Podcasts about Harvard Business Review

Remember when the internet was fun?Not useful. Not safe. Definitely not well designed. But fun.We kick things off with the absolutely bonkers financial numbers coming out of OnlyFans, including the reported $30 billion paid to creators since launch and $6.3 billion paid out in 2025 alone. Sounds like everybody should immediately quit their jobs, right?Well, maybe hang onto that health insurance.The show crunches another number: out of roughly 5 million registered creator accounts, only 5,076 have earned more than $1 million on the platform. Suddenly the “easy money” plan starts looking suspiciously like every other entertainment career.Naturally, this becomes a discussion about celebrity OnlyFans accounts, what exactly people are paying for, whether there's a male market for the platform, and the apparently untapped economic potential of vacuuming your house without a shirt on.Business school, but worse.Then the funny podcast nostalgia machine kicks into gear as Riz asks everybody to remember the websites and apps from the early days of the internet.MySpace. Napster. GeoCities. eBaum's World. ICQ. Strong Bad. Fark. The Chive. Chatroulette.Especially Chatroulette.Rafe perfectly describes the difference between Russian roulette and Chatroulette: Russian roulette gives you one bad chamber out of six. Chatroulette basically reversed those odds.The crew remembers AOL chat rooms, asking strangers “ASL?”, making actual friends online before anybody's parents understood what was happening, and the glorious period when the internet felt like a collection of weird little neighborhoods instead of six giant companies demanding that you accept cookies.Moon also takes us back to mp3.com and the early days of the internet changing the music business. Story of the Year's “Until the Day I Die” actually reached the top of the site's download rankings, beating massive songs from artists including Nelly, Eminem and Evanescence right before mp3.com disappeared.So technically Moon retired as champion.Please respect the belt.The nostalgia continues when the crew gets into Sony and PlayStation reminding consumers that digitally purchased games are licensed rather than truly owned. That means no physical copy sitting on the shelf, no lending your game to a buddy, no selling it later and fewer weird little pieces of physical media surviving long enough to show up in an antique shop 40 years from now.Which somehow leads directly into vintage Playboy magazines.Obviously.Rafe and Riz remember the old-school barbershops where guys sat around, dirty jokes flew freely, every haircut was basically the same haircut, everything smelled like Barbicide and there might just be a Playboy sitting in the waiting area.Rafe remembers the legendary six-dollar haircut at Tally's Barbershop in Du Quoin, Illinois, while the crew tries to determine whether “barbicide” sounds more like disinfectant or a felony committed against someone's hair.This funny podcast then shifts into Crap on Celebrities, where the crew covers Kiss selling its brand rights, developments surrounding the Tupac murder trial, Taylor Momsen joining surviving members of Soundgarden for an NFL halftime performance, upcoming comedy documentaries, Glenn Close defending Kim Kardashian, and the planned return of the Donnie Darko universe.That's also where Riz finally confesses something:He has never seen Donnie Darko.He has, however, apparently spent years pretending he has.Honestly, knowing there's a creepy bunny and an airplane engine is probably enough to fake your way through 80% of conversations about that movie.The entertainment rundown also includes Ryan Gosling producing a new live-action Flintstones project before Lern closes things out with a tribute to Dolly Parton—remembering her humor, philanthropy, Imagination Library, enormous generosity and ability to take criticism without ever losing sight of exactly who she was.And then comes the announcement Moon has been sitting on for years.Greek Fire is returning to the stage.Moon announces a headline show at Delmar Hall on Saturday, October 17—the band's first headline show in seven years. They'll play new material ahead of a larger release planned for next year, with Native Monster joining them and a portion of every ticket sold supporting Cardinal Glennon Children's Hospital as part of the Rizz Show October fundraiser.Moon promises full-blown rock theater.Riz promises “hardness.”We were extremely close to ending this episode professionally.So there it is: OnlyFans economics, dead websites, sketchy chat rooms, mp3.com glory, digital ownership, vintage Playboys, barbershop jokes, entertainment gossip, Dolly Parton and Greek Fire finally returning.Another funny podcast that started with financial analysis and ended with Riz discussing hardness.Harvard Business Review could never.Follow The Rizzuto Show → linktr.ee/rizzshow for more from your favorite daily comedy show.Connect with The Rizzuto Show Comedy Podcast online → 1057thepoint.com/RizzShow.Hear The Rizz Show daily on the radio at 105.7 The Point | Hubbard Radio in St. Louis, MO.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How do you stop employees from constantly relying on you for the answers and start building a team of independent problem solvers? The secret is adopting a mentor mindset and treating leadership as coaching instead of answer-giving. In this episode of Boss Better Now, Joe Mull concludes a special four-part series adapted from his live workshops on accountability in leadership. He reveals the hidden cost of giving employees the answers and the exact coaching questions to ask instead, so you build critical thinking skills and stop creating employee dependency. Too many managers prioritize speed and end up doing the thinking for their team. Joe shares the coaching tips and scripts that reverse this, including one question that shifts how employees think, owns problems, and activates their capability. He also breaks down a simple, science-backed way to give feedback to employees that makes them dramatically more receptive to constructive criticism, using high standards paired with a statement of belief in their potential. What to Expect in This Episode: The Conclusion of the Accountability Tightrope: Two mentor mindset techniques you can use today. Why Giving Answers Creates Employee Dependency: How constantly solving problems robs your team of the chance to feel capable. The Ultimate Leadership Coaching Question: Why asking "What options do you see?" shifts the brain and activates ownership. The Real Definition of Workplace Coaching: Helping people sort through what they already know instead of telling them the right way to do it. The 19-Word Feedback Script: A science-backed technique that makes employees more receptive to constructive criticism. Applying Wise Feedback at Work: Real stories of leaders pairing high standards with belief statements to fix performance issues without defensiveness.Tune in to master the mentor mindset, get your time back, and build a team that thrives on ownership. If you want to become a better leader, this episode gives you the exact scripts to start with. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #leadership #management #toxicworkculture #teambuilding #workplaceculture #conflictmanagement #employeeengagement #motivation Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession. For more information visit joemull.com. Timestamps 0:00 Don't Give the Answer 1:44 Part Four of the Accountability Tightrope 2:09 The First Technique: Coaching 2:57 A Clip from Boss Hero School 4:20 What to Do When an Employee Asks for the Answer 6:53 The True Definition of Coaching 9:12 A Real-World Coaching Success Story 10:20 The Second Technique: Supercharging Feedback 10:36 The Middle School Feedback Experiment 12:54 What is Wise Feedback? 13:20 Adam Grant and Jennifer Garner on Wise Feedback 14:52 How to Apply Wise Feedback at Work 17:12 The One Caveat for Wise Feedback

Pew Research Center published the first clean count of how much of the internet is now written with AI. Roughly one page in ten shows significant signs of it. Filter to pages published since ChatGPT launched and it climbs past a third. Chris Boyer and Reed Smith spend the first half of the episode on what that measurement actually captures. Pew names four markers that have climbed since 2023: em dashes, Oxford commas, a vocabulary that includes delve, testament, tapestry and enhance, and the construction where a sentence tells you a thing is not just one thing but another. Chris walks through the tells Pew did not count, which turn out to be the more useful ones for anybody responsible for a website. The paragraph that ends by restating itself. Every paragraph running the same length. Content so generic it could belong to any health system in the country, because the model has no lived experience to draw on and never will. Reed pushes back in the direction the argument needs. Patients have been navigating vague human-written hospital pages for fifteen years. The model did not invent that problem. It removed the barrier holding the volume down, the way digital cameras ended the discipline of thirty-six exposures. Chris names where that leads: everything converging toward the middle, because averaging is how the models were built. The second half is for people who own content. Google Search Central says generative AI is useful for research and for adding structure to original content, and that using it to generate many pages without adding value may violate the scaled content abuse policy. Google publishes no threshold. No word count, no acceptable percentage, no safe number of pages. Chris and Reed get specific about where AI earns its place in content production and where it costs more than it saves, then land on the trap waiting at the end of it, which is teams running detection scores and editing toward a machine instead of toward a patient. Lacey Reichwald of AHA Media Group closes the episode with the finding that reframes the conversation. Content creation is the most popular use of AI in marketing departments and it is not where the efficiency lives. She has surveyed health system marketing teams for years, and her argument is that organizations keep backing a process into a tool rather than choosing a tool for a process. She also makes the case for putting the AI skeptics on the working group on purpose. If your content team is measured on pages published, you have already told them which of these two halves matters. Healthcare's Long Walk Toward the Patient, the free eBook marking 500 episodes: https://www.touchpointpodcastbook.com Pew Research Center, How Much of the Internet Is Written With AI?, August 20 2026. Roughly 490,000 English-language pages from Common Crawl going back to 2021, scored with Open Pangram: https://www.pewresearch.org/data-labs/2026/08/20/how-much-of-the-internet-is-written-with-ai/ Google Search Central, Guidance on generative AI content, including the scaled content abuse spam policy introduced in the March 2024 spam update: https://developers.google.com/search/docs/fundamentals/using-gen-ai-content Google Search Central, Spam policies for Google web search, scaled content abuse definition: https://developers.google.com/search/docs/essentials/spam-policies Open Pangram, the open-weight detection model Pew used, from Pangram Labs: https://www.pangram.com/ LinkedIn "Seems like AI slop" reporting button, launched end of July 2026. Chief Product Officer Hari Srinivasan reported more than one million uses in the first weeks and roughly 40 percent fewer views on flagged posts: https://techcrunch.com/2026/07/30/linkedin-adds-a-button-to-report-ai-generated-slop/ Social Media Today, LinkedIn says 1M people have reported AI slop, August 20 2026: https://www.socialmediatoday.com/news/linkedin-says-1m-people-have-reported-ai-slop/828465/ Harvard Business Review, AI-Generated "Workslop" Is Destroying Productivity, September 2025. BetterUp Labs with the Stanford Social Media Lab, 1,150 full-time US desk workers. BetterUp is a commercial platform and the figures are self-reported: https://hbr.org/2025/09/ai-generated-workslop-is-destroying-productivity Harvard Business Review, June 2026 follow-on from Matthias Holweg and Thomas Davenport extending the argument into organizational knowledge decay AHA Media Group: https://ahamediagroup.com/ Lacey Reichwald on LinkedIn, where she publishes her tool tip newsletter: https://www.linkedin.com/in/laceyreichwald/ TP500, "Healthcare's Long Walk Toward the Patient," where the hosts describe AI drafts of the book getting smoother and less true at the same time Reed Smith on LinkedIn: https://www.linkedin.com/in/reedtsmith/ Chris Boyer on LinkedIn: https://www.linkedin.com/in/chrisboyer/ Chris Boyer website: http://www.christopherboyer.com/ Chris Boyer on BlueSky: https://bsky.app/profile/chrisboyer.bsky.social Reed Smith on BlueSky: https://bsky.app/profile/reedsmith.bsky.social Recommendations from this episode: Chris: Effin' Birds, the daily comic by Aaron Reynolds pairing Audubon-style bird illustrations with profane captions, plus the merchandise and playing card decks. Not family friendly: https://effinbirds.com/ Reed: Reacher, season four, on Prime Video. Eight episodes, premiered August 12 2026 with the first three, new episodes weekly on Wednesdays through September 16 MENTIONS FROM THE SHOW Learn more about your ad choices. Visit megaphone.fm/adchoices

Stop letting broken workplace rules hijack your day. In this episode of I Dare You, I'm joined by award-winning psychologist and bestselling author Dr. Ron Friedman to tear down the myths keeping you and your team stuck in survival mode. Backed by the largest study of high-performing teams ever conducted in his new bestselling book, Superteams: The Science and Secrets of High-Performing Teams, Dr. Friedman breaks down the exact, research-backed moves you need right now to take back control of your time, build fierce peer accountability, and unlock your real potential. In this episode, we get into: The Anatomy of a Superteam The Toxic Meeting Trap (and Attention Residue) The Uncomfortable Question Every Real Leader Asks Why 97% of Traditional Feedback Fails The Secret Cognitive Power of Movement Ron's Simple, High-Impact I Dare You Experiment Challenge About Dr. Ron Friedman:Ron Friedman, PhD, is an award-winning psychologist, founder of Superteams, Inc., and bestselling author of The Best Place to Work, Decoding Greatness, and Superteams: The Science and Secrets of High-Performing Teams. An expert on human motivation and peak performance, Dr. Friedman has served on the faculties of the University of Rochester, Nazareth College, and Hobart and William Smith Colleges. He contributes regularly to Harvard Business Review—where his article “How to Build a Superteam That Keeps Getting Better” was a recent cover story—and his work has also been featured in The New York Times, Forbes, Bloomberg, Fast Company, and The Wall Street Journal.

I have spent so much time, energy, and money over the years trying to get good at the things I am simply not good at. Routines are my big one. I am not great at keeping our home organized and running on any kind of rhythm, and there have been whole seasons where I decided that fixing that about myself was the most important work I could possibly be doing. Now, there's nothing wrong with striving to be better, and I am fully on board with growth, but we all have a finite amount of energy, and every hour I spend hyper-focusing on a weakness is an hour I don't get to spend magnifying the things that make me who I am. This is the second episode in my back-to-school check-in series for moms, six short episodes walking you through the six principles of self-assured motherhood, each one with a concrete way to assess how you're actually doing. Today's principle is Celebrate Your Strengths, and I love teaching about this because I love giving every woman permission to acknowledge and celebrate her innate gifts and strengths. When you stop trying to be a well-rounded version of everyone else and start leaning into what you naturally do well, your growth in that area becomes exponential, your joy goes up, and your family gets the very best of you instead of a watered-down imitation of somebody else's mothering. In this episode, you'll hear:

Adam “Smiley” Poswolsky is a workplace belonging expert, internationally recognized keynote speaker, and bestselling author whose work explores friendship, loneliness, human connection, and the ways technology is reshaping our relationships with one another. In this conversation, Sam and Smiley trace a line from the early digital-detox movement and Camp Grounded to the present moment of AI, hybrid work, and widespread social disconnection. Smiley speaks about the loneliness crisis, the particular struggles facing young people and men, and why belonging and friendship have become increasingly important both inside and outside the workplace, arguing that organizations need to design intentionally for human connection, and that belonging cannot simply be handed off to an HR department - instead, it has to become part of the everyday culture of a workplace. The conversation also turns to artificial intelligence and the temptation to automate increasingly large parts of our creative and professional lives. Smiley makes the case for using AI thoughtfully while preserving the kinds of distinctly human practices—conversation, presence, intuition, personal storytelling, friendship, and simply spending time thinking—that technology can easily crowd out. Along the way, Sam and Smiley explore the value of “weak ties,” the difference between belonging and mattering, the difficulty of genuinely listening to another person, and why our most personal stories may become increasingly valuable in an age of machine-generated content. They close with Smiley's practice of moving from comparison toward care: when ambition, social media, or creative anxiety starts to take over, turn toward friendship, community, and service. About Adam “Smiley” Poswolsky Adam “Smiley” Poswolsky is an internationally recognized keynote speaker, workplace belonging expert, and bestselling author of The Quarter-Life Breakthrough, The Breakthrough Speaker, and Friendship in the Age of Loneliness. He has spoken for organizations including Apple, Google, Verizon, JPMorgan Chase, and the U.S. Navy, and his work has appeared in publications including Harvard Business Review, The Wall Street Journal, Fast Company, The New York Times, and The New Yorker. Learn more about Smiley at smileyposwolsky.com, through his Substack newsletter Friends with Smiley, on LinkedIn as Adam Smiley Poswolsky, and on Instagram at @whatsupsmiley.

The Digital Delusion: How Classroom Technology Harms Our Kids’ Learning–and How to Help Them Thrive Again by Jared Cooney Horvath PhD Med. https://www.amazon.com/dp/B0GPR5NXSM Educator and neuroscientist Dr. Jared Cooney Horvath reveals why digital tools in school consistently undermine learning—and what parents, teachers, and schools can do to push back with purpose. Our children are struggling. Schools, once alive with human connection, are now dominated by screens and digital tools. The result is unmistakable: declining performance, fractured attention, and the slow erosion of rigorous thought. For the first time in recent history, children are falling behind previous generations on many key measures of cognitive development. In The Digital Delusion, neuroscientist and educator Dr. Jared Cooney Horvath reveals how the widespread use of laptops, tablets, and classroom software is undermining how children learn and develop. Drawing on decades of research, he provides practical tools for families to reassess device use at home, equips educators with the means to restore attention-rich learning environments, and helps schools make smarter decisions about technology. He exposes and dismantles the central myths driving the EdTech movement and lays out a clear path for putting people—not programs—back at the center of education. This is not a call to reject technology. It's a call to reclaim real learning. About the author Jared Cooney Horvath (PhD, MEd) is a neuroscientist, educator, and best-selling author who specializes in human learning and brain development. He is the creator of The Learning Blueprint, an international award-winning program helping educators and students understand how learning actually works. Jared has conducted research and taught at Harvard University, Harvard Medical School, and the University of Melbourne, and has worked with more than 1,000 schools around the world. He is the author of six books, has published over fifty research articles, and his work has appeared in The New Yorker, The Atlantic, The Economist, Harvard Business Review, and PBS's NOVA. He currently serves as Director of LME Global, an organization dedicated to bringing cutting-edge brain and behavioral science to educators, students, and communities.

Derek Champagne talks with Kyle Austin Young.Kyle Austin Young is an award-winning strategy consultant for high achievers, entrepreneurs, and leaders ina wide range of fields. This work has allowed him to develop and refine a powerful system for accomplishingbig, meaningful goals that focuses on understanding and changing your odds of success. Kyle is a popularwriter for Harvard Business Review, Fast Company, The Boston Globe, CNBC, Psychology Today, Forbes,and Business Insider.His new book, SUCCESS IS A NUMBERS GAME: Achieve Bigger Goals by Changing the Odds (Hay House Business, November 2025), details this system. In the context of a single goal, it could be the secret advantage that changes your outcome. Over the course of several goals, it could transform the trajectory of your career. Appliedto a lifetime of goals, it can level up your legacy.Business Leadership Series Intro and Outro music provided by Just Off Turner: https://music.apple.com/za/album/the-long-walk-back/268386576

Presented by Lauren Stibgen Integrity is a big word in business. It is found in codes of conduct, employee handbooks, and job descriptions as a catch all word. I was curious about how much the word integrity shows up in job descriptions alone. According to ChatGPT, this word appears one to three times in postings for leadership, finance, healthcare, ministry, nonprofit, and executive roles.  But what does it mean? Those who have been around for a while know I love my Merriam-Webster dictionary as a launching point. According to Merriam-Webster, integrity has three definitions1. firm adherence to a code of especially moral or artistic values: incorruptibility.  an unimpaired condition: soundness.  the quality or state of being complete or undivided: completeness.   As always, the problem with any dictionary definition is it is open to a wide lens of interpretation. Whose moral code is the right moral code? Surely, we have a legal standard within business laws that are guardrails, but this doesn't stop people from having a lack of integrity. It just establishes the standard by which we measure a consequence.   As for an unimpaired condition, we have building codes for this to make sure the structural integrity of a building or a bridge is intact. But again, this can be challenged by builders who skirt the codes to save some money!  And, what about the state of being complete or undivided? You may hear someone say the opinion written by someone has integrity—meaning the paper is complete.  The problem with integrity? Sometimes it is high and sometimes it is low. Like the temperature variance here in the Midwest between January and July, integrity can be wildly off! So, how can we distill down?   In an article entitled “Integrity” from the Harvard Business Review, Karen Christensen interviewed Harvard professor, Michael Jensen who says, “Integrity is a matter of a person's word—nothing more and nothing less.”2 Like the third definition of being complete or undivided, keeping one's word is about doing what you say you are going to do. He separates integrity from the concepts of morality and ethics stating morality and ethics are “normative concepts in that they deal with matters of good or bad, right vs. wrong”. For example, as a Christian, I have a normative set of values that are likely held by other Christians. As I noted above, who's good is good?   Jensen argues that integrity is key to what he calls workability within an organization. “Without integrity the workability of any object, system, person, group or organization declines; and as workability declines, the opportunity for performance declines.” He states that integrity leads to trust.  As a follower of Jesus, I am called to a high standard of morals and ethics. How I keep my word following these morals and ethics is where my integrity comes into play. We will all fail to keep our word at various levels. Sometimes, Jensen argues, we even fail to honor our word to ourselves. This could look like failing to go to the gym when we promised to wake up early to work out to something more aggreges like cheating on our spouse when we promised to be faithful. Like I said, various levels. In the Christian vernacular we call this sin—where our word to keep the standards set by our faith isn't kept. Doing this on repeat makes us seem unreliable, inconsistent and unpredictable according to Jensen. It breaks trust.  In business, these actions lead to broken workplaces and a true lack of performance. Someone breaks her word and doesn’t show up to a meeting. Someone accepts a supplier known to treat its employees poorly, failing to keep her word to uphold the company’s supply chain ethics. Someone accepts a kickback from a vendor for a referral, breaking her word to honor the company’s code of ethics.  GE married the concepts of integrity and performance, weaving integrity into every aspect of their culture. They put into place very specific consequences for violating their company's moral and ethical boundaries especially for leaders who were not holding to the standards. In the Harvard Business Review article, “Avoiding Integrity Land Minds”, the article says, “In no area of corporate life is leadership commitment more important that in creating an integrity culture.”3 They knew if leaders were not walking the talk there were huge implications from the top down for the erosion of integrity in the business.  But what happens when your company culture doesn't value integrity or makes you feel like you are unable to keep your integrity as a Christian? What can you do?  First, what does biblical integrity look like as a Christian? If the matter is as simple as someone's word, as Jensen argues, I would say Christian integrity founded on God's Word is anything but simple. It is a difficult standard to meet, especially given our example is Jesus Christ who was perfect in every way. He kept his word. He was consistent even down to the patterns of his life like waking up early to seek God in prayer. He was obedient to God the Father unto death. You see, Jesus kept his word perfectly to God.  Even our other examples of integrity in the Bible hold a very high standard to keeping one's word. Think of Abraham. God called for him to sacrifice his only son, Isaac. He kept his word to be obedient to God getting all the way to the altar before God faithfully kept his promise of make Abraham the father of many nations (Genesis 17:5). Or even Daniel. He refused to worship the idol of his king and was sentenced to death in the lions' den. Daniel kept his word to worship no other God, and God ultimately protected Daniel.  As I stated earlier, the standard to which we need to keep our word is high. We are to act like Christ when it comes to integrity—keeping his word to God. For I have come down from heaven not to do my will but to do the will of him who sent me (John 6:38).  We are to live to the glory of God no matter what we do (1 Corinthians 10:31), take every thought captive to obey Christ (2 Corinthians 10:5), and not be conformed to this world, but be transformed by the renewing of our mind (Romans 12:2). We are called to put off our old selves, corrupt and deceitful and to put on our new selves which are created after the likeness of God in true righteousness and holiness (Ephesians 4:22-24).  All of this takes work! Being in God's Word, spending time in prayer, finding community with other believers, guarding our heart, and repenting when we don't live up to our word to God are marks of the Christian life. People should see this in you through integrity and consistency, in keeping your word to God to become more like Jesus every day. We are told to put to death whatever belongs to our earthly nature (Colossians 3:5).  Now, back to our workplace. What happens when we are working in a company which doesn't value integrity or makes us feel like we can't keep our word to Christian integrity? The first thing I want to remind you is your workplace is probably not applying the same moral and ethical standard you are when it comes to your faith. Certainly, normal standards are in place, like codes of conduct, standards, and employee handbooks, but even these will never meet the measure of a perfect Jesus. However, when a company is consistently inconsistent, you may be left feeling like you really don't fit in at all. If a company doesn't do what they say they will do in the case of a violation or even with someone lacking performance, by Jensen's definition, the company culture is lacking integrity.  Keeping in mind that you may be the only light this workplace will ever encounter, I want to suggest some actions you can consider when you feel like your personal integrity and the company's integrity are not aligned.  Of course, you may start very practically by having a conversation with your manager or another trusted party within the organization. It is essential to be careful not to cause further disruptions by talking about your opinion with too many people. If you have a trusted colleague, start by asking some probing questions if you aren't sure if you are alone in your feelings. Something like, “Hey, have you noticed we aren't paying our bills on time?” or “It seems like XYZ department is constantly hiring new people because there is a lot of turn over. I have heard the manager raise their voice a lot. Have you ever witnessed this?”  Remember gossip is something we are called to avoid. Keep your tongue from evil and your lips from telling lies (Psalm 34:13).  Letting someone know how the company may consider changes to better the culture and improve trust may be welcomed. Always have specific, factual, and constructive feedback to provide. Complaining is not a solution.  Of course, if you are asked to do something which lacks integrity big or small you should speak up and let the person know you are not comfortable performing what you are being asked. Again, report this to a manager or higher up in your organization if it was your manager asking you to perform the action.  If the issues persist or you aren't taken seriously, you may also consider leaving the company, but what if this is not an easy option for you? You need the work, and despite looking for other positions, you are going to be just where you are for now.   Remember, even when we don't feel it, God is working all things for our good and for his glory (Romans 8:28). One of the most difficult things we are called to do, aside from having Christlike integrity, is wait. This can be especially difficult when we find ourselves in a culture that doesn't fit.   When the practical and tactical suggestions I mentioned don't work and we find ourselves in the waiting, we can find strength in abiding closer to the Lord in Christ Jesus. Reading the Bible, memorizing Scripture, praying, and building community are all important and will give you the encouragement you need to hold your integrity.  Psalm 37 has recently brought me a lot of encouragement through a period of difficulty. I found the verses were giving me some great advice. It says:   Do not fret because of those who are evil or be envious of those who do wrong… Trust in the Lord and do good; dwell in the land and enjoy safe pasture. Take delight in the Lord, and he will give you the desires of your heart. Commit your way to the Lord; trust in him and he will do this… Be still before the Lord and wait patiently for him; do not fret when people succeed in their ways, when they carry out their wicked schemes (Psalm 37:1, 3-5, 7).  God doesn't want me to worry. He wants me to delight in him and trust him. He wants me to commit my ways to him and to be still. Easier said than done when you are feeling challenged in your integrity right?  Fretting is worrying heavily or being concerned or unhappy about things you cannot control. It happens when we get so wrapped up in these matters it impacts us physically and emotionally. Has stress ever given you a headache or made you cry? Turn your fret into a prayer. Rather than repeating a matter repeatedly in your head, say it out loud to God! He wants to hear from you. These prayers can be simple.  “God, I don't feel like my workplace has integrity. Help me Lord to be a light to others around me. Help me Lord to be different, to be a light to others that they might come to know you.”  Delighting in God can bring encouragement! Think of all the wonderful ways he is working in your life. Think of Jesus and the sacrifice he made for you on the cross. Think of his steadfast love and assurance. Recommit yourself each day to doing God's work! We are called to make disciples and love others.  And we can just be still. God promises he will act on our behalf. Reminding myself of these things again helps me not only to be encouraged in my own integrity but also to show this to others.  How can you hold your word to God today? How can you hold your word to others today? Showing integrity is doing what you say you are going to do with consistency. Write down a few ways you can grow your Christlike integrity today.  Sources:  Merriam-Webster, s.v. “integrity,” accessed June 8, 2026, https://www.merriam-webster.com/dictionary/integrity. Michael C. Jensen, “Integrity: Without It Nothing Works,” interview by Karen Christensen, Rotman Magazine, Fall 2009, 16–20. Ben W. Heineman Jr., “Avoiding Integrity Land Mines,” Harvard Business Review, April 2007, https://hbr.org/2007/04/avoiding-integrity-land-mines.

Welcome to the Charismatic Leader Podcast. In this episode, Brett McDermott sits down with David Burkus, organizational psychologist, Columbia University professor, and best‑selling author whose research has been featured in Harvard Business Review, The Wall Street Journal, and The New York Times. David makes the case that talent doesn't make the team—the team makes the talent.Together, Brett and David explore why leaders often get team‑building backwards, focusing too much on individual talent instead of the habits and norms that create culture. David shares the three elements that define high‑performing teams: common understanding, psychological safety, and pro‑social purpose. He explains how leaders can audit their team's sense of purpose, outsource inspiration by bringing in customer stories, and make metrics meaningful. They also dive into the misconceptions around psychological safety, why treating everyone “equally” is not the same as treating them fairly, and how remote leaders can recreate unstructured moments of connection virtually.This episode is packed with actionable insights for leaders who want to stop chasing talent and start building cultures where talent thrives.Key Takeaways:Why talent doesn't make the team—the team makes the talentThe three pillars of high‑performing teams: common understanding, psychological safety, pro‑social purposeHow to audit and clarify team purposeWhy leaders should outsource inspiration with customer storiesThe difference between fairness and equality in managementHow to build psychological safety through respectful conflict and candorWhat great remote leaders do to recreate unstructured moments of connection

This week Andrew talks with neuroscientist, educator, & bestselling author Dr. Jared Cooney Horvath. Jared's upcoming new book The Digital Delusion makes a bold case that digital tools in school consistently undermine learning. Jared has worked with more than 1,000 schools around the world & his work has appeared in The New Yorker, The Atlantic, The Economist, Harvard Business Review, & many more. In this conversation, Jared unpacks the data & research — and shares what parents, teachers, & schools can do in response. If you care about the success of the next generation, this one is a must listen. ** Follow Andrew **Instagram: @AndrewMoses123X: @andrewhmosesSign up for e-mails to keep up with the podcast at everybodypullsthetarp.com/newsletterDISCLAIMER: This podcast is solely for educational & entertainment purposes. It is not intended to be a substitute for the advice of a physician, psychotherapist, or other qualified professional.

Are you managing your team just for today's results, or are you investing in their long term career growth? The most effective leaders know how to do both by adopting a mentor mindset. In this episode of Boss Better Now, Joe Mull continues his special summer series on the accountability tightrope. Listen in as he breaks down part three of the framework, revealing how to perfectly balance high performance standards with high employee support. Many managers struggle with onboarding and feedback, often resorting to assigning grunt work or trying to prevent every mistake. Joe shares a powerful example of what a perfect first day conversation looks like to set the stage for success. He details exactly how to shift into a mentor mindset where you assign real work of consequence, reframe mistakes as growth, and build deep employee commitment through earned prestige. What to Expect in This Episode: What is the Accountability Tightrope?: Joe recaps the core challenge of balancing high standards with supportive workplace relationships. The Perfect First Day Conversation: How to script a welcome message that builds trust and sets a standard of excellence right from the start. Defining the Mentor Mindset at Work: Why the best managers see people for their potential and focus on long term career growth over daily tasks. Stop Giving New Hires Grunt Work: How assigning work of consequence builds skill, confidence, and early contribution. How to Reframe Mistakes and Failure: Why great leaders coach thinking and judgment instead of just handing out all the answers. The Script for Difficult Feedback: How to frame tough performance conversations around an employee's potential so they feel supported instead of attacked. Building Employee Commitment through Earned Prestige: The psychological building block that gives employees a sense of worth and turns a new hire into a highly committed team member. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #leadership #management #toxicworkculture #teambuilding #workplaceculture #conflictmanagement #employeeengagement #motivation Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession. For more information visit joemull.com. Timestamps 0:00 The Employee Alliance 0:21 Welcome and Series Recap 1:35 The Perfect First-Day Boss Conversation 2:58 Setting a Standard of Excellence 3:52 Defining the Mentor Mindset 4:30 Stop Giving New Hires Grunt Work 5:05 The Script for Difficult Feedback 5:43 Managing for the Future and Working Alliances 6:40 Leadership as a Self-Fulfilling Prophecy 7:11 Building Commitment Through Earned Prestige 7:44 Why High Standards Need High Support

Avoiding office politics doesn't keep you out of politics. It simply gives an advantage to people who understand how the game is played. This 97% Effective Essentials episode offers three practical ways to engage with organizational politics without feeling manipulative or fake.Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comSHOW NOTES:The key to unlocking career success: reframing how you see and approach office politicsWhy are office politics unavoidable – and so important to navigate?A CEO's insight: Tough lessons learned from ignoring office politics early in one's careerOffice politics defined: “the mechanism by which conflicts get resolved”Reframe #1: “See office politics as an engineering problem”How to build abitrary social norms into your operating modelReframe #2: “Think like a game developer”What do you need to engage someone on your critical path?Managing office politics got this VP promoted, but more importantly it enabled his more important goal: elevate and better help his team flourishReframe #3: Change the wordingThe two-column exercise that will make you playful, curious – and see office politics in a more positive light BIO AND LINKS:Michael Wenderoth is an Executive Coach that helps executives re-examine their assumptions about power, politics, and authenticity to get promoted, become more effective at work, and break glass ceilings holding them back. Having served 20 years in senior roles with companies across the globe, and then 7 years as a professional coach, he has helped accelerated the careers of clients from diverse industries, backgrounds, and levels of seniority, helping them get ahead – without having to sell their souls in the process. Michael is the award-winning author of Get Promoted, host of the 97% Effective career acceleration podcast, and a frequent speaker and media contributor on career advancement, leadership and navigating power and politics. His work has been featured in Harvard Business Review, Forbes, Stanford Business School Executive Education and IE Business School, where he collaborates with renowned professors, coaches, executives and experts. Michael holds an MBA from Stanford and trained as an executive coach at Columbia University (3CP).Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comMichael on LinkedIn: https://www.linkedin.com/in/michaelchangwenderoth/97% Effective, now on Youtube: https://tinyurl.com/bdz53mc5Camiel Gielkens, CEO of Relevance, on 97% Effective: “How Power Amplifies Your Impact” https://tinyurl.com/27wfjs7zResearch study: “How important are political skills for career success? A systematic review and meta-analysis” https://doi.org/10.1080/09585192.2021.1949626Raquel Gonzalez-Dalmau, Executive Educator and Coach, on 97% Effective: “Office Politics as an Engineering Problem” https://tinyurl.com/nhcyjzm9Keshav Pitani, VP of Light & Wonder, on 97% Effective: Overcoming Your Aversion to Office Politics” https://tinyurl.com/3mjxvbwsReframe #3: Exercise available on Michael's website https://changwenderoth.com/audiobook-resources/Michael's Book, Get Promoted: https://changwenderoth.com/#tve-jump-180481ecea3Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

SHOW NOTES  SPONSORED BY: Soul of Business™ Experience Find out more at: https://leader.blainebartlett.com/sobecommunity   Managers are drowning in invisible overload, and it is quietly wrecking performance, decisions, and relationships. Dr. Liane Davey (www.thoughtload.com) reveals why the real problem is not time, it is thought load, and how to free your team from the emotional, cognitive, and energy drain that makes great work nearly impossible. Blaine Bartlett brings the conversation into sharp focus by connecting thought load to the Soul of Business, the hidden source of creativity, meaning, and long-term organizational health. Together, they expose why so many teams get stuck in grievance instead of productive conflict, and why the way we reward work today often pushes people to pull harder in the wrong direction. You'll discover: Why emotion and feeling are not the same thing, and why that distinction changes leadership How to spot when a team has grievance, not conflict, and what to do about it Liane's tent-and-tarp metaphor for understanding competing stakeholder demands Why attention, not time, is the scarcest resource at work How the “treacherous triad” of cognitive load, emotional burden, and low energy compounds overwhelm A simple “thinking sabbatical” approach that creates room for insight The three priority lists framework for doing the right work in the right part of your calendar Dr. Liane Davey is a New York Times bestselling author, a regular contributor to Harvard Business Review, and a trusted advisor to leaders at organizations like Amazon, Walmart, RBC, MD Anderson, and Google. Her latest book, Thought Load: Manage the Madness and Free Your Team to Do Great Work, gives managers a practical way to reduce overload and restore effectiveness. If you manage people, lead teams, or feel buried under constant demands, this episode gives you language, frameworks, and a fresh way to think about what is really stealing your best work. Essential listening for leaders who want more than productivity - they want impact. Remember to subscribe and leave a review if you enjoyed this episode. For more insights and resources, visit Blaine's website and stay inspired to lead with purpose. Learn more about your ad choices. Visit megaphone.fm/adchoices

Most managers already know what good management looks like. Give real feedback. Delegate. Have the hard conversation. Knowing it has never been the problem. Nir Eyal spent years asking why people who have the right answer still don't act on it. His conclusion is that the gap is not motivation or discipline. It's belief. And beliefs are harder to spot than habits, because from the inside they feel like facts. In this conversation, Nir walks through what a belief actually is, why confirmation bias quietly hardens a manager's read on an employee until it stops being reviewable, and what to do when you find yourself already dreading a conversation that hasn't happened yet. He also makes a blunt case against two labels a lot of leaders wear comfortably: imposter syndrome and perfectionist. The practical takeaways here are small and usable. Look for where you're suffering instead of hunting for the belief directly. Keep a reality log when your read on your own performance has gone lopsided. And pay attention to whatever words follow "I am." About our guest Nir Eyal is the author of Hooked, Indistractable, and Beyond Belief: The Science-Backed Way to Stop Limiting Yourself and Achieve Breakthrough Results, an instant New York Times bestseller written with Julie Li. He is a former lecturer at the Stanford Graduate School of Business, and his work has appeared in The New York Times, Harvard Business Review, and Time. He writes about behavior, focus, and belief at NirAndFar.com. Nir is offering listeners a free 5-Minute Belief Change Guide at nirandfar.com/beyond-belief-live. TIMESTAMPS 00:00 Why managers know what to do and still don't do it 02:00 Why readers kept telling Nir his last book didn't work for them 06:00 Why the best advice becomes wasted breath without belief 07:15 The difference between a fact, a faith, and a belief 08:50 Why your conscious mind only gets 50 bits of what's in front of you 11:00 How a manager's opinion of an employee hardens into fact 13:30 Why you can see everyone's limiting beliefs except your own 15:15 Don't look for the belief. Look for where you're suffering. 17:45 The flowers Nir sent his mom and what he learned from the phone call 20:15 How a reality log corrects a belief about your own performance 23:00 What happens to Thursday's hard conversation when you decide Tuesday it will go badly 25:50 Why your labels are your limits 28:00 Why Nir says imposter syndrome isn't real 30:00 Same sweaty palms, different belief 32:20 Where to start if you want to test one belief this week A QUICK GLIMPSE INTO OUR PODCAST Podcast: Transform Your Workplace, sponsored by Xenium HR Host: Brandon Laws In Brandon's own words: "The Transform Your Workplace podcast is your go-to source for the latest workplace trends, big ideas, and time-tested methods straight from the mouths of industry experts and respected thought-leaders." About Xenium HR Xenium HR is on a mission to transform workplaces by providing expert outsourced HR and payroll services for small and medium-sized businesses. With a people-first approach, Xenium helps organizations create thriving work environments where employees feel valued and supported. From navigating compliance to enhancing workplace culture, Xenium offers tailored solutions that empower growth and simplify HR. Whether managing employee relations, payroll processing, or implementing impactful training programs, Xenium is the trusted partner businesses rely on to elevate their workplace experience. Discover how Xenium can transform your workplace: Learn more Connect with Nir Eyal: Website LinkedIn Instagram Beyond Belief Free Belief Change Guide Connect with Brandon Laws: LinkedIn Instagram About Connect with Xenium HR: Website LinkedIn Facebook Twitter Instagram YouTube

As stated in the podcast, you can look deeper into these blog posts and check out the research for yourself! Enjoy!What the Science Shows: When humans are in an "intertemporal choice" scenario (choosing now for later), the prefrontal cortex favors immediate gratification when hungry. Setting up a "pre-commitment device" (meal prepping while full) locks in decisions before temporal discounting activates during low-glucose states.Core Study: Sophie Leroy (2009), "Why Is It So Hard to Do My Work? The Challenge of Attention Residue When Switching Between Work Tasks" (Organization Science); extended by Leroy & Glomb (2018/2020) in Harvard Business Review.https://lawyerist.com/news/combatting-attention-residue-when-faced-with-interruptions/#:~:text=ResearchWhat the Science Shows: When switching from an unfinished Task A to Task B, part of your working memory remains tied to Task A ("attention residue"). Assigning strict, scheduled time containers to tasks creates cognitive closure ("Ready-to-Resume" mental signaling), which clears working memory and improves optimal decision-making by up to 79% compared to working off an open to-do list.https://lawyerist.com/news/combatting-attention-residue-when-faced-with-interruptions/#:~:text=ResearchCore Study: Fabrizio Dell'Acqua, Edward McFowland III, Ethan Mollick, Hila Lifshitz-Assaf, Katherine C. Kellogg, Sarah Likotrafiti, Karina R. T. Francois, and Boston Consulting Group (2023), "Navigating the Jagged Technological Frontier: Field Experimental Evidence of AI Impact on Knowledge Worker Productivity and Quality"(Harvard Business School Working Paper).https://www.mindstudio.ai/blog/what-is-the-jagged-frontier-ai-capabilitiesWhat the Science Shows: In an experiment with 758 BCG consultants, workers using AI for tasks inside the technological frontier saw a 40% performance boost and completed work 25.1% faster. However, for tasks slightly outside the frontier, consultants who trusted AI experienced a 19 percentage point drop in accuracy due to "automation bias"—blindly accepting AI output without human critical friction.https://www.mindstudio.ai/blog/what-is-the-jagged-frontier-ai-capabilitiesCore Studies:Peter Gollwitzer (1999), "Implementation Intentions: Strong Effects of Simple Plans" (American Psychologist).Sarah Milne, Sheina Orbell, & Paschal Sheeran (2002), "Combining Motivational and Volitional Interventions to Promote Exercise Participation" (British Journal of Health Psychology).https://jamesclear.com/implementation-intentions#:~:text=Sarah What the Science Shows: Standard motivational planning resulted in a ~35% follow-through rate. Groups that formed explicit Implementation Intentions using "If [environmental cue], then [action]" triggers saw follow-through jump to 91%. The If/Then structure delegates execution from conscious deliberation (prefrontal cortex) to automatic environmental triggers (basal ganglia).https://jamesclear.com/implementation-intentions#:~:text=Sarah Core Studies:Alexandra Touroutoglou, Joseph Andreano, Lisa Feldman Barrett, et al. (2020), "The Tenacious Brain: How the Anterior Mid-Cingulate Contributes to Achieving Goals" (Progress in Brain Research).Edward L. Deci & Richard M. Ryan (2000), "The 'What' and 'Why' of Goal Pursuits: Human Needs and the Self-Determination of Behavior" (Psychological Inquiry).What the Science Shows: The Anterior Midcingulate Cortex (aMCC) acts as the brain's "hub of tenacity," weighing effort costs against expected long-term rewards. Intrinsic motivation and engaging in non-preferred, effortful challenges physically maintain and expand the structure of the aMCC. This provides a biological buffer against mental fatigue and quitting when external rewards fade.https://pmc.ncbi.nlm.nih.gov/articles/PMC7381101/#:~:text=We 

Amy Morin, psychotherapist, mental strength trainer, Wall Street Journal and USA Today bestselling author, award-winning podcast host, and keynote and TEDx speaker, joins me on this episode. Amy's TEDx talk is one of the most viewed talks of all time – with more than 24 million views. She's been featured by popular media outlets including Inside Edition, Fox News Health Talk, CNBC, Good Morning America, Harvard Business Review, Oprah.com, and many others.

What if the number you've been too scared to say out loud is exactly the number you should be asking for? A few years ago, Erica was hunched over her phone on her back porch about to ask for $100,000 more than she was currently making. Her hands were sweating. Her chest was tight. And a voice in her head kept saying don't push it, don't be greedy, don't blow this. She said the number anyway. And she got it. This is the full story - the research, the mindset work, and the exact words she used.ABOUT THIS EPISODEThis is the episode Erica gets asked about more than anything else - and she has never done a full breakdown of it until now. Not just the strategy (though the strategy is here, in detail), but the sticky floor that almost kept her from making the ask in the first place. She walks through the entire SNAP method applied to her own salary negotiation, shares the Harvard Business Review data that would have saved her weeks of stomach aches, and reveals the AI-powered negotiation toolkit she built inside HER Collective so no woman ever has to guess at this again. Whether you have a job offer sitting in front of you, a promotion conversation coming up, or a review in a few weeks - this one is for you.INSIDE THE EPISODEThe $100,000 Ask. What Erica was feeling in her body when she sat down to make the ask, why she almost talked herself out of it, and what finally made her say the number out loud. Including the three seconds of silence that felt like three years.Gratitude as a Cage. The sticky floor that almost cost her the negotiation wasn't lack of confidence. It was being so grateful for the opportunity that she was ready to accept whatever kept the door open. She breaks down why this pattern shows up in so many of the women she coaches - and how to name it before it costs you.The Harvard Data Point That Changes Everything. Negotiation is very unlikely to actually cost you the offer. The rescinded offer, the burned bridge - it's a story women tell themselves. The data says otherwise, and knowing this changes how you walk into every conversation.How to Research Your Number. Real market data is not a salary aggregator. Erica walks through the four variables that actually matter (role, company size, industry, geography) and explains why most people only use one or two of them - and why that gap is costing them.Translate Scope Into Business Impact. The move most people miss. She didn't walk in with a list of responsibilities. She walked in with the dollar value of what she was about to own - turnover cost, cost per hire, benefit spend - and handed her future boss the business case he needed to fight for her.The SNAP Method Applied to Salary. Stop and notice what your body is telling you. Name the sticky floor underneath the fear. Ask and answer the honest questions (including: what actually happens if they say no?). Pivot from protecting the offer to making the case.The HER Collective Negotiation Toolkit. The AI-powered tool Erica built so that the compensation analysis she did as a CPO is now available to every woman - not just the ones who spent a decade in HR. It analyzes role, scope, industry, geography, and company size and gives you a number backed by real market data. ERICA'S RESOURCES & LINKSStart small with me inside HER Jumpstart:https://her-collective.mn.co/plans/1985289?bundle_token=60b2c61d62213cdbd16d437cdc0e4204&utm_source=manual

What if the number you've been too scared to say out loud is exactly the number you should be asking for? A few years ago, Erica was hunched over her phone on her back porch about to ask for $100,000 more than she was currently making. Her hands were sweating. Her chest was tight. And a voice in her head kept saying don't push it, don't be greedy, don't blow this. She said the number anyway. And she got it. This is the full story - the research, the mindset work, and the exact words she used.ABOUT THIS EPISODEThis is the episode Erica gets asked about more than anything else - and she has never done a full breakdown of it until now. Not just the strategy (though the strategy is here, in detail), but the sticky floor that almost kept her from making the ask in the first place. She walks through the entire SNAP method applied to her own salary negotiation, shares the Harvard Business Review data that would have saved her weeks of stomach aches, and reveals the AI-powered negotiation toolkit she built inside HER Collective so no woman ever has to guess at this again. Whether you have a job offer sitting in front of you, a promotion conversation coming up, or a review in a few weeks - this one is for you.INSIDE THE EPISODEThe $100,000 Ask. What Erica was feeling in her body when she sat down to make the ask, why she almost talked herself out of it, and what finally made her say the number out loud. Including the three seconds of silence that felt like three years.Gratitude as a Cage. The sticky floor that almost cost her the negotiation wasn't lack of confidence. It was being so grateful for the opportunity that she was ready to accept whatever kept the door open. She breaks down why this pattern shows up in so many of the women she coaches - and how to name it before it costs you.The Harvard Data Point That Changes Everything. Negotiation is very unlikely to actually cost you the offer. The rescinded offer, the burned bridge - it's a story women tell themselves. The data says otherwise, and knowing this changes how you walk into every conversation.How to Research Your Number. Real market data is not a salary aggregator. Erica walks through the four variables that actually matter (role, company size, industry, geography) and explains why most people only use one or two of them - and why that gap is costing them.Translate Scope Into Business Impact. The move most people miss. She didn't walk in with a list of responsibilities. She walked in with the dollar value of what she was about to own - turnover cost, cost per hire, benefit spend - and handed her future boss the business case he needed to fight for her.The SNAP Method Applied to Salary. Stop and notice what your body is telling you. Name the sticky floor underneath the fear. Ask and answer the honest questions (including: what actually happens if they say no?). Pivot from protecting the offer to making the case.The HER Collective Negotiation Toolkit. The AI-powered tool Erica built so that the compensation analysis she did as a CPO is now available to every woman - not just the ones who spent a decade in HR. It analyzes role, scope, industry, geography, and company size and gives you a number backed by real market data. ERICA'S RESOURCES & LINKSStart small with me inside HER Jumpstart:https://her-collective.mn.co/plans/1985289?bundle_token=60b2c61d62213cdbd16d437cdc0e4204&utm_source=manual

What if the fastest way through AI transformation is actually to slow down? On this sixth anniversary episode, Lori Adams-Brown unpacks the hidden cost of speed-first AI adoption, and why the leaders who listen before they build are the ones whose people actually stay. EPISODE DESCRIPTION Six years ago I started this podcast because I believed the world needed more curious, human-centered leaders. Today, on our sixth anniversary, I am bringing you one of the most important solo episodes I have ever recorded. The AI race is real. The pressure is real. And the cost most organizations are not measuring is also real. In this episode I introduce the Speed Tax: the cumulative cost an organization pays, in trust, adoption, performance, and retention, when it deploys AI at speed without the culture architecture to support it. I share the story of a small nocturnal animal in the forests of Sumatra, the data from a landmark Harvard Business Review study, a proof point from a Fortune 100 AI hardware company, and a framework that HR and people strategy leaders can use starting Monday. If you lead people through change, this one is for you. Topic bullets: The story of Kopi Luwak coffee and the Asian palm civet, and what its slow, deliberate selection process teaches us about AI deployment The Speed Tax: the cumulative cost organizations pay in trust, adoption, and retention when AI moves faster than the culture that supports it New research from Harvard Business Review, Boston Consulting Group, and the Henderson Institute on "AI brain fry," including sharply higher rates of poor decision-making and quit intent among overloaded workers The Four Pillars of Culture Architecture for AI Transformation: voice before velocity, designing for transfer, building trust architecture, and measuring what actually matters A real case study from a Fortune 100 AI hardware company, including a 15% ROI improvement from an AI coaching agent built by listening first Timestamps: 00:00 Welcome and the coffee-in-hand grounding ritual 01:44 Why this is a solo episode 03:07 Speed, quality, cost: the leadership triangle 04:49 The Honda Prologue and values-driven decisions 07:02 Kopi Luwak, the civet, and what slow selection teaches us 11:39 Introducing the Speed Tax 12:59 Symptoms: low adoption, eroding trust, transformation fatigue 14:44 The HBR/BCG "AI brain fry" study 17:25 Case study: a Fortune 100 AI hardware company 18:21 Building an AI coaching agent by listening first 20:35 The Four Pillars of Culture Architecture for AI Transformation 22:44 Two closing images: the Waymo and the Redwoods 27:15 The Speed Tax Diagnostic and the Slow Down to Win workshop LINKS AND RESOURCES The Speed Tax Diagnostic (free) Take it online, download the PDF, or use it with your team, a free three-question self-assessment to see where your organization is paying the cost of speed right now: www.bravaglobaladvisory.com/speedtax The Slow Down to Win Workshop Half-day intensive for HR and people strategy leaders. Culture Architecture framework, diagnostic debrief, 90-day action plan: www.bravaglobaladvisory.com/speedtax Research cited in this episode: Bedard, Kropp, Hsu, Karaman, Hawes, and Rosen Kellerman. "When Using AI Leads to Brain Fry." Harvard Business Review / BCG Henderson Institute. March 2026. (N=1,488 workers) Read the full Substack essay:loriadamsbrown.substack.com Connect with Lori: LinkedIn: linkedin.com/in/loriadamsbrown Brava Global Advisory: www.bravaglobaladvisory.com Subscribe, leave a review, and share this episode. Visit https://www.aworldofdifferencepodcast.com for more resources, and join us on Patreon for an exclusive bonus episode for this special 6th anniversary episode where Lori reflects on the 6 years and why coming together to listen and make a difference still matters. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to our Agile Tales as we continue our conversations with Rich Sheridan, founder, CEO, and chief storyteller at Menlo Innovations.Aside from founding and leading Menlo Innovations, Rich is also the author of the best-selling books Joy Inc. and Chief Joy Officer, which argue that joy is essential to productivity and profitability in the workplace. Rich recounts his journey from early programming success and a rapid rise to VP to feeling despondent amid chaotic, late, over-budget software delivery, which sparked a search for better ways to organize people. In this episode, Rich argues that scaling requires adaptation and that large organizations are effectively collections of smaller teams, best changed through experiments rather than mandates, citing Nationwide's adoption of Menlo-inspired practices. He explains why Menlo has remained around 50 people, noting financial constraints without investors or debt, and the need to grow responsibly without harming culture, while adding leadership and managerial processes after consecutive strong years. He contrasts “default culture,” which emerges from tolerated behaviors and often becomes complaint-driven, with “intentional culture,” reinforced through storytelling and embedded in HR practices. He critiques hero-based organizations as burnout-prone and sustained by recognition rewards, and describes changing manager behavior by replacing those rewards and breaking learned leadership patterns.00:00 Welcome to Our Agile Tales?01:40 Can Joy Scale?04:02 Growing Past Fifty07:21 Default Versus Intentional Culture08:30 Stories That Shape Culture13:28 Hero Cultures Explained17:23 Pressure Reveals Values22:28 Changing Hero Rewards26:40 Why Managers Repeat Hero-based Patterns28:06 Rich's Turning Point30:08 Closing And Next TimeAbout Rich SheridanRich Sheridan is the CEO and Chief Storyteller at Menlo Innovations and the best-selling author of Joy Inc. and Chief Joy Officer. He has spent years traveling across four continents and nearly 20 countries, helping organizations rethink not just how they work but also what it feels like to be part of them. His core message is simple: joy isn't optional—it's essential to productivity, profitability, and real team energy.Rich's ideas have been featured in Forbes, Inc., NPR, and Harvard Business Review. What sets him apart is that he's been living these principles for over 20 years at Menlo, the company he co-founded in Ann Arbor, Michigan—now known worldwide for its uniquely joyful culture.Follow Rich Sheridan at: https://www.linkedin.com/in/menloprezYou can check out Menlo Innovations' tours and workshops at: https://menloinnovations.com/tours-and-workshopsMusic: https://www.purple-planet.comVisit us at https://www.ouragiletales.com/about

Brilliant leaders turn problems into possibilities and adversity into results.Where victims surrender their power in difficult times, real leaders hold their ground and turn challenges into stepping stones. According to the Harvard Business Review, reframing problems as opportunities increases creative solutions by up to 45%. Fascinating right?The finest leaders use tough seasons as crucibles for growth, understanding that storms reveal strength, sharpen resilience, and clarify what truly matters.I love the Mexican proverb that says: “They tried to bury us; they didn't know we were seeds.” My latest book “The Wealth Money Can't Buy” is full of fresh ideas and original tools that I'm absolutely certain will cause quantum leaps in your positivity, productivity, wellness, and happiness. You can order it now by clicking here.FOLLOW ROBIN SHARMA:InstagramFacebookYouTube

Before chasing the next big skill, certification, or career move, revisit the moments when you've already succeeded—because the clues to your future may be hiding in your past. This 97% Effective Essentials episode challenges the conventional wisdom that career advancement always requires reinvention.Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comSHOW NOTES:The Misconception of “What Got You Here, Won't Get You There” and how it gets dangerously misapplied.Don't suppress or disregard past strengths, habits, sources of success – but do the opposite.TAP YOUR PAST: the counterintuitive process that helps you creatively “mine gold” that will power you forward through new challenges.How we get “stuck” at work, when our roles or situations change.Whole person coaching recognizes that clients are naturally creative and resourceful.Client example #1: Accelerating his network in his new company -- how Dan, bank director, resurrected his bold and proactive approach.Don't immediately kill off what has served you.Client example #2: Overcoming her shyness to be seen and and heard on the leadership team -- How Jasmine, finance leader, applied strategies she used when moving to a new country.Find similar situations in your past life or work to identify what helped you through them.Client example #3: Being told “you're too young – you need more years in your current role” -- How Rhonda, sales director at a tech giant, applied her sales skills to overcome her company's culture to only promote those with seniority.Apply your work expertise to better manage your career.Client example #4: From avoiding to embracing office politics -- How Keshav, VP at Light & Wonder, re-examined and reframed the problem.Get a new perspective by looking how you or your team solves similar challenges on work problems.To advance, examine and draw creative insights from your past habits, past life situations, past expertise.The 3 steps and powerful questions to “Tap Your Past.” BIO AND LINKS:Michael Wenderoth is an Executive Coach that helps executives re-examine their assumptions about power, politics, and authenticity to get promoted, become more effective at work, and break glass ceilings holding them back. Having served 20 years in senior roles with companies across the globe, and then 7 years as a professional coach, he has helped accelerated the careers of clients from diverse industries, backgrounds, and levels of seniority, helping them get ahead – without having to sell their souls in the process. Michael is the award-winning author of Get Promoted, host of the 97% Effective career acceleration podcast, and a frequent speaker and media contributor on career advancement, leadership and navigating power and politics. His work has been featured in Harvard Business Review, Forbes, Stanford Business School Executive Education and IE Business School, where he collaborates with renowned professors, coaches, executives and experts. Michael holds an MBA from Stanford and trained as an executive coach at Columbia University (3CP).Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comMichael on LinkedIn: https://www.linkedin.com/in/michaelchangwenderoth/97% Effective on Youtube! https://tinyurl.com/bdz53mc5“The client is naturally creative and resourceful” – The Columbia University 3CP Coaching model: https://www.tc.columbia.edu/coachingcertification/faq/Keshav Pitani, VP of Light & Wonder, on 97% Effective: Overcoming Your Aversion to Office Politics” https://tinyurl.com/3mjxvbwsMichael's Book, Get Promoted: https://changwenderoth.com/#tve-jump-180481ecea3Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Send us Fan MailAbout This EpisodeIn this episode, leadership strategist and bestselling author Dan Pontefract explores why age may be the most overlooked diversity dimension in the workplace. Drawing from his new book, The Future of Work is Grey, Dan challenges the outdated belief that talent has an expiration date and shares what organizations lose when they fail to value multigenerational wisdom, trust, purpose, and evolving career paths. Together, Leigh and Dan discuss the difference between stated values and lived values, the leadership choices that shape psychological safety, the impact of AI on entry-level work, and how leaders can build stronger teams across generations using Dan's “rivers, rocks, and rubies” framework. About Dan PontefractDan Pontefract is a renowned leadership strategist, award-winning author of six books, and keynote speaker with three decades of experience helping organizations and leaders improve overall performance. He has presented at four TED events and earned multiple industry awards, including Thinkers50 Radar, HR Weekly's 100 Most Influential People in HR, PeopleHum's Top 200 Thought Leaders to Follow, and Inc. Magazine's Top 100 Leadership Speakers. Dan's best-selling books include his latest bestseller, The Future of Work Is Grey, Work-Life Bloom—the 2024 Thinkers50 Best New Management Book and the Gold Medal Winner of the Axiom Business Book Awards, as well as the award-winning Lead. Care. Win. He also writes for Forbes and Harvard Business Review. Additional ResourcesWebsite: danpontefract.comNew Book: thefutureofworkisgrey.com LinkedIn: @DanPontefractSupport the show--------Stay Connected www.leighburgess.comWatch the episodes on YouTube Follow Leigh on Instagram: @theleighaburgessFollow Leigh on LinkedIn: @LeighBurgessSign up for Leigh's bold newsletter

Welcome to our Agile Tales as we continue our conversations with Rich Sheridan, founder, CEO, and chief storyteller at Menlo Innovations.Aside from founding and leading Menlo Innovations, Rich is also the author of the best-selling books Joy Inc. and Chief Joy Officer, which argue that joy is essential to productivity and profitability in the workplace. Rich recounts his journey from early programming success and a rapid rise to VP to feeling despondent amid chaotic, late, over-budget software delivery, which sparked a search for better ways to organize people. In this episode, Rich clarifies that “bench” engineers rotate systematically among internal and client work, and that bugs are handled as regular story cards scheduled by clients rather than as a separate firefighting function; he attributes Menlo's record of only two software emergencies in 23 years to pairing, frequent pair rotation, test-driven design, and fast feedback. He contrasts this with demoralizing bug triage cultures and “tower of knowledge” single points of failure, describing how pairing reduces risk and avoids trapping experts. On the client side, Menlo offers flexible, discounted contracts while committing to never stopping a project (keeping at least one pair assigned) and allowing customers to switch to full-rate priority if needed. More importantly, Rich defines joy as delighting end users by involving them directly and measuring joy through weekly show-and-tell feedback, and he argues these disciplines can scale, citing Menlo's training of 400 staff at Nationwide Financial and influence on a 10,000-person IT organization.00:00 Welcom to Our Agile Tales01:41 No Bench Engineers02:55 Bugs and Broken Systems04:46 Demoralizing Bug Culture06:50 Flexible Deadlines Explained09:20 Pairing as Secret Sauce10:11 Towers of Knowledge Risk13:00 Defining Joy at Menlo14:47 Programmers Want Impact17:47 Measuring Joy Weekly Feedback22:39 Engineers Talking to Users23:24 Freedom Through Discipline25:24 Scaling to Big Orgs28:17 Closing and Next EpisodeAbout Rich SheridanRich Sheridan is the CEO and Chief Storyteller at Menlo Innovations and the best-selling author of Joy Inc. and Chief Joy Officer. He has spent years traveling across four continents and nearly 20 countries, helping organizations rethink not just how they work but also what it feels like to be part of them. His core message is simple: joy isn't optional—it's essential to productivity, profitability, and real team energy.Rich's ideas have been featured in Forbes, Inc., NPR, and Harvard Business Review. What sets him apart is that he's been living these principles for over 20 years at Menlo, the company he co-founded in Ann Arbor, Michigan—now known worldwide for its uniquely joyful culture.Follow Rich Sheridan at: https://www.linkedin.com/in/menloprezYou can check out Menlo Innovations' tours and workshops at: https://menloinnovations.com/tours-and-workshopsMusic: https://www.purple-planet.comVisit us at https://www.ouragiletales.com/about

Every day, roughly 100 Americans die in crashes caused by human drivers. Yet when a self-driving car hesitates at an intersection or makes the news for an unusual mistake, public trust can evaporate.In this special episode, Dr. Jonathan Slotkin reads his latest Noema essay exploring why we demand perfection from machines while accepting human error as inevitable. Drawing on lessons from medicine, psychology, and autonomous vehicles, he argues that the biggest barrier to safer technology is trust.You'll learn:Why humans judge machine mistakes differently than human mistakesWhat healthcare learned about the difference between being safe and feeling safeWhy autonomous vehicles may already be far safer than human driversHow public perception can slow the adoption of life-saving technologyWhat every AI company should learn about transparency and trust —About our guest:Dr. Jonathan Slotkin is Chief Medical Officer for Strategy & Growth at Geisinger, where he drives growth at the intersection of care delivery, insurance, and digital transformation. A practicing neurosurgeon, he previously served as Geisinger's associate chief medical informatics officer.Jon's current research and writing examine safety, trust, and adoption of autonomous systems in public life. His New York Times guest essay on self-driving car safety was entered into the Congressional Record. His writing regularly appears in Harvard Business Review, STAT, and Noema Magazine. He has authored more than 70 peer-reviewed scientific publications.Previously, as co-founder and chief medical officer of Contigo Health, he partnered with the nation's largest employers to reimagine care for their associates. He co-founded Scrub Capital, a clinician-powered venture capital firm, where he serves as a Partner. He completed neurosurgery residency at The Brigham and Women's Hospital, Harvard Medical School, where he served as chief resident.—This piece was commissioned, edited, and published by Noema Magazine. Noema publishes longform journalism exploring fresh ideas. To read this piece and others, head to noemamag.com.—

The Enlightened Family Business Podcast Ep. 165: Rethinking Succession in Family Business with Josh Baron   In this episode of the Enlightened Family Business Podcast, host Chris Yonker sits down with Josh Baron — Harvard Business School faculty member, co-founder of Banyan Global, and co-author of multiple Harvard Business Review works on family enterprise — for a rich, deeply practical conversation on the topic that never gets old: succession. Josh has spent 20 years advising family businesses and teaching at Columbia and Harvard, and what he keeps finding is that families don't fail at succession because they chose the wrong person. They fail because they never built the right process. Together Chris and Josh explore why a family business CEO who's been in the seat for 30 years is not facing a job change — they're facing an identity crisis; why the how of succession is more important than the what; the critical difference between conquerors and rulers and why the next generation doesn't need to look like the founder to be the right fit; how to use the arc of succession — assets, roles, and capabilities — as a planning framework; what happens when the founding generation leaves and the next generation discovers they have no one to resolve their disputes; and why working backwards from the far future is one of the most effective tools for getting a reluctant founder to engage. They also dig into the four ownership models used by successful multi-generational family businesses and why the question isn't just who should run the business — it's whether the family should have a business at all. Episode Chapters ·       3:56   Meet Josh Baron ·       5:13   From Bain to Banyan: How Josh Found His Way Into Family Business ·       8:00   Why Succession Is an Evergreen Problem — and Always Will Be ·       10:12  What the Rising Generation Is Really Feeling ·       13:12  Why G1 and G2 Struggle to See Each Other Clearly ·       15:39  When Is the Right Time to Start Succession Planning? ·       16:05  The Arc of Succession: Assets, Roles, and Capabilities ·       20:48  Succession Is a Process, Not an Event ·       22:11  The Danger of the One-Winner Moment ·       24:33  Why Every Generation Needs a Different Kind of Leader ·       27:50  How to Help a Founder Embrace What Got Us Here Won't Get Us There ·       30:00  Grafting: How the Next Gen Should Introduce New Ideas ·       31:30  Working Backwards: The Most Effective Tool for Reluctant Founders ·       35:35  What Happens When the Founder Leaves and the Glue Disappears ·       38:00  Should We Even Have a Family Business? The Question Nobody Asks ·       40:19  The Four Ownership Models and When Each One Works ·       46:09  The How Is Greater Than the What ·       49:06  When to Get Outside Help — and Why You Always Need It ·       53:31  Resources and Farewell   Websites ·       hbs.edu (search Josh Baron) ·       banyanglobal.com ·       chrisyonker.com   Book & Articles ·       The Founder's Final Act — Harvard Business Review, September–October 2025 ·       Search "Josh Baron HBS" for the full catalog of published work   About Josh Baron Josh Baron is a Senior Lecturer at Harvard Business School, coauthor of the Harvard Business Review Family Business Handbook, and a cofounder of BanyanGlobal Family Business Advisors.

Send us Fan MailVasant Dhar teaches data science at NYU's Stern School of Business and has spent more than 45 years at the frontier of artificial intelligence. He brought machine learning to Wall Street in the 1990s and founded SCT Capital Management, one of the first machine learning based hedge funds.He hosts the Brave New World podcast, downloaded more than a million times, where he has interviewed Nobel laureates, technologists, and global thinkers on the implications of AI. His work has appeared in The New York Times, The Wall Street Journal, Financial Times, Wired, and MIT Technology Review. His latest book, Thinking with Machines, traces AI from its origins to the present.For more than forty years, Vasant has built systems that sat right on the edge of human trust. People had to decide whether to rely on them or walk away.In this episode, he makes a stark claim: AI will not just change how we work; it will sort us into two groups. One uses it to extend their judgment. The other slowly hands that judgment over. The gap comes down to habits you are forming today, not some distant future.In this conversation, we discuss:Why trusting AI comes down to just two variables, and the simple test Vasant has applied since his Harvard Business Review piece a decade agoThe bifurcation Vasant believes AI is about to create, splitting humanity into two groups, and which side you do not want to be onWhat tennis great Roger Federer's win rate reveals about succeeding with algorithms, and the counterintuitive math behind every winning edge Why the edge returns to humans the moment everyone runs the same algorithms, and what only people can do in situations no system has seen The one word in the title Thinking with Machines that Vasant says matters most, and what it asks of how we work alongside AIThe areas of life where Vasant argues we may need to restrict AI entirely, and the legal framework we already have to govern itExplore the Conversation 00:00 Intro & AI Fun Fact: Trustworthy AI from Principles to Practice04:13 Meet Vasant Dhar: From the Internist System to Machine Learning on Wall Street07:10 The Origins of Thinking with Machines: The Biggest Surprise in 45 Years of AI09:33 Written for Everyone: AI's Accelerating Pace and the Call to Get Engaged11:23 When to Trust an Algorithm: The Green Zone and the Human Edge20:24 The Bifurcation of Humanity: Superhuman Amplification or Cognitive Decline24:52 The Four Eras of Machine Intelligence: From Specification to General Intelligence29:22 The Ethics of AI Agency: Where Machines Need Limits and Obligations34:14 Who Governs AI: Tort Law, Liability, and Emerging Legal Precedent37:44 AI in 2036: Multisensory Machines and the Integration of the Senses40:33 Teaching Machines to Smell: AI, Olfaction, and Disease Detection43:35 Where to Find Thinking with Machines and Connect with Vasant Dhar Resources:Subscribe to the AI & The Future of Work NewsletterConnect with Vasant on LinkedInAI fun fact articleOn the decision sprint process with Atif Rafiq, CEO & Bestselling Author

"Did someone drop the ball?" is the wrong question when an escalation slips through the cracks. The right question: "Did we design a system where the ball could be seen at all?" @StacieBairdHX on how automating the routine tickets erodes the instinct to spot the non-routine ones — HX Podcast Episode 2 out now.   Key data points: Klarna cut "hundreds" of support roles for AI, saw quality decline, began rehiring1 CEO admitted "prioritizing cost over experience"1 Salesforce cut support from ~9,000 to ~5,0002 CEO said AI handles about half of cases, meaning humans still do the other half2 Gartner projects 50% of companies that cut support for AI will rehire by 20273 Visier analysis of 2.4M workers: highest boomerang rate since 2018 (Visier, 2026)4 Footnotes Orgvue Survey, 2025 ↩ ↩2 ↩3 ↩4 Forrester Research, Predictions 2026: The Future of Work ↩ ↩2 ↩3 Robert Half Survey, 2026 (via CNBC) ↩ ↩2 Careerminds Survey of 600 HR Professionals, 2026 ↩ ↩2 Harvard Business Review, Executive Survey, 2025 ↩ Challenger, Gray & Christmas, Inc. AI-Attributed Layoffs, 2026 ↩ Stacie For more episodes, visit StacieBaird.com.

This episode, we talk about the difference between busy work and deep work and how understanding that difference and navigating it successfully leads to a better you as a creator, and as a business owner. We talk about what goes into understanding busy work versus deep work. We run it through the lenses of the show: your voice, your workflows, and your confidence. At the end, there's a challenge on how to keep yourself on track and growing as a creator with a simple exercise. Creator business growth doesn't stall from lack of effort. It stalls because busywork and real progress feel exactly the same from the inside. This episode opens with three hours lost to a script that wouldn't come together, and the question that followed: is reworking the process real work, or avoidance? From there, Shawn defines busywork and deep work in concrete terms, collapses the productivity checklist into one question (is this moving a meaningful goal forward in your business?), and names the four inputs that build your awareness: your tells, your definition of excellent, your confidence, and your previous experience. The specifics covered: the four questions hiding inside one, what work looks like with you in the process versus without you, the client who took courses for three years instead of launching (and what her launch finally taught her), the lesson from Apple about fixing friction instead of accepting it, why 85% accuracy beats 80% at AI scale (one degree off, over a long enough line, lands you somewhere else entirely), the Thor: Ragnarok magic cup that never empties, and the Harvard Business Review and Stanford finding on AI "workslop." It ends on the episode's real turn: the better input is you, knowing when an impulse to change is a signal and when it's a distraction. If you've ever ended a busy week with nothing meaningful shipped, taken one more course before launching, or wondered whether tinkering with your process is progress or hiding, this one is about your week. That's the creator-led business growth problem: the tools and processes are the same for everyone; the input isn't. → Make your AI sound like you, not like everyone else's AI. Free 30-minute setup: shawnbuttner.com/voiceprint → The written version is in my newsletter, The Output: shawnbuttner.com/joinus Input/Output is the creator system for experts: people who built a track record in another career and are now turning that into a creator business. Hosted by Shawn Buttner, certified high performance coach. The premise is simple. You are the ultimate input into your creator system. Get yourself clear, and the tools, team, and content follow. This episode is about creator business growth and the creator-led business growth that comes from knowing your own tells. Chapters 00:00 - Busywork and progress feel the same: the three-hour script spiral 02:38 - The difference: intention plus knowing your tells 02:50 - Input: busywork vs. deep work, defined 09:19 - Signal: the work with you in it, and without you 21:24 - Output: the better creator, the AI busywork trap, and the better input 25:50 - Voiceprint: get clear on what you want as a creator 26:32 - Recap: judge the week by intention and direction 27:29 - Challenge of the week: your five next best moves 28:26 - Wrap-up

DJ DiDonna makes the case for why taking more extended time off helps professionals get further in their careers–and shares tricks for actually snagging that time. — YOU'LL LEARN — 1) How to convince your boss to let you take a sabbatical 2) How sabbaticals act as “regret insurance”3) How to plan a truly fulfilling sabbaticalSubscribe or visit AwesomeAtYourJob.com/ep1169 for clickable versions of the links below. — ABOUT DJ — DJ DiDonna is a senior lecturer of business administration at Harvard Business School, where he teaches MBA courses on entrepreneurship and building meaningful professional and personal lives. He has spent his career translating social science research into real-world tools for positive change. In 2019, DiDonna founded The Sabbatical Project to define, explore, and research the role of sabbaticals in modern life. He has helped organizations around the world—from nonprofits to Fortune 50 companies—design and implement sabbatical policies.His work has been featured in The Atlantic, Harvard Business Review, Time, Fast Company, The Wall Street Journal, and The New York Times. Previously, DiDonna cofounded EFL Global, a fintech company that enabled more than $2 billion in capital to underbanked businesses and individuals across twenty countries before its acquisition in 2018. DiDonna earned his MBA from Harvard Business School. On his sabbatical, DiDonna walked nine hundred miles on pilgrimage in Shikoku, Japan, helped lead the Wilson Sheehan Lab for Economic Opportunities at his undergraduate alma mater, Notre Dame, and unskillfully remodeled his kitchen. Outside work, you can find him plotting how to be in the Big Outdoors.• Book: Big Time Off: The Transformative Power of Sabbaticals and How to Take One by DJ DiDonna• LinkedIn: DJ DiDonna• Website: TheSabbaticalProject.org• Website: djdidonna.com— RESOURCES MENTIONED IN THE SHOW — • Tool: Voice Dream Reader• Book: The Three-Body Problem (The Three-Body Problem Series, 1) by Cixin Liu• Book: Working Identity: Unconventional Strategies for Reinventing Your Career by Herminia Ibarra— THANK YOU SPONSORS! — • Shopify. Sign up for your free trial at Shopify.com/awesomepod• Monarch. Get 50% off your first year with code AWESOME at Monarch.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Carl Jung called it “an acausal connecting principle” — but for Dan Ross, a Jungian analyst working in hospice care, synchronicity isn’t just theoretical. In this episode, Dan reveals what thirty years of end-of-life work taught him about Jung’s most misappropriated theory, its roots in Jung’s relationship with physicist Wolfgang Pauli, and why studying synchronicity seems to produce more of it. This episode is rich with poignant examples blended that will leave you thinking differently about how synchronicity works in your own life. Daniel Ross, RN, PMHNP, MSN, MBA has been a nurse for 40 years and in hospice for over 30. As a Psychiatric Mental Health Nurse Practitioner, he brings both a medical and psychiatric experience to the field of end-of-life care. He is a Jungian Analyst at the C. G. Jung Institute of Chicago where he has been Director of Training in the Analyst Training Program and Co-Director of the Jungian Psychotherapy Program and Jungian Studies Program. Dan works in the field of Hospice and Palliative Care and is in private practice as a psychotherapist in Chicago. Patricia Martin, MFA, is the host of Jung in the World. A noted cultural analyst, she applies Jungian theory to her work as a researcher and writer. Author of three books, her work has been featured in the New York Times, Harvard Business Review, Huffington Post, and USA Today. She holds an MFA in writing and literature from Bennington College and an MA in cultural studies at the University College, Dublin (honors). In 2018, she completed the Jungian Studies Program at the C. G. Jung Institute Chicago where she is a professional affiliate. A scholar in residence at the Chicago Public Library, for the last decade she's been studying the digital culture and its impact on the individuation process. Patricia travels the world giving talks and workshops based on her findings and has a private consulting practice in Chicago. Be informed of new programs and content by joining our mailing list! Support this free podcast by making a donation, becoming a member of the Institute, or making a purchase in our online store! Your support enables us to provide free and low-cost educational resources to all. This podcast is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License. You may share it, but please do not change it, sell it, or transcribe it.Executive Producer: Ben LawHosts: Patricia Martin, Judith Cooper, Daniel Ross, Adina Davidson, and Raisa Cabrera2025-2026 Season Intern: Zoe KalawMusic: Peter Demuth

How do you hold employees to high standards of performance while being a supportive leader? The answer is walking the accountability tightrope.In this episode of Boss Better Now, Joe Mull continues a special series adapted directly from his live leadership workshops on accountability in leadership. Listen in as he explains why driving results without adequate support kills team morale, undermines employee motivation, and exactly what you need to do to fix it.Many managers fall into an enforcer mindset where they expect immediate performance with minimal ramp up. Joe shares how these leaders often focus entirely on outcomes and ignore the journey required to get there. He details exactly how to shift away from a harsh management style where people end up feeling incompetent, and instead provide the meaningful support necessary for real employee performance management and leadership development.What to Expect in This Episode:The Accountability Tightrope: Joe continues the series focused on balancing high standards with supportive relationships.Recognizing the Enforcer Mindset at Work: What happens when impatient expectations meet an over-reliance on employee self-sufficiency.Why High Accountability Without Support Fails: The real costs of leaving employees to figure things out alone, resulting in fear, low energy, and a lack of creativity. This is also one of the fastest ways to damage workplace culture and hurt employee retention.The Problem with Fully Formed Expectations: Why expecting employees to walk through the door completely knowledgeable sets everyone up for failure.How to Build an On-Ramp for Success: Steps to use collaborative language and stand alongside your team to troubleshoot problems. This is the kind of practical manager training that actually changes behavior.Moving Beyond Pass or Fail Feedback: How to use performance feedback to praise progress and effort, normalize struggles, and build the psychological safety employees need to learn and grow.The Open Door Policy Trap: Why relying on an open door policy transfers responsibility to employees and fails to account for real workplace power dynamics.Shifting to a Go and Ask Mentality: How getting up from your desk to do rounding creates the specific conditions your team needs to thrive, and why this habit is central to lasting employee engagement and leadership coaching that actually sticks. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #leadership #management #toxicworkculture #teambuilding #workplaceculture #conflictmanagement #employeeengagement #motivation Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession For more information visit joemull.com. Timestamps 0:00 The Leadership "Open Door Policy" Trap 0:18 The Accountability Tightrope Summer Series 1:33 Are You an "Enforcer" Boss? 2:22 Defining the Enforcer Mindset in Leadership 3:46 The Danger of Accountability Without Support 4:15 How to Add Meaningful Employee Support 5:13 Collaborative Language for Better Leadership 6:22 How an Open Door Policy Can Fail Your Team 7:34 Shifting to a "Go and Ask" Management Strategy

Jaime welcomes Megan W. Gerhardt, a professor of management and leadership at Miami University. The conversation centers on challenging the stereotypes that often define our understanding of different generations in the workplace. Guest Name: Megan W. Gerhardt, Professor of Management and Leadership at Miami University's Farmer School of Business Guest Social: https://www.linkedin.com/in/megangerhardt/ Guest Bio: Megan W. Gerhardt, Ph.D., is a Professor of Management and Leadership at Miami University's Farmer School of Business. In addition to her academic work, she consults and speaks with leading organizations worldwide on leveraging generational differences in the workplace and is the author of Gentelligence: A Revolutionary Approach to Leading an Intergenerational Workforce.Her Gentelligence framework was featured as Harvard Business Review's Big Idea in March 2022 and selected for Harvard Business Review's Top 10 Must Reads for 2024. As the founder of gentelligence.org, all of Dr. Gerhardt's work focuses on harnessing individual differences to drive impact and exceptional performance. - - - -Connect With Our Host:Jaime Hunthttps://www.linkedin.com/in/jaimehunt/https://twitter.com/JaimeHuntIMCAbout The Enrollify Podcast Network:Confessions of a Higher Ed CMO is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Enrollify is made possible by Element451 — The AI Workforce Platform for Higher Ed. Learn more at element451.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Your website can rank on Google and still be completely invisible to the increasingly judgmental robot deciding which companies deserve to exist in an AI-generated answer. In ROI Podcast® episode 512, Law Smith and Eric Readinger explain how businesses can improve their visibility in AI search, Google AI Overviews, ChatGPT, and other LLM-driven research tools. The practical answer is not "add AI to the strategy deck" and charge the client another $4,000. Law breaks down why businesses need answer-first content built around actual buyer questions. He explains how schema markup, structured FAQs, search intent, and clear service explanations help machines understand what a company does and when it should appear in an AI-generated response. Eric and Law also discuss why changing an established business name or domain can become a technical migraine, why unaccepted calendar invitations should be treated as a warning from the universe, and how companies can stop writing website copy that sounds impressive while communicating absolutely nothing. Because this is a host-only episode, the business discussion is surrounded by the usual ROI Podcast® educational curriculum: awkward comedian encounters, bad AirPod audio, compulsory TikTok dancing, China's population math, Patreon procrastination, run-club purgatory, captain hats, artificial intelligence, and ley lines beneath ancient structures. Basically, Harvard Business Review after somebody slips something into the Keurig. Listen if you are a founder, marketer, consultant, SEO professional, agency owner, content strategist, or small business operator trying to make your website understandable to both prospective customers and the machines now helping them make buying decisions. Topics include AI search optimization, generative engine optimization, LLM SEO, Google AI Overviews, schema markup, FAQ schema, structured data, search intent, content marketing, website rebranding, domain authority, small business marketing, podcast monetization, entrepreneurship, and business comedy. ROI Podcast® is hosted by: Law Smith @LawSmithWorks LawSmithWorks.com Eric Readinger @EricReadinger Powered by Tocobaga SolvingHow.com Tocoba.ga

Ludmila Praslova: The Canary Code Ludmila Praslova is a Professor of Industrial-Organizational Psychology at Vanguard University of Southern California and regularly writes for Harvard Business Review, Fast Company, Psychology Today, and Forbes. She's the recipient of the 2025 Talent Award from Thinker50 and has been named a LinkedIn Top Voice. She is the author of The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work (Amazon, Bookshop)*. We've all seen career paths that sound like this: analyst 1, analyst 2, senior analyst, lead analyst, manager of analysts, etc. Those paths to leadership work for some people, but they don't work for others. In this conversation, Ludmila and I explore how to create leadership paths that work for everyone. Key Points Canaries were used in coal mines because they were more sensitive to early indicators of problems – in a way that helped everyone. The same is often true for neurodivergent leaders in organizations. The “ideal leader” is a myth. If we are honest, no individual fits the ideal profile. Having different paths to leadership makes more sense in a complex world. Many of the best leaders are specialists in something. Instead of looking for “culture fit,” challenge yourself and your organization to do a “culture add.” Neurodiverse leaders can be less susceptible to bias and have higher levels of divergent thinking – huge benefits strengths for many organizations. In addition to people management, consider paths for leadership that focus strength and skill on system and process, strategy, expertise, though leadership, global leadership, and creative ideation. Making the workplace more accessible and equitable for one population almost always makes it better for everyone. Resources Mentioned The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work by Ludmilla Praslova (Amazon, Bookshop)* Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Mindset Leaders Need to Address Burnout, with Christina Maslach (episode 608) The Neurodiversity Edge in Organizations, with Maureen Dunne (episode 694) How to Motivate Younger Employees, with David Yeager (episode 775) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

What allows some CFOs to lead with influence while others never move beyond the numbers? Today's CFOs are expected to do much more than oversee financial performance. They must build trust, influence executive decisions, communicate with empathy, and help shape company strategy. In this episode, leadership expert and former CFO Dr. Emilia Bunea shares why technical expertise alone isn't enough and explains the mindset and behaviors that help CFOs lead executive teams, boards, and entire organizations more effectively. By listening to this episode, you'll learn how to: Discover why relationship building and influence have become essential skills as CFOs lead beyond traditional finance responsibilities. Learn practical techniques for communicating strategic recommendations in ways that earn buy-in from CEOs, boards, and executive teams. Understand the leadership habits that prepare finance executives to become trusted business leaders and future CEOs. Listen now to learn how CFOs lead with influence, strategic thinking, and emotional intelligence to create stronger organizations and position themselves for greater leadership opportunities. Check out: 05:10 | Why CFOs Lead Through Relationships, Not Just Numbers Dr. Emilia Bunea explains the difference between an accounting leader and a true CFO, revealing why relationship management and influence are what separate finance executives from strategic leaders. 14:35 | Influence Is More Powerful Than Logic Learn why even the strongest financial arguments can fail without emotional engagement, and how CFOs can present ideas that inspire action instead of resistance. 31:10 | Preparing CFOs to Become CEOs Hear the leadership qualities boards look for when evaluating CFOs for the CEO role, including strategic thinking, executive presence, and building trust outside the finance function. About Emilia Bunea Dr. Emilia Bunea, CFA, is a leadership lecturer at VU University Amsterdam and co-founder and CEO of Ed.movie, a California-based edutainment company. She served in CFO and CEO roles at large financial corporations, most recently as CEO of MetLife Romania, and previously as CFO of ING Insurance Europe, and currently serves on the board of directors of an asset management company.  Dr. Bunea received her Ph.D. in Management from VU Amsterdam, her MBA from the University of Washington, and is a CFA charterholder. She delivers lectures and keynotes on leadership at business schools, companies, and events around the world. Her research was published in Human Resource Management Review, Corporate Governance - An International Review, Frontiers in Psychology, Academy of Management Proceedings, and shared through outlets such as Harvard Business Review and Le Monde.  Emilia Bunea is the producer and co-writer of Crossroads Life, the world's first "cinematic management case"—a groundbreaking teaching tool that combines the rigor of the case study method with the storytelling power of film. Based on the real-life leadership journey of a CFO, the film has won multiple international awards (IMDb link). Each chapter of her book, Leadership for the CFO, includes curated film scenes that bring its concepts to life.  

A epidemia de solidão virou oportunidade de mercado. O diretor de tecnologia da Amazon, Werner Vogels, aposta que a solução pra solidão que atinge uma em cada seis pessoas no mundo é um amigo de inteligência artificial. Os apps de companhia por IA cresceram setecentos por cento entre 2022 e meados de 2025, e companhia e terapia já são os dois maiores motivos pra usar IA, segundo a Harvard Business Review. Bruno Natal recupera a reportagem do New York Times que ligou tecnologia e solidão, lembra a epidemia declarada pelo então cirurgião-geral Vivek Murthy e confronta o discurso da indústria com a pesquisa da própria OpenAI e do MIT Media Lab, que analisou quase quarenta milhões de conversas e descobriu que os usuários mais pesados de ChatGPT são os mais solitários e emocionalmente dependentes. O remédio pode estar aprofundando a doença. Apresentado por Bruno Natal.--Assine a newsletter O Futuro Explicado: https://resumido.substack.com/subscribe Faça sua assinatura: https://resumido.cc/assinatura Loja RESUMIDO: https://www.studiogeek.com.br/resumido Ouça mais: https://resumido.cco.cc

He was terminated twice. He filed for divorce. He gained 60 pounds and drank on the highs AND the lows. Then May 5, 2018, he walked out of an AA meeting and hasn't touched alcohol since.   Nick Jonsson is a licensed specialized counselor, best-selling author of Executive Loneliness (the book coined a term that now has its own dedicated Wikipedia page), leads one of Asia's largest networks of senior executives, is a TEDx speaker on sleep, and an Ironman triathlete who splits time between Sweden and Asia. He's also the father of a 17-year-old son and a working husband.   In this conversation, Nick and Ted go deep on the drift that destroys high-performing men — the anxious-overachiever wound that made them successful in the first place, the 68% of executives who have nobody to confide in (per Harvard Business Review), the corporate stigma that keeps men silent even when they know better, the KLM Tenerife disaster that shows what fear of speaking up actually costs, and Nick's 5-Step framework from Executive Loneliness for the man ready to come back.   Plus the through-line Nick applies to triathlon, executive coaching, marriage, sleep, and time — the "principles that work in this work in all areas of life" reframe that turned a mediocre triathlete into an Ironman PR-setter and a man 60 pounds lighter with 30 years of marriage ahead of him.   If you're a high-performing man between 25 and 55 with more contacts than you have people to actually call — this one's for you.   Key insights from this episode: The anxious-overachiever wound that made you successful (and why healing it doesn't kill your edge) Why 68% of senior executives have nobody to confide in — and why 84% won't even tell HR Multiple purposes, not one — the "keep steady in the middle" reframe from 12-step recovery The KLM Tenerife disaster — what fear of speaking up actually costs Nick's 5-Step framework from Executive Loneliness Take Stock. Who Can You Talk To. Get Healthy. (Plus what comes next.) Sober since May 5, 2018 — the exposure sequence that changed everything Sleep half an hour more, break your Ironman PR (Nick's TEDx origin) Removing the TV from the bedroom — and other things Nick surrendered Own your shit — Nick's final answer, the biggest transformation of his life   Chapters: 00:00 The confession — terminated twice, 60 pounds, drinking on emotions  01:00 Welcome brother — Ted's intro  01:26 What keeps high-performing men isolated?  02:06 The anxious-overachiever wound  03:04 The wound that made you successful (and the fear of healing it)  05:44 Multiple purposes vs. one why  07:20 Keep steady in the middle  08:35 The Harvard 68% stat  09:58 Nick's own survey (30% / 75% / 84%)  11:00 If you break a leg you see a doctor. If you break your emotions, you hide.  11:43 Therapy as maintenance, not crisis  13:21 Stigma, the corporate ladder, and resilience  15:22 Real-world consequences of vulnerability  18:10 The KLM Tenerife disaster  20:19 Chernobyl, night shift, and mistakes made from silence  22:13 Step 1 — Take Stock  23:31 Step 2 — Who Can You Talk To  25:19 The May 5, 2018 exposure sequence (wife, doctor, friend)  27:00 The tribe found — the urge lifted  27:49 The primal fear of rejection 29:14 The three people you'd call at 2 a.m.  30:30 Build safe spaces in the good times  31:32 Being discerning with who you offload to  32:56 The through-line — from recovery to triathlon  34:23 Applying the same principles to everything  35:00 Signing up for a triathlon tribe (coach, cycling club, swim academy, running club)  36:14 The sleep experiment — 30 days of half an hour more  37:00 The TEDx that came from sleeping more  37:34 Ted on the sleep struggle  39:48 Discipline, accountability, and "just keep going"  41:19 The Ironman as a mini-life  41:50 Ted on Hyrox  44:06 How Nick manages time (paid to remove the bedroom TV)  44:45 Say a lot of no. Hit many birds with one stone.  45:30 Cycling with his 17-year-old son  47:09 Where to find Nick and Executive Loneliness  48:36 Own your shit — the biggest transformation  49:53 Outro and Ted's recap

When "the AI can do 80% of the work" turns into "why are decisions taking longer six months later," you're caught in The AI Headcount Trap. @StacieBairdHX unpacks the 55% regret rate, the 101,000 layoffs, and the question every CEO needs to be asking on HX Podcast Episode 1.   Key data points: 39% of business leaders made employees redundant due to AI (Orgvue, 2025)1 Of that group, 55% later said the decision was wrong (Orgvue, 2025)1 55% of employers regret AI-driven layoffs (Forrester Research, 2026)2 32% of US hiring managers cut roles for AI, then rehired for the same position (Robert Half, 2026)3 52% of companies that cut for AI were rehiring within 6 months (Careerminds, 2026)4 600+ executives admitted most AI-driven layoffs were for future capability, not current performance (Harvard Business Review, 2025)5 101,743 layoffs attributed to AI, Jan-Jun 2026 (Challenger, Gray & Christmas, 2026)6 Footnotes Orgvue Survey, 2025 ↩ ↩2 ↩3 ↩4 Forrester Research, Predictions 2026: The Future of Work ↩ ↩2 ↩3 Robert Half Survey, 2026 (via CNBC) ↩ ↩2 Careerminds Survey of 600 HR Professionals, 2026 ↩ ↩2 Harvard Business Review, Executive Survey, 2025 ↩ Challenger, Gray & Christmas, Inc. AI-Attributed Layoffs, 2026 ↩ Stacie For more episodes, visit StacieBaird.com.

Most professionals focus almost exclusively on performance—and then wonder why someone else gets promoted. This 97% Effective Essentials episode introduces a simple framework that fundamentally changes how you see and approach career success.Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comSHOW NOTES:Performance and PIEThink about yourself as a productDoes this mean I should stop doing great work?Why organizations are different than school and many sports3 “sad but true” research findings that reveal who gets credit, and who gets pickedInsight on perception from photographer Richard Waine: “You're professional headshot is not about you.”Flip the script: how do others see you?“I” = ImageThe definition of brand and a quick exercise to uncover your brandA warning from executive coach Anne Marie Segal about typecasting – and the leap you need to makeHow are you showing up?“E” = Exposure, which can come in many waysHow award-winning speaker Alex Tremble did two things to catapult his early rise in the Federal GovernmentExposure in a remote worldDo you need to make radical shifts?If you don't manage your Image and Exposure, what's likely to happen BIO AND LINKS:Michael Wenderoth is an Executive Coach that helps executives re-examine their assumptions about power, politics, and authenticity to get promoted, become more effective at work, and break glass ceilings holding them back. Having served 20 years in senior roles with companies across the globe, and then 7 years as a professional coach, he has helped accelerated the careers of clients from diverse industries, backgrounds, and levels of seniority, helping them get ahead – without having to sell their souls in the process. Michael is the award-winning author of Get Promoted, host of the 97% Effective career acceleration podcast, and a frequent speaker and media contributor on career advancement, leadership and navigating power and politics. His work has been featured in Harvard Business Review, Forbes, Stanford Business School Executive Education and IE Business School, where he collaborates with renowned professors, coaches, executives and experts. Michael holds an MBA from Stanford and trained as an executive coach at Columbia University (3CP). Michael's Book, Get Promoted: https://tinyurl.com/453txk74Michael on LinkedIn: https://www.linkedin.com/in/michaelchangwenderoth/Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comResearch cited: See Chapter Chapter 5 (“What the Evidence Really Says” in Get Promoted: https://tinyurl.com/453txk74Richard Waine on what professional headshot is really about: https://tinyurl.com/2wcmamkwAnne Marie Segal on how to avoid being “typecast”: https://tinyurl.com/39myjfzsAlex Tremble on visibility in the corridors of power: https://tinyurl.com/4paf4evjGet Promoted named Winner (Business-Careers) and Finalist (Business-General), 2023 International Book Awards: https://www.internationalbookawards.com/2023pressrelease.htmlAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Brad Power spent years advising major corporations on systems design, process engineering, and decision making before lymphoma shoved him into the patient side of American healthcare. Instead of accepting the experience at face value, he started reverse engineering the machinery around cancer itself. Brad is the founder of Cancer Patient Lab and Open Cancer AI, two projects built around a blunt reality most patients discover too late: the healthcare system rewards people who know how to navigate it. Everyone else risks getting steamrolled by information asymmetry, insurance barriers, administrative friction, and institutional incentives designed around efficiency instead of human survival.The conversation starts with Harvard Business Review and Tumblr blogs before moving directly into the darker architecture underneath modern cancer care. Power explains how hospitals optimize for throughput, how insurance companies reward operational consistency over personalized medicine, and why many patients quietly end up needing a crash course in oncology, reimbursement policy, and behavioral psychology while fighting for their lives.The discussion digs into CAR-T therapy, functional testing, AI assisted decision support, and the growing collision between personalized medicine and standardized care pathways. Power argues that engaged patients often get better outcomes because they learn how to push for off guideline treatments, contest denials, and ask smarter questions. The counterpoint lands hard: patients should never have needed to become experts in the first place.The episode also explores the cultural consequences of AI entering cancer care. OpenAI advertising, data privacy, trust erosion, pharmaceutical influence, and “agentic AI” all collide inside a healthcare economy already drowning in distrust. Power sees artificial intelligence as a force multiplier for patient literacy and access. The larger system still decides who gets approved, who gets delayed, and who gets left behind.By the end, the conversation lands exactly where modern healthcare keeps forcing people to land: survival increasingly depends on learning how the machine works before the machine works on you.RELATED LINKSBrad PowerCancer Patient LabOpen Cancer AIHarvard Business ReviewResearch to the PeopleCAR T Cell TherapyFEEDBACKLike this episode? Rate and review Out of Patients on your favorite podcast platform. For guest suggestions or sponsorship email podcasts@matthewzachary.comSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Sometimes saving the planet can feel like a massive, exhausting guilt trip. In this episode, Debbie sits down with University of British Columbia professors Elizabeth Dunn and Jiaying Zhao to talk about their book, Leave the Lights On: How Joyful Decisions Can Save Our Species. Their main point is about the whole "you must be perfect" climate messaging is totally backfiring, and focusing on joyful, high-impact changes is actually what keeps people motivated. Jiaying breaks down a massive 63-country study showing how scare tactics just make people want to shut down, and the duo debunks some common eco-myths.It turns out that obsessing over turning off the lights or choosing the perfect reusable bag doesn't move the needle much. Instead, they shout out smarter, high-leverage moves like treating beef and lamb as occasional splurges, eating more plants, and traveling lighter. They also get into how to influence the people around you by making sustainable choices easy, attractive, and non-political, proving that individual habits and big systemic changes (like voting) both matter.Listen and Learn: How "doom and gloom" climate messaging actually backfires by discouraging real-world actionSurprising insights from a massive global study of 60,000 participants across 63 countriesFinding joyful, climate-friendly lifestyle changes to create a positive feedback loop that makes us happier and more motivated to protect the planet How making practical, high-impact shifts in your daily habits like smarter food choices can create a truly sustainable difference for both you and the planetData-backed truth behind common environmental myths and how to easily focus your energy on the daily lifestyle choices that actually make a high-impact difference for the planet How to significantly lower your carbon footprint without sacrificing the foods you loveReducing your carbon footprint without giving up the joy of travel by mastering the art of packing light, making smarter flight choices, and embracing the unexpected adventure of staycations How to inspire positive behavior change in others without lecturing them on climate change Why individual action and systemic change are not a false dichotomy, but rather a powerful partnership where local community engagement can drive larger policy shifts and boost your personal happiness Resources: Leave the Lights On: How Joyful Decisions Can Save Our Specieswww.happyclimate.org Book Debbie mentioned: Soil: The Story of a Black Mother's Garden, by Camille T. DungyDebbie's essay about the drought in Denver, with pictures of her low-water garden: https://drdebbiesorensen.substack.com/p/drought-dispatches-from-denver About Elizabeth Dunn Elizabeth Dunn is Professor of Psychology at the University of British Columbia and coauthor of Happy Money. She directs UBC's Happy Lab, which focuses on how to optimize valuable resources including time, money, and carbon to maximize human well-being. Her work has been featured in The New York Times, The Wall Street Journal, The Washington Post, Los Angeles Times, The Atlantic, TIME, Rolling Stone, and Harvard Business Review; and on numerous podcasts and television shows, including Hidden Brain, NPR's Short Wave, The Happiness Lab, Ten Percent Happier with Dan Harris, Morning Joe, and CBS Mornings. Dunn spoke on the TED mainstage in 2019, and her talk was selected as one of the top ten TED talks of the year.About Jiaying Zhao Jiaying Zhao (JZ) is Professor of Psychology and Sustainability and founded the Behavioral Sustainability Lab at the University of British Columbia, which designs and tests behavioral solutions that encourage climate action. She has worked with NASA, NOAA, and the US and Canadian Forest Service to develop pathways to net zero. Zhao has appeared on numerous podcasts and in documentary films, including Why Is This Happening? With Chris Hayes and Close the Divide. Her research has been featured in The New York Times, The Washington Post, The Atlantic, TIME, The Economist, Scientific American, CNN, and NBC. In 2023, Zhao gave a TED talk on climate strategies rooted in happiness, which was selected as one of the top TED Talks to be a better you in 2024.Related Episodes:262. Hope and Values in Dark Times with Us 255. Influence is Your Superpower with Zoe Chance 215. How to Change with Katy Milkman 371. Uniting Toward a Better Future with Diana McLain Smith 431. Ordinary Magic: Social Psychology for Big Change with Gregory Walton See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Slowing down isn't just taking a vacation or finding time to rest. Slowing down in order to speed up is an intentional strategy to improve our impact in our life and work. For Full Show Notes Visit https://www.jasonvbarger.com/podcast/slowing-down-to-speed-up/ Jason challenges the traditional corporate hustle, exploring why the most effective leaders and teams must intentionally slow down in order to truly speed up. Please rate and review the podcast to help amplify these messages to others! Summary: In a fast-paced business world, velocity is often mistaken for validation. But does running faster actually mean we are getting further? In this episode of The Thermostat, Jason V Barger deconstructs the "busyness myth" and explores the direct correlation between intentional rest and high performance. Drawing on revealing research from the Harvard Business Review, Jason highlights how constant context-switching—where professionals shift focus 300 to 500 times a day—destroys baseline productivity and degrades team execution. Instead of grinding at all hours, the most successful executives build deliberate margins to recharge their mental bandwidth and regain clarity on their highest priorities. Essential listening for C-Suite executives, operations directors, and team leaders committed to shaping compelling corporate cultures, this episode offers a practical four-part framework—seeking joy, breaking tendencies, growing like bamboo, and thorough preparation—to help you calibrate your organizational thermostat and lead with unshakeable confidence. Episode Notes & Timestamps: Intro: Jason introduces the counterintuitive concept of slowing down to speed up, challenging the idea that constant motion equals progress. A Milestone Celebration: Thanking loyal listeners as The Thermostat is officially recognized as the #13 top authentic leadership podcast in the world by Million Podcasts. The Strategic Pause: Why stepping away and taking time off is a calculated performance strategy rather than just an administrative luxury. The Busyness Myth: Insights from Jason's second book, Remember, addressing the reality of the modern distracted worker. The 30% Productivity Cliff: Unpacking a Harvard Business Review study proving that constant task-switching yields a massive drop in actual effectiveness. Strategy 1 - Seek Joy: Stepping away from the unyielding to-do list to actively pursue experiences that restore your baseline mental presence. Strategy 2 - Break Tendencies: Disrupting rigid operational routines and personal habits to stimulate fresh thinking and expand creative bandwidth. Strategy 3 - Grow Like Bamboo: Allowing your strategic ideas to mature and wander beneath the surface before scaling vertically. Strategy 4 - Prepare for Confidence: How intentional reflection and dreaming during recovery windows builds unshakeable execution confidence for the road ahead. Questions to Ponder: Jason challenges leaders to identify specific ways they will recharge to bring their absolute best when it is required. Key Takeaways for Leaders: Busyness vs. Effectiveness: Stop equating constant task-switching with actual progress; prioritize intentional focus over chaotic multitasking. Strategic Rest: Treat downtime, vacations, and daily margins not as weaknesses, but as non-negotiable performance enhancers for yourself and your team. Break Routines to Innovate: Deliberately alter your personal and professional cadences to prevent complacency and spark new strategic alignment. Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/slowing-down-to-speed-up/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

A few years ago, senior FBI SWAT team leader Matt Hoffman called Preston after a fatal operation. To assist the team in working through the loss, Preston and Matt used a process that went beyond the standard after-action review by incorporating narrative inquiry. The goal was to let a fractured team's story come back together before anyone examined what went wrong, rather than extracting lessons first.Later, Preston worked with Matt and Dr. Angus Fletcher — Professor and Director of the Leadership Initiative at Ohio State's Fisher College of Business — to write up what they learned. Their paper, "A Better Approach to After-Action Reviews," was published in Harvard Business Review.This summer Matt and Angus joined Preston to discuss Angus's research, why traditional AARs work when they're done right, and narrative competence over narrative allegiance.The three of them dig into why a story lands in the brain differently than a data point does, why the breakfast that follows a hard AAR isn't a throwaway ritual but an active repair, and why naming the discomfort in the room, not necessarily fixing it, is often the whole job of a leader. Advice for Monday: stop chasing lessons learned first. Get the full story. The lessons will surface on their own.If you found value in this discussion, the best way to support our work and stay up to date on future episodes is to subscribe and leave us a quick rating or review. It helps us reach more people who need to hear these conversations.

Explore places of people with needs to find more meaning, money, and momentum:“Leaders leave thinking they're on the same page.”“You can't pull out the nuances over the phone.”“Get out there, see the reality.”The table, cat, kitchen, route, and agent may know what AI misses...See BoldEncounters.TVTable Turners SeriesIn Table Turners, Mark invites former guests to reverse roles and interview him on subjects he has spent a career studying, testing, and teaching. In this series, Angela Finlay presses Mark on Bold Immersion: getting close enough to clients, users, employees, patients, workflows, and actual places to see what meetings, reports, AI, dashboards, and assumptions often miss.Opening SummaryFormer guest Angela Finlay reverses roles and interviews Mark about Bold Immersion, the practice he names as the strongest predictor of better client outcomes, stronger financial impact, and deeper passion at work. Angela begins with Harvard Business Review's “false alignment” problem: leaders meet, discuss Artificial Intelligence, strategy, and customer needs, then leave seeing different parts of the elephant.Core ValueBold Immersion means entering the real world of the person you serve before you decide what to build, sell, fix, lead, or automate. Mark connects it to customer journey mapping, in-home observation, ride-alongs, product ethnography, contextual inquiry, Voice of the Customer, workflow observation, Human-Centered Design, Design Thinking, Lean improvement, product development, field marketing, and customer experience. The deeper move is simple: replace secondhand confidence with firsthand reality.Inside This Episode• Why false alignment can be more dangerous than visible disagreement.• How Chad Wells used Medicare customer journey mapping and ride-alongs at UnitedHealth Group.• Why camera crews, kitchens, old books, artifacts, and a cat revealed hidden customer context.• How Queens and Bronx sales-agent ride-alongs changed what marketing needed to build.• Why Bold Immersion belongs in ordinary workflows, not only innovation, UX, Lean, or product roles.Go Deeper — Premium Action PlanThis four-part Table Turners series culminates in Mark's Premium Action Plan. Begin this week by selecting one customer, employee, user, patient, beneficiary, prospect, agent, partner, or internal customer whose reality you have only experienced secondhand. Decide whether your next move requires a ride-along, contextual interview, workflow observation, site visit, customer journey review, or field conversation before your next important decision.Listen + Connecthttps://www.BoldEncounters.TVAngela Finlayhttps://www.windwardhcm.comhttps://www.linkedin.com/in/ablumfinlay/Chad Wellshttps://www.linkedin.com/in/chad-j-wells/Mark S. Cookhttps://www.WindfallPartners.comMoments To Revisit• Angela's elephant-vantage warning about AI, meetings, and false alignment.• Chad Wells describing hundreds, maybe thousands, of in-home Medicare appointments.• The dining-room customer who could not be understood through a phone call.• The female sales agent entering places that changed the marketer following her.• The UnitedHealthcare sales kit born from seeing agents and customers in motion.What Now?Watch Part 1, then continue the Table Turners Bold Immersion series at:https://www.BoldEncounters.TVThank YouChad Wells, customer journey mapping and ride-alongs at UnitedHealth GroupCalvin Cook—Caljo, original music, @Caljo MusicSach Arias, Post Production, aliyahmpena@gmail.comAliyah Peña, Post Production, aliyahmpena@gmail.comSkyler Maudsley, Video Editing, skylermaudsley@gmail.comRosalie McGinn, Social Media, rosalie.mcginn1@gmail.com

Colin M. Fisher, Ph.D. is a professor, author, speaker, and occasional jazz trumpet player. He is the author of The Collective Edge: Unlocking the Secret Power of Groups, which has already been translated into eleven languages. His academic research on group dynamics, creativity, improvisation, and leadership has been published in the field's top academic journals and featured in prominent media outlets, such as BBC, The Conversation UK, The Daily Mail, Financial Times, Forbes, Fortune, Harvard Business Review, MSN, Next Big Idea Club, NPR, Psychology Today, Times Radio, and The Times. He is also a sought-after keynote speaker for businesses, governments, and non-profit organizations around the world.Colin is an associate professor and Ph.D. Programme Director at University College London's School of Management. He received his Ph.D. in Organizational Behavior from Harvard University. In his prior career as a jazz trumpet player, Colin was a long-time member of the Either/Orchestra, with whom he toured extensively and recorded several critically acclaimed albums. Originally from Redmond, Washington in the USA, he now lives in Northeast London with his wife and two children. He can sometimes be found performing at jazz jams throughout London.Link to claim CME credit: https://www.surveymonkey.com/r/3DXCFW3CME credit is available for up to 3 years after the stated release dateContact CEOD@bmhcc.org if you have any questions about claiming credit.

How do you hold employees to high standards of performance while being a compassionate leader? The answer is walking the accountability tightrope. In this episode of Boss Better Now, Joe Mull kicks off a special four-part series adapted directly from his live leadership workshops on accountability in leadership. Listen in as he explains why equating caring with leniency leaves teams frustrated and exactly what you need to do to fix it. Many managers fall into a protector mindset where they prioritize comfort and underestimate employee capability. Joe shares real stories from his own career about being overly delicate and nervous about giving feedback to employees because he wanted to be liked. He details exactly how to shift away from rescuing struggling employees and instead provide the productive struggle necessary for growth. What to Expect in This Episode: Why Feedback is the Most Important Leadership Skill: Why vague, subjective language triggers defensiveness and how to avoid it. What is the Accountability Tightrope?: Joe introduces the summer series focused on balancing high standards with supportive relationships. Why "Soft" Leadership Causes Employee Frustration: The real costs of avoiding uncomfortable conversations and letting employees coast. Recognizing the Protector Mindset at Work: How avoiding meaningful work and lowering expectations prevents teams from reaching peak performance, and what the mentor mindset looks like instead. Overcoming the Need to be Liked as a Manager: Joe's personal story about walking on eggshells and how it harms team development. How to Raise Standards When You Already Offer High Support: Steps to articulate clear expectations rooted in culture and values. The Viral Teacher Hack for Correcting Behavior: Stop targeting the person and start naming the standard. Using the Feedback Stack Framework: How to give feedback to employees using objective, behavior-based language that lands without triggering defensiveness. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #leadership #management #toxicworkculture #teambuilding #workplaceculture #conflictmanagement #employeeengagement #motivation Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession For more information visit joemull.com. Timestamps 0:00 Why do vague performance reviews trigger defensiveness? 0:30 How do you navigate the accountability tightrope? 1:54 Why does a soft leadership style backfire? 3:01 What is the protector mindset in management? 4:06 How to stop rescuing your struggling employees 5:39 Overcoming the manager's need to be liked 6:30 How do highly supportive leaders raise standards? 9:14 How to correct behavior by naming expectations 10:28 How to use the feedback stack methodology 11:36 How to bring accountability training to your team

Get the 200+ Page Optimal Living Daily Workbook (PDF) — Free. Want to turn today's episode into an actionable plan? Join the Optimal Living Weekly newsletter and I'll send you our 200-page digital workbook immediately. It's packed with the best takeaways from the show, formatted for easy reading and implementation at home. Get your free PDF workbook here: ⁠https://oldpodcast.eo.page/join⁠ Discover all of the podcasts in our network, search for specific episodes and learn more at:⁠ OLDPodcast.com⁠. Episode 2106: Amanda Kruse explores why compensation goes far beyond a paycheck and how insurance, flexibility, paid time off, and retirement plans can dramatically impact both your finances and quality of life. She also highlights emerging perks like student loan assistance, mental health support, and family planning benefits that can make one job offer far more attractive than another. Read along with the original article(s) here: https://womenwhomoney.com/significant-employee-benefits/ Quotes to ponder: "Employee benefits can make a significant difference in your job satisfaction." "Many people are willing to take lower pay for the option to have more work flexibility." "Your goals, lifestyle, and family situation will determine what's most important to you." Episode references: Family and Medical Leave Act (FMLA): https://www.dol.gov/general/topic/benefits-leave/fmla 401(k) Plans Resource Guide: https://www.irs.gov/retirement-plans/401k-plans Thrift Savings Plan (TSP): https://www.tsp.gov/ Harvard Business Review: https://hbr.org/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Eric Ries is the creator of the Lean Startup method and the author of the New York Times bestseller The Lean Startup, The Leader's Guide, and The Startup Way. As a founder, Eric has put his own ideas into practice through the Long-Term Stock Exchange (LTSE), Answer.AI, an AI R&D lab, Virgil, a legal services startup, and IMVU. On The Eric Ries Show, he talks with world-class technologists, thought leaders, and executives who are building for the long term. Get a copy of his new book Incorruptible: Why Good Companies Go Bad... and How Great Companies Stay Great New here? I am a two-time New York Times bestselling author and one of the most sought-after public speakers globally, having addressed over 500 companies in more than 40 countries. My clients include Apple, Google, Microsoft, and Nike. My work has been covered in print media, including The New Yorker, The New York Times, Time, Fast Company, Fortune, Politico, Inc., and Harvard Business Review. It has also been featured on NPR, NBC, FOX, and multiple times on The Steve Harvey Show. Get more stuff from me: Join 200K+ subscribers on my FREE weekly newsletter: https://gregmckeown.com/1mw/ Stay in touch with me: Instagram https://www.instagram.com/gregorymckeown/ LinkedIn https://www.linkedin.com/in/gregmckeown/ X https://x.com/GregoryMcKeown Hire me to speak: https://gregmckeown.com/keynote/