Podcasts about gallaher edge

Meet Dr. Laura Gallaher. Her WHY.os is Contribute - Challenge - Simplify.Dr. Laura Gallaher is an organizational psychologist, speaker, and business consultant who helps companies build better cultures. She was part of NASA's culture change initiative after the Columbia disaster, working to fix deep issues in leadership, communication, and decision-making. Now, as the founder of Gallaher Edge, she teaches executives how to improve their teams by focusing on self-awareness, emotional intelligence, and psychological safety.In this episode, you'll learn:Why smart people still make bad decisions – and how self-deception holds businesses back.The key to high-performing teams – and why psychological safety matters more than talent.How to create a company culture that works – instead of one that forms by accident.Listen now to get insights that will help you lead better, communicate more effectively, and build a stronger organization.Connect with Dr. Laura:Website URL:https://lauragallaher.com/ LinkedIn URL:https://www.linkedin.com/in/laura-gallaher-phd/ Facebook and/or Instagram URL:https://www.instagram.com/drlauragallaher/ Hosted on Acast. See acast.com/privacy for more information.

Dr. Laura Gallaher is an Organizational Psychologist, Speaker, USA Today Best-Selling Author and Leadership Coach. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts. Laura's company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. She helps executive teams have conversations they didn't even know they needed to have. Organizations are just people. Gallaher Edge helps executives learn what it takes to be more profitable by truly putting people first.     CONNECT WITH Dr. Laura Gallaher LinkedIn: https://www.linkedin.com/in/laura-gallaher-phd/ Website: https://www.gallaheredge.com/     JOIN THE FIGHT AGAINST FOOD INSECURITY   Join the fight against food insecurity here in the U.S. with an online donation. $25 will provide food and life essentials for 10 vulnerable families. DONATE TODAY at Meet the Streets Outreach, INC. to fight hunger!    Meet the Streets Outreach provides essential support to Houston's food-insecure communities by offering over 2,000 hot meals each month. With your help, we can continue to serve those in need. Your support ensures that we can continue to make a meaningful difference in the lives of Houston's most vulnerable residents. Thank you for considering this opportunity to invest in the well-being of our community.   Food Insecure Households For many families in the U.S., the past several years have been difficult. Higher food prices, economic instability, and other factors have made providing for a family even harder. 1 in 8 households in the U.S. is food insecure. That means these families don't have enough money or resources to buy enough food for everyone in their household. As recently as 2022, 7.3 million children lived in food insecure households. Also, 16.9% of children live in poverty.   SNAP Benefits More than 22 million U.S. households use SNAP benefits to help with food costs, as of April 2023. Sometimes known as “food stamps,” SNAP is the federal Supplemental Nutrition Assistance Program. People who receive SNAP benefits can use it to buy groceries, seeds, and plants for food. SNAP cannot be used to purchase hot food or household items like cleaning supplies, vitamins, or diapers.   CONNECT WITH Cedric Francis Website: https://www.lead2greatness.com/ Facebook: https://www.facebook.com/cedricbfrancis X (twitter): https://twitter.com/cedricbfrancis Instagram: https://www.instagram.com/leadtogreatness/ LinkedIn: https://www.linkedin.com/in/cedric-b-francis-a0544037/    

Have you ever wrestled with an inner critic that berated you for any perceived flaws and prevented you from celebrating your strengths and achievements? While it can be difficult to fully accept yourself exactly as you are, self-acceptance is essential not only for your own happiness, but also the health of your relationships with others – and for leaders, self-acceptance is one of the keys to building high-performing teams.   Dr. Laura Gallaher is an organizational psychologist, keynote speaker, USA Today best-selling author, and leadership coach. After the space shuttle Columbia exploded upon reentry in 2003, the NASA Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for eight years with NASA to positively influence the culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center, and was then hired by Walt Disney Parks and Resorts to help manage radical changes with their performance management process and philosophy. Laura's company, Gallaher Edge, applies the science of human behavior to organizations so they can gain an edge, achieve together, and enjoy the journey. As our guest in Episode 227 of The Mindset Game® podcast, Laura shares the following: Why psychological safety, which begins with self-acceptance, is crucial for workforce success, as well as tips for leaders seeking to cultivate both Why self-acceptance should also include accepting your inner critic and striving to create harmony between them and your inner champion  The relationship between self-improvement and self-acceptance, and why accepting yourself as you are will not necessarily prevent you from continuing to grow and improve To get in touch with Dr. Laura Gallaher, find her on LinkedIn or take her quiz designed to assess your current level of self-acceptance at www.selfacceptancequiz.com. 

Episode Summary: In this episode of Built on Purpose, Max Hansen sits down with Dr. Laura Gallaher to explore the psychology of leadership, self-acceptance, and organizational culture. Dr. Gallaher shares insights from her early career at NASA, where she was hired to help transform the agency's culture after the Columbia Space Shuttle tragedy. Together, they discuss the importance of psychological safety, self-awareness, and accountability in leadership, and how leaders can foster environments that drive both high performance and employee well-being. Key Topics Discussed: 1. Introduction to Dr. Laura Gallaher Founder and CEO of Gallaher Edge (est. 2013) PhD in Organizational Psychology Early career at NASA working on cultural transformation post-Columbia accident 2. NASA, Psychological Safety, and Leadership Lessons The role of organizational culture in the Columbia disaster Why psychological safety is critical for open communication How NASA's culture unintentionally bred fear despite being rated one of the best places to work The impact of self-deception in decision-making 3. The Importance of Self-Awareness and Radical Self-Acceptance How high achievers often struggle with self-acceptance The difference between self-acceptance and complacency Moving from self-judgment to self-improvement without self-criticism The self-acceptance quiz and its four quadrants 4. Creating Accountability in Organizations Why accountability must come from within, not imposed externally Leaders should model self-accountability to inspire teams How to structure feedback and performance conversations The power of asking employees, “On a scale of 1 to 10, how do you think you're doing?” 5. Building Strong Organizational Culture in Hybrid and Remote Workplaces The necessity of intentional communication in remote settings The role of structured meetings vs. informal check-ins Encouraging phone or video calls for relationship building The value of in-person team gatherings Key Takeaways: ✅ Psychological safety enables people to speak up and share concerns without fear. ✅ Self-acceptance and self-improvement are not opposites; they can coexist. ✅ Leaders must take ownership of their role in team dynamics and accountability. ✅ Remote work requires intentional communication strategies to maintain culture and engagement. Resources & Links:

Welcome to today's enlightening episode of the Neuroscience Meets Social and Emotional Learning Podcast. Join host Andrea Samadhi as she explores the insights of Dr. Laura Gallaher, an organizational psychologist and executive coach. Dr. Gallaher shares her earlier days at NASA, revealing how she tackled the challenges following the Columbia shuttle disaster to reshape organizational culture and highlight the importance of psychological safety. Through an engaging conversation, Dr. Gallaher discusses her personal journey towards radical self-acceptance and how it transforms career and personal relationships. Learn how leaders can foster vulnerability and courage to build more productive, aligned, and self-aware teams, and discover the contagious nature of authentic connections based on self-awareness and acceptance. Tune in for an inspiring discussion that blends neuroscience, psychology, and real-life experiences to encourage growth both at work and home. Watch our interview on YouTube here https://youtu.be/b0Pc6bKKWwM On today's EPISODE #349 “Unlocking Radical Self-Acceptance with Dr. Laura Gallaher” we will cover: ✔  Where Dr. Gallaher's career began, leading her to work with NASA. ✔ How can radical self-acceptance transform our career, and personal lives. ✔ Uncover where YOU are on the self-acceptance quadrant, so you can blend science and psychology to take your results to new heights. On today's episode #349, we meet with Dr. Laura Gallaher, an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge[i], which she started in 2013 where she works with busy executives to help you get your arms around the challenges in your organization. They work with you from the inside out, helping your executive team have conversations you didn't even know you needed to have. They help to increase self-awareness, team alignment, and shared accountability until your organization runs like a well-oiled machine. Organizations (she asserts) are just people. Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She holds a Bachelor's degree in Psychology, and a Masters and PhD in Organizational Psychology. Laura is a Licensed Human Element® Practitioner, a Certified Radical Collaboration Trainer, and a Certified Coach. Let's meet Dr. Laura Gallaher, and learn together where we could possibly take our personal and work environments to new heights. Welcome Dr. Gallaher. Thank you for joining me today. Are you in Orlando now? I know that you have deep roots in the Phoenix area (and lots of places around the world).  INTRO Q: Dr. Gallaher, before asking you questions about your book, and your work, I have to say that there was something that drew me to you, before even looking at your bio. When you first meet someone, I think that what goes on inside us, (our mindset) shows on the outside, and I felt like you had a story to tell of where you began. When did you first learn about the importance of radical self acceptance, and how do you think that we can all use this skill in our personal and professional life? Q1: While coming up for some questions for you, I watched your TED TALK “How to Feel at Home Anywhere”[ii] where you talk about the ability to discover your inner confidence, and your ability to cope with the world (so that literally any place in the world) can feel like home. What drew you to create this TED TALK? Q2: It's interesting to me that your topic was “How to Feel at Home Anywhere” because I've thought about this concept often. While I've not worked and travelled to the places and countries that you have (other than via Google Maps) I have noticed that I've always been comfortable walking into a gym. Now I stopped going to a gym around the time of the pandemic, but I can recall always feeling a sense of belonging, and just the place that would fill me up with those feel-good vibes, when I was on the road, and would walk into a gym. Can you share what's important for us, as human beings, or the recipe that you've discovered, to feel comfortable…and make ANY place feel like home? Q3: Can we go to the questions that I think can open the door and help all of us, whether we are an employee in a company, a part of a bigger whole, or a teacher in a school, or a member of a team, how can we take this concept of radical self-acceptance to take us to new heights? Q4: We've been focused on taking our results to higher levels on this podcast. How important is what we think on the inside (our mindset with radical self-acceptance) to our results (on the outside)? Q5: Why are you so passionate about radical self-acceptance? How did NASA help you to uncover the gaps of where you were (actually) and where you wanted to go? Q6: What is psychological safety and how does it relate to how safe people feel to be vulnerable? Q7: Have you ever had a 360 Evaluation at work? How about asking your children how you are showing up as a parent? What can you learn from honest feedback from others? Q8: Dr. Gallaher helps Andrea to dig deeper into feedback that her children gave her. “What bugs me about you, is really about me.”[iii] Q9: How can we take radical self-acceptance into the workplace? Q10: Would you say the most critical leadership traits today would be vulnerability and courage? Q11: What are some stress reduction secrets you can share with us? Q12: How do we put this all together to become more self-aware? Dr. Gallaher, I want to thank you for your time meeting with me today. For people who would like to connect with you, I will put your contact information in the show notes. Do you have any final or closing thoughts? Take the Self-Acceptance Quiz Here  https://www.gallaheredge.com/sa-quiz-lp Andrea received the Pushing but Pressured quadrant that shows high on self-improvement, (which she would agree with) but low on self-acceptance (where she is right now) and she would agree this area could use some work.   Take the Self-Acceptance Quiz to see what quadrant you end up in, and see what you can learn about yourself. CONNECT with DR. GALLAHER Join her mailing list https://www.gallaheredge.com/leaders-journey-mailing-list Website: https://drlauragallaher.com/ LinkedIn https://www.linkedin.com/in/laura-gallaher-phd/ Instagram https://www.instagram.com/drlauragallaher/ TED TALK Dr. Gallaher “How to feel at home anywhere” https://www.youtube.com/watch?v=RUxT8wuDsG4 The Missing Links: Launching a High Performing Company Culture Published2021 https://www.amazon.com/Missing-Links-Launching-Performing-Company/dp/1637350880   REFERENCES:   [i] Dr. Laura Gallaher https://drlauragallaher.com/   [ii] TED TALK Dr. Gallaher “How to feel at home anywhere” https://www.youtube.com/watch?v=RUxT8wuDsG4   [iii] https://blog.gallaheredge.com/what-bugs-me-about-you/    

Learn actionable strategies for boosting your confidence as a consultant and coach with the power of self-acceptance I've been there: Big dreams for consulting and then coaching business thwarted by my fear and self-doubt. And I also have been in a space where I've felt in the flow, completely confident. What made the difference? That's what I'm going to share with you in this episode. I invited organizational psychologist, speaker, and executive coach Dr. Laura Gallaher on the show to chat about the power of self-acceptance and how this is THE path to confidence and better results. She isn't going to share that generic and unhelpful advice about “dressing the part” or just do things that are scary to you. She offers a science-based hack to confidence which is about cultivating self-acceptance of who you are and where you're actually at in your business development. In this episode, Laura shares: How being okay with who you are, flaws and all, rather than tying your worth to achievements is the antidote to self-doubt Reasons why self-acceptance accelerates growth and makes decision-making easier (vs. the hurdle that judging yourself creates) How taking credit for small progress builds self-acceptance The connection between sharing your “big dreams publicly can accelerate their achievement What you can learn from toddlers when learning new skills What happens to everyone around you when you lead with vulnerability and courage Let's be real here. When it comes to growing a consulting or coaching business, confidence is essential. It's what you need to start your business in the first place, get clients, and eventually take your place as a sought-after expert and thought leader. Here's a glance at this episode… [0:00:21]: Laura's unique journey from organizational psychologist to digital nomad to expert in self-acceptance and how she realized focusing on her achievements and tying her worth to it wasn't an adequate definition or approach to success. [0:03:30]: The crucial difference between self-acceptance and self-esteem and how the former fuels growth and how the latter is a moving target that is a defensive hurdle to growth [0:26:23]: How self-acceptance is exactly what you need as a consulting and coaching business owner and how the “I should already know this myth” will kill your impact and income potential [0:34:38]: How to inspire even CEO's and executive teams to cultivate self-acceptance and how that is the key to igniting people-centric, learning organizational cultures About My Guest: Dr. Laura Gallaher is an organizational psychologist, speaker, facilitator, executive coach, and the CEO & founder of the Gallaher Edge – a consulting company that applies the science behavior to organizational effectiveness. Her firm offers transformational workshops, strategic and culture consulting, and individual coaching that empowers her clients to create cohesive cultures that drive results. Learn more about Laura and her signature Digital Leadership Catalyst online program for leaders who want to grow from the inside out at https://www.gallaheredge.com/digital-leadership-catalyst. About Me: The Enough Already podcast is hosted by Betsy Jordyn. I'm an ex-Disney consultant turned business mentor and brand messaging strategist who helps consulting and coaching business owners clarify their brand messaging and positioning, create a website presence that positions them as sought-after experts, land clients with ease and integrity, and take their place as thought leaders and influencers in their niche. Go to www.betsyjordyn.com to learn more about how I empower consultants and coaches to monetize their best-at-strengths and authentic passions to make a bigger difference in the world. Links: Show notes and transcript at https://www.betsyjordyn.com/podcasts/enough-already/episodes/2148582748 Swipe my Disney Secrets to Leadership, Consulting & Performance Excellence at https://www.betsyjordyn.com/disney Sign up for a VIP Brand Building & Messaging Experience at https://www.betsyjordyn.com/servicesConnect with me on LinkedIn: https://www.linkedin.com/in/betsy-jordyn/ Related Podcast Episodes: How to Cultivate an Adventure Mindset with Laura Prescott (Ep98) André Martin's Guide to Creating Workplaces Where Everyone Thrives (Ep95) How to Ditch Imposter Syndrome and Launch Your Dream Business with Dali Hammouch (Ep89) The CURE for Imposter Syndrome (Ep4)

Dr. Laura Gallaher has worked in the field of professional and personal development since 2005. Laura is an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge, which she started in 2013 and rebranded in 2018.Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center.Laura was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts.Laura is an expert teacher, trainer, speaker and consultant, particularly in the concepts of self-awareness, accountability, trust building and team cohesion.She holds a Bachelor's degree in Psychology, and a Masters and PhD in Organizational Psychology. Laura is a Licensed Human Element® Practitioner, a Certified Radical Collaboration® Trainer, and a Certified Coach. MEMORABLE MOMENTS“Choose your hard. It's hard to push yourself out of your comfort zone, but it's also hard to sit stagnant and not grow."“Every reaction you have is actually based on how you feel about yourself.”“The more you can accept yourself, the more you'll feel in control of what the world throws at you.” “Paying attention to how self acceptance, accountability, and reflection all play together to help us increase maturity. This is a core value that any organization should prioritize any organization in order to maximize its effectiveness.” Connect with Laura:⭐Connect on Instagram: @drlauragallaher⭐Connect on LinkedIn: https://www.linkedin.com/in/laura-gallaher-phd/⭐Find More: https://www.gallaheredge.com/ Connect with Allison:⭐ Connect on Instagram @allisonwalsh⭐ JOIN OUR FREE COMMUNITY: https://www.facebook.com/groups/shebelievedshecouldcommunity⭐ Check out book recommendations from the show here⭐ Download your free 90 day planner here⭐ PRE-ORDER THE SBSC BOOK

"I founded Gallaher Edge when I realized how important it was to me to grow from the inside out, and help others do the same.Gallaher Edge is founded on the values of the Power of Choice, Progress Over Perfection and Uninhibited Teamwork. This company, like me, is a work in progress, something that every day, I accept exactly as it is while never stopping work to progress it further." ~Dr. Laura Gallaher  Dr. Laura Gallaher has worked in the field of professional and personal development since 2005. Laura is an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge, which she started in 2013 and rebranded in 2018. In today's CMT DocPreneur Leadership Broadcast and Podcast we sit down for Part 1 of our discussion with Dr. Gallaher centered around Building a Great Culture inside a Medical Practice Environment. In the moments ahead we discuss: + What does it mean to make the Doctor Human? + How can a Doctor "Just Be"? What would that look like? + What could it look like for a Doctor to be more Self-Aware and Self-Accountable in their communication with Patients? Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts. Laura is an expert teacher, trainer, speaker and consultant, particularly in the concepts of self-awareness, accountability, trust building and team cohesion. She holds a Bachelor's degree in Psychology, and a Masters and PhD in Organizational Psychology. Laura is a Licensed Human Element® Practitioner, a Certified Radical Collaboration Trainer, and a Certified Coach. RESOURCES MENTIONED www.GallaherEdge.com www.ConciergeMedicineFORUM.com DISCLAIMER AND USE: In no event is this information considered medical, legal, tax, financial, accounting or other professional advice (Please see full disclaimer below). This Podcast Is Subject to the Terms and Conditions of Use (https://conciergemedicinetoday.org/tcpp/) and is recorded/hosted by Concierge Medicine Today, LLC. Concierge Medicine Today, LLC., our representatives, agents or employees accept no responsibility or liability for direct, indirect, special, incidental or consequential damages or financial costs or claims made by the Physician(s) interviewed or our guests. OTHER RESOURCES FOR PHYSICIANS https://members.fordoctorsforum.org/ www.ConciergeMedicineFORUM.com www.ConciergeMedicineToday.org www.ConciergeMedicineToday.net

In today's episode, you'll hear from Dr. Laura Gallaher, founder of Gallaher Edge, where she applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. You'll hear how Laura became an organizational psychologist and her work with NASA to transform their culture following the Space Shuttle Columbia tragedy. Laura shares why fear is a normal experience, why you need to be conscious of your fears to address them, and the one fear we all have. You'll learn why conflict can be a good thing and the importance of inviting a diverse perspective of ideas in our businesses. Connect with Laura: Instagram: https://www.instagram.com/drlauragallaher/ Website: https://gallaheredge.com/ This episode is brought to you by The Club 2.0. Join today and take advantage of our lowest price. Doors are now open. Learn more today at https://theceoschool.co/ceo-club-2022

This week on Ep. 55 of Openly Outspoken I sit with USA Today best-selling author, speaker, facilitator, executive coach and the founder and CEO of Gallaher Edge, Dr. Laura Gallaher. We discuss the importance of a high performing culture and how impactful it is within a company. Lauren talks about her first book she wrote with Dr. Phillip Meade, “The Missing Links” that is an overview of organizational culture insight. We then chat about the NASA project that Dr. Gallaher was assigned to after the Columbia Space Shuttle crash that killed several astronauts and how company culture had a major role in the crash. We then talk about each of our political views/opinions on certain topics. About Dr. Laura Gallaher: Laura is an Organizational Psychologist, USA Today best-selling author, speaker, facilitator, executive coach and the founder and CEO of Gallaher Edge. She holds a Bachelor's degree in Psychology, a Masters and PhD in Organizational Psychology, is a Licensed Human Element® Practitioner, a Certified Radical Collaboration Trainer, and a Certified Coach.In 2003, after the Space Shuttle Columbia tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity and improve organizational performance at the Kennedy Space Center. The experiences and insights gained from this led to the creation of her consulting company, Gallaher Edge, and was the inspiration behind her co-written book, The Missing Links: Launching a High Performing Company Culture.Connect with Dr. Laura Gallaher:www.gallaheredge.comhttps://www.instagram.com/gallaheredge/https://www.facebook.com/GallaherEdgeTo subscribe to the show on your favorite podcast player, visit: http://openlyoutspoken.comTo subscribe and watch full episodes on Youtube, visit: https://www.youtube.com/channel/UCeV_4fKex4yOwO8fh_EMP4gTo learn more about Jeremy Adams, visit: http://jeremycadams.comAnd to connect with Jeremy on other social media platforms, please see the links below:Instagram: https://www.instagram.com/mrjeremycadamsTwitter: https://twitter.com/mrjeremycadamsLinkedIn: https://www.linkedin.com/in/mrjeremycadamsSUBSCRIBE AND LISTEN! 

We all know that getting culture right is an absolute must at any organization. But sometimes the stakes are higher than just a potential loss of motivation or high turnover. For example, when poor work cultures intersect with poor safety cultures, lives can be at risk. In episode 164 of HR Works Podcast, we talk about the space shuttle Columbia disaster, a fatal incident in the U.S. space program. On February 1, 2003, the space shuttle exploded as it reentered the atmosphere, killing all seven crew members. After an investigation, the Columbia Accident Investigation Board (CAIB) found that NASA's organizational culture was as much to blame for the explosion as technical difficulties. Today's guest is Dr. Phillip Meade, co-owner and COO of Gallaher Edge. Dr. Meade is also co-author of the upcoming book, The Missing Links: Launching a High Performing Company Culture, which is set in the aftermath of the Columbia shuttle disaster.

Without a strong organizational culture, our companies will never perform at their highest level. That being said, zoning in on culture isn't always as straightforward as we may think.   What are the intricacies of culture that we need to know before diving in, head first? Is the onus of creating culture on the leaders of organizations, or the individual employees working within it?   In this episode, author of The Missing Links and the man responsible for shifting NASAs company culture after the Space Shuttle Columbia Disaster, Dr Phillip Meade shares how to do an overhaul on culture in any organization.  "For your organization to be successful, your strategy and culture need to be in alignment with each other." -Dr Phillip Meade     Three Things You'll Learn In This Episode    How to balance a high-performance workplace with psychological safety The mantra ‘failure is not an option' can be a great motivator, but how can we ensure our teams also feel safe enough to speak up when they do foresee a problem?   The 4 elements that make a company's culture GREAT What needs to happen in order for our organizational culture to be considered outstanding?    How to change our company culture for the better What can leaders do today to bring about a positive shift in their organization's culture?   Guest bio-    Dr Phillip Meade is the co-owner, COO, leadership expert, strategist and professional speaker at Gallaher Edge. An expert in organizational culture, Dr Meade previously worked to improve the company culture at NASA, after the Space Shuttle Columbia Disaster in 2003. Dr Meade holds a PhD in Industrial Engineering and is the the co-author of The Missing Links: Launching A High Performing Company Culture.   To find out more, go to: https://www.gallaheredge.com/  https://www.barnesandnoble.com/w/the-missing-links-dr-phillip-meade-phd/1139523996   https://www.amazon.com/-/es/Phillip-Meade-PhD/dp/1637350880  Learn More About Your Host:   Co-founder and Managing Partner for Northstar Group, Craig is focused on recruiting senior level leadership, sales and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well known aircraft OEM's, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers.    Since 2009 Craig has personally concluded more than 150 executive searches in a variety of disciplines. As the only executive recruiter who has flown airplanes, sold airplanes AND run a business, Craig is uniquely positioned to build deep, lasting relationships with both executives and the boards and stakeholders they serve. This allows him to use a detailed, disciplined process that does more than pair the ideal candidate with the perfect opportunity, and hit the business goals of the companies he serves.

Dr. Phillip Meade is passionate about business culture change and his company's Missing Links culture change model.  He joins The Savvy Entrepreneur Show to talk about how humans naturally resist change, but also how Gallaher Edge's Missing Links culture change model can help organizations create and follow an effective blueprint. The Missing Links model has four strands:  Maturity, Diversity, Community, and Unity.  The Maturity piece is particularly interesting, as it deals with our many human defense mechanisms that resist change.  Phillip points out how an entrepreneur or owner's attachment to their business as "their baby" directly leads to challenges in scaling the organization.  It's a fascinating look inside the human psyche, and the things we often hide from ourselves! Meade also talks about the upcoming book that he authored, entitled "The Missing Links:  Launching a High Performing Company Culture," available at Amazon or Barnes & Noble.  The book, he says, is intended to both be an overview of business culture, as well as a resource for those who want to attempt culture change on their own. Click on the arrow to the left to listen.  Or, go here to read a transcript of the show.

Dr. Laura Gallaher is a keynote speaker, a leadership coach and Organizational Psychologist. She is also the CEO at GALLAHER EDGE. In this super interesting conversation, you can learn about: How she leads culture change using a blend of org' psychology and industrial engineering. Learn about the “inside out” model and that is all starts with self. Why changing culture, you can influence positive outcomes and performance. How to recognise if you have imposter syndrome, how you can go about dealing with that.   Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Laura below: Laura on LinkedIn: https://www.linkedin.com/in/laura-gallaher-phd/ Gallaher Edge Website: https://www.gallaheredge.com Laura on Twitter: https://twitter.com/drlauragallaher Laura on Instagram: https://www.instagram.com/drlauragallaher/ You can get Laura's new book here   Full Transcript Below: ----more----  Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker.   Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you   Our special guest on today's show is Dr. Laura Gallaher. She's an Organizational Psychologist. Who's worked with Walt Disney and NASA to help transform culture. She's now a speaker and the CEO of GALLAHER EDGE, but before we get a chance to speak with Laura, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: If you're a regular listener of the show, you will know that we love diversity and difference on this show. One the news today we explore what leaders can learn about mindfulness and entrepreneurship from Bhutan of all places. So where is Bhutan? Well, it's a small kingdom located deep in the Himalayas and native of Bhutan Dr. Karma Phuntsho who's an Oxford educated founder of the Loden Foundation believes that leadership lessons from Bhutan can lead anyone to success in life and in business. Dr. Phuntsho first discovered the benefits of mindful leadership after studying as a Buddhist monk for over 10 years, he then obtained his PhD at Oxford, completed some research at Cambridge and was the first Bhutanese Oxbridge fellow. As self-described go-between linking Western business philosophies with Buddhist traditions, Dr. Phuntsho contains fascinating insights on humanity, culture, business, and how leadership ties it all together. Perhaps nothing demonstrates this more than the Loden Foundation. His non-for-profit organization for aspiring Bhutanese entrepreneurs built on mindfulness, innovation and tradition. At the Lowden Foundation, Dr. Phuntsho, whose mission isn't only to create a thriving network of Bhutanese businesses, but it's also to shape tomorrow's entrepreneurs as a force of good within their communities throughout the world. In 2008, Dr. Phuntsho, along with a small group of colleagues launched the Lowden Foundation to face the growing challenge of high unemployment in Bhutan, along with a lack of entrepreneurial spirit, largely caused by the tradition of hand-me-down farming, the non-for-profits supports entrepreneurship in Bhutan through education, inspiration, and outreach. They also offer interest free collateral free loans through the Lowden Entrepreneurship Program, which ties the repayment plans to the businesses strategy and structure. To date they've supported over 5,000 aspiring entrepreneurs and funded over 200 businesses in Bhutan, 72 which are run by women, the Lowden Foundations dedicated to preservation of Bhutan's culture and deeply rooted in its Buddha beliefs. And with this comes the intrinsic tie to being mindful, compassionate business leaders. And of course, demonstrating those mindful and compassionate leadership practices, cornerstones of course of the Buddhist philosophy. What Dr Phuntsho believes should be the cornerstones of every leader's philosophy, no matter where they live on the planet, he says it's important for us to bring prosperity, to improve people's ordinary standard of living, but we have to seek that without losing the overall meaning of life. And one wonderful way to never forget the joys of life is, been remembered that every human, every organization is somehow interconnected. And there's a great leadership lesson here. Of course, mindfulness and compassion are given these days, but the role that habits, rituals and mindsets play in communities is still rife and it sometimes takes a bold leader to disrupt that status quo. So, the next time you notice rituals or habits that may be holding your community or team back, will you be that disruptor? That's been The Leadership Hacker News. We'd love to hear your stories, insights from wherever you are in the world. Bring difference to our difference. So please get in touch with us. Start of Podcast Steve Rush: Our special guest on today's show is Dr. Laura Gallaher. She is a keynote speaker, a leadership coach and Organizational Psychologist, is also the CEO at GALLAHER EDGE. Laura, welcome to the leadership hacker podcast. Dr. Laura Gallaher: Thank you so much for having me, Steve. Steve Rush: So, I'm really keen to find out how you ended up leading GALLAHER EDGE and what happened beforehand. So just give us a bit of a potted history of your kind of early career and some of the passions that led you to do what you do? Dr. Laura Gallaher: Absolutely, I started looking at psychology in college and thought I would go the route of being a therapist, something kind of, you know, traditional psychology starter type. And then I realized how interested I was in social psychology. What happens when we get groups of people together? And what are the ways that we form impressions and how does that affect the way we treat each other? And then I realized there's this whole field called Industrial Organizational Psychology, where we can look at those kinds of dynamics in the context of the workplace. So, I came from Phoenix, Arizona over to Orlando, Florida, and I studied Organizational Psychology for another five or six years after undergrad and got the chance to work for NASA. So, I was working for NASA while I was finishing up my PhD. And after about seven years there, I started this business GALLAHER EDGE on the side of the NASA job. And after about 10 months of that, I was like, you know what? Let me try this full time. And after about six months of that, I was like, Ooh, I don't know about this. And I went back to a nine to five role with Disney and 10 months later, I was like, you know what, I'm going to try this again. And so ever since 2015, I have been running GALLAHER EDGE as my full-time role. Steve Rush: Excellent, and it was really interesting from the notes I made when we spoke first, you joined NASA at a real kind of pivotal moment in their history, and it was not long after the Space Shuttle Columbia tragedy back in 2003. And you were called in to help transform and enhance the culture at the space center in Kennedy Space Center. What was it you noticed about what was happening at NASA at the time and what did you learn from that time? Dr. Laura Gallaher: Yeah, so it was a really somber way to get things started my in my career, you know, and I obviously believed in the importance of psychology and organizational psychology, but to have the chance to come in and work for NASA. When they did the investigation about the accident, the investigation board report said that NASA's culture was as much to blame for the accident is the actual piece of foam that struck the orbiter during the launch. Steve Rush: Wow. Dr. Laura Gallaher: So, yeah, it was a pretty strong indictment of the culture and what I find so incredibly remarkable about this. And you know, I worked very closely with my now business partner, Dr. Phillip Meade. He had been out at the Space Center. He was working there for many years before the accident occurred. Was that just months before the accident happened, NASA was rated the number one place in the Federal Government by its employees. So, when they surveyed all of the employees and every agency of the Federal Government about their workplace and how engaged they were and how motivated they were and how much they had job satisfaction, NASA was number one. So, I don't know about you use Steve, but when I hear like, oh, culture was to blame for this tragedy, I'm like, Ooh, man, that must've been a, what a mess, you know. Steve Rush: That's right, not aligned is it? Dr. Laura Gallaher: It must've been just awful, people not getting along, like overbearing managers. Like this must be a terrible place to work and that wasn't the case. And so, what evolved in the work? I mean, I learned so much in my time there was understanding that there's a difference between having a quote, good culture and a quote, effective culture. So, it's really important to be able to say, what is it that we're actually wanting to achieve and accomplish in terms of results and how we truly designed the culture in a way that we will get those results versus just, hey, do people like working here? Steve Rush: That's a really interesting dichotomy, isn't it? Dr. Laura Gallaher: Yeah. Steve Rush: As you're saying it, I'm trying to kind of frame it almost as in so much as good cultures don't necessarily give you great performance. So, what was the gap if you like between the two? Dr. Laura Gallaher: Of course, as you can imagine, you know, culture. So, we described cultures as emergent property. It's based on the interactions of the common behaviors and beliefs with the employees and organizations are complex adaptive systems. So, I definitely won't have time during our conversation today to get into all of the details about it, right. And the reason I qualify it so much is because I think it's really easy for anybody to be outside of a situation and look in and go, how could they be so stupid? So, some of what I want to describe an point out, it's easy for somebody to fall into altruism and go, oh, well, I would never do that, right? Or that would never happen here. And when you do that, that's a deep form of defensiveness that stops us from learning from the mistakes of other people. Steve Rush: It does, yeah. Dr. Laura Gallaher: So, my invitation to everybody listening is, you know, see how you can actually take some lessons away from some of what I can share about NASA history and find out when might that also be true for me, right. Rather than going like, man, how did they miss that or whatever. So, there's really three levels that I can talk about when I explain what was happening in NASA culture, leading up to the accident. This is based on our inside out model. We have self at the core, everything comes back to self, and then we have team as the middle layer. And then we have the organizational level at the broadest layer. So, these like three concentric circles. So, at the organizational layer, one of the biggest challenges is they had the program manager for shuttle in charge of everything from safety and technical concerns, but also programmatic concerns like budget and schedule. So, when it comes down to it, you're looking to one person to try to effectively balance all of those things at the same time, that's just an organizational design flaw. You don't have people sitting around the table with an equal level of leadership, voicing their opinions when it comes to, well, what does technical say? What does safety say? Okay, what does the program say? It was all falling on one person. And so, they were essentially unknowingly creating a virtually impossible situation for this person to actually make good decisions, right? So, a big piece of what we looked at was how can we design the organization differently so that we're not asking people to fight against the system and ask an engineer who's two or three or four or five levels down from the program manager and say, yeah, stand up in a meeting and say, hey, I don't have a lot of data, but I'm really worried about the shuttle. Even though y'all have made a bunch of decisions in the past to say that we don't need to worry about this during flight, like, wow, like that's really challenging. So, at the org level, work design matters a ton, you really want to pay attention to how the design of the organization affects the culture. Steve Rush: My experience, having worked in lots of different organizations is often they try to fit org design to fit the team and the individual into the organization and not the other way around. Dr. Laura Gallaher: Yeah, we work with our clients and organizational design, it's so funny because I'm a psychologist and more so human centric. And when we go into that process, we're like, okay, we really want you to not think about people. Like don't think about human beings. Don't think about who you have right now. We really want you to think about the organization as a system, the organization as a machine. And we want to design it optimally to get the results you want to get and not design it around the specific humans, right. Because then you kind of end up like duct taping things together. Like, oh, well this person, I don't know if we have right now a right person to play a chief revenue officer role. So, let's not do that. Let's just go ahead and, you know, keep this kind of biz-dev over here and this kind of sales here, or like, oh, you know what? I don't know if these two people really get along very well. So even though it makes sense for them to be in the same department, let's just break those up. They're doing the best they can, and sometimes they make very flawed decisions for org design because they're trying to base it around those specific people. Steve Rush: Yeah, I can see that. Dr. Laura Gallaher: Yeah, so that was the org design, one of the biggest org design pieces. And that was one of the biggest initiatives that I supported when I first started my work there. At the team level, there were some things happening with communication. So, one of the findings that just, it actually got a lot of attention at the time was the phone strike. And so, for anybody who doesn't know, just briefly during the final launch of Columbia, a piece of foam fell off of the external tank, which is the large orange structure on the shuttle system. And it struck the orbiter, which is the part that looks like the plane. And they didn't know exactly where it hit. They could see that it hit, they could see it and make contact. They could estimate the general size of the foam, but they just weren't sure. And foam had been hitting the orbiter. Unfortunately, it happened numerous times before and it had never been dangerous. It was always something that they had to deal with when they check the orbiter back and processed it to get ready for the next flight. They would need to change out some of the tiles for the heat shield, you know, so they previously made a decision like, hey, when foam strikes happen, we don't have to worry about it in flight. It's something that we'll deal with during processing. So, this was something that they thought they decide and the foam strike, and because they didn't know exactly where it hit. And it looked quite large. It was some conversation, but it was like a third sub bullet, on a PowerPoint slide or something like that. And, you know, a presentation to the decision makers. And so that was one of the things that got a lot of attention was, hey, like what's happening with our team communication here and are we over-relying on trying to make things really brief and succinct and not giving things enough airtime to really understand what it is that we're deciding. So that's one of the things that I really invite leaders to do is, we're all so busy, right? And we all feel so stretched for time. And it's so tempting to just want to push through decisions really quickly and not give them enough airtime. But, in some cases, unfortunately in this case potentially catastrophic. Steve Rush: Yeah, sometimes you just got to go slow to go fast, haven't you? Dr. Laura Gallaher: Absolutely, I slow down to speed up is one of our favorite mantras. We're always inviting our clients to do it. And do you know what? We work on it too. It's something that we feel is vital, so I can understand the difficulty. And the other piece that I want to share, it just always stood out the most to me as a psychologist, was that the self-level. So, at the self-level, when it comes to culture, there were numerous people, numerous little groups, little teams, actually around NASA that were looking deeply into this issue of the foam hitting the orbiter, and they were really concerned. They were really concerned, but they didn't have a lot of data. And NASA is very data-driven. And so, like I was starting to allude to earlier, it's really difficult. It was difficult to NASA culture at the time to say, hey, I know we've made a decision in the past. That foam is not something to worry about in flight, but let's just pretend that's not true. And also, I don't have any data to actually tell me that this is going to be a catastrophe, but it might be. So can we talk about it and spend some more money to get some imagery so we can just determine better. That was a request that actually was made, but it was being made in all of these indirect ways, all these indirect channels and because of the interrupt, personal fear to like really stand up and say, you know, hey, I'm actually terrified about this. And I don't have data to back me up. Every time the request to get more imagery, was shut down. It wasn't well understood. And at a certain point, people stopped fighting for it because they just didn't know. Steve Rush: Yeah, and as a result, a catastrophic event happened, it could have been prevented. Had somebody been a bit more forthright or had communicated more effectively? Dr. Laura Gallaher: Yeah, I mean, there's probably numerous conversations, right? That could have gone differently. Steve Rush: Yeah. Dr. Laura Gallaher: And one of the additional challenges is, if they did in fact get the imagery and discover, oh no, this is quite a large hole that the foam has created in the orbiters wing. They actually didn't know what they would do about it. There was no clear path or plan to fix that problem. And so, part of what we believe is that, if I don't think that I know how to solve a problem, or if I don't think that there's anything that I can do about it, then subconsciously I might actually convince myself that it's not really a problem. And then not even allow myself to be fully aware of it. And that's a big part of what we think was happening when it came to the decision making of the shuttle program manager at the time, just, you know what, it's not an issue. There's nothing we can do about it, so it's not an issue. There's actually a quote in the Columbia accident, investigation board, almost exactly to that effect. Steve Rush: That's really fascinating. We could spend loads more time on that, I'm sure. But culturally, that kind of three layers that inside out model you just described, all played out here, you can still have a good culture, but that's where performance problems can happen. Dr. Laura Gallaher: Yeah. Steve Rush: Yeah. Dr. Laura Gallaher: Yeah, it's, you know, there are so many things that unfortunately ended up working against the intention. Like one of the key things that was also happening for the agency was there was a lot of pressure, mean the shuttle program at this point was over 20 years old, it was constantly considered to be on the chopping block in terms of budget. Maybe they were afraid the program could be canceled. Everything that they were doing to build a space station would potentially be canceled. They had huge schedule pressure to get the international space station finished by a certain date. So, this whole like save the program mentality, led people to subconsciously make much more risky decisions than they would have otherwise. And we equate it to, you know, if there's a large beam, just going 50 feet off of, you know, the Sears Tower and I put a hundred-dollar bill at the end, are you going to walk out and get it? Most people would say, no, I'm going to pass. But if I put your child out at the end of that beam, are you going to go and get your child? Steve Rush: Yeah, it changes the dynamic somewhat, doesn't it? Yeah. Dr. Laura Gallaher: Absolutely, so when it's like save the program, saves the baby. Because that's how the program, the shuttle program felt for a lot of people, they would subconsciously start making riskier and riskier decisions to save the program. So riskier decisions to try to maintain schedule, riskier decisions to say, oh, we don't have to worry about that right now because we need to keep moving forward. And so those were a lot of the things that we helped leaders pay attention to and take a look into. Steve Rush: Some great lessons too. Dr. Laura Gallaher: Absolutely. Steve Rush: So, you were then hired by Walt Disney to help with their brand. And this is another interesting dynamic in so much as that when people think of Walt Disney they think of this high energy, positive culture. Tell us a little bit about what your experience was like with Walt Disney and then how that might have changed their perspectives around what culture meant for them? Dr. Laura Gallaher: When, I was working for Disney. I was really excited about what they were focusing on because the big culture change, they were wanting to bring was around changing how I did performance management. And if you think about performance management in any organization, if you ask people like, hey, how do you like it your performance management process and system? It tends to just get met with groans, right? Leaders start to look at those conversations as like performance rating, justification conversations, employees tend to feel, you know, demoralized and frustrated and judged. They feel like they ended up trying to defend their own performance. Like almost nobody likes them. And the worst part is they don't actually tend to improve performance, which is the whole point. They're supposed to help improve performance. And so, what I loved about what they were doing was they wanted to get away from this whole idea of, you know, judging the people and saying, here's your rating, right? We're going to grade you now to say, no, we want to train leaders how to coach. It's a totally different part of the brain. It's a different way to show up, it requires growth mindset, right? And not just for oneself, but a belief that this person I'm talking to can and absolutely will grow. And we're in it together kind of thing. And so, I thought that was a really exciting project that they were doing and huge because it changes so much of what people are comfortable with. This idea of like, it's so much, we just kind of give people a grade and then move forward. And so, I was working with them primarily on that project. And it was actually still an ongoing project when I made the decision to leave and focus full-time with GALLAHER EDGE. Steve Rush: It's a massive mindset shift though, isn't it? Dr. Laura Gallaher: Yes. Steve Rush: Moving away from self-justification of here's what I've done versus here's how I'm helping the future evolve, which is what that coaching culture will create, right? Dr. Laura Gallaher: Yeah, absolutely. And you know, part of what I took from that, and I have continued to build on with the clients I work with now is a paradigm chapter, I mention model chapter around, what does it mean to look at your employee's performance? Stop thinking about your employee's performance as a result of, you know, your employee's competence, right? It's their performance is actually a result of their performance and your performance and the relationship the two of you have together. And when you start to think about your employee's performance in that way, then it really makes it feel in these conversations like this is you and me on the same side, working toward a solution together versus that you versus me thing that happens with those performance justification conversations, right? Of the more traditional style. Steve Rush: Exactly, and the other really strange notion I've found is that you actually can't manage performance when it's done, it's done. When you have achieved a result, it's done, it's locked in time and history from that point onwards and therefore spending time over analyzing that is almost counter-intuitive, isn't it? Dr. Laura Gallaher: Yeah, it can take people backwards. You may remember where this came from Steve. I can't remember the attribution, but feed forward instead of feedback. Steve Rush: Yeah, it's something I deployed all the time, Dr. Laura Gallaher: Love it. It's such a powerful concept and it starts to become like we use this communication framework. It's an acronym, Fric. It's FRIC. And so, you know, useful, especially when you think about this whole paradigm is shifting performance management away from rating and judging and more into just regular coaching conversations. We want it to be regular. We want it to be timely. We want it to happen in the moment. And so sometimes that it's hard. People are like, Ooh, these are hard conversations. So go ahead and start with the fear of the feeling. Get that out of the way, acknowledge if there is any emotion that you're noticing within yourself as your parts of the conversation, just lead with vulnerability. The R is for request, what do you want? And this is an example of feed forward. So, I'm not harping on somebody for something that like you've said, Steve is done. It's in the past, it's over, it cannot be managed, but I can make a request of what I would like from you in the future. And it's not a demand, it's a request. And then the, I is for inquiry, which is essentially, you know, what can I do to make it easier for you to honor my request? And this is recognizing that whole co-creation idea, this recognizes like, hey, whatever's happening with us, whatever's happening with the performance. We're both creating it. We're both contributing to it. And I think I see something that I'd like from you, that's my request. What do you see within me? What would you like for me? How can I also participate and move together with you towards a solution? And then you want to get to at least one commitment, maybe two. And sometimes it's more, sometimes people have some communication debt and they don't really talk openly for a while. And so, they actually want to go back and forth to make multiple requests. And what they're doing is they're designing how they want to work together. And it's very, very effective at getting people past some of these conversations that they normally avoid, whether it comes to improving performance or improving team dynamics or anything like that. Steve Rush: I love the simplicity of that little model and you can actually help just frame the conversation as well if you use that simple process as well. And one of the other things I also noticed that kind of is aligned to that almost is the principle. When people talk about performance, I get people to talk about the performer rather than performance, because the performer drags their performance, between better and different. Dr. Laura Gallaher: Yes, very true. Yeah, I keep the focus on the person. Steve Rush: Love it. What are the things that you're working on with GALLAHER EDGE and blending that psychology and industrial psychology together? Dr. Laura Gallaher: Yeah, so this is really fun. So, I mentioned Dr. Phillip Meade is my business partner and he and I worked at a closely at NASA following the Space Shuttle Columbia accident. So, we've worked together now for, I guess, about maybe 15, 16 years, something like that. And so, he's got this industrial engineering background and I've got this industrial organizational psychology background. And so, when we bring that together, it's been for me at least, it's been really cool because I get to stay really focused on the psychological elements. I get to stay deep within the human issues that are going on because humans within ourselves, we are these complex adaptive systems, right. But then at the organizational level, there's this whole macro, you know, systems, theory, systems thinking, and how can we really make sure that we're fully designing everything, so we use metaphors of like, you know, designing a car, like, what are the design requirements of a vehicle? Are you trying to create like a dump truck that can carry heavy loads? Are you trying to design a race car that can turn really quickly around a corner? Like there's no good or bad, but let's just be really intentional. So, he's brought so much of that macro, like organizational level thinking and allowing me to stay really focused on the human side. And we've built this model that really connects all of that, where we focus on these cultural traits, these things that emerge, you know, maturity, diversity, community, and unity, but we tie it deep into human motivation, like fundamental human motivation. We cause that there are four key drivers within us. And this gets you away from carrots and sticks, right? This is just human staff. We are all driven for growth, for belonging, for connection and for identity. And so, you know, these are like the missing links. We talk about linking the human beings together in a way that we can tap into these drivers, these fundamental motivations, and then what we get are these emergent traits. And so that's been a really exciting process. We've writing a book about that and tying in all the work that we did with NASA's culture, following the accident, what we've learned and how we've continued to apply that throughout working with different clients throughout different industries over the years. Steve Rush: It'd be great to get you and Phillip back on a later show when the books out and really get into some of that together. Dr. Laura Gallaher: That will be fantastic. Steve Rush: So, from the last time we met, which is you present as a really confident, successful individual, who's got a huge track record of success and cultural shifting and changing behind you, but it hasn't always been that way for you. And I remember from the last time we met; you had this real problem with imposter syndrome for some time until you had this aha moment. And I wonder if he might be able to tell us a little bit about that. Dr. Laura Gallaher: Yeah absolutely. Gosh, imposter syndrome. Well, I mean the first time, the first time that I really felt imposter syndrome was certainly when I began my work with NASA, I was actually 24 years old when I was hired. And I was asked to consult directly with the senior executive service director of engineering, which was this new organization that was being formed, right. As we were reorganizing the space center. I'm like, okay. Now what is it you're going to be able to share with him that he's going to look at me as this 24-year-old kid and go, okay, great, thanks so much. Steve Rush: Right. Dr. Laura Gallaher: So, I really struggled with that when I very first started and I noticed that in this technique, this took me many years to figure out. That it really came down to a lack of genuine self-acceptance, right. Which means being fully okay with myself. Exactly as I was in the moment, all my flaws, all my imperfections, all the things I didn't know, and also being okay with my talents and my strengths. So, in the beginning, the imposter syndrome hit me super hard and it would result in a lot of like, I would end up being rigid sometimes, right. So instead of being more flexible and co-creating with the people that I was working with, I was really just wanting to be right. And what that meant is I was focusing too much of my energy on trying to prove that I was right, rather than focusing on getting it right. And, you know, working with them and where I really saw that affect my performance was actually with my peers. So, the crazy irony about my early career, you know, I was brought in to NASA to really help them focus on psychological safety. How can we help leaders create psychological safety so that people are no longer afraid to say, hey, I don't have any data, but I'm really afraid about this. Can we please have an open conversation or whatever it is, raise a dissenting opinion, champion a dissenting opinion. And so that's what I was working on with my internal customers and that was working out reasonably well. But I went through this experience. It was a five-day workshop called the Human Element just a couple of years into my career. Threw out that week, I got all kinds of feedback just as we were going through. And it was a lot of stuff that felt really weird at the time. But the short version is, I found out that I was actually engaging in a lot of the same exact behaviors with my team, that I was asking the leaders in my personal organizations to not do. So, I wasn't creating psychological safety within my team. I was shutting people down without realizing it. And that realization like shook me to my core. I mean, I didn't even realize up to that point that I had low self-acceptance or lower self-acceptance. I mean, it's not dichotomous obviously, but it really made me take a much deeper look at things. And so, it took me still a couple more years to really figure it out and recognize that, you know, being competent isn't about knowing stuff. That's a very, you know, like grade school kind of mentality that children are taught, you know, learn this stuff, memorize it, take a test and then it's right or wrong. It's very binary, very black and white, but competence isn't knowing stuff. Competence is the ability to learn, grow, adapt, figure things out. Steve Rush: Yeah. Dr. Laura Gallaher: And I can do that with other people and I don't have to be right. And so, I understood my own defense mechanisms to a much greater degree. And once I got there, I realized that this idea of imposter syndrome, Steve, it's actually very like arrogant and judgmental because if I have imposter syndrome, part of what I'm saying is, oh my gosh, these people around me are so stupid. I have fooled all of them into thinking that I actually know what I'm doing. And I was like, whoa, like I thought imposter syndrome was kind of this like internally, like, oh, you know, I'm just, I'm insecure. And yes, it is. And insecurity leads us to not only judge ourselves, but judge other people. And so, it just started to completely shift my whole lens as I looked at what this meant. It's like, you know what, do I know everything? Not even close, right. The more I learned, the more I realized, I don't know, but my value isn't just in knowing stuff. My value is in being able to work with other people and continue to learn and grow and adapt and even whatever it is that I think, I know, I don't know anything, like were all wrong all the time. And so, if we can just shift the lens and get away from binary thinking, I think a lot of imposter syndrome will start to fall away from people. Steve Rush: Yeah, and by asking more questions and learning more things, not only do we get richer, but we actually create more aha moments in other people as well. Dr. Laura Gallaher: Absolutely, yeah. Asking questions and really listening are two of the most powerful and sometimes underutilized behaviors and skills. Steve Rush: Yeah, so I if our listeners are listening to us talk about imposter syndrome and they have a perception that that could be them. What would be your counsel to them to maybe go about dealing with that? Dr. Laura Gallaher: So anytime we can develop a practice of self-acceptance, it's going to significantly reduce this feeling of imposter syndrome. And so, I define self-acceptance as being fully okay with yourself. Exactly as you are right now, that includes your flaws and imperfections as well as your talents and strengths. So, I'll give you a couple really tangible things that listeners can do to develop a practice of self-acceptance. And it's a practice you can think about it, like something you want to do on a daily basis, brushing your teeth, for example, or, you know, moving your body, some kind of physical exercise. It's not a light switch you just get to flip on and off. Okay, I've accepted myself. It's a practice, it's a rewiring of your brain. So, one way to practice higher self-acceptance is, we call it taking credit. Another way to frame it is like, what am I proud of myself for? So, let's say for example, I want to start running. And I'm like, I'm going to run three miles and I get all my gear on and I go out there and I run and maybe I'm like not quite a mile in, and I'm starting to cram and I can hardly breathe and my legs are on fire. And I'm like, oh my gosh, I don't think I can do this. And so, I might have this raging imposter syndrome in the moment and I'm like, oh my God, like, I want to be a runner. Who am I kidding? I can't possibly be a runner. So, taking credit would be, instead of focusing on the gap of, oh my gosh, I wanted to run three miles. I only ran one. What is wrong with me? So, embarrassing. Like I'm an idiot, why did I think I could do that? Right. All that really negative self-talk the inner critic. Taking credit is saying, you know what? I am proud of myself for getting out there and running a mile because that was a mile more than I ran yesterday, or I'm proud of myself for getting out there and giving it a shot because that was a kind of a tough step for me. And I want to allow myself to feel good about that as an incremental step. So, taking credit or being proud of yourself for things that represent courage, represent progress, doing that regularly will actually accelerate your whole journey of growth and make it much easier for you to get over this whole idea of like, oh my gosh, I'm a phony and they're all going to figure me out. Steve Rush: I love that. Dr. Laura Gallaher: So that's one tip. And then I'll give one more tip too, which is around forgiving yourself. So, we're really trying to quiet the inner critic with a lot of these and like give more volume to the champion voice. So, forgiving yourself, it's so easy for us to fall into a pattern of beating ourselves up. Most people actually, at some point in their lives, they believed that they have to beat themselves up or they won't learn, grow, improve. They think that they need that really mean voice in order to actually get their button gear. And until you can truly experiment with quieting that voice and leaning just in the champion voice, you'll never learn that there are so many other things that still motivate you to move forward because it's something that we're just fundamentally wired to do is grow as humans. So, find the things that you want to forgive yourself for and forgive yourself as quickly as you can, even if it doesn't feel totally real, like let's say that I miss a meeting with a client, you know, something happened with my schedule or just, I don't know, I dropped the ball and I missed a meeting with a client. I could beat myself up. I could get all mired down in all of the ways that you know, oh my gosh, who are thinking, I'm kidding. Trying to, run this business, trying to be a consultant. I can't even show up to a meeting on time. That's my inner critic, right? And she can be really brutal or I can say, okay, you know what? You actually did have a lot going on. And you know, that you would never intentionally miss a meeting. So, let's make sure that we learned from this and, you know, whatever it was that caused me to miss the meeting, I'm going to make sure that I always have a reminder set for myself. So that doesn't happen again. And it's okay. And so, it's this combination of having self-compassion while also recognizing that, you know, I'm not living up to my current standard. And so, when you can bring in that balance of holding a boundary for yourself while also having self-compassion, when you fail to meet it, that's you forgiving yourself. And these are practices that when you do them every day, your self-acceptance will get higher and higher and higher. And not only will you end up defeating these imposter syndrome moments, but you'll just be able to work so much better with other people. You'll be able to laugh at yourself. You'll be more attentive to other people, and you'll be able to emphasize more easily. You're going to basically have a deeper trust in your underlying ability to cope with whatever the world throws at you, because it's always going to throw things at you. Steve Rush: Exactly, right. And what you've just described is almost a rewiring of that neurological pathways that we've created those previously bad habits. Dr. Laura Gallaher: Yes. Steve Rush: With replacing them with positive rituals and positive behaviors. And I love the fact that you call it self-acceptance practice because exactly that's what it is. You'll continually have the practice at it until it becomes second nature, right? Dr. Laura Gallaher: Yes, absolutely. It's a practice and it gets really metta to Steve because if I find myself falling away from my self-acceptance practice, I can actually practice self-acceptance around that. Steve Rush: Yeah, your right. Dr. Laura Gallaher: Yeah, so, you know what, I have actually been really hard on myself lately and I haven't been using some of these tools and that's okay. It's a lot of wiring I'm working against and I am committed to bringing in that practice back. Steve Rush: Excellent, brilliant. Okay, so this part show, we close out on three things, and the first thing we're going to close out on is to tap into the leadership aspects of your work in your career. And I'll ask you to narrow down some of those things that you've been working on, but to call that, perhaps your top three leadership hacks or your top tips or ideas, what would the top three be? Dr. Laura Gallaher: Top three, okay. The first one we've alluded to a little bit when we talked about slow down to speed up, so, pause. The power of pause, you know, I think that when leaders are really struggling, it's usually because things are moving so fast and in the moment their energy is not leaving enough space, for other people to truly be who they are and sort of this angsty energy can spread throughout. And it ends up stifling conversation and decreasing the effectiveness of decision making. So, taking more moments of pause in conversation, I think significantly improves the quality of those conversations. And that's another practice that leaders can bring into their daily lives. I invite my clients to do like an eight second pause between every meeting, between sending an email, literally just eight seconds of breath in and out, and then onto the next task. And it just sort of brings a calmer energy to the whole thing, which I believe is much needed. Steve Rush: Yeah, it's almost a little bit of a reboot, isn't it? Dr. Laura Gallaher: Yes, oh, I love that framing of it. Yeah, that's really good. Another one is listening, listening, listening, listening, and I know that Steve, you do a lot of working in change and I'm sure you've heard this too. I work with so many leaders who, when they're wanting to bring about a change and they're feeling resistance, either passive or active, but the people just aren't, they're not doing it. They're not stepping in line. They tend to focus on, I guess I have to tell them again, I guess I have to tell them differently. I guess I have to tell them louder, right. And what I want them to do instead is, like you were saying, ask questions and listen, listen, they may not even know themselves. Why they're resisting the change or whatever it is that you're asking them to do. They may not be self-aware enough, but when you can ask those questions and really hold space and truly listen, not only to what they're saying, but listen for how they're feeling. Listened to the things they're not actually saying out loud, you will increase their self-awareness as well as your own. And then you're going to actually know, oh, okay, this is the true problem for us to solve here so that we can get back on the same page. So, listening, very powerful. And then the third one I would say is openness, which another way you can talk about that is vulnerability, I think. I think this is becoming something that leaders are understanding more and more, but too many leaders I think still believe that they're supposed to know, or they're supposed to be able to figure things out. And their lack of vulnerability in conversation leads them to actually show up with more rigidity, which again, stifles communication, it can shut down conversation and it can harm trust actually. So, when leaders can go first with vulnerability, go first with being open about what they're really thinking and feeling, being open about you know, what they'd liked. We use that Fric acronym again, here to invite leaders to be more open, then others tend to also be more open. And that's where we get more information flowing back and forth. Trust increases, collaboration increases and performance, super Steve Rush: Super lessons. Thank you. Next part of the show we call it Hack to Attack. So, this is typically where something in your work or your life hasn't worked out. Could even screwed up, but as a result of the experience you've learned from it, and it's now serving you well, what would your Hack to Attack be? Dr. Laura Gallaher: Hmm, well, I think, you know, the biggest one for me for sure, was what I had described earlier with, you know, my experience finding out that I was actually stifling the people that I worked with without even realizing it. But I'll go a little bit deeper into that whole recovery process because once I became more self-aware and I realized that I was not actually creating psychological safety within my team, my immediate go-to response was to try to imitate other people who seemed like they were doing it well. And it seemed, you know, I think I was still like mid-twenties at that point. So, I was like, oh, this is great, you know, I can just watch behavior and I can model that behavior. I even had like acting experience as a kid. I was like, oh, I can totally nailed this. I can behave like this. I can act this way. And I came to learn, unfortunately in the first several months of trying this approach, that trying to only shift my behavior only shift how I was showing up on the outside without actually believing anything differently about the world, or really just sort of being in a lot of inner turmoil. I was actually still hurting trust. So, people were noticing that I was showing up differently, so totally know how to be around me because they could feel that I wasn't being myself. And so, you know, I think the Hack to Attack would be to don't think that you can just focus on shifting behavior and think that all the rest will follow, really see what the belief is underneath. How can you rewire your brain? That's driving the behavior. So, the behavior changes is a more natural, more emergent reality. So, focus on what is it that I believe about myself and the people around me, because that's, what's driving my behavior. How can I shift those beliefs around? Because you know that at least some of those beliefs are wrong, right? So much of what we believe is wrong. So, if I can shift my beliefs and allow the behavior change to follow, that's going to be a much more genuine way to approach growth. Steve Rush: And ironically, you know, from a psychology perspective, you know, this more than most being an organizational psychologist, we have as human beings in innate BS monitor through our neuro transmitters. Dr. Laura Gallaher: Yes. Steve Rush: Whereas we listing and smelling it and sussing this out straight away that it's not congruent. And then straight away we can recognize that it doesn't feel right. Dr. Laura Gallaher: Absolutely. Even if we're not totally sure what it is, we're like that conversation did not feel good. Steve Rush: Exactly, exactly. And the last thing we're going to do is ask you to do a bit of time travel bump into Laura at 21. And you now get to give us some advice, what would it be? Dr. Laura Gallaher: Oh, I would want her to recognize as early as possible that she does have very strong perfectionist tendencies and that this drive with perfectionist tendencies is actually working against her. So, I would want her to lean into being messy and recognize that, you know, you go forward even five or six years in your life and nobody gives a crap about your grades. So, like there were so many things that I was so focused on that just didn't matter. And of course, you know, getting good grades in college helped me get into grad school and that's great, but I literally will tell students now, especially those who are in grad school and like, you know what, just learn, focus on learning. I'm like, I don't know if I would've listened to this advice myself, but I was so focused on the evaluative component of it. And any advice that I could have given to Laura at 21 to encourage her to instead focus on the journey and focus on the learning and growth that's occurring rather than this sort of, how do I look to other people? Steve Rush: Fantastic advice, really good stuff. So, we're going to have to find some way of working together, you and I, because we've got lots of parallels and lots of commonalities in terms of the work that we do. Dr. Laura Gallaher: I would love that. Steve Rush: We have to do that. Dr. Laura Gallaher: Yes. Steve Rush: But outside of today, our listeners are probably wanting to learn how they can get to know a bit more about you, GALLAHER EDGE, when the book comes out, how can they find him? Where's the best place for us to send them? Dr. Laura Gallaher: Best place to find me is at gallaheredge.com. I know a lot of people think it's Gallagher, because that's way more common, but it's actually GALLAHER. So, gallaheredge.com and there you can you can email me and you can see our phone number there, or you can just see the different ways that we work with people. Steve Rush: We will make also, they're in our show notes so that people can go straight away from listening to this and connect with you. Dr. Laura Gallaher: Thank you. Steve Rush: Laura, I love talking with you. It's been a few months since we met last and every time, I do speak with you, I get this real sense of desire for more learning. You spark things in me. So that's been great and I hope our listeners have got that out of our show today. And I just want to say thank you for coming on and being part of our community and wish you every success with the book launch. And we'll have to get you back on the show in the future. Dr. Laura Gallaher: Thank you so much, Steve. Steve Rush: Thank you, Laura.   Closing   Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers.   Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler there @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.  

Subscribe for more: www.nobu.ai/podcastFollow us on Instagram: https://www.instagram.com/nobuappFollow us on Spotify: https://open.spotify.com/show/3NMIEgjblqmhwT6Uy3l0NmSubscribe to Dear Mind You Matter Podcast: https://podcasts.apple.com/us/podcast/dear-mind-you-matter/id1573642046Leave us a review: https://podcasts.apple.com/us/podcast/dear-mind-you-matter/id1573642046Interested in attending our Educational Events? https://bit.ly/eventsandeducation____Dr. Laura Gallaher is an Organizational Psychologist, Speaker, Author and Leadership Coach.  She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura's company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. Follow Dr. Gallaher at @drlauragallaher (twitter and IG) and @gallaheredge (IG). Memorable Moments: 6:40: The more I can be okay with my own imperfections, the more effective I end up being. 18:35: You're never responding to the world around you, you're only responding to the story you're telling yourself about what it means. 19:57: Becoming more self-aware by surfacing the story inside your head is really powerful because you can really check the story you're telling yourself and explore where that's coming from. 27:00: The more I'd ask my inner critic, "Is there anything else you'd like me to know?", she started to change her tone. Dear Mind, You Matter is brought to you by NOBU, a new mental health, and wellness app. To download NOBU, visit the app store or Google Play. This podcast is hosted by Allison Walsh  and Dr. Angela Phillips. It is produced by Allison Walsh, Ashley Tate, and Nicole LaNeve. For more information or if you're interested in being a guest on this podcast, please visit www.therecoveryvillage.com/dearmindyoumatter

The last year has completely changed the workforce, especially as so many of us have transitioned to work from home and now are looking to transition back into the office. With so many changes in such a short time, it’s natural that organizational culture would falter.Bill's guest is Dr. Phillip Meade, co-founder of Gallaher Edge. After the 2003 Space Shuttle Columbia explosion, Dr. Meade was among those tasked with revitalizing the culture at the NASA Kennedy Space Center.Listen as Dr. Meade talks about why an effective culture is so vital to accomplishing overall business goals. His actions were directly connected to NASA’s return to space and in this discussion, Dr. Meade talks through some of the steps you and your leadership team can also take to put you organization-wide culture on the right trajectory. Dr. Meade's new book, The Missing Links: Launching a High Performing Company Culture, will be available on Amazon from September 7, 2021.

Today is International Women’s Day 2021. It is a global celebration of the social, economic, cultural, and political achievements of women. It is also a day to remember that much inequity still exists among the genders, and this last year has been quite destructive to efforts to bring such equity to the workplace. Today’s discussion aims to raise awareness of some of the issues that women face in the workplace, including imposter syndrome and microaggressions. We are very lucky to have not one, but two organizational psychologists with us today from Gallaher Edge (https://gallaheredge.com/), an organization dedicated to helping executives and other professionals grapple with challenges in the workplace. First, we have Dr. Laura Gallaher, who has worked in the field of professional and personal development since 2005. Laura is an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge, which she started in 2013 and rebranded in 2018. Laura is an expert teacher, trainer, speaker, and consultant, particularly in the concepts of self-awareness, accountability, trust-building, and team cohesion. We also have with us Dr. Stephanie Lopez, an Organizational Psychologist and Executive Coach who is an expert in the application of the science of psychology to organizations. Her passions lie in leadership development and team cohesion. Stephanie specifically helps leaders become more authentic and self-aware, which enables greater resilience, stamina, and flexibility in the face of demanding and difficult leadership challenges. Remember you can always follow us on Twitter at @HRWorksPodcast (https://bit.ly/3l0dzP3), and we are also now available on Spotify (http://spoti.fi/3t8of13) and Audible (http://adbl.co/30uhdaq).

In today’s episode, Laura explains that you can be both self-aware and self-accepting simultaneously, and shares helpful ways to put this into practice. Laura discusses the challenges that oftentimes are self-created and inflicted as we push ourselves to be our best, and how we can overcome them. If you struggle with self-doubt, the fear of failure, and have a relentless inner critic, this episode is for you. MEMORABLE MOMENTS10:08: “I want you to have faith that there are lots of other drivers that will continue to move you forward beside the fear of not being enough.” 12:16: “We all also have this champion voice inside of us. We have this voice that wants to defend us against the inner critic, that wants to point out the ways that we're doing well, the ways that we're making progress. And for a lot of us, that champion voice is just so quiet.”16:33: “When you can learn how to be your own best friend, and you are building that strong relationship with yourself that is self-acceptance. Turn that relationship into one of the strongest, healthiest, most positive relationships you have. It's going to have incredible cascading effects across every other relationship you have in your life.”17:45: “Even in the moment when I'm catching myself being critical of myself, that's still a moment when I can choose self-compassion, I can choose self-acceptance, I can choose to be kind.”Connect with Laura:Instagram: https://www.instagram.com/drlauragallaher/Website: https://gallaheredge.com/join/Suggested Books:InsightDare to LeadThe Untethered Soul About Dr. Gallaher:Dr. Laura Gallaher is an Organizational Psychologist, Speaker, and Leadership Coach. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts.Laura’s company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey.She helps executive teams have conversations they didn’t even know they needed to have. Organizations are just people.  Gallaher Edge helps executives learn what it takes to be more profitable by truly putting people first.

Gallaher EdgeDr. Laura Gallaher on LinkedinHolly Shannon's websiteZero To Podcast Book on Amazon 

In this week's Wine Down Wednesday, you'll hear from Dr. Laura Gallaher, founder of Gallaher Edge, where she applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. Laura shares how it is our natural tendency to avoid difficult conversations because we want to keep the world around us harmonious and peaceful, and in order to engage in crucial conversations effectively it’s important to acquire the knowledge and skill on how to do so. Laura dives into why it feels scary to have these conversations and how our brains are wired to keep us safe and maintain the connection to our tribe so that we survive. You'll learn how to be direct with people in your personal and professional life about what matters to you without feeling like you are abrasive or hurting their feelings. Learn more about the 2.0 Mastermind: join.theceoschool.co/2-0 This episode is sponsored by The Club, a Quarterly box and digital monthly community to help you level up and leadership and life. Learn more today at join.theceoschool.co/theclub Follow @ceoschool on Instagram for inspiration and exclusive behind-the-scenes you won’t find anywhere else. We also have an absolutely incredible FREE resource for you–it’s the 7 lessons we learned building 7 and 8 figure businesses, these are complete game changers and we want to give it to you, completely free. All you have to do is leave a review of the podcast–why you love listening–screenshot the review, and email it to hello@ceoschoolpodcast.com and we’ll send it your way.

Dr. Laura Gallaher is an Organizational Psychologist, Speaker, and Leadership Coach. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura's company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey.

In today's episode, you'll hear from Dr. Laura Gallaher, founder of Gallaher Edge, where she applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. You'll hear how Laura became an organizational psychologist and her work with NASA to transform their culture following the Space Shuttle Columbia tragedy. Laura shares why fear is a normal experience, why you need to be conscious of your fears to address them, and the one fear we all have. You'll learn why conflict can be a good thing and the importance of inviting a diverse perspective of ideas in our businesses. Join the Insider Edge here for Exclusive weekly training to help you decrease stress and feel more powerful, confident & calm in your leadership role: https://gallaheredge.com/join/ Connect with Laura: Instagram: https://www.instagram.com/drlauragallaher/ Website: https://gallaheredge.com/ This episode is brought to you by The Icon Method, our proven playbook to win back your time with passive income.  Follow @ceoschool on Instagram for inspiration and exclusive behind-the-scenes you won’t find anywhere else. We also have an absolutely incredible FREE resource for you–it’s the 7 lessons we learned building 7 and 8 figure businesses, these are complete game changers and we want to give it to you, completely free. All you have to do is leave a review of the podcast–why you love listening–screenshot the review, and email it to hello@ceoschoolpodcast.com and we’ll send it your way.

Thank you for listening to our Finding Brave show, ranked in the Top 100 Apple Podcasts in Careers! “When we choose to be neutral on things where people have deep emotional responses, then we are not creating that kind of connection and community that we want to have in our culture.” - Laura Gallaher Improving organizational culture now is extremely critical for the future longevity of companies everywhere, because the struggles that workplaces worldwide are currently facing are numerous. Today’s Finding Brave expert guest draws from her incredible experiences to share how we can all address these challenges, as well as how we can more fully recognize the unexpected positive changes to culture that are coming from the pandemic. Dr. Laura Gallaher has worked in the field of professional and personal development since 2005. An organizational psychologist, speaker, facilitator and executive coach, Laura is the founder and CEO of Gallaher Edge, which she started in 2013 and rebranded in 2018. Laura began her career at NASA after the Columbia exploded upon re-entry in 2003, where Laura and a team of organizational psychologists were hired to change the cultural influences that played a role in the accident. She worked there for eight years to positively influence culture, develop leadership capacity and improve organizational performance at Kennedy Space Center. After then working as a Talent Management Consultant at Walt Disney Parks & Resorts, she founded Gallaher Edge – a management consulting firm that creates transformational change in businesses through meaningful and impactful human experiences. Now is the time for everyone, not just leaders, to build strength, maturity, self-awareness and self-acceptance. Each one of us has the ability to operate with more grace and compassion for one another, which will increase humanity not only in our workplaces, but also in a world that needs this so badly right now. To learn more about today's guest, visit: https://gallaheredge.com/ 

"I founded Gallaher Edge when I realized how important it was to me to grow from the inside out, and help others do the same.Gallaher Edge is founded on the values of the Power of Choice, Progress Over Perfection and Uninhibited Teamwork. This company, like me, is a work in progress, something that every day, I accept exactly as it is while never stopping work to progress it further." ~Dr. Laura Gallaher  By Michael Tetreault, Editor-in-Chief, Concierge Medicine Today/The DPC Journal & Host, The DocPreneur Leadership Podcast/Concierge Medicine Forum Dr. Laura Gallaher has worked in the field of professional and personal development since 2005. Laura is an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge, which she started in 2013 and rebranded in 2018. In today's CMT DocPreneur Leadership Broadcast and Podcast we sit down for Part 1 of our discussion with Dr. Gallaher centered around Building a Great Culture inside a Medical Practice Environment. In the moments ahead we discuss: + What does it mean to make the Doctor Human? + How can a Doctor "Just Be"? What would that look like? + What could it look like for a Doctor to be more Self-Aware and Self-Accountable in their communication with Patients? Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts. Laura is an expert teacher, trainer, speaker and consultant, particularly in the concepts of self-awareness, accountability, trust building and team cohesion. She holds a Bachelor's degree in Psychology, and a Masters and PhD in Organizational Psychology. Laura is a Licensed Human Element® Practitioner, a Certified Radical Collaboration Trainer, and a Certified Coach. RESOURCES MENTIONED www.GallaherEdge.com www.ConciergeMedicineFORUM.com www.ConciergeMedicineToday.com www.DocPreneurPress.com

Dr. Laura Gallaher is an Organizational Psychologist, Speaker, Facilitator & Executive Coach. With an undergraduate degree in Psychology from Arizona State University, and both a Master’s degree and Doctorate in Organisational Psychology from the University of Central Florida, Laura is uniquely qualified to discuss leadership in crisis.The founder and CEO of Florida based Gallaher Edge, Laura spends her time helping leaders of startup and global fortune 500 organizations drive results by practising self-awareness and self-accountability to improve the overall culture of the organization.In Laura’s view, pursuing work - life balance replenishes energy and creates an abundance mindset that allows leaders to be the best version of themselves. She discusses being accountable to your “future self” while advising executives to practice self-acceptance and compassion.It was a pleasure to have Laura on the show. Dr. Laura GallaherDr. Laura Gallaher is an Organisational Psychologist, Speaker, and Leadership Coach. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organisational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura’s company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey.LinkedInWebsiteThinking Inside the BoxConstraints drive innovation. Each week we’ll tackle the most complex issues related to work & culture.LinkedInInstagramTwitterWebsiteApple PodcastsGoogle PodcastsSpotifyStitcherPocket CastMatt BurnsMatt Burns is an award-winning executive, social entrepreneur and speaker. He believes in the power of community, simplicity & technology.LinkedInTwitterSpecial OfferThe future of work is today. And the team at Benji have the hands-on solution that you need to transition your organization’s legacy team-building, learning & engagement processes online. If you’re like me & have a short attention span on webinars or conference calls, this is the solution. Benji has a catalogue of interactive, engaging workshops for groups of any size.We’re using it to power BentoHR team socials, workshops and brainstorming sessions. All you need is a smartphone. And Benji.It’s a great tool. And it gets better. By using the discount code Bento20, Thinking Inside the Box podcast listeners are entitled to 20% off the price. It’s an incredible value.Check it out: mybenji.com

Joyfully You Podcast is hosted by TEDx Speaker and Coach, Kelsey Low. In this episode, Laura and Kelsey talk about: - Personal tricks for working from home - Real talk around growing a company - Creating Personal Boundaries - What it was like to travel abroad while running a company - Owning and Using our Resilience and Adaptability - Reprograming our approach to Fear and Perfectionism - How to detach self worth from productivity Dr. Laura Gallaher is an Organizational Psychologist, TEDx Speaker, Facilitator, and Executive Coach. She is the CEO of Gallaher Edge, which she founded in 2013. Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura is an expert in the concepts of self-awareness, accountability, trust building and team cohesion. ---- ACCESS HER FREE ONLINE DASHBOARD: https://gallaheredge.com/?/register/IEfree ---- Watch her TEDx on Making Home Anywhere: https://www.youtube.com/watch?v=RUxT8wuDsG4 ---- Take a screen shot and Tag Kelsey and Laura on Instagram if you liked this episode! @kelseylowshow @drlauragallaher ---- Follow Kelsey on Instagram: http://www.instagram.com/kelseylowshow

On this episode of Inside Access Control, I catch up with Dr. Laura Gallaher, CEO of Gallaher Edge, CEO.  Dr. Laura is an organizational psychologist, executive coach and a professional speaker.   With the uncertainties brought on by the coronavirus, we thought we would touch base with Dr. Laura to talk about how people adapt, persevere, and cope during crisis.  Key takeaways: Don't shame yourself because of how you feel. Lean into it. Be intentional with focus. Website: https://gallaheredge.com  LinkedIn: https://www.linkedin.com/in/laura-gallaher-phd/ 

Dr. Laura Gallaher is an Organizational Psychologist, Speaker, and Leadership Coach. She began her career at NASA Kennedy Space Center, after the Space Shuttle Columbia exploded upon re-entry in 2003. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura's company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. “enjoy the journey, the journey is all you have… So, I would say let go of the pursuit of happiness and instead choose happiness in your pursuit”…[Listen for More] Click Here for Show Notes To Listen or to Get the Show Notes go to https://wp.me/p6Tf4b-7pl

Creating experiences through empathy. Ryan Foland speaks with Laura Gallaher. Laura is an organizational psychologist, speaker, facilitator, and executive coach. She is the founder and CEO of Gallaher Edge, which she started in 2013. Laura’s key topics are self-awareness, accountability, trust-building, and team cohesion. In this insightful podcast, Ryan and Laura explore the connections between psychology, acting, professional speaking, and audience engagement. Laura also shares an innovative marketing idea which has helped her make meaningful connections and build her business. Listen to this podcast to find out: -How empathy can help you frame your talks to the specific needs of event organizers, which will help you get hired. -How creating experiences for your audiences can lead them to deeper insights, and why this is becoming essential. -How to get more speaking engagements by using social media to find commonalities, then asking for opportunities. -How to make rewarding connections by thinking outside (or in Laura’s case, inside) the box. -Dynamic, online-offline networking: Laura shares an idea on how to use customized videos to stand out from the crowd. -Some simple comedy acting tips on how to be funny on stage.

Dr. Laura Gallaher is an organizational psychologist who is obsessed with the idea of building cultures and organizations from the inside out. She is a speaker, facilitator and executive coach. At 24 Dr. Gallaher had the opportunity to work at NASA. After the Columbia tragedy, there was an investigation into what went wrong and why lives were lost in the incident. Although much of the report had to do with the technicalities of the incident, there was a large portion of the report which cited the company culture at NASA during the time. Factors in the report stated how the company was designed and how emerging culture faltered to provide an environment where colleagues felt like they could voice their opinions or make suggestions. After a year and a half of identifying key leadership behaviors NASA thought was important, Dr. Gallaher was part of the team hired to help transform the culture and develop leaders to create psychological safety to ensure the best possible decisions were being made for the organization. Dr. Gallaher currently runs her own company, Gallaher Edge, which is a consultancy that works with small businesses. They primarily work with executive teams to help the team members become more self-aware and practice more self- accountability so executives can truly align, build trust, and collaborate. By helping the leaders of an organization improve, the goal is to have the results cascade through the organization to help improve the overall culture of the organization. She attributes much of her success to those she has surrounded herself with throughout her career. Learning different techniques and skills from her peers and colleagues, Dr. Gallaher has developed a unique skill set which is instrumental in her work and success. Dr. Gallaher explains how accountability starts are the self-level. Each individual in any given situation or scenario should be asking themselves what have I done to contribute to the situation and what can I do now to create the solution I want. Accountability should always be future focused. Dr. Gallaher has seen many people in organizations think accountability means knowing who to blame when something goes wrong. In an organization where culture creates highly productive, motivated, inspired and engaged employees, accountability cannot become a blaming game where you take a powerless stance. It is natural to have a victim mentality when it comes to accountability because subconsciously we are trying to protect our self-concept. Dr. Gallaher challenges listeners to not think about right and wrong. During situations where you see what someone else is doing and find it fearful to confront them, think in terms of your own experience and what you see and believe and the other person's experience and what they see and believe. Using self-accountable communication to create and design something together will likely result in the most effective way to solve the problem. To learn more about Dr. Laura Gallaher and Gallaher's Edge, visit her website: www.gallaheredge.com.

Dr. Laura Gallaher shares her path to becoming an organizational psychologist, then an entrepreneur, and finally a nomad traveling the world with her executive assistant and running her business remotely. She explains how she got hired by NASA early in her career to help change the cultural influences that were deemed to play a role in the Space Shuttle Colombia explosion. She shares what those 8 years were like behind the scenes at Kennedy Space Station and how she was able to positively influence culture, develop leadership capacity, and improve organizational performance. She explains how she was later hired by Walt Disney and helped manage the radical changes in their performance management process and philosophy. She then talks about founding her own business, Gallaher Edge, which helps business leaders create cultures of accountability and grow from the inside out. She shares actionable tips and advice for business leaders about the importance of open, honest communication, creating cultures of accountability, team cohesion, “radical collaboration” and why there needs to be a serious revamping of “performance management” to re-focus on ‘coaching' instead of ‘judging'. She also opens up about her personal entrepreneurial journey, the setbacks she experienced, and how she ultimately built a thriving consulting business. She then shares her nomading experiences and explains how she decided to travel the world with her executive assistant. She opens up about the challenges of trying to run her business remotely, but also the unique business developments that the remote work environment inspired her to create, the personal growth she experienced, and the evolution of her concept of “home”. Full Show Notes at www.TheMaverickShow.com

Dr. Laura Gallaher is an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge, which she started in 2013. Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She holds a Bachelor’s degree in Psychology, and a Masters and PhD in Organizational Psychology. Laura is a Licensed Human Element® Practitioner, a Certified Radical Collaboration Trainer, and a Certified Coach. Listen & Subscribe on: iTunes / Stitcher / Podbean / Overcast / Spreaker / Spotify Contact Info Company: Gallaher Edge Website: GallaherEdge.com Podcast: Expand Your Edge https://gallaheredge.com/podcast/ Listen to Laura on her recent TEDx Orlando: How to Feel at Home Anywhere - Dr. Laura Gallaher: https://youtu.be/RUxT8wuDsG4  Most Influential Person Judy Bell (helped Will Schutz develop the Human Element) Effect on Emotions It slows them down, is the biggest thing. If I feel emotion coming with speed, I'm able to just dial it back a bit. So the motions are either slower to come or I'm actually faster to recover. Thoughts on Breathing I actually want to be more intentional about breathing. I think that, maybe through instinct or maybe through what I've learned over the last five or 10 years, it definitely is a part of it. And I know every time I teach, I tend to model breathing as a means to sort of settle the mind, settle the body. I think it's ridiculously powerful, breathing. And so I want to be even more intentional with it. Suggested Resources Book: The Untethered Soul by Michael Singer App: Happify One Thing You Want To Change In Your Life I believe that we are hardwired for human connection and I don't believe that we're meant to walk through the world alone. I think for me personally, if I could make one change, it would be to have that one life partner to share life with. So I'm a big believer in the idea that if I can't be happy alone, I can't be happy with somebody. But if I'm happy now and I think that my life could be richer and more full if I had that life partner, then I would say that's the biggest change I would want. Free Gift Get the 'Release Your Overwhelm' Guided Meditation for only $4.99. Bruce Langford helps you abandon your inner blocks. Surrender your stress. Become more focused and raise your personal level of contentment. Achieve more with increased concentration. Download this full-length 30 minute guided meditation by Bruce Langford.www.MindfulnessMode.com/release

If one of your goals is to become a keynote speaker, this on-air coaching call will help you identify the stepping stones to get you there. My guest in this episode, Laura Gallaher, was on the podcast about a year ago (episode 54), talking about how to build trust with your teams and audience, based on a powerful workshop experience I had had with her. Laura and I have worked together on her signature talk and, more recently, on her TEDx talk for TEDxOrlando (here's the intro). Now, Laura wants to know how she can become a keynote speaker, including a paid one, as well as how she can find other speaking engagements where her ideal clients would be in the audience. In this on-air coaching call, you’ll hear us talk about: What Laura and her company do Who her ideal clients are and where she can find them The types of speaking engagements that are the size and format for the work she does and that will generate the most interest in hiring her company How Laura can start positioning herself to be a keynote speaker Whether Laura should niche down even more (you may be surprised at my response) Speaking topics that could be good ones for conferences Laura wants to attend How to title her talks And more. About My Guest: Dr. Laura Gallaher is an Organizational Psychologist, Executive Coach, and Licensed Human Element Practitioner. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts. Laura’s company, Gallaher Edge, works with executives who want an edge over their competition by looking inward, and pushing past the edge of their comfort zone in order to increase their awareness, alignment, and accountability. She helps executive teams have conversations they didn’t even know they needed to have. Organizations are just people. Gallaher Edge helps executives learn what it takes to be more profitable by truly putting people first. About Us: The Speaking Your Brand podcast is hosted by Carol Cox. At Speaking Your Brand, we help women entrepreneurs and professionals create their signature talks and gain more visibility to achieve their goals. Our mission is to get more women in positions of influence and power: on stages, in businesses, on boards, in the media, in politics, and in our communities. Check out our coaching programs and workshops at https://www.speakingyourbrand.com. Links: Show notes at https://www.speakingyourbrand.com/103 Visit Laura Gallaher’s website and download her free guide at http://www.gallaheredge.com. Join Laura’s membership program at https://gallaheredge.com/join/. Listen to Laura’s podcast “Expand Your Edge”. Laura's TEDx talk: https://youtu.be/RUxT8wuDsG4 Join the free Speaking Your Brand community at https://www.speakingyourbrand.com/join/ or text the word SPEAKING to 444-999. Sign up for a Strategy Session at https://www.speakingyourbrand.com/strategy. Ready to create your signature talk and framework? Email me at carol@speakingyourbrand.com or click here to schedule a call. Say hi to me on Instagram and Twitter: @CarolMorganCox. Subscribe to the podcast on Apple Podcasts or Google Podcasts and leave a review! Related Podcast Episodes: Episode 8: [Coaching] Topics Worthy of a Keynote with Danielle Liss Episode 11: Creating and Preparing for a Keynote Presentation with LuAnn Nigara Episode 45: Your Visibility Roadmap: Build Your Business, Brand, and Influence Episode 50: The 3 C’s of Visibility: What It Takes to Get Known Episode 54: Building a Culture of Trust with Your Team and Audience with Dr. Laura Gallaher Episode 68: Getting Paid to Speak and Negotiating Speaker Fees

Today's interview is with Dr. Laura Gallaher. Laura is an Organizational Psychologist and Executive Coach who founded Gallaher Edge in 2013. She has worked with NASA to change the culture after the Space Shuttle Columbia exploded upon reentry in 2003, and with Disney to help them reconceptualize how they do performance management. She has over a decade of experience with creating effective cultures and coaching executive leaders. On top of that, she's spent the last 10 months traveling through South East Asia, Africa, Europe and currently South America. Laura’s goal is to penetrate the self-limiting beliefs and defenses that stop leaders from reaching their potential. She inspires them to reconnect with their internal power to move mountains by cultivating their inner courage. Her passion is fundamentally changing the way leaders see themselves by growing their self-awareness. I believe your listeners could gain a lot from her message. Resources Mentioned In The EpisodeWebsite: https://gallaheredge.com/Masterclass: https://www.eventbrite.com/e/the-year-of-your-voice-tickets-52143804523 See acast.com/privacy for privacy and opt-out information.

The best part of doing a podcast is tapping into the genius of others and all they can teach you and this is another one of those moments when I'm so grateful that I kickstarted this podcast. In today's podcast, I am featuring a new friend and fellow Remote Year participant, Dr. Laura Gallaher. She is an organizational psychologist and the founder of Gallaher Edge, but more than the creds, she is an insightful badass and the hour I spent chatting with her truly is one my favorite interviews I've done so far. We talk defensiveness, emotional intelligence and how you can find your edge in work and in life by tapping into self-awareness, self-acceptance, and self-accountability. There's so much knowledge to be shared here and I am so excited for you to here it! Enjoy! --- Send in a voice message: https://anchor.fm/tbydl-podcast/message

Working with different personalities can be a challenge, the old adage ‘we teach people how to treat us’ is true, but we do so subconsciously as well as consciously, after all, relationships are co-created. The communication patterns and habits that we establish with our team members, employees and coworkers can lead to healthy patterns and dysfunctional ones. There is a grand simplifier that can lead to a positive and strong team culture, where issues are discussed respectfully before they can become a problem. That grand simplifier is openness. Organizational Psychologist Dr. Laura Gallaher of the Gallaher Edge joins me to discuss best practices, her F.R.I.C. concept to facilitate open conversations, what she is doing in Prague and so much more.   Work with Lara How to work with Lara Free breakthrough assessment call   What you’ll hear in this episode; How openness can be the grand simplifier in communication Why Dr. Gallaher sold all her belongings and is travelling the world for a year with “remote year” How micro-learning is the new way people are learning new skills How to have a difficult conversation The importance of feedback in team management Why 365 feedback can be damaging to a team     Resources: Insider Edge Laura Gallaher Nikki Rausch Firo-B Remote Year The Human Element Radical Transformation Secret Gift in Every Emotion   Show Notes

Laura Gallaher is helping CEOs build their leadership styles and company cultures.     Self-improvement and self-acceptance are not on opposite ends of a continuum. They coexist. -Laura Gallaher   Takeaways + Tactics Like it or not, every business has a culture, and it's set by the CEO. The development of amazing cultures is done with INTENTION and shaped by behaviors that are reinforced. To become great leaders, good leaders must acknowledge the flaws that are holding them back.   Guest Bio: Dr. Laura Gallaher has worked in the field of professional and personal development since 2005. Laura is an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge, which she started in 2013 and rebranded in 2018. Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. Laura was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts. Laura is an expert teacher, trainer, speaker and consultant, particularly in the concepts of self-awareness, accountability, trust building and team cohesion. Learn more at https://gallaheredge.com/  

When you’re in a group dynamic, whether it’s during a presentation or at work with your team, how can you build real and deep trust and connection? It may seem like this could take days, weeks, or even months or years. But, during a recent workshop I attended that was facilitated by today’s guest, I personally experienced a profound sense of connection with a group of strangers in a matter of 20 minutes. A connection deeper than one I’ve felt with people I’ve known for years. How did this happen? My guest Dr. Laura Gallaher is on the podcast to talk about radical communication and the transformational change in people and culture that emerges from it. The specific techniques we discuss are ones you can use in one-on-one conversations, when you’re facilitating workshops, and with your team. About My Guest: Dr. Laura Gallaher is an Organizational Psychologist, Executive Coach, and Licensed Human Element Practitioner. Laura’s company, Gallaher Edge, works with executives who want an edge over their competition by looking inward, and pushing past the edge of their comfort zone in order to increase their awareness, alignment, and accountability. She helps executive teams have conversations they didn’t even know they needed to have. Organizations are just people. Gallaher Edge helps executives learn what it takes to be more profitable by truly putting people first. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. The Speaking Your Brand podcast is hosted by Carol Cox.  Highlights: The three ways we are destroying trust in the workplace How choosing to be more open and honest with yourself will allow you to be more open and honest with your peers How to recognize defense mechanisms and what to do instead in order to facilitate a productive conversation Why creating a culture of psychological safety allows for stronger teams Why feedback is critical among teams to produce higher quality products and catch potential mistakes The importance of self accountability and why it is a choice we make The beautiful thing that happens when you are vulnerable How to apply these techniques at your next speaking engagement or workshop to create trust and connection with your audience   Links: Show notes at https://www.speakingyourbrand.com/54 Visit Laura’s website at http://www.gallaheredge.com/ Laura’s podcast “Unlock Your Potential” Join the free Speaking Your Brand community at https://www.speakingyourbrand.com/join/ or text the word SPEAKING to 444-999. Say hi to me on Twitter @CarolMorganCox Subscribe to the podcast and leave a review!

We’ve rebranded the company which means we’re rebranding the show! Kayla and I chat about why we decided to rebrand our company and what the new name is all about. She also asks me about the origin of the business – why I started the company and why I chose to leave an exciting career at NASA (and Disney!) to do my own thing. We talk about the genesis of our core values, Progress over perfection, Uninhibited Teamwork, and Power of Choice, all of which came from the Human Element® and Radical CollaborationTM programs.