag, not lead. The right question isn't "what's our engagement score?" — it's "where are we losing people emotionally?" Tools and platforms work best as early warning systems for broken human experiences, not surveillance dashboards.Train coaches, not managers. Stephen's framework — greet them, know them, grow them — gives middle managers a practical way to build the kind of relationships where people feel seen, understood, and clear on how their work connects to something bigger.Next Steps For more leadership and workplace insights, visit UC Today and explore related stories and interviews. Join the UC Today LinkedIn community at linkedin.com/groups/9551264 and subscribe to the newsletter at uctoday.com/register.

Employee engagement is key to a successful organization, and getting team members engaged should begin even before their first day of work as a new hire. New hires naturally feel a mix of excitement and anxiety, but leaders must capitalize on the excitement while minimizing the anxiety to stimulate employee engagement from the outset. According to Lana Fontenot, Vice Chancellor for Institutional Advancement and External Relations for South Louisiana Community College, effective pre-boarding and onboarding programs are effective ways to not only stimulate excitement and reduce anxiety but to build engagement and increase retention rates. Listen to the first part of Dr. Janet Pilcher's two-part interview with Ms. Fontenot as they discuss her model for pre-boarding and onboarding and her personal experience as a new hire that instilled within her the passion for effective onboarding and employee engagement. Recommended Resources:  Focus on Employee Engagement, Increase Employee Engagement with RecognitionFollow Host Dr. Janet Pilcher on LinkedIn: https://www.linkedin.com/in/janetpilcher/ 

What does it really take to thrive in the future of work?In this episode of the HRchat Podcast, host Bill Banham is joined by Kevin Empey, founder of Work Matters and author of Thrive in the Future of Work, to explore how AI, hybrid work, digital transformation, and changing employee expectations are reshaping organizations around the world.Together, Bill and Kevin examine how the workplace has evolved over the past decade—from hyper-digitalization and the lasting impact of COVID-19 to the rapid adoption of generative AI and the changing relationship between employers and employees. They discuss why many organizations are focusing on employee engagement when the real challenge may be a growing alignment gap between business priorities and workforce expectations.The conversation also explores the future of hybrid work, the return-to-office debate, AI's impact on job design, and why HR leaders must rethink early careers if they want to create opportunities for the next generation of talent.Whether you're a CHRO, HR leader, people manager, talent professional, or business executive, this episode offers practical insights into building more adaptable organizations and preparing employees for an increasingly uncertain future.In this episode, you'll learn about:Why AI is accelerating change faster than previous workplace transformationsThe long-term impact of hybrid work and evolving employee expectationsWhy employee engagement may be the wrong problem to solveClosing the alignment gap between organizational strategy and employee experienceRethinking the employment relationship in the age of AIPreparing graduates and early-career professionals for an AI-enabled workplaceWhy career agility and continuous learning are becoming essential workplace skillsIf you enjoy the episode, please subscribe to the HRchat Podcast, leave a review, and share it with colleagues who are shaping the future of work.Connect with Kevin at https://www.linkedin.com/in/kevin-empey-4968731b/Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Money Making Conversations Master Class with Rushion McDonald is America's premier entrepreneurship, business leadership, financial literacy, and wealth-building podcast featuring successful entrepreneurs, executives, founders, celebrities, and industry experts sharing actionable insights for professional and financial success. Business Podcast Entrepreneurship Small Business Business Growth Financial Literacy Wealth Building Black Entrepreneurs Minority Business Leadership Executive Leadership Business Funding Marketing Strategies Personal Development Startup Advice Sales Training CEO Interviews Founder Stories Professional Development Economic Empowerment Business Success Networking Brand Building Innovation How to start a business Small business funding Entrepreneur success stories Business leadership podcast Wealth building strategies Black entrepreneur podcast Minority business development Marketing for small businesses Business growth strategies Startup funding opportunities Executive leadership training Financial literacy education Success mindset podcast Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

What separates organizations that simply function from those that truly thrive? The answer often lies in the strength of their culture. In this episode of Let's Have This Conversation, Kevin McShan sits down with transformational culture executive Billy Bonaparte to explore why organizational culture is far more than an HR initiative—it's one of the most powerful strategic advantages a business can possess. With more than 15 years of experience helping Fortune 500 organizations accelerate growth through talent, innovation, and human performance, Billy shares how leaders can create cultures where purpose, performance, and belonging work together to drive sustainable success. The conversation examines the critical role of cultural alignment, ensuring employees' values, behaviors, and beliefs are connected to an organization's mission and vision, while also discussing why clear organizational priorities help businesses focus their people, resources, and energy where they matter most. Throughout the discussion, Billy explains how authentic leadership, meaningful communication, and intentional employee engagement create workplaces where people feel valued, trusted, and empowered to contribute at their highest level. Rather than treating culture as a standalone initiative, he demonstrates why today's most successful organizations embed culture into every business decision, leadership conversation, and strategic objective. Whether you're a CEO, HR executive, people leader, manager, entrepreneur, or someone passionate about building high-performing teams, this episode offers practical insights into creating transformational workplaces where people and performance flourish together. In this episode, you'll discover: If you're looking to build a resilient, people-first organization where employees are engaged, aligned, and inspired to do their best work, this conversation is one you won't want to miss. LinkedIn : @BillyBonaparte,MBA   Learn more about your ad choices. Visit megaphone.fm/adchoices

Hey there Voices of the Bench community, this is Trish Jones with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS Emax Zirconia offers multiple fast-fire protocols designed to help save you valuable production time while maintaining consistent results. Time is money in every lab. Don't wait. Reach out to your local Ivoclar rep today and discover how IPS Emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one.Matt Everatt joins Elvis and Barb for a fascinating conversation that takes a deep dive into his journey through the dental laboratory industry and the story behind his book, The Invisible Profession. From discovering dental technology at 16 and specializing in maxillofacial prosthetics and orthodontics to working in hospitals, developing early sleep-apnea appliances, and nearly leaving the profession altogether, Matt's career has taken some seriously interesting turns. Eventually, he helped co-found S4S, building a successful business around sleep-apnea appliances, occlusal splints, orthodontics, and more before eventually stepping away from ownership. Matt Everatt joins Elvis and Barb for a fascinating conversation that takes a deep dive into his journey through the dental laboratory industry and the story behind his book, The Invisible Profession. From discovering dental technology at 16 and specializing in maxillofacial prosthetics and orthodontics to working in hospitals, developing early sleep-apnea appliances, and nearly leaving the profession altogether, Matt's career has taken some seriously interesting turns. Eventually, he helped co-found S4S, building a successful business around sleep-apnea appliances, occlusal splints, orthodontics, and more before eventually stepping away from ownership. But this conversation goes far beyond Matt's career. His book, The Invisible Profession, explores how the dental laboratory industry arrived at a place where technicians and laboratories are often undervalued, pushed into price competition, and expected to simply keep their heads down and produce. Matt shares his thoughts on the "million little things" that shaped the industry, the danger of becoming a "busy fool," and why laboratories need to stop competing solely on price and start becoming known for the value, expertise, and partnership they bring to the dental team. Elvis, Barb, and Matt also talk about the changing landscape of digital dentistry, AI, 3D printing, speed, service, and why the labs that embrace change and remain agile will be the ones positioned for the future. It's an honest, thought-provoking, and ultimately optimistic conversation about where the dental laboratory profession has been, where it is today, and where it can go next.Special Guest: Matt Everatt.

What if the biggest driver of a good patient experience has nothing to do with the patient at all — at least not at first? In this episode, Jamie sits down with four leaders behind Your Health's new Ambassador program: Rebecca Dillard (Chief Patient Experience Officer), Eddie Caldwell (VP of Talent & Workforce Strategy), Stephanie Martin (Executive Director of Employee Performance), and Whitney Myers (Executive Field Director of Patient Experience).  Together they built a 36-person volunteer network designed to move Your Health's values off the wall and into everyday conversations. •  Why colleague experience has to come before patient experience — not after it •  The five-part Ambassador framework — Observe, Encourage, Celebrate, Listen, Connect — and which piece each guest personally underestimated •  How Eddie has changed what he listens for in job interviews to hire for culture fit, not just skill •  The simple three-word question — “tell me more” — that's changing how the team listens to understand instead of listening to respond •  Why Purpose Partners, a peer-support network launched at the Ambassador retreat, is built to outlast the excitement of any single training day This is a conversation about what culture change actually requires — not slogans, but sustained, person-to-person influence. Press play to hear what a good “ordinary Tuesday” looks like when a culture initiative actually works. www.YourHealth.Org

Send us Fan MailSend us Fan MailIn this dynamic episode of Living the Dream with Curveball, we sit down with Chris Hallberg, affectionately known as the Business Sergeant. Chris is a renowned leadership expert and business strategist who has transformed organizations through his practical, no-nonsense approach to leadership and culture. With a wealth of experience guiding over 100 leadership teams, he shares his insights on building high-performing cultures and the unique strengths veterans bring to the business world.Chris recounts his journey from a military career as a National Guard military police sergeant to becoming a successful entrepreneur who built an award-winning energy-efficient remodeling company during the Great Recession. He emphasizes the importance of accountability, clear communication, and the necessity of having the right people in the right roles to foster organizational success.Listeners will learn about:- The common blind spots that hold leaders back from greatness- Strategies for creating a culture that employees genuinely want to be a part of- How to increase employee engagement without a budget increase- The hidden value of hiring veterans and the leadership skills they possess- Insights into Chris's upcoming projects, including the innovative Go Expand software and his veteran-powered recruiting initiativeJoin us for an insightful conversation that challenges conventional leadership wisdom and inspires you to elevate your organizational practices. For more information on Chris Hallberg and his work, visit businesssargent.com and connect with him on LinkedIn for ongoing updates and resources.Support the show

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

“Managing emotions—yours and your audience's—is hard enough, but it's even harder when you're under pressure to respond."High-pressure communication doesn't have to derail your message. In this Think Fast, Talk Smart Ask Matt Anything episode, Matt Abrahams answers real-world questions from members of the Think Fast, Talk Smart Learning Community, sharing practical advice for communicating with confidence when the stakes are high. From managing cognitive load and regulating anxiety to leading uncertain conversations and running more engaging meetings, Matt offers actionable strategies for staying focused, connecting with your audience, and communicating with clarity under pressureKey Takeaways:Manage your emotions to manage your message. Reducing cognitive load through preparation and emotional regulation helps you think and communicate more clearly under pressure.Lead with your audience in mind. Whether navigating uncertainty or running meetings, acknowledging emotions, setting clear expectations, and tailoring your message helps people stay engaged and take action.Activity:Stress-test your message. Before your next high-stakes conversation or presentation, rehearse it once under mild pressure—set a timer, record yourself, or practice with a colleague. Notice where you lose clarity, then refine those moments before the real conversation.Episode Reference Links:Think Fast Talk Smart Learning Community Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:07) - Speaking Under Pressure (04:01) - Calming an Anxious Audience (07:45) - More Engaging Meetings (12:33) - Communicating Change Without Fear (16:30) - Conclusion

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

It's a strange time: the economy and capital markets are booming, yet worker engagement is as low as it was during the pandemic. It's a strange combination of events: stock market at all time highs while affordability and trust are at all time lows. Have we over-inflated our economy or is it something more systemic. As I discuss in my latest article, some of the challenges we face have been building for many years, while others are very recent. We live in a world of growing automation, fear of job loss, yet an extraordinary world of new health, business, and creative opportunities. And young people are the most pessimistic of all. Is it just the “chaos of change” that's causing the issue? In today's podcast I explain the factors and give you, as a business or HR leader, some advice on what to do. Additional Background Affordability Is Not Just Inflation: It's Time For A Historic Shift In Wages. Worker engagement just hit a decade low — and new data from 88 million employees shows why managers are the problem AI Prices Are Going Up, Up, Up – And What This Means For Enterprise AI Conflicts are on the rise globally, at the highest level since WWII, data shows There's Another Reason Gen Z Can't Find Work Chapters (00:00:00) - Employee Engagement and Trust in Companies(00:06:07) - Wage stagnation and what can we do about it(00:11:08) - Employee Experience in the AI Era(00:12:28) - IBM's Core(00:18:17) - More Focus on Frontline Work

In the midst of texting and cell phones, online websites and GPS, it can be difficult to remember an era when almost all communication took place by landline or snail mail, as it's now called, and driving depended on the ability to read a printed map. But April Howells's debut novel vividly recaptures that world. The Unforgettable Mailman (Alcove Press, 2026) opens in Chicago in October 1966. The post office, overwhelmed with unsolicited mail in the days before the ZIP code, has shut down temporarily, and an elderly resident named Henry Walton decides that someone must deliver the mail. People depend on letters, after all, and without them, connections with their nearest and dearest will fade. Henry himself suffers from a bad leg leftover from World War I and an increasingly dicey memory. But despite these obstacles, he succeeds in breaking into the post office and leaving with approximately 300 letters, destined for places as far apart as Canada and the Dakotas. Throughout the story we see Henry's interactions with the recipients of the letters as well as the letters themselves, and through the exchanges Henry's own past becomes ever clearer. After a while, his journey intersects with that of Roger, a high-school student in search of the father who left home, and the two of them pursue the delivery of the letters as we learn more about what makes each of them tick. This haunting novel, which came out a couple of months ago, captivated me from the very beginning. Henry is beautifully portrayed and sympathetic, and so are all the people with whom he interacts along the road—including, of course, Roger. April is a storyteller who finds heartwarming inspiration in little-known pieces of history. With a background in magazine publishing, she's spent the last decade leading Global Internal Communications and Employee Engagement for premium apparel brand lululemon. The Unforgettable Mailman is her debut novel. C. P. Lesley is the author of two historical fiction series set during the childhood of Ivan the Terrible and four other novels, including one co-written with P.K. Adams. Her next book, Song of the Silk Weaver, will appear in September 2026. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

In the midst of texting and cell phones, online websites and GPS, it can be difficult to remember an era when almost all communication took place by landline or snail mail, as it's now called, and driving depended on the ability to read a printed map. But April Howells's debut novel vividly recaptures that world. The Unforgettable Mailman (Alcove Press, 2026) opens in Chicago in October 1966. The post office, overwhelmed with unsolicited mail in the days before the ZIP code, has shut down temporarily, and an elderly resident named Henry Walton decides that someone must deliver the mail. People depend on letters, after all, and without them, connections with their nearest and dearest will fade. Henry himself suffers from a bad leg leftover from World War I and an increasingly dicey memory. But despite these obstacles, he succeeds in breaking into the post office and leaving with approximately 300 letters, destined for places as far apart as Canada and the Dakotas. Throughout the story we see Henry's interactions with the recipients of the letters as well as the letters themselves, and through the exchanges Henry's own past becomes ever clearer. After a while, his journey intersects with that of Roger, a high-school student in search of the father who left home, and the two of them pursue the delivery of the letters as we learn more about what makes each of them tick. This haunting novel, which came out a couple of months ago, captivated me from the very beginning. Henry is beautifully portrayed and sympathetic, and so are all the people with whom he interacts along the road—including, of course, Roger. April is a storyteller who finds heartwarming inspiration in little-known pieces of history. With a background in magazine publishing, she's spent the last decade leading Global Internal Communications and Employee Engagement for premium apparel brand lululemon. The Unforgettable Mailman is her debut novel. C. P. Lesley is the author of two historical fiction series set during the childhood of Ivan the Terrible and four other novels, including one co-written with P.K. Adams. Her next book, Song of the Silk Weaver, will appear in September 2026. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/literature

In this not-to-miss episode of Do Good to Lead Well, I am joined by Marcus Buckingham—the world's foremost expert on human strengths and engagement—for a candid, data-rich conversation about bringing love into leadership. Drawing on his latest book, Marcus redefines love for the modern workplace: not as romance, but as an intentional design for human flourishing and extraordinary results.Our conversation begins with the deeply personal, as Marcus shares the vulnerability and lessons he learned after selling his beloved company, sparking a compelling case for why “designing love in” must be at the core of modern organizations.He also directly challenges the widespread myths that love makes organizations weak or leaders soft. Instead, tough love emerges as a vital force; sometimes the most loving thing a leader can do is share hard truths or make difficult calls. This episode dives into the real-world consequences of unloving practices like inefficient handoffs or unmanageable spans of control, offering concrete strategies for leaders to build truly vibrant, trust-filled cultures.Whether you're a CEO who wants to transform your organization a team leader wanting to create an environment where you people flourish, this episode provides an evidence-based blueprint. Discover why love is the ultimate performance driver and how you can start designing it into how you lead today.What You'll Learn- The power of love at work.- Redefining love in organizations.- From 'OK' to 'I Love It': The J-Curve of Experience.- Tough love: The role of accountability.- What are loving and unloving practices at work?- The ABCs of leading with love (Authenticity, Beliefs, Customs)Podcast Timestamps(00:02) - Introduction and Origin Story(02:17) - Vulnerability and Lessons from Selling a Business(06:00) - The Business Case for Designing Love In(11:22) - Defining Love in Organizations(17:11) - The Critical Importance of “Fives”(23:18) - Loving and Unloving Workplace Practices(32:11) - Tough Love and Accountability(36:17) - The ABCs of Leading with Love(44:02) - Rebuilding Trust and The Five Feelings of Love(51:07) - The Future of Designing Loving ExperiencesKEYWORDSPositive Leadership, Human Performance, Gallup, StrengthsFinder, Business Case for Love, Organizational Culture, Employee Engagement, Workplace Love, Trust, Team Building, Positive Experiences, Spans of Control, Loving Handoffs in Customer Service, Customer Loyalty, Authenticity, Tough Love, Human Flourishing, Loving and Unloving Practices, CEO Success

Send us Fan MailAre you leading every person on your team the exact same way and wondering why it's stopped working? In this episode, I sit down with Sam Shriver and Suzie Bishop of the Center for Leadership Studies, co-authors of a new book applying the situational leadership model to today's fast-changing workplace. Sam brings 45+ years of research into this framework; Suzie leads product innovation at CLS after 15 years of turning research into real-world training. Together, we unpack why one-size-fits-all leadership breaks down during constant change, how the situational leadership model gives you a repeatable way to diagnose exactly what each person needs task by task, and why trust erodes the moment you skip that step. We also dig into Gallup's engagement data and why adaptability, not just intelligence, is becoming the defining leadership skill in the AI era. If you've ever felt like you're leading in the dark, this conversation hands you the lens to lead with clarity again.Books MentionedSituational Leadership®: The Model for Leading Others, Navigating Change, and Unlocking Performance by Sam Shriver and Suzie BishopManagement of Organizational Behavior by Paul HerseyConnect with Sam Shriver and Suzie Bishop on LinkedIn, explore their work at situational.com, and pick up their new book on the situational leadership model at Barnes & Noble, Amazon, or your favorite retailer.I want to invite you to check out the Committed Mastermind, a community I help lead along with world-class leaders like JC and Karen Hite, Vinnie Fisher, and Jonathan Mast, plus incredible mentors like Dr. Gary Chapman, author of The 5 Love Languages, and many others.This is for entrepreneurs who want to build a thriving business without sacrificing their faith, their family, or their health.Check out the Committed Mastermind at https://committedmastermind.com/---- Check out Dr. William Attaway's new show, The Appreciation at Work Podcast!  Join Dr. William Attaway on the Catalytic Leadership podcast as he shares transformative insights to help high-performance entrepreneurs and agency owners achieve Clear-Minded Focus, Calm Control, and Confidence.Free 30-Minute Discovery Call:Ready to elevate your business? Book a free 30-minute discovery call with Dr. William Attaway and start your journey to success.Connect with Dr. William Attaway:WebsiteLinkedInFacebookInstagramTikTokYouTube

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm:

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Heather Younger. Founder and CEO of a leading employee engagement and workplace culture consulting firm: