Podcasts about Employee engagement

Are you struggling to engage your employees to consistently deliver customer excellence? Are company silos getting in your way of aligning teams and exceeding business goals? If yes, this episode will be incredibly valuable to you as host Stacy Sherman and renowned HR industry expert and author Josh Bersin unveil the secrets of the world's most enduring employee-focused organizations. You'll gain insights to foster a work environment that attracts and retains top talent. Likewise, you'll learn practical strategies and tactics for building an irresistible brand that starts with creating enjoyable employee experiences that fuel exceptional customer outcomes. Have a question or thoughts to share? Leave a voice message: https://www.speakpipe.com/StacySherman Learn more at DoingCXRight.com and subscribe to the newsletter for more actionable strategies.

Can you scale your corporate impact without completely running yourself into the ground? In today’s episode, Nathan Stuck sits down with Elaine Dinos, Founder of Kindred Lane, to unpack how to help leaders move past the exhausting cycle of over-extension and step into a more sustainable, aligned way of leading. Elaine is a newly certified B Corp founder and former partner at Korn Ferry with over a decade of experience guiding executive searches for legendary brands. After navigating her own "breakdown to breakthrough" career moment, she launched Kindred Lane to serve as a nature-backed sanctuary where leaders go to grow. In this deeply candid conversation, Elaine breaks down the core elements of a truly regenerative corporate culture and shares how she helps leaders make business purpose human-centric. Listeners will walk away with a fresh blueprint for balancing intense growth with personal sustainability. Upcoming Event: Kindred Lane is hosting a Regenerative Leadership Retreat in Serenbe, October 20-23! Check out their website for dates and registration details to focus on your personal and organizational impact. RESOURCES RELATED TO THIS EPISODE Learn more about Kindred Lane at https://www.kindredlane.com Connect with Elaine Dinos on LinkedIn: https://www.linkedin.com/in/elaine-dinos-4179a73/ Learn about B Local Georgia at https://blocalgeorgia.com/ Learn about Profitable Purpose Consulting at https://www.profitablepurposeconsulting.com/ CREDITS Theme Music

Your work has never looked better. So why do you feel less sure of yourself than you did five years ago?In this episode of The Good Leadership Podcast, behavioral economist Dan Ariely (author of Predictably Irrational and Misbelief) unpacks a quiet problem facing ambitious leaders right now: AI is polishing your output faster than you're actually growing your capability. The result is an "illusion of competence" — work that looks sharper while the person behind it quietly stalls.We get into:Why effort and outcome have decoupled — and why working harder is making leaders feel less in controlThe hidden forces shaping how you judge yourself: effort discounting, social comparison on speed, and attribution errorWhat still compounds in the AI era (hint: it's the meta-capacities machines can't touch)What "context collapse" does to leaders who lean too hard on their toolsThe simple weekly decision-review habit that will still be paying off in 10 yearsThis is the kind of conversation that changes how you think about your own thinking. If your performance reviews and your nervous system are being trained on different signals, this one's for you.CHAPTERS00:00 The Confidence Gap: Knowledge vs. Perception03:46 The Dangers of False Confidence in the Age of AI04:28 The Learning Process: Embracing the Messy Middle07:35 AI's Role in Knowledge Acquisition: A Double-Edged Sword10:32 The Temptation of AI: Short-Term Gains vs. Long-Term Growth 12:09 Measuring Success: The Risks of Misguided Metrics14:09 Innovation and AI: Who Really Benefits?15:05 The Impact of Measurement on Innovation16:56 Employee Engagement and AI Integration19:39 Balancing AI and Human Capital20:44 The Gap Between Knowing and Doing21:20 The Role of Planning in Change23:31 Defining Boundaries with AI23:51 AI as a Tool for Self-Reflection25:44 The Importance of Impact in Academia29:04 Skills to Protect in an AI World32:53 Fostering a Joy of LearningListen, then ask yourself: What am I doing not just to do more but to become someone whose judgment I trust more, year after year?

What makes a workplace one where people truly want to stay, grow, and thrive? Ashlee Langlois is the CEO/Registrar of CPHR Saskatchewan and is an experienced HR leader who has worked across industries and with organizations both locally and globally. Skilled in HR Consulting, Employee Engagement, Leadership Development, Diversity and Inclusion, HR Policy and HR Strategy, Ashlee joins me to to explore leadership, workplace culture, employee well-being, and why putting people first isn't just good for employees, it's good for business.Connect with Ashlee here

In this episode, Karen is talking about employee engagement strategies that genuinely make a difference in small and growing businesses. Employee engagement can sound like one of those corporate phrases that gets thrown around a lot, but when you strip it back, it really comes down to whether your people feel connected to their work, clear on what matters, valued for what they do, and motivated to contribute. And when that is happening, you will see the difference across your whole business. In today's episode, you will learn about: Why employee engagement matters and how it affects performance, retention, customer service, and culture The practical engagement strategies that work best in small and medium sized businesses, without needing expensive programs or gimmicks Why clarity is one of the biggest drivers of engagement and how to help your team feel more connected to the bigger picture How recognition and appreciation can lift motivation when it is specific, timely, and genuine Why communication and two way feedback are essential if you want people to feel heard and involved How development opportunities help employees feel supported, stretched, and more likely to stay What a positive workplace culture actually looks like in practice, beyond surface level perks Why autonomy matters and how to avoid killing motivation through micromanagement Simple ways to measure employee engagement, including pulse surveys, stay interviews, and the everyday signs already showing up in your business How HR support can help make engagement more practical, structured, and consistent over time If you have been thinking about employee engagement as something vague or hard to tackle, this episode will help you see it differently. Small actions done consistently can make a huge difference over time, and you do not need to overhaul everything at once to get started. Make sure to subscribe so you stay updated with new episodes released every Monday. Visit Amplify HR for more insights and resources: https://www.amplifyhr.com.au Book a free discovery call: https://meetings.hubspot.com/ronita-fourie Send us Fan MailGet our free eBook packed with practical strategies to attract, engage, and retain top talent. Perfect for business owners and leaders focused on building a thriving team. Download it at amplifyhr.com.au/downloadable/find-grow-keep

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:

Ray'n Terry, Chief People Officer at MOO, joined us on The Modern People Leader to discuss why AI should create more space for humanity at work instead of simply increasing productivity. We talked about balancing business performance with employee wellbeing, rethinking performance management in an AI-powered world, and why leaders must intentionally help people reclaim time, creativity, and connection.----  Sponsor Links:

In the latest episode of The Health Literacy 2.0 Podcast, host Seth Serxner welcomes renowned preventive medicine expert Dr. David Katz for a profound discussion on the root causes of chronic disease, the power of nutrition, and the challenge and importance of true health literacy.A trailblazer in public health and nutrition, David has spent over 30 years as an academic physician, researcher, and founding director of Yale's Prevention Research Center. Board-certified in both internal and preventive medicine, he's dedicated his career to translational research - turning what we already know about health into real-world action - and to advancing our understanding of how lifestyle choices, especially diet, account for the vast majority of premature death and chronic disease.Seth Serxner and Dr. David Katz also discuss:Root Causes, Not Just Symptoms: Most chronic diseases can be traced to modifiable behaviors, especially tobacco use, poor diet, and physical inactivity, rather than their presenting medical diagnoses 03:01.Diet as a Leading Killer: Today, poor diet has overtaken tobacco as the number one cause of premature death in the U.S., responsible for over 500,000 deaths annually 10:35.The Misguided System: Our healthcare model is like lining up ambulances below Humpty Dumpty's wall—far too reactive, fixing people after the fall rather than preventing the damage in the first place 08:31.Making Diet Measurement Easy: Dr. David Katz developed Diet ID, a novel, image-based tool that lets anyone quickly and easily assess their diet quality through pattern recognition, making nutritional assessment scalable and user-friendly 16:27.Skill Power Over Willpower: The current food environment works against healthy eating; it's not just about willpower, but about building the skills to navigate an unhealthy culture 21:27.Behavior Change Science: The path to better eating is rooted in proven behavioral strategies, including small, individualized changes and an understanding of emotional and social eating cues 22:08.Diet Quality as a Vital Sign: Just as we routinely track blood pressure, diet quality should be an essential health metric, but the right tools are needed to make it happen 14:28.Consensus Over Confusion: Through the True Health Initiative, Dr. David Katz brings together leading experts across nutrition philosophies to agree on the core fundamentals: real food, mostly plants, and moderation, cutting through the noise of dietary debate 26:33.Health of People and Planet: Individual health cannot be separated from planetary health; the choices we make about food impact not just our own well-being, but the earth itself 31:25.As misinformation spreads and wellness challenges continue to mount, this episode is a call to action: empowering people with real knowledge, practical tools, and a sense of agency to build healthier lives - and a healthier world.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.

Want to build a stronger work culture using a tool that's already proven to work? In this episode of the Build a Vibrant Culture Podcast, Nicole Greer sits down with Jim Collison, CliftonStrengths Community Manager at Gallup, to explore how understanding your natural talents can transform the way you lead, collaborate, and show up at work.

Send us Fan MailWhy are so many students disengaged in school? Why are employees doing the bare minimum at work? Why do organizations struggle to build initiative, innovation, and genuine commitment?In this episode of Thinking 2 Think, Executive Director, leadership advisor, and former NYPD officer M.A. Aponte explores what he calls The Compliance Trap—the hidden system that rewards obedience, discourages intellectual risk-taking, and produces disengaged students, quiet quitting employees, and stagnant workplace cultures.Drawing from research on intrinsic motivation, employee engagement, psychological safety, organizational culture, and modern education systems, this episode examines how schools and workplaces often reward compliance instead of critical thinking, initiative, creativity, and ownership.You'll learn:✅ Why rewards can undermine intrinsic motivation✅ The unintended consequences of PBIS and behavior-based systems✅ The real causes behind quiet quitting and workplace disengagement✅ How compliance culture affects schools, businesses, and families✅ The connection between student behavior and employee behavior✅ Why psychological safety is essential for innovation and performance✅ How CEOs, managers, principals, teachers, and parents can build cultures that encourage thinking instead of obedience✅ Practical strategies for developing proactive students and engaged employeesWhether you're a parent, teacher, school administrator, CEO, entrepreneur, manager, or simply someone interested in leadership, psychology, education, and organizational culture, this episode will challenge how you think about motivation, performance, and human development.Think Clearly. Lead Boldly. Stay Logical.Support the showAbout the host: M.A. Aponte is a former JPMorgan banker, former Merrill Lynch wealth manager, former NYPD officer, Army Officer, and Executive Director of a Charter School in Florida. He is the author of The Logical Mind and host of Thinking 2 Think. Join My Substack for more content: maaponte.substack.comConsulting/Advisory Services: MAAponte.comProfessional LinkedIn Page: www.linkedin.com/in/maaponteFinancial Budget/Wealth Management app (FREE): https://centsora.com/CHECK OUT OUR NEW CRITICAL THINKING GAME APP! Currently in BETA: Android: https://play.google.com/store/apps/details?id=com.base692af669b00f0dc8d8ad6653.appWeb: https://play.google.com/apps/testing/com.base692af669b00f0dc8d8ad6653.app*Coming soon to Apple Store

Promoting a high-producing advisor into a leadership role without teaching them how to lead isn't development, it's a risk transfer. Ray Sclafani has seen this pattern play out across hundreds of advisory firms: the best advisor gets promoted, the firm assumes leadership will follow, and within months the culture quietly starts to fracture. In this episode, Ray makes the case that leadership development is not a soft-skills initiative as it is an operational and economic imperative that directly shapes growth, retention, client experience, and enterprise value.What You Will Learn in This EpisodeWhy promoting high performers without leadership training is one of the most common and costly mistakes in wealth managementThe five direct questions every leadership team should ask to diagnose their management infrastructureHow to define what "meeting," "exceeding," and "far exceeding" expectations looks like for every leadership role in your firmHow to build a leadership scorecard that makes accountability observable, coachable, and measurableWhy leadership depth, not any single rainmaker or founder, is what allows a firm to grow without breakingKey Insight from This Episode"Promoting a high-producing advisor into a manager or leadership role without teaching that person how to lead is not development. That is a risk transfer."Leadership is not a reward for strong performance. It is a distinct skill set that requires training, structure, and ongoing accountability. The firms that invest in building that infrastructure now will have the bench depth, the culture, and the continuity to compete at the highest level — and to scale without depending on any one person.The Five Questions to Diagnose Your Leadership InfrastructureAsk your leadership team right now:Performance Reviews: Do you conduct performance reviews more than once a year?One-on-Ones: Do managers hold one-on-one meetings with their direct reports at least monthly?Feedback: Do employees receive regular, real-time feedback — not just at review time?Defined Standards: Have you defined what meeting, exceeding, and far exceeding expectations looks like for every role in your firm?Manager Accountability: Are managers held accountable for engagement, retention, and the development of the people they lead?If the honest answer to most of those is "no" or "not consistently," you have a leadership development gap and that gap has a direct cost.The Four-Step Framework for Building LeadersStep 1 — Define the Leadership Role Vague expectations produce vague performance. When a person is promoted to manager, their scope must be explicit and written down: What do they own? Which decisions are theirs to make? Which require alignment? Which belong elsewhere? Clarity here is not bureaucratic, because it is the foundation of effective leadership.Step 2 — Define What Strong Performance Looks Like For every leadership role, articulate three levels:Meeting expectations — Holds regular one-on-ones, provides timely feedback, follows through on commitments, keeps the team alignedExceeding expectations — Develops talent ahead of need, strengthens team capacity, reduces confusion, helps others make better decisionsFar exceeding expectations — Develops leaders who develop other leaders, builds scalable systems, improves retention, reduces the firm's dependence on any single personOnce the levels are defined, performance conversations, calibration, comp decisions, and development plans all improve. People stop guessing.Step 3 — Build a Feedback Cadence Annual reviews are too slow. By the time the review occurs, everyone already knows what should have been said months earlier. Managers should hold regular one-on-ones, provide feedback in real time, and ask the questions that matter: What is working? What is unclear? What needs to change? What support is required? What are you learning? Where do you want to grow? Feedback should not be dramatic. It should be normal.Step 4 — Hold Leaders Accountable for the People They Lead A manager should be evaluated not only on their personal performance or technical competence, but on the engagement, retention, development, and performance of their team. If a leader is personally successful but leaves behind confusion, burnout, or turnover, that is not strong leadership. Create a leadership scorecard for every manager in your firm. Include five measures: communication rhythm, feedback quality, talent development, accountability, and team health. Review it quarterly. Coach to it. Compensate it.Coaching Questions for ReflectionWhich leaders in your firm, including you, have been promoted based on production or contribution, but never trained to lead?Where have you clearly defined performance expectations, and where are people still guessing?Which leadership behaviors should be measured because they directly shape culture and retention at your firm?What would change if managers were held accountable for the growth of the people they lead?Why This Matters for Enterprise ValueManagers shape the firm's lived experience. Not the values poster in the break room. Not the retreat agenda. Not the title structure. Managers decide how feedback is delivered, whether accountability is real, whether talent is developed or ignored, whether high performers are challenged, whether underperformance is tolerated, whether meetings are useful, and whether people feel stretched, supported, and included.SHRM research shows that only 44% of managers globally have received formal management training. More than 90% of HR executives say people managers are critically important to organizational success — and job satisfaction nearly doubles among workers with highly effective managers.For advisory firms, this isn't abstract. Leadership development affects growth and retention, client experience, and ultimately the enterprise value of what you are building.The firms that develop leaders will win — because they will not rely on any single founder, rainmaker, or heroic operator. They will build bench depth. And that bench depth is what allows a firm to grow without breaking.Resources & References MentionedSHRM — Global Management Training ResearchKorn Ferry — Workforce 2025 Research ReportBuilding 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 | YouTubeBuilding The Billion Dollar Business

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:

What if educating your people so well that they could leave was exactly the point? At Your Health, that's not a risk to manage — it's the philosophy that built an entire learning ecosystem. In this episode, Jamie talks with Aubrey Wall, who came to Your Health from a background in education and now leads Your Health University, the organization's learning management system and continuous-development engine. Aubrey brings an educator's eye to a fast-evolving healthcare environment, where best practice changes by the day and meeting patients where they are demands that staff never stop learning. Here's what you'll hear: Why a healthcare company runs 12-month, Department of Labor–registered apprenticeships — including programs in management, value-based care, population health, and hospice aide preparation How gamification is being built into nurse instruction (straight from Aubrey's dissertation research) The difference between Your Health University (your classroom) and the Hub (your resource library) How LinkedIn Learning delivered roughly $4.2 million in CEUs to staff last year Meeting Leah — the new AI assistant that helps employees find exactly the right course If you've ever believed growing your people is a cost rather than the whole point, this conversation will change how you think. Press play, then go ask Leah a question. www.YourHealth.Org

What does it take to modernize HR systems in a complex, highly operational organization without damaging trust, culture, or employee engagement along the way?In this episode of the HRchat Podcast, host Bill Banham sits down with John Kennedy, HR leader at Irish Rail, to explore the realities of HR transformation in organizations where legacy systems, long-standing processes, and deeply embedded ways of working have become part of the culture itself.John shares practical insights from leading large-scale change initiatives, including the implementation of Oracle Cloud HCM, and explains why successful transformation requires much more than simply replacing technology. Together, Bill and John discuss how HR leaders can redesign work, build stakeholder trust, and create the conditions for sustainable change.Drawing on his background in operational leadership, John also offers a refreshing perspective on HR service delivery, emphasizing the importance of understanding frontline realities and delivering support when leaders need it most.In this episode, listeners will learn about:Why legacy HR systems often become intertwined with organizational cultureThe challenges of modernizing HR processes in complex and unionized environmentsHow Oracle Cloud HCM implementations force organizations to rethink how work gets doneThe importance of openness, transparency, and honest communication during transformationBuilding trust through listening and providing clear reasons behind difficult decisionsDelivering HR services that create tangible value for employees and leadersLessons from operational leadership that can improve HR effectivenessWhy HR credibility depends on understanding the business, not just the people functionThe role of continuous improvement and lifelong learning in modern HR leadershipWhat great leadership could look like in a workplace increasingly shaped by AIKey Takeaways"Legacy systems don't just store data—they store habits, workarounds, and decades of organizational history."John explains why many transformation projects fail when organizations attempt to automate outdated processes rather than redesign them.The conversation also highlights the importance of psychological safety and creating environments where employees feel comfortable challenging plans, raising concerns, and contributing ideas.Looking ahead, Bill and John explore how AI may reshape work and discuss the leadership qualities that will become increasingly important as technology handles more routine tasks.About John KennedyJohn Kennedy is an experienced HR and business leader at Irish Rail. Combining extensive operational leadership experience with deep expertise in people strategy, John is passionate about building effective HR services, supporting organizational transformation, and helping leaders navigate change. He is also actively involved with the HR profession through his work with the CIPD and his commitment to continuous learning and professional development.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

Most teams spend their lives trying to reach the top. Very few have to answer the question of what happens when they get there.The Penrith Panthers have won 4 consecutive NRL premierships. In an era designed for parity, they've achieved something almost unheard of in modern sport. Which raises a fascinating challenge.How do you keep people motivated when they've already achieved the goal?How do you maintain standards when success becomes normal? How do you avoid complacency when everyone around you is telling you how good you are?Dan Haesler, Mental Skills Coach for the Penrith Panthers, shares what it takes to sustain excellence after success.But this isn't really about rugby league. It's about leadership, culture, psychology, and human behaviour. Whether you're leading a team, running a business, building a career or pursuing your own goals, eventually you'll face the same challenge: how do you keep growing when you've already won?You can find Dan at his Website:https://danhaesler.com/Instagram: https://www.instagram.com/danhaesler/?hl=enLinkedin: https://www.linkedin.com/in/danhaesler/?originalSubdomain=auBuy a copy of Dan's book: https://www.actofleadership.com/ Use Code "PQPODCAST10" to get 10% off your Lumo Coffee order:https://lumocoffee.com/ Interested in sharing your story? Email Producer Shannon at support@performanceintelligence.com today with your story and contact details. Learn more about Andrew and Performance Intelligence: https://performanceintelligence.com/Find out more about Andrew's Keynotes : https://performanceintelligence.com/keynotes/Follow Andrew May: https://www.instagram.com/andrewmay/Watch the Performance Intelligence Podcast on Youtube: https://www.youtube.com/@performanceintelligencepodcastIf you enjoy the podcast, we would really appreciate you leaving a short review on Apple Podcasts, Spotify or Google Play. It takes less than 60 seconds and really helps us build our audience and continue to provide high quality guests.

Despite billions spent on pulse surveys and engagement platforms, engagement levels remain stubbornly low.Why? Because the real game-changer isn't a dashboard or tool — it's the manager sitting just a desk away.We often diagnose the gaps, but then step back, expecting managers to fix them with little support. That's like telling someone they have a health issue but not giving them the right prescription. It doesn't work.Remote work has made building trust and relationships harder, pushing the importance of human connection even higher.It's about nurturing those everyday moments of support and genuine connection — the foundation of trust, productivity, and retention.In this episode, Jen Lipsey discusses the disconnect between employee engagement tools and actual leadership behaviors. She emphasizes the importance of managers' role in fostering trust, connection, and engagement, especially in remote and hybrid work environments, and offers practical strategies for leaders to improve team resilience and performance.

Employee engagement is vital for the success of your team and organization. Engaged employees are connected to their work, their team, and the wider mission of the organization. Unfortunately, most organizations don't actively invest in creating a culture focused on developing engaged teams. This is an expensive mistake both financially and in terms of lost potential, missed opportunities, and retention of your best team members. In this episode, you'll learn why employee engagement is so vital to the success of your organization and one way you can take action to develop an environment that increases engagement and thus your overall success. Ready to jump into action and create an engaged workplace? Join us for our newest program, Empower & Engage: The Path to Workplace Excellence. Our summer session starts on June 24, 2026. Get more information and register here: https://learn.strengthsuniversity.org/empowerengageReady to jump into action and create an engaged workplace? Join us for our newest program, Empower & Engage: The Path to Workplace Excellence. Our summer session starts on June 24, 2026. Get more information and register here: https://learn.strengthsuniversity.org/empowerengageIf you're listening to this podcast, you take your role as a leader seriously. You want to be more effective. You want to lead your team to greater success. And you probably want less stress. This podcast has great information and tips to get you started. But if you're ready for the next step – one that will give you the guidance and structure to take you to the next level of success – Strengths University has you covered. Have questions? Email Anne at anne@strengthsuniversity.org or set up a meeting with her HERE. Want more information about Strengths University? Check out our website at https://www.strengthsuniversity.org/

This bonus episode of Rethinking EHS, Season 3 focuses on the invisible cultural factors that shape organisational risk and safety performance. The discussion highlights how companies can have strong procedures, audits, and compliance systems in place while still experiencing serious incidents because underlying cultural issues remain unresolved. Through real-world examples, the episode explores how communication breakdowns, siloed decision-making, and inconsistent leadership behaviours can undermine even the most mature EHS programs. Ultimately, the episode underscores that strong safety culture requires more than documentation and compliance — it depends on leadership alignment, open communication, consistent behaviours, and a long-term investment in people. Guest quotes: Alizabeth Smith: “The risk they hadn't controlled, the risk they hadn't looked at, was cultural.” Alizabeth Smith: “If you don't deal with communication and consistency, people start believing the program will change in six months anyway.” Timestamps: 00:00:00 – Introduction to cultural risk management  00:00:33 – Case study: when strong systems still failed  00:01:25 – Identifying cultural breakdowns and lack of trust  00:02:46 – Communication silos in large organisations  00:03:55 – Building a global risk register and consistent controls  00:05:00 – Why onboarding and training often fall short  00:06:09 – Wearables, micro-training, and new approaches to engagement  00:07:27 – Executive incentives and unintended reporting behaviours  00:09:39 – Leading indicators versus lagging indicators  00:11:44 – Case study: transforming culture in a global manufacturing company  00:15:04 – Developing future EHS leadership internally  00:15:51 – Closing reflections  Sponsor Copy Rethinking EHS is brought to you by the Inogen Alliance. Inogen Alliance is a global network of 70+ companies providing environment, health, safety, and sustainability services, working together to provide one point of contact to guide multinational organizations to meet their global commitments locally. Visit inogenalliance.com to learn more. Links https://Inogenalliance.com/resources  https://Inogenalliance.com/podcast  Keith on LinkedIn: https://www.linkedin.com/in/keith-knoke-27587a7  Alizabeth on LinkedIn: https://www.linkedin.com/in/alizabeth-aramowicz-smith-61618615/  Produced by https://madcontent.co.nz/

We'd love to hear from you. Send us fan mail!Most leaders measure engagement with an annual survey and call it done. Ian M. Watts has spent two and a half decades proving that approach wrong and building a methodology that creates the kind of loyalty money alone will never buy.In this episode, Ian joins Bernadette Boas to break down the real cost of employee disengagement,  and it is not a soft number. When fewer than 30% of your workforce is fully engaged, you are carrying a hidden expense equal to 18% of every disengaged employee's salary. For a company of 200 people, that arithmetic is brutal. But the more important question is why it keeps happening, and what leaders at every level can do about it right now.Ian's ACTS method — Aspirations, Calling, Transformation, and Support, is a practical framework designed to create deep reciprocity between leaders and their people. Not through perks or ping pong tables, but by treating employees as whole human beings with goals, dreams, and lives that extend beyond the office. This conversation delivers both the business case and the blueprint.What You Will Learn•       How to calculate what disengagement is costing your specific organization•       The four components of the ACTS method and how to apply them without budget•       Why high performers leave while still producing — and what signals to watch for•       The difference between buying compliance and earning commitment from your team•       How the 'Dream Manager' concept achieved 50% turnover reduction and how ACTS builds on it•       How to lead with heart-centered values even when the broader culture doesn't support it•       Why succession planning — not just retention — should be your ultimate leadership goalKey Quote: "Salary and benefits will bring people in. But you can't buy a hand — you have to win a heart." — Ian M. WattsEpisode Chapters:00:02 — The Future of Leadership in an AI-First World00:04 — Why Engagement Equals EBITDA (And Why Leaders Ignore It)00:08 — Heart-Centered Leadership: What It Is and What It Isn't00:17 — The ACTS Method: Aspirations, Calling, Transformation, Support00:22 — Practical Steps Any Leader Can Take Today — With Zero Budget00:14 — The Law of the Lid and Leading Within a Broken Culture00:28 — My Greatest Success Is My Succession: Final AdviceAbout Ian Watts: Ian Watts is the founder of Employee Success Company and developer of the ACTS Engagement Method, a proven framework for dramatically improving employee retention and engagement. With more than 25 years of entrepreneurial experience and 400+ people hired and developed, Ian is an authority on what actually makes people stay, give discretionary effort, and grow inside an organization. Connect with Ian at employeesuccesscompany.com or follow him on LinkedIn and Instagram at @IanMWatts.Related Episode: Define What Winning Looks Like Related Episode: Why Your Team Ignores You and What to Fix First Related Episode: Belonging Isn't Culture. It's Infrastructure for Performance Subscribe: If this conversation challenged how you think about leadership, subscribe to Shedding the Corporate B!tch on YouTube and your favorite podcast platform. New episodes every week for executives, HR leaders, and corporate professionals who are done settling for average.Support the show

Margins are under siege. Between tariffs, retail media costs, markdown pressure, and the explosion of e-commerce complexity, suppliers are juggling more P&L lines than ever—and the fallout doesn't stop with finance. We sit down with Dallas Counts, COO at Vendormint and former Walmart/Sam's Club leader, to explore how operational strain shows up in culture, talent decisions, and the day-to-day realities of AR, logistics, and sales teams. The conversation goes beyond buzzwords and into the mechanics of building resilient organizations when chargebacks climb and retailer policies keep changing.Dallas breaks down why deduction recovery is only half the story and how the real win comes from fixing root causes—modernizing legacy systems, aligning with retailer tech shifts, and empowering tenured teams to embrace new tools. We dig into a practical, human approach to AI: where it truly helps, how to communicate its impact without triggering panic, and why hiring for adaptability now prevents painful corrections later. You'll hear the hallmarks of healthy change management—plain language objectives, weekly reinforcement, scenario training, and anonymous feedback loops that invite candor and speed adoption.We also zoom out to strategy. From channel choices and cost-to-serve visibility to sourcing shifts and org design, agility becomes the differentiator. Dallas shares how clear decision rights cut through blame loops, why transparent goals keep people moving in the same direction, and how to structure cross-functional teams so they can act fast when policies or tariffs move overnight. If you lead HR, operations, or revenue teams in retail or adjacent industries, this playbook helps you protect margins, reduce leakage, and keep your best people engaged through change.Enjoy the episode? Subscribe, leave a review, and share it with someone navigating chargebacks or system rollouts. Your feedback helps us bring on more leaders like Dallas and keep the conversation sharp.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

Most people think business success and personal wellbeing live in separate worlds. Amy Vetter thinks that's exactly why so many leaders are burned out.In this fascinating conversation, Amy Vetter https://www.amyvetter.com/ shares her journey from accountant to partner, from burnout to balance, and from classical violinist to electric rock performer. Along the way, she discovered that fulfillment isn't a "soft skill"...it's a business strategy. In this episode, you'll discover: Why work-life balance is actually a leadership issue  The surprising connection between fulfillment and business results  How burnout often starts long before your career does  Why Gen Z isn't "lazy", they just need something different  The hidden cost of never disconnecting  How learning something new makes you a better leader  Why Amy now plays electric violin from the keynote stage If you've ever wondered whether success has to come at the expense of joy, this conversation might completely change your perspective.Because sometimes the path to better leadership isn't working harder—it's learning how to reconnect with yourself first. Want more from Amy?@amyvettercpa - all socialhttps://www.amyvetter.com/https://www.businessbalancebliss.com/Amy Vetter, CPA, CSP, Yogi, Musician, a dynamic keynote speaker and CEO of The B³ Method Institute. She uniquely blends her expertise as a business leader, CPA, yogi, and wellness practitioner. Through her innovative B³ Method®—Business + Balance = Bliss—and Fulfillment ROITM measurement system, she demonstrates how well-being directly drives business success.  Drawing from over 25 years of finance and technology leadership experience and her training as a certified health and life coach, Amy empowers organizations to achieve sustainable growth through connected leadership. Host of the Breaking Beliefs podcast and author of "Disconnect to Connect," she continues to transform how leaders create thriving, purpose-driven cultures.Anne Bonney your host is a keynote speaker and emcee who helps organizations lead through change by building resilience, emotional intelligence, and courageous communication.

What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

In this episode, Jenni sits down with Dr. William Attaway, CEO of Appreciation at Work, for a conversation about what it really means to help people feel seen, known, and valued at work.Drawing from decades of leadership coaching and his work with organizations across a wide range of industries, William shares why appreciation is different from recognition—and why that distinction matters more than most leaders realize. Together, Jenni and William explore how appreciation impacts employee engagement, retention, productivity, and trust, while offering practical ways leaders can build cultures where people thrive.You'll hear insights on: Why recognition rewards performance, but appreciation values the person  How leaders can maintain both high accountability and genuine encouragement  The connection between clarity, trust, and employee engagement  Why self-awareness is one of the most important leadership disciplines  What healthy leaders do consistently that struggling leaders often neglect  How to navigate workplace uncertainty and technological change without losing the human element of leadership Throughout the conversation, Jenni and William reinforce a core leadership truth: culture is built one interaction at a time. When people feel seen, heard, and valued, they engage more deeply, contribute more fully, and help create the kind of culture everyone wants to be part of.Dr. William Attaway is the CEO of Appreciation at Work, founder of Catalytic Leadership, author of Catalytic Leadership: 12 Keys to Becoming an Intentional Leader Who Makes a Difference, and host of the Catalytic Leadership Podcast. Learn more about his work at appreciationatwork.com and catalyticleadership.net.We need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us:Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts.Share - let your friends know about the podcast by sharing your favorite episode on social media!

In this episode of the HR Like a Boss podcast, John Bernatovicz welcomes Mary Baird, a seasoned HR professional and podcaster, to discuss the critical importance of employee experience in the workplace. They explore the paradigm shift in HR, emphasizing the need to prioritize employee well-being to enhance customer experience and overall business success. Mary shares her insights on the purpose of HR, the employee experience flywheel, and actionable strategies for HR professionals to implement in their organizations.ABOUT MARY BAIRDMary Baird, PHR is an Employee Experience Consultant, international workshop facilitator, keynote speaker and the host of The Simplifiers Podcast. Mary helps organizations simplify how they build a better employee experience — the kind that reduces turnover, boosts engagement, improves customer experience, and drives stronger business results. Her work has supported teams at companies like Google, Microsoft, Intel, and Meta. She's also been featured in Forbes, Newsweek, HuffPost, and MSN. Her forthcoming book for HR leaders is called: Squash the Sunday Scaries: The Simplifiers Guide to Better Employee Experience, and is set to release this Spring 2026.

What does it actually look like to lead people through a crisis — not just manage operations, but truly show up for the humans involved? In this episode of Leading Through Crisis, host Céline Williams sits down with Tracy Nolan, a Fortune 50 Senior Executive and global Board Leader with deep expertise in regulated industries, including healthcare and telecommunications. Tracy has led through it all: the closure of 27 retail stores as the last executive standing, being on a plane landing at Newark on the morning of 9/11 while working for Verizon, and managing 14,000 Sprint employees through both COVID-19 and a simultaneous merger with T-Mobile. Her philosophy? Jump in (beyond the operational checklist, beyond what the job description says), and treat your people the way you'd want to be treated. In this conversation, Tracy shares: - Why most leaders fail at crisis communication (and what to do instead) - How she ran "no-canned-questions" listening sessions that changed the way her teams trusted her - The "CEO for a day" roundtable method she uses to stay connected to frontline reality - Why feedback is a gift, regardless of your title - A powerful trust exercise every leader should do with their team today If you're a leader, executive, or manager who wants to build an organization that can not only survive a crisis but thrive through one, this episode is essential listening. — Tracy Nolan is a Fortune 50 senior executive and global board leader with deep experience in regulated industries, including healthcare and telecommunications. She has overseen $6B+ in P&L's, led multi-billion dollar revenue transformations, and delivered sustainable value through M&A integrations, operating models redesigns, and risk-managed expansion.  Tracy currently serves as Senior Vice President, where she leads the Insurance sales organization and distribution strategy. Tracy has recently been named to the 50/50 Women to Watch for Boards list and serves as the Board Secretary for Dress for Success Worldwide. She is an advocate dedicated to "Inspiring Leaders to Lift while they Climb." Connect with Tracy: tracynolan.com | LinkedIn: Tracy E. Nolan

Send us Fan MailWhy does work feel different than it used to?In this opening episode of Summer Series 2026, Tim Stewart welcomes Jonathan Lewis, President of McKee Wallwork and author of The Rebuilders: Daily Foundations for the Leaders We Need.Jonathan shares insights from extensive workforce research and explains why so many people today are struggling with purpose, hope, and meaning. Together, they explore what leaders can do to help people move beyond transactional relationships and toward lives marked by purpose, resilience, and growth.In this episode:• Why employees increasingly seek meaning, not just compensation• The concept of "Transactional, Futureless Suffering" (TFS)• How leaders create quests that inspire people• Why suffering can produce either hope or bitterness• The difference between control and responsibility• Excellence, grace, and healthy organizational cultures• Storytelling as a leadership tool• Why wisdom matters more than ever in a rapidly changing worldThis conversation offers practical insights for leaders, entrepreneurs, pastors, nonprofit professionals, and anyone trying to navigate an increasingly complex world with courage and purpose.

The fastest way to lose trust as a leader is to pretend you're fine when you're not. Bill Bannham sits down with leadership strategist and emotional intelligence practitioner Russell Robinson to unpack a deceptively simple idea: leadership has to be “selfish” first. Not selfish in the ego sense, but selfish in the disciplined sense of knowing your values, naming your non-negotiables, protecting your well-being, and building the self-awareness needed to show up consistently for other people. We talk about what's changing across generations and what isn't. No matter your age, people want meaningful work, to feel heard, and to operate in a psychologically safe culture where they can take smart risks. But Russell explains why Gen Z and younger Millennials are bringing more of the outside world into the workplace, and why emotionally intelligent leaders have to meet that reality with curiosity, not control. The conversation also gets practical for HR pros and talent leaders: hiring emotionally intelligent people early, building leadership development programs that strengthen self-awareness, and treating relationship-building as “personal currency,” not a soft extra. Then we go straight at uncertainty. When the world feels unstable and fear shows up, Russell shares what separates leaders who keep teams grounded from those who amplify stress. We explore decision-making without guarantees, learning loops after setbacks, and how to be realistic while still giving people confidence that the sun will come up. 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 you'll learn in this episode Why listening—not talking—is the ultimate sales skill The 3 steps of the CPI framework: connect energetically, ask adept questions, actively listen How to uncover what clients are afraid to admit Why setting emotional expectations prevents frustration and blame How to turn predictable problems into opportunities for trust The difference between fake rapport and real connection Why influence is something you're given, not something you chase How authentic listening positions you as the trusted expert Teach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook Page: https://www.facebook.com/NoBrokeMonths/Facebook: Dan RochonLinkedIn: Dan RochonTeach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead

Send us a MessageMost healthcare leaders think about retention as something that happens after someone is hired. But what if your hiring process itself is either building or quietly eroding your culture?In this episode, Sue Tetzlaff sits down with Capstone Transformational Expert Julie Coneset to talk about one of the most consequential — and often most stressful — responsibilities healthcare leaders carry: hiring the right people.Julie brings decades of experience in rural healthcare human resources and organizational transformation to a candid conversation about what separates strategic hiring from desperation hiring, and why that distinction matters more than most leaders realize.You'll hear practical wisdom on:Why lowering your hiring bar during a staffing shortage almost always costs more than it savesHow behavioral-based interview techniques help you predict fit and performance before day oneWhy peer panel interviews can transform how your team shows up for onboarding — and beyondWhat employer-of-choice organizations do differently when it comes to attracting and selecting candidatesHow your hiring decisions today directly shape your overtime costs, burnout levels, and traveler reliance tomorrowInterested in strengthening retention, culture, leadership, and hiring practices in your organization? Schedule a complimentary discovery call series with the Capstone team at CapstoneLeadership.net/Contact-UsWe're stepping forward in a bigger way—growing our team of rural healthcare experts, growing our capabilities by adding a strategic planning division … all of this so we can expand our ability to help even more rural hospitals and other small healthcare organizations in 2026. … We'd love to explore how we can support your organization in being the provider- and employer-of-choice so you can keep care local and margins strong! Learn more at CaptoneLeadership.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.

In this episode of The Health Literacy 2.0 Podcast, host Seth Serxner welcomes Brian Oss, Head of Solutioning at Calm, for a deep dive into the evolving landscape of workforce health literacy, behavioral health, and digital mental health solutions.Calm is a leading mental health company on a mission to support everyone on every step of their mental health journey. Our flagship consumer app - ranked #1 in its category with over 180 million downloads and available in seven languages across nearly 190 countries - helps people sleep better, stress less, and live more mindfully through content and tools from experts and beloved celebrity voices.Since their launch, they've expanded their offerings with Calm Sleep, an app providing deeper, personalized sleep support, and Calm Health, an evidence-based digital solution offered through employers, health plans, and providers to expand access, boost benefits engagement, and drive positive health outcomes.Today, Calm supports more than 3,500 organizations and reaches over 26 million covered lives through Calm Health.Brian leads solutioning to address some of the toughest challenges in behavioral health.Brian and Seth discuss:Career Paths Are Not Linear: Both Brian and Seth highlight the importance - and inevitability - of nontraditional career journeys in health and wellness leadership.Cost and Access as Top Challenges: Controlling costs while increasing access to mental and behavioral health care remains a leading concern for employers and health plans.Digital Content as a Scalable Solution: For roughly 75% of a given population, high-quality digital content can be a first line of support, offering tools for episodic needs and keeping people out of higher-acuity care.Data-Driven Personalization: Calm Health leverages PHQ and GAD scores to curate programs tailored to each user's unique needs, including specialized tracks for those with chronic conditions like diabetes.Clinical Expertise Meets Engaging Delivery: Calm collaborates with top psychologists to create evidence-based programs, then crafts them into highly engaging audio-visual experiences featuring trusted voices.Proof of Outcomes: A recent payer-led study of 70,000 users showed significant reductions in anxiety and depression scores - demonstrating that digital tools can make a real impact.Health Literacy = Access + Navigation: True health literacy goes beyond reading level - it includes providing clear pathways and referrals to the right care, tailored to each user's situation and acuity.Supporting the Full Continuum: Calm Health's offerings help users at every point in the journey, from “green” users needing only light support to those who require referral to therapy or crisis services.Cautious Approach to AI: While Calm Health utilizes AI to help users articulate their goals, they are conservative about using AI for actual clinical care - mindful of both ethical concerns and payer requirements.Brian closes with a reminder of the human side of mental health - urging listeners to check in, offer a smile, and truly see one another, as small moments of connection can be transformative.Discover how digital innovation and compassionate leadership are reshaping mental health support in the workplace - one small step, and one smile, at a time.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.

What You'll Learn in This Episode:In this special Lean Solutions Summit episode, Patrick Adams sits down with keynote speakers Richard Sheridan, Joe Dyer, and Jason Schroeder to discuss the summit theme: Better Together: People Plus Innovation.The conversation explores the growing role of AI, automation, and technology in today's organizations while emphasizing that sustainable success still depends on people, leadership, and culture. Each guest shares their perspective on innovation, explaining why human-centered leadership, respect for people, and continuous learning remain critical regardless of technological advancements.You'll hear insights on creating joyful workplace cultures, developing a stewardship mindset, and building organizations rooted in respect and stability. The speakers also discuss the importance of reducing fear during times of change, preparing future leaders, and creating environments where people can thrive alongside innovation.If you're curious about the future of leadership, Lean thinking, and how organizations can embrace innovation without losing their focus on people, this episode offers a powerful preview of the ideas and conversations that will take center stage at the Lean Solutions Summit.Key Takeaways:1. Innovation should enhance people—not replace them2. Great leadership requires stewardship, humility, and a commitment to developing others3. Respect, stability, and psychological safety are essential foundations for continuous improvement4. The future belongs to organizations that successfully combine technology, innovation, and human-centered leadershipLinks: Lean Solutions Summit Lean Solutions Website

Trauma-informed practitioner, systems architect, and ORS™ founder Matthew F. Stevens returns to Vigilantes Radio Live for a thought-provoking conversation that challenges conventional thinking about workplace performance, leadership, and organizational culture. Drawing from nearly two decades of experience in treatment centers, nonprofit leadership, and corporate environments, Matthew explains why many organizations misdiagnose burnout, turnover, disengagement, and performance issues as personnel problems when they may actually be nervous system problems. We explore the principles behind Operational Regulation Systems (ORS™), the NALS™ framework, emotional regulation, leadership under pressure, and what happens when organizations prioritize regulation before performance. This episode offers powerful insights for leaders, entrepreneurs, managers, and anyone seeking to understand the hidden forces driving human behavior and organizational outcomes.www.matthewfstevens.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/vigilantes-radio-live--2166168/support.Vigilantes Radio Live! by The Only One Media Group ℗©2025Episode Credits:Produced, edited, mixed, and written by Demetrius "Whodini Blak" Reynolds, Sr.Artwork designed by Demetrius "Whodini Blak" Reynolds, Sr.Show Introduction by KateSegment jingles composed & produced by Demetrius "Whodini Blak" Reynolds, Sr.Additional music licensed through 7th Sign RecordingsLinks:onlyonemediagroup.comhttps://www.instagram.com/vigilantesradio/https://www.iheart.com/podcast/966-vigilantes-radio-live-29999229/https://www.instagram.com/whodiniblakin3d/https://www.imdb.com/title/tt26009230/To support our show, please leave reviews, ratings, or you can help fuel the passion over at buymeacoffee.com/vigilantesradioEmail us at onlyonemgt@gmail.com or vradio@onlyonemediagroup.com

Jeff Dudan's free digital copy of his book What does it actually take to build a culture that scales - one that doesn't collapse the moment you add a new layer of management or hire your 25th employee? In this episode, Jeff Dudan sits down with Chris Dyer, bestselling author and CEO culture expert, to unpack the seven pillars of high-performance culture that work for startups and Fortune 100 companies alike. Chris shares why most founders accidentally destroy their culture by day 50, why your meetings are a direct mirror of your company's values, how to use a "cockroach meeting" to solve problems in 15 minutes or less, and the counterintuitive hiring rule he used to drive real innovation inside a 4,500-person organization. They also dig into the critical difference between mistakes and errors, why public recognition can backfire on introverts, and how the Gallup StrengthsFinder data revealed that his company was hiring the same person over and over - killing innovation from the inside out. Whether you're building your first team or scaling a franchise, this conversation gives you the frameworks, language, and tools to build a culture that attracts the right people, retains them, and makes them extraordinary. Topics covered: company culture, startup culture, employee recognition, meeting frameworks, hiring strategy, innovation, psychological safety, franchise ownership, leadership development, StrengthsFinder, remote teams, cultural uniqueness, tribal language, mistakes vs errors.  Guest: Chris Dyer  Guest YouTube: https://www.youtube.com/@ChrisDyer  Guest Website: https://chrisdyer.com/  Guest Socials: https://www.linkedin.com/in/chrisdyer7/    #CompanyCulture #LeadershipDevelopment #StartupGrowth #EmployeeEngagement #FranchiseBusiness #TeamBuilding #HiringStrategy #CultureCode #RemoteWork #BusinessLeadership #ChrisDyer #JeffDudan #WorkplaceCulture Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Dudan's free digital copy of his book What does it actually take to build a culture that scales - one that doesn't collapse the moment you add a new layer of management or hire your 25th employee? In this episode, Jeff Dudan sits down with Chris Dyer, bestselling author and CEO culture expert, to unpack the seven pillars of high-performance culture that work for startups and Fortune 100 companies alike. Chris shares why most founders accidentally destroy their culture by day 50, why your meetings are a direct mirror of your company's values, how to use a "cockroach meeting" to solve problems in 15 minutes or less, and the counterintuitive hiring rule he used to drive real innovation inside a 4,500-person organization. They also dig into the critical difference between mistakes and errors, why public recognition can backfire on introverts, and how the Gallup StrengthsFinder data revealed that his company was hiring the same person over and over - killing innovation from the inside out. Whether you're building your first team or scaling a franchise, this conversation gives you the frameworks, language, and tools to build a culture that attracts the right people, retains them, and makes them extraordinary. Topics covered: company culture, startup culture, employee recognition, meeting frameworks, hiring strategy, innovation, psychological safety, franchise ownership, leadership development, StrengthsFinder, remote teams, cultural uniqueness, tribal language, mistakes vs errors.  Guest: Chris Dyer  Guest YouTube: https://www.youtube.com/@ChrisDyer  Guest Website: https://chrisdyer.com/  Guest Socials: https://www.linkedin.com/in/chrisdyer7/    #CompanyCulture #LeadershipDevelopment #StartupGrowth #EmployeeEngagement #FranchiseBusiness #TeamBuilding #HiringStrategy #CultureCode #RemoteWork #BusinessLeadership #ChrisDyer #JeffDudan #WorkplaceCulture Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Most organizations still rely on outdated employee surveys and filtered feedback to understand engagement, culture, and reputation. The problem? Those tools rarely reveal what people really think. In this episode of Marketer of the Day, Robert Plank talks with Dean Browell, co-founder of Discover Feedback, and returning guest Rich Salon about how digital ethnography and deep social listening uncover the unprompted conversations that matter most. Dean explains how anthropologists analyze public online behavior on platforms like TikTok, Reddit, and niche forums, to capture real employee and consumer sentiment at scale. Instead of just checking a survey box, organizations can finally see both the what and the why behind engagement, recruitment, retention, and brand perception. Rich brings the HR and operations perspective, contrasting opinion surveys and “pencil‑whipped” responses with the raw, candid insights employees share when their boss isn't watching. Together, they reveal how this approach helps spot emerging risks, surface hidden strengths, and turn lived experiences into tactical changes. If you want to move beyond generic engagement scores and truly understand how your workforce and audiences talk about you online, this episode is your playbook. https://youtu.be/zh4UA1A6TZY?si=W2CHZfw2NKTEFRLM If you're serious about recruitment, retention, and employer brand in a world where every role has its own subreddit or niche community, this conversation will challenge how you think about listening. You'll learn how to move beyond outdated survey culture, mirror your employees' own language back to them, and use real-world behavior as your most valuable data source. If your organization is ready to go beyond “pretty good” engagement scores and build decisions on what employees are actually saying in the wild, Dean and Rich's approach may be the competitive advantage you've been missing. Quotes: "When employees don't trust the anonymity of surveys and fear retaliation for honest feedback, every number leadership sees is filtered—and filtered data leads to flawed decisions."  – Rich Salon "Digital ethnography is the next big gift HR can give to business, because for the first time we can reliably understand not just what employees feel, but why they feel that way."  – Rich Salon "Digital ethnography can make you look like you're predicting the future, but all you're really doing is finally listening to conversations that have been happening in plain sight the whole time."  – Dean Browell  "Like Jane Goodall, we don't touch the monkeys; this isn't about prompting anyone; it's about quietly watching what people already say when they think no one from corporate is listening."  – Dean Browell Resources: Dean Browell on LinkedIn Rich Salon on LinkedIn Visit the Official Website of Rich Salon Explore More at Discover Feedback Discover Feedback on Facebook

Sara highlights how employee engagement vastly increases when consistent feedback is provided – as research from Clutch reveals 82% of employees value all types of feedback; whether it's positive or negative. Consistent feedback reinforces desired behaviors, identifies areas for improvement, and makes employees feel noticed and valued in their workplace. Sara shares key strategies for building consistent feedback into your organization. Stream more episodes on your favorite podcast app!Research Revealed is a production of MOD Network and Evergreen Podcasts.

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff explores a simple but powerful truth: leadership is hard — but the experience of that “hard” can look very different depending on how leaders connect to their work.Inspired by watching the intensity and passion of NHL playoff hockey, Sue draws a compelling parallel between athletes who embrace the difficulty of the game because they love it — and leaders who either thrive or burn out based on their connection to purpose and meaning.Sue contrasts transactional leadership (“I have to”) with transformational leadership (“I get to”), highlighting how the same responsibilities can feel either draining or energizing depending on mindset and connection to purpose.This episode is a powerful reminder that leadership isn't just about what you do — it's about how you experience the work and the energy you bring to it.If leadership in your organization feels heavy instead of meaningful, Capstone can help. Start with a conversation about how to re-energize your leadership team and strengthen your culture: CapstoneLeadership.net/Contact-UsWe're stepping forward in a bigger way—growing our team of rural healthcare experts, growing our capabilities by adding a strategic planning division … all of this so we can expand our ability to help even more rural hospitals and other small healthcare organizations in 2026. … We'd love to explore how we can support your organization in being the provider- and employer-of-choice so you can keep care local and margins strong! Learn more at CaptoneLeadership.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.

In this episode of the Health Literacy 2.0 Podcast, host Seth Serxner welcomes Michael Susi, the leader behind LinkedIn's long-running employee wellness program, for a fascinating conversation about what workplace wellness looks like when it's built around real human behavior rather than generic corporate initiatives.Michael shares his unconventional career journey from football coaching and personal training to leading wellness strategy at one of the world's most recognized companies. Along the way, he discovered something many organizations still overlook: employees often know what they “should” do for their health - but stress, sleep, overwhelm, and everyday life get in the way.The discussion explores how LinkedIn evolved its wellness philosophy into a practical, accessible, and compassionate program centered around six core tenets:ThoughtsBreathingHydrationNutritionMovementRestRather than focusing narrowly on exercise or weight loss, the program reframes wellness in more approachable ways that encourage participation from everyone - not just already health-conscious employees.Seth and Michael also discuss:Why “movement” works better than “exercise” for employee engagementHow language and inclusivity shape wellness participationThe role of gamification, rewards, and social proof in driving engagementWhy wellness ROI is often best measured through participation and behavior changeHow LinkedIn creates global wellness experiences across very different office culturesThe hidden impact of stress and sleep deprivation on employee wellbeingWhy wellness programs should avoid guilt, shame, and perfectionismThe balance between wearable technology and listening to your own bodyHow health literacy empowers employees to make better healthcare decisionsMichael also shares creative examples from LinkedIn's wellness initiatives, including wellness swag, point systems, hydration campaigns, and engagement strategies designed to create genuine curiosity and peer-driven momentum.One of the strongest themes throughout the episode is that sustainable wellness is not about intensity or perfection - it's about helping employees build healthier habits in realistic, compassionate ways.As Michael explains: “Wellness is not a moment in time - it's the moments of your life.”This episode is packed with practical insights for HR leaders, benefits professionals, wellness leaders, healthcare innovators, and anyone interested in creating healthier, more human-centered workplaces.Listen now to hear how LinkedIn approaches employee wellness, engagement, and health literacy at scale.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.

Retention is a relationship.In this episode of the People/AI Strategy Forum, Sam Reeve speaks with Borja Kwan, Founder of Four15 Digital, about the leadership habits that keep top talent engaged, connected, and committed long before retention becomes a problem.As organizations navigate remote work, AI adoption, and rising performance pressure, many leaders focus heavily on productivity systems and operational efficiency. But Borja argues that retention is ultimately shaped by relationships, consistency, trust, recognition, and human connection.Drawing from decades of experience leading high-performance marketing teams, Borja shares practical insights on balancing accountability with empathy, creating meaningful employee relationships, and building cultures where people genuinely want to stay.If your organization is struggling with disengagement, turnover, remote team culture, or leadership consistency, this conversation offers a grounded and highly practical perspective on what keeps teams connected over the long term.In this episode we discuss:• Why retention problems often begin long before employees resign• The leadership habits that strengthen employee loyalty and engagement• How performance-driven organizations can balance accountability and empathy• Why relationships matter more than perks when retaining top talent• The challenges of maintaining culture with remote teams• Why intentional in-person connection still matters in a hybrid world• How recognition and consistent communication improve engagement• The opportunities and risks AI introduces into creative and client-facing work• Why leaders must remain authentic as AI tools become more common• The importance of building environments where employees feel heard and supportedKey takeawayRetention is not just a compensation strategy.It is a leadership behavior.When employees feel trusted, recognized, supported, and connected to leadership, organizations create cultures where top performers are far more likely to stay and grow.Watch more People/AI Strategy Forum episodesSubscribe to the People/AI Strategy Forum for weekly conversations with leaders and experts exploring people strategy, leadership, AI, and the future of work.YouTube:/ @peoplestrategyforumpowered5106Follow the podcast:https://www.buzzsprout.com/2571923Podcast website:https://www.buzzsprout.com/2571923Listen on Apple Podcasts:https://podcasts.apple.comListen on Spotify:https://open.spotify.comCompTeam podcast page:https://compteam.net/podcast/About CompTeamThe People/AI Strategy Forum is powered by CompTeam, a consulting firm that helps organizations design people-centered compensation and workforce strategies that attract, retain, and motivate top talent.Learn more:https://compteam.net/Follow CompTeam on LinkedIn:/ compteamConnect with Sam ReeveLinkedIn/ samreeveGuestBorja KwanFounder of Four15 Digital, specializing in performance marketing, leadership development, and client growth strategies.Learn more:https://www.four15digital.com/Connect on LinkedIn:  / borjakuan  #PeopleStrategy #Leadership #EmployeeRetention #FutureOfWork #RemoteLeadership #WorkplaceCulture #EmployeeEngagement #AILeadershipIf you enjoyed this episode, follow the People/AI Strategy Forum on your preferred podcast platform and join the conversation! About the People/AI Strategy Forum The People/AI Strategy Forum explores how leaders navigate the intersection of people strategy, leadership, and artificial intelligence. Hosted by Sam Reeve, Founder & CEO of CompTeam, the Forum features conversations with executives, practitioners, and experts shaping the future of work.Learn more about CompTeam and the People/AI Strategy Forum at compteam.net.

I'm excited to share the 46th episode of This is Ag! featuring Joseph Mallobox, Vice President of Human Resources at Ippolito International. Born and raised in Gonzales, California, Joseph grew up surrounded by agriculture, even though he originally thought his future would take him far away from the Salinas Valley. Instead, agriculture pulled him back in, leading him into a career in human resources that has now spanned more than 20 years. Throughout the conversation, Joseph shares his perspective on leadership, the realities of agriculture, and the importance of building strong relationships within the workplace. From navigating the seasonal transitions between Salinas and Yuma to managing workforce shortages, immigration concerns, and the demands of a fast-moving industry, Joseph gives an honest look into the operational and people side of agriculture that many outside the industry rarely see. Joseph also talks about the culture within agriculture and why it feels more like family than business. He shares how agriculture's unpredictability - driven daily by weather, harvest timing, and changing conditions - creates a level of teamwork, commitment, and connection that is difficult to find anywhere else. The conversation highlights the passion behind the people who work in agriculture and the responsibility leaders carry in supporting employees while helping companies and communities succeed. The episode also explores Joseph's family history, including his grandfather's journey from Pakistan to California in the early 1900s to pursue farming in the Imperial Valley. Joseph reflects on how that history shaped his connection to agriculture and his appreciation for the sacrifices and opportunities that built the communities we know today. Ippolito International: https://www.qvproduce.com Kirti Mutatkar, President and CEO of UnitedAg. Reach me at kmutatkar@unitedag.org, www.linkedin.com/in/kirtimutatkar UnitedAg website - www.unitedag.org UnitedAg Health and Wellness Centers - https://www.unitedag.org/health-benefits/united-agricultural-benefit-trust/health-centers/ Episode Contributors - Joseph Mallobox, Kirti Mutatkar, Dave Visaya, Mickayla Ursini The episode is also sponsored by Brent Eastman Insurance Services Inc. - https://brenteastman.com Blue Shield of California - https://www.blueshieldca.com Elite Medical - https://www.elitecorpmed.com Gallagher - https://www.ajg.com/ SAIN Medical - https://sainmedical.com/ MDI Network - https://www.mdinetworx.com/about-us

Employee engagement remains one of the most talked-about challenges in the world of work. Year after year, the data tells the same story: levels barely shift, no matter what organizations try. The usual response is to focus on what happens once people are already in the door, but the results rarely change. At the same time, AI is reshaping roles and expectations, making employees question their value in ways that weren't there before. So what if the real engagement problem starts in the hiring process itself? My guest this week is Dr. Roz Cohen, Chief People Officer and author of “The Engagement Dilemma”. In our conversation, she explains why there are three distinct types of engagement, how outdated job descriptions undermine them, and what hiring teams should do differently to build belonging from the start. In the interview, we discuss: Why engagement levels haven't shifted Three types of employee engagement The role of TA in employee engagement Reassessing roles before recruiting Hiring for attributes and behaviours Onboarding for connection and belonging Identity beyond surface characteristics What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify. A full transcript will appear here shortly.

Send us a MessageIn this episode of Culture Change RX, Sue Tetzlaff sits down with Chelsea Hoffrichter, registered nurse, nurse manager, and service excellence team leader at MyMichigan-Sault, to discuss how employee-driven teams are helping improve the patient experience in their rural healthcare organization.Chelsea shares the journey of transforming their service excellence work from a leader-driven approach to an employee-driven team structure - and the powerful impact it has had on engagement, creativity, ownership, and patient satisfaction scores.Is your healthcare organization needing a well-tested, proven and practical approach to strengthening employee engagement and improving the patient experience? Capstone has a couple options that might be just right for where you are and what you need. Connect with us to explore more: CapstoneLeadership.net/Contact-UsWe're stepping forward in a bigger way—growing our team of rural healthcare experts, growing our capabilities by adding a strategic planning division … all of this so we can expand our ability to help even more rural hospitals and other small healthcare organizations in 2026. … We'd love to explore how we can support your organization in being the provider- and employer-of-choice so you can keep care local and margins strong! Learn more at CaptoneLeadership.net Learn more and register for the 2026 Healthcare Executive Forum - We look forward to seeing you on June 17-18 in Madison, Wisconsin!Hi! 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.

Summary In this episode, Andy welcomes back Marcus Buckingham, bestselling author and researcher, to discuss his new book, Design Love In: How to Unleash the Most Powerful Force in Business. For 25 years, Marcus studied the most productive teams, loyal customers, and effective leaders in the world, and the word that kept appearing in his data was one he kept changing: love. Andy and Marcus explore what love actually means in a business context, including how leaders are really experience makers whether they know it or not. You will hear the remarkable story of Josh D'Amaro, the CEO of Disney, and what his leadership reveals about designing love into a team's daily experience. Marcus unpacks the five feelings that lead people to say they love working for a leader, starting with something counterintuitive: control. The conversation also covers tough love, AI's limits as an experience maker, and how these principles can transform how we lead our families too. If you're looking for a fresh, evidence-based look at what drives sustained high performance, this episode is for you! Sound Bites "I kept hearing that word (love) and shame on me, but I did keep changing it because I felt like it was a careless exaggeration of the word like or something." "Don't keep changing the word (love). The word's the word. The question really should be why and how do we replicate it?" "You're paid to change behavior. That's all you're paid to do. You're not paid to run a project. You're paid to change behavior as a leader." "When you send an email, it's not an email. It's an experience for the person on the other end. When you call that team meeting, it's not a team meeting. It's an experience." "You join a company and then you quit your boss." "Undesigned experiences lead to unpredictable outcomes." "It's cowardly, not loving. It's cowardly to leave them in that job." "I am for you. I am for you. That doesn't always mean that I am going to tell you what you wanna hear. It means I want you to flourish." "Loving's an ingredient, right? Loving isn't, 'Be nicer.' Loving's like, 'What are you trying to do for me?'" "The beginning of love is rules. The beginning of love is clarity." Chapters 00:00 Introduction 01:48 Start of Interview 01:57 Why Marcus Spent Decades Avoiding the Word "Love" 05:47 Misconceptions About Love in Business 11:29 Inside the "Josh Effect" 18:02 What Great Leaders Don't Do 22:13 Local Leadership and Variation in Team Experience 27:54 When Senior Leaders Couldn't Say the Word 31:04 Applying the "Is This Loving or Unloving?" Lens 37:43 Tough Love and Difficult Performance Conversations 46:20 Practical Takeaways: The Five Feelings of Love 50:25 AI and the Role of Love in Leadership 56:34 Designing Love Into Parenting and Family 1:01:26 End of Interview 1:01:57 Andy Comments After the Interview 1:05:03 Outtakes Learn More You can learn more about Marcus and his work at BuckinghamInstitute.com. For more learning on this topic, check out: Episode 252, which is our earlier interview with Marcus Buckingham. That book still impacts how Andy leads years after having Marcus on the first time. Episode 332 with Kevin Eikenberry and Wayne Turmel. A discussion about keeping your teams engaged and connected, even if they're not co-located. Episode 324 with Jim Harter. Jim is the Chief Scientist at Gallup and they have an insightful discussion about building resilient and thriving teams. Chat with PMeLa You can chat directly with PMeLa—the podcast's AI persona—to get episode recommendations and answers to your project management and leadership questions. Visit PeopleAndProjectsPodcast.com/PMeLa to chat with her. Pass the PMP Exam If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader–that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Love in Business, Team Culture, Employee Engagement, Customer Experience, Project Management, AI, Artificial Intelligence, Parenting, Organizational Culture, Experience Design The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Tuesday by Sascha Ende License (CC BY 4.0): https://filmmusic.io/standard-license

What happens to workplace culture during the summer? In this episode, Jenni Catron explores how leaders can work with the rhythms of summer instead of fighting against them. Learn practical ways to improve employee engagement, prevent team disengagement, and strengthen organizational culture through intentional leadership. Jenni shares five simple but powerful strategies including flexible schedules, smarter meetings, summer team activities, and prioritizing high-impact work that can help leaders boost morale and maintain momentum during the busiest vacation season of the year.Download the Summer Engagement Conversation GuideWe need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us:Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts.Share - let your friends know about the podcast by sharing your favorite episode on social media!

Why the most damaging leadership problems are rarely the loudest How small tolerated behaviors become cultural standards The hidden cost of waiting too long to address issues Understanding “thinking debt” and how it compounds over time Why reactive leadership narrows long-term vision The difference between Firefighter mode and Architect mode How disengagement and resentment quietly build inside organizations A powerful leadership reframe: “What happens if this pattern continues for another year?” Why systems, not isolated incidents, shape organizational culture How deliberate leaders identify and address problems early before they escalate Reflection questions to help leaders identify their own “slow burn” issues Why resilient cultures are built through consistent, intentional leadership Think First

Send us Fan MailKate McKinnon is the former Head of Human Resources at Playfly Sports, a leading sports media and marketing company. There, she led the People function through a fast-paced, high-growth phase - helping the company earn recognition as both a Most Loved Workplace and one of the Best Employers in Sports. Today, she leads her own consulting practice focused on empowering organizations by prioritizing their most valuable asset: people. Her work centers on:Leadership DevelopmentHR Strategy & Culture BuildingPersonalized Career Coaching-Quick Episode Summary:Kate McKinnon shares Human Resource insights, Philly sports, and kindness stories.-

In this episode of Connected FM, we dive into the "power of people" with Kati Barklund, Global Chair of IFMA's Workplace Evolutionaries. Kati shares her insights on why the "one size fits all" approach to workplace design is failing and how facility managers can create high-performing environments by balancing physical, digital, and psychosocial needs. From navigating C-suite perceptions to the importance of being your authentic self in leadership, this conversation redefines what it means to lead in the modern built environment. Timestamps: 0:00 – Introduction 2:30 – Defining the "Power of People" in the workplace 4:15 – Why "One Size Fits All" doesn't work for modern employees 6:30 – Creating a holistic human experience: Work vs. Life 11:15 – Changing the C-suite perception of FM from cost to value 14:30 – Learning to speak "C-Suite Language" 19:15 – The role of digital tools in maintaining physical connections 22:45 – The importance of authentic leadership and self-worth 30:30 – Overcoming isolation through the IFMA community 33:30 – How to get involved with Workplace Evolutionaries 39:30 – Quick-fire questions: Leadership habits and inspirations Resources & Links: IFMA Workplace Evolutionaries Kati Barklund on LinkedIn Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

In this episode of The Steward Chair, Garry Ridge, Culture Coach and Former Chairman and CEO of WD-40 Company, shares their journey of transitioning from a "command and control" leader to a servant leader, exploring how "the will of the people" drives meaningful, long-term success. We discuss the specific algorithm Garry used to grow WD-40's market cap from $300M to $3.5B, the defining moments of cultural safety during global crises, and why a leader's number one responsibility is to be a learner and a teacher. This conversation provides actionable takeaways for leaders committed to stewardship, integrity, and impact. Key Takeaways The Algorithm for Culture: Sustainable success is built through the formula of Values + Behavior x Consistency. Consistency is the "magic word" that prevents cultural toxins from eroding the organization. Profit as Applause: Shift the focus from the bottom line to the people; profit is the natural "applause" that follows when employees feel safe, seen, and empowered to do their best work. Leading Like a "Donkey": Effective stewardship requires the humility and reliability of a donkey—carrying the load and helping others reach their destination rather than seeking the spotlight. Resources Mentioned Visit https://thelearningmoment.net/ Follow The Learning Moment on LinkedIn: https://www.linkedin.com/company/the-learning-moment/ Visit https://www.wd40.com/ Follow WD-40 on LinkedIn: https://www.linkedin.com/company/wd-40-company/ Follow Garry Ridge on LinkedIn https://www.linkedin.com/in/garryridge/ Join the ConversationThe Steward Chair is about equipping and inspiring business leaders to build organizations that stand the test of time. If this episode resonated with you, share your biggest takeaway and tag us on LinkedIn: Chat With Leaders Media https://www.linkedin.com/company/chatwithleaders/ and End of the Line Productions https://www.linkedin.com/company/end-of-the-line-productions/. Elevate your podcast, company meeting, or industry event strategies to better engage stakeholders and drive meaningful growth! Visit ChatWithLeaders.com to learn more about how we can help.See omnystudio.com/listener for privacy information.