Podcasts about Harvard Business Review

What does it take for a corporate scientist with zero direct reports to land on a list dominated by business school professors and bestselling authors? That's the question Jayshree Seth had to answer for herself when she was named to the Thinkers50 Radar in 2025 — and her answer became a framework. In her third appearance on the show, Jayshree Seth, 3M's Chief Science Advocate and now-published trilogy author, returns to catch listeners up on a remarkable stretch: a Thinkers50 keynote, a panel alongside Amy Edmondson, an HBR collaboration on trust and AI, and the release of her third book, The Heart of Science: Engineering Blueprint. The conversation moves through several of Jayshree's signature acronym-driven frameworks. There's METRICS-OPTICS-RUBRICS-ENERGETICS, born from reflecting on how she — an engineer with no traditional management credentials — ended up on a list built for management thinkers. There's the "three Cs" that block innovation: copy-pasting, catchphrositis, and cherry-picking, delivered as her Thinkers50 keynote. And there's VIABLE, her personal-branding framework built around voice and visibility, image and impact, backstory and behaviors, and experience and exposure. Beyond the frameworks, this is a conversation about the mechanics of building a reputation from inside a technical role. Jayshree traces the specific chain of relationships — a mention in David Epstein's book Range, an introduction to Rita McGrath, an eventual collaboration with Amy Edmondson on psychological safety and "intelligent failure" applied to human-AI trust — that turned an internal 3M scientist into an external voice cited in Harvard Business Review and Fast Company. Bill and Jayshree also dig into what it means to write a book for three different audiences at once — emerging thought leaders, established experts, and Hall of Fame-level veterans — and why friction in that process is often a sign you're doing it right. The episode closes with a reflection on responsibility: once you have an audience, thought leadership isn't a hobby, it's a discipline that has to coexist with a full-time job. If you've ever wondered whether your expertise "counts" as thought leadership because it didn't come with a traditional credential, this one's for you.     Three Key Takeaways: • Being different can be your competitive advantage, not a liability. Jayshree's METRICS-OPTICS-RUBRICS-ENERGETICS framework argues that outsiders to a field — like an engineer among management thinkers — don't need to conform to existing rubrics. Changing the measurement, the framing, and the energy you bring can alter who gets to lead a conversation. • Reaching out to "inaccessible" experts is a discipline, not a gamble. Jayshree's collaborations with Amy Edmondson, Rita McGrath, and others didn't start with credentials — they started with cold outreach after reading an article or hearing a podcast. The lesson: most thought leaders are more accessible than they appear, and it's okay if they say no. • A personal brand for thought leadership rests on delivery, not image. Her VIABLE framework (voice/visibility, image/impact, backstory/behaviors, experience/exposure) puts the emphasis on tangible results and consistent values over aesthetics — visibility only amplifies a brand that already has substance behind it.   This episode isn't just an interview — it's a live example of the ideas in Bill's brand-new book, The Thought Leadership Handbook, co-written with Peter Winick and Naren Aryal. Jayshree's journey — from in-house corporate scientist to Thinkers50 Radar honoree — is practically a case study for the book's core idea: that thought leadership follows identifiable patterns, not luck. In fact, the book itself draws on more than 700 conversations from this very podcast, and organizes those stories into five thought leadership "avatars" — Jayshree's path as an In-House Expert turned public voice fits right into that framework. If her VIABLE branding model resonated with you, the Handbook goes deeper into exactly how experts like her make that leap from personal effort to public influence. Pick up The Thought Leadership Handbook: How the Experts Elevate Their Big Ideas — And How You Can Too, by Bill Sherman, Peter Winick, and Naren Aryal, wherever books are sold — including Amazon, Barnes & Noble, and Amplify Publishing Group's website.

Barry O'Reilly is an entrepreneur, executive advisor, and bestselling author who works with senior leaders to redesign how their organizations perform, make decisions, and innovate at scale.He is the co-founder of Nobody Studios, a global Top 10 AI venture studio building and launching 100 companies in five years—applying venture-speed experimentation to de-risk new business creation before significant capital is deployed.Barry is the author of Lean Enterprise: How High Performance Organizations Innovate at Scale—part of Eric Ries's Lean Series and recognized by Harvard Business Review as a must-read for CEOs—and Unlearn: Let Go of Past Success to Achieve Extraordinary Results, a repeatable system that enables leaders to surface legacy behaviors, replace outdated assumptions, and build the capabilities required to perform under uncertainty. His latest book, Artificial Organizations, challenges leaders to redesign work, judgment, and productivity in an era defined by human and machine intelligence.His work is grounded in enterprise transformation and venture-scale execution. He serves as faculty at Singularity University, contributes to The Economist, and advises boards and executive teams of global, high-growth and established organizations.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.

While the podcast team is taking a Radical Sabbatical, Kim is interviewing authors whose books have had a big impact on her over the past two years.  In this episode, Kim Scott speaks with Ron Friedman, PhD.  Ron has written extensively about the sciences of building high-performing teams.  Ron's latest book is Superteams: The Science and Secrets of High-Performing Teams.  They discuss the importance of the creative process, the role of restoration in productivity, and the key strengths that distinguish super teams from average teams. The conversation delves into effective meeting strategies, communication norms, and the significance of laughter in fostering team cohesion. Ultimately, they emphasize the need for customized approaches to team dynamics and the value of building supportive relationships within teams.  They also explore the dynamics of effective teamwork, the importance of maintaining focus in a distracted world, and the role of hobbies in enhancing productivity. They discuss the attributes of great teammates, the significance of productive disagreement, and the necessity of effective feedback for continuous improvement. The dialogue emphasizes that super teams thrive on collaboration, shared goals, and a culture of open communication. Guest Background: Ron Friedman, PhD, is an award-winning psychologist who helps leaders build high-performing teams. He is the bestselling author of The Best Place to Work and Decoding Greatness, and the founder of Superteams, Inc., where he delivers keynotes, workshops, and executive advisory to senior leaders around the world. An expert on human motivation, 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, and his work has been featured in The New York Times, Financial Times, Bloomberg, NPR, CBS, FOX, NBC, Fast Company, The Washington Post, Forbes, and Inc. To learn more about his work, visit SuperteamsInc.com. CHAPTERS (00:41) Introduction to Super Teams (01:45) The Creative Process and Incubation (04:12) Restoration and Productivity (06:27) Research Behind Super Teams (07:50) Key Strengths of Super Teams (09:00) Meetings: The Double-Edged Sword (11:24) Effective Meeting Strategies (12:51) Customizing Team Dynamics (15:06) Communication Norms and Email Management (18:05) The Role of Laughter in Teams (20:57) Building Relationships Through Support (23:00) Navigating Humor and Inclusivity (26:52) Time Affluence and Productivity Strategies (30:08) Staying Focused in a Distracted World (32:51) The Power of Hobbies and Side Hustles (36:10) Attributes of Great Teammates (39:10) Building Effective Teams (41:40) The Importance of Productive Disagreement (45:02) Mastering Feedback for Improvement Connect with the Radical Candor team: ⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠ Keywords Super Teams, productivity, creative process, meetings, team dynamics, communication, laughter, leadership, time management, workplace culture focus, hobbies, teamwork, feedback, productivity, super teams, attributes, disagreement, communication, leadership Learn more about your ad choices. Visit megaphone.fm/adchoices

David Landsman has spent his career navigating some of the highest-stakes conversations imaginable, from the conflict in the Balkans to serving as Britain's ambassador to Greece during the financial crisis. In this episode, we talk about what diplomacy can teach all of us about listening, negotiation, and why the secret to getting your message across starts with understanding the person sitting across from you. Dr David Landsman is a former senior British diplomat and corporate executive who helps business leaders understand what they need to know about geopolitics. He is the author of the Channel Your Inner Ambassador blog, which shares stories from his varied diplomatic career and shows how a diplomat's mindset and tradecraft can help us all in our business and personal lives. New here? I am a two-time New York Times bestselling author and one of the most sought-after public speakers globally, having spoken to over 500 companies while traveling to 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/ Essentialism: The Disciplined Pursuit of Less Effortless: Make It Easier to Do What Matters Most The Essentialism Planner: A 90-Day Guide to Accomplishing More by Doing Less 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/

How can leaders handle conflict more effectively, give feedback that actually helps people grow, and build stronger trust with their teams? In this episode of the Live Greatly podcast, Kristel Bauer sits down with Caroline Webb, leadership coach, economist, former McKinsey partner, and author of Leadership Intelligence: Science-Backed Strategies for Mastering 21 Everyday Management Challenges. Caroline shares science-backed strategies for navigating some of the most common—and challenging—situations leaders face. She introduces her Common Ground Model for working through disagreements, shares tips for giving and receiving feedback more effectively, and explains why simply telling people what to do often isn't the best way to help them learn and develop. Kristel and Caroline also discuss what it takes to build trust, strengthen relationships, and become more effective at handling the everyday challenges of leadership. Tune in to learn: How to approach conflict and find common ground during disagreements Tips for giving and receiving feedback more effectively Why telling people what to do can get in the way of development How to better support people in learning and growing Strategies for building trust within your team Science-backed insights from Leadership Intelligence that can help you become a more effective leader Whether you're leading a team, managing others, or looking to strengthen your own leadership skills, this conversation offers actionable strategies to help you lead more effectively through the challenges that come with working with and leading others. ABOUT CAROLINE WEBB: Caroline is a leadership coach, economist, and author of How to Have a Good Day and the forthcoming Leadership Intelligence. She has been named one of the top fifty executive coaches in the world by Thinkers50, and one of the top fifty leadership and management thinkers by Inc. magazine. She is a senior advisor to McKinsey & Company, where she was previously a partner. Her work has been featured in The Wall Street Journal, The New York Times, Harvard Business Review, Financial Times, The Economist, The Guardian, and Fortune. She lives in New York. Connect with Caroline Webb:  Order her book LEADERSHIP INTELLIGENCE: Science-Backed Strategies for Mastering 21 Everyday Management Challenges:  Website: https://carolinewebb.co/  SOCIAL MEDIA • LinkedIn      • Instagram About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the award-winning author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to "Live Greatly" while promoting leadership development and team building. Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel's work has been featured in Forbes and she has had multiple TV appearances including NBC News Daily, ABC News Live, FOX Weather, ABC 7 Chicago, WGN Daytime Chicago and more. Kristel lives in the Chicago, IL area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

On this week's episode, host Adam Fullerton walks lawn care and landscaping business owners through the estimates that went quiet, and how to follow up on them without chasing anyone for a month. He shares a Harvard Business Review study that found 23% of more than 2,200 U.S. companies never answered a website inquiry at all, then covers the four things every follow-up needs to do and a quick test to make sure your own contact form reaches you.   Important Links: https://www.brandedbull.com/  https://www.instagram.com/brandedbull/ https://www.facebook.com/brandedbullinc https://www.lawntrepreneuracademy.com/   

The New Thing Gap - What retail took away when it took away the friction, with NYT editor Eric Athas.In 1995, buying a pair of sneakers cost you 30 minutes and five miles of driving. Today it takes about four seconds. New York Times editor Eric Athas spent four years reporting on what that trade did to people, and he has a name for the thing retail deleted: the new thing gap. Eric's book, Saying No to New, is out now. He interviewed Ricardo in 2024 for the consumer research behind it, and Ricardo shows up on page 41 explaining why off-price stores keep shipping in fresh inventory to keep shoppers hunting. This episode puts that quote back in front of the industry that inspired it. Ricardo and Casey take Eric through the uncomfortable version of the question. If the gap between wanting something and owning it was where the customer used to think, what happens to shoppers now that frictionless shopping has closed it? And what happens when agentic commerce deletes the last click? Eric's answer about AI shopping assistants is the line that sticks: we may have built the perfect motivated reasoning machine. This is not an anti-retail hour. Eric says plainly that the goal was never to say no to every new thing. He walks through the Iron Man method for deciding what to let in, the case for useful friction, why Ed O'Brien's research shows we are wrong about familiar things in a predictable direction, and the curb cut test that separates real innovation from innovation theater. Casey pushes him on whether there is a business on the other side of this, built on rediscovery instead of replacement. If you are building for agentic commerce this year or defending a frictionless shopping roadmap to someone who signs the checks, this hour will give you better questions than the ones you walked in with.In This Episode, You'll Learn.•       Why the distance between seeing something new and owning it collapsed from 30 minutes and five miles to about four seconds, and what the industry removed along with it•       Where useful friction belongs, plus the audit Eric uses to find the access points worth slowing down•       Who an agentic commerce agent is optimizing for: the shopper, the retailer, or the company that built the agent•       Why an AI shopping assistant that agrees with you is the magic pill effect with a bigger engine•       The Iron Man method in three steps: name what matters, refuse what conflicts with it, accept what supports it•       What Ed O'Brien's repeat-experience research means for brands that want to sell quality instead of replacement•       How the Diderot effect turns one new desk into a new dining table, and what retailers owe people on the failure side of a purchase•       The curb cut test for telling genuine innovation from innovation theater, and why Eric changed his mind about AI glasses•       Ricardo's story about the UK retailer that cut buyer's-remorse returns in half by asking better questions at the shelf, and why frictionless shopping in reverse is the part retail keeps skippingSupport our sponsors.There's still time to join us at RetailClub AI Festival next week.From the founders of Shoptalk and Groceryshop, RetailClub AI Festival brings together 2,000 industry leaders from September 22 to 24 for three days fully outdoors in Huntington Beach focused entirely on how AI is transforming retail. Hear from 150 leaders shaping how AI is being used across the industry, explore the technologies changing how retail works, and connect with senior leaders from across retail, brands, technology and investment. Late registration is available at retailclub.com/retail-razor-podcast.We'll see you in Huntington Beach!W. P. Carey School of Business, Arizona State University.ASU is a leading public research university and its W. P. Carey School of Business is the largest in the United States. AI-Enabled Supply Chain Strategy is a 3-day executive program running October 5-7, built by the #2-ranked Supply Chain Management department. The program is designed for senior leaders setting AI strategy across procurement, logistics, and operations.Register at https://specialevents.asu.edu/878064 with ID Code retailrazorasu for $1,500 off.Subscribe & Follow.How much did you love this episode? Drop us a 5‑star rating and review on Apple Podcasts, Spotify, or Goodpods. Subscribe on YouTube so you never miss an episode and check out the other shows in the Retail Razor Podcast Network: Retail Transformers, Blade to Greatness, and Data Blades.Subscribe to the Retail Razor Podcast Network: https://retailrazor.com/Subscribe to our Newsletter: https://retailrazor.substack.comSubscribe to our YouTube channel: https://go.retailrazor.com/utubeFeatured guest.Eric Athas. https://www.linkedin.com/in/ericathas/Deputy Editor, Newsroom Development & Support. The New York Times. https://www.nytimes.com“Saying No to New: Why New Things Are Stealing Your Time, Money, and Happiness―and How to Take Back Your Life.”https://sayingnotonew.comEric Athas is an editor at the New York Times, where he helps journalists learn new tools and skills they can use to tell stories. Before joining the Times in 2016, he worked at NPR and the Washington Post. His work has been published in the New York Times, the Washington Post, Fast Company, Harvard Business Review, and the Nieman Journalism Lab. Athas lives with his wife and two children in Brooklyn.Chapters.00:00 Teaser 00:43 Show Intro 05:30 Welcome to the Retail Razor Show, Eric Athas! 06:25 The Painter's Lie: Why We Believe New Is Always Better 09:14 When Does Upgrading Stop Feeling Like a Win? 13:50 The Beetle Trap: Why Our Brains Are Wired for Novelty 16:50 How Retailers Engineer You Into Buying More 22:10 The Vanishing Gap Between Wanting and Buying 33:38 The Magic Pill Effect: Why AI Tells You What You Want to Hear 41:04 The Iron Man Method: Finding Your Anchor in a World of New 45:05 Rediscovering the Familiar: Why Old Things Still Work 58:03 The Diderot Effect: How One New Purchase Ruins Everything Else 01:04:11 The Curb Cut Test: How to Know What's Worth Saying Yes To 01:12:21 Show CloseMeet your hosts.Helping you cut through the clutter in retail & retail tech:Ricardo Belmar is an NRF Top Retail Voice for 2025 and a RETHINK Retail Top Retail Expert from 2021 – 2026. Thinkers 360 has named him a Top 10 Thought Leader in Retail and eCommerce, a Top 25 Thought Leader in Careers, a Top 50 Thought Leader in Agentic AI, AGI and Management, and a Top 100 Thought Leader in AI Ethics, Marketing, Digital Transformation andTransformation. Thinkers 360 also awarded him an Elite Expert Certification in Retail, a Master Expert Certification in Management, and named him a Certified Expert in AI, Marketing, and Digital Transformation. Thinkers 360 also named him a Top Digital Voice for 2024 and 2025. He is an advisory council member at George Mason University's Center for Retail Transformationand the Retail Cloud Alliance. He was most recently the partner marketing leader for retail & consumer goods in the Americas at Microsoft.Casey Golden, is the North America Leader for Retail & Consumer Goods at CI&T, and CEO of Luxlock. She is a RETHINK Retail Top Retail Expert from 2023 - 2026, and Retail Cloud Alliance advisory council member. After a career on the fashion and supply chain technology side of the business, Casey is obsessed with the customer relationship between the brand and the consumer and is slaying franken-stacks and building retail tech! Episode Music.Includes music provided by imunobeats.com, featuring Overclocked, and E-Motive from the album Beat Hype, written by Heston Mimms, published by Imuno.

AI Search Visibility: Why Brands Now Compete to Be Recalled, Not Ranked How AI Search Is Rewriting the Rules of Brand Discovery For thirty years, brand visibility meant ranking on a results page. That's over. Today, the AI search a customer runs on ChatGPT, Perplexity, or Gemini decides whether your brand gets mentioned at all — and there's no page two, no scroll, no second chance inside that answer. In this episode, Joanne Z. Tan breaks down why AI search behaves nothing like traditional search, why SEO alone can't win an AI search citation, and what actually earns a brand a place inside an AI search result: third-party validation, consistency across the web, and being recognized as an authority rather than just indexed as a page. Drawing on Harvard Business Review, MIT Sloan Management Review, and Deloitte research, Joanne lays out why AI search visibility is now a strategic asset — and why the brands that treat it that way now will own the next decade of brand discovery. To read the full article To watch as an 8-minute video About Joanne Z. Tan Joanne Z. Tan is the Founder & CEO of 10 Plus Brand, Inc. and the creator of AIXD.world (AI Experience Design). A brand strategist, thought leadership coach, brand building and marketing expert in business brands and leadership personal brands, she works with C-suite executives, founders, and senior business leaders to build brands to be recognized by humans and by AI, through her proprietary AI Native Brand Architecture™ and AIXD™ frameworks. Her guiding principle: "User experience is brand experience, and brand experience determines enterprise destiny." Subscribe to our Newsletter  Visit our websites: 10PlusBrand.com AIXD.world 10PlusProfile.com © Copyright 2026, Joanne Z. Tan, 10 Plus Brand, Inc. All rights reserved.

Perception d'expertise : ce que la recherche démontre sur les femmes compétentes qu'on sous-estime, et comment rendre son expertise lisible.On te voit et pourtant on ne te situe pas au niveau de ta maîtrise réelle. Dans cet épisode, je démonte l'explication qu'on sert aux femmes depuis 45 ans : le syndrome de l'imposteur, et je la remplace par un mécanisme documenté : le biais d'attribution se nourrit de l'ambiguïté, et il s'éteint quand la contribution devient lisible. Heilman et Haynes l'ont établi en laboratoire, Heather Sarsons l'a retrouvé dans les carrières académiques réelles, Mary Ann Sieghart en a fait une somme dans The Authority Gap. Bref, on s'appuie sur les études pour comprendre comment être enfin vue comme l'experte que tu es.Bonne écoute

Working Genius helps leaders understand the work that gives people energy, the work that drains them, and how to build more effective teams around those differences. In this episode of The CEO Project Podcast, host Jim Schleckser speaks with Patrick Lencioni, bestselling author, leadership expert, and founder of The Table Group. Patrick explains the six types of Working Genius and how each contributes to moving an idea from its earliest stage through successful execution. He also discusses vulnerability, team dynamics, CEO burnout, and why leaders should stop trying to excel at every kind of work. You'll learn how to: • Identify the work that energizes you and the work that creates frustration • Understand the six geniuses of Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity • Build a leadership team that fills critical gaps rather than replicating your strengths • Match the right people to the right roles • Structure meetings around the type of work that needs to happen • Prevent one person's strengths from disrupting the team's progress • Use vulnerability to create greater trust and collaboration • Examine whether your motivation for leadership is service or personal reward Patrick also explains how Working Genius complements his other leadership models by helping CEOs get the right people on the bus, place them in the right seats, and then build a cohesive team. Listen to discover how Working Genius can help you reduce frustration, prevent burnout, improve teamwork, and ensure that every stage of the work receives the energy and talent it needs. Listeners can also receive 20% off the Working Genius assessment at workinggenius.com by using the discount code CEO. Check out: 9:12: How Patrick Lencioni developed the Working Genius model 12:46: The six types of Working Genius and how they move work from idea to completion 21:18: How CEOs can use Working Genius to build more balanced leadership teams   About Patrick Lencioni Patrick Lencioni is the pioneer of the organizational health movement and one of the world's foremost experts on leadership and teamwork. As an author, speaker, consultant, and CEO of The Table Group, Pat has spent the last 25 years shaping the organizational health movement by helping leaders develop cohesive teams and engaged employees. With his signature mix of inspiration, humor, storytelling, and no-nonsense practicality, Pat has spoken to millions of leaders at national and global conferences and is consistently the top-rated keynote speaker at major events. Whether he's addressing Fortune 500 companies, professional sports organizations, government agencies, non-profits, schools, or churches, Pat's down-to-earth nature and insightful concepts are sure to resonate. The world's foremost expert on organizational health and teamwork, Patrick's books have sold more than 6 million copies, and his work has been featured in Fortune, USA TODAY, Bloomberg Businessweek, Forbes, and Harvard Business Review, to name a few.  

Do you want your team to like you or do you want to lead them effectively? Wanting to be liked sounds like a positive leadership trait. But when the need for approval keeps you from having tough conversations, coaching your people, or creating healthy accountability, it can become the very thing limiting your effectiveness. In this episode, Bradley Hartmann explores the classic Harvard Business Review article Power Is the Great Motivator and its counterintuitive argument about what separates highly effective managers from the rest. Rather than being driven primarily by recognition, personal achievement, or the desire to be liked, effective managers develop the ability to use power as positive influence—strengthening people, creating clarity, changing behavior, and concentrating a team's efforts on the challenges that matter most. Listen to discover: Why the need to be liked can make tough conversations and healthy accountability much harder. How an achievement-driven mindset can keep managers doing the work themselves instead of influencing others to perform. How to rethink power as a positive leadership tool for influencing behavior, executing strategy, and building stronger teams. Play this episode to identify what's driving your leadership and learn how to use influence more effectively to build a stronger team, execute your strategy, and tackle the challenges standing between you and your goals.   At Bradley Hartmann & Company, we help construction teams improve sales, leadership,  and communication by reducing miscommunication, strengthening teamwork, and bridging language gaps between English and Spanish speakers. To learn more about our product offerings, visit bradleyhartmannandco.com. The Construction Leadership Podcast dives into essential leadership topics in construction, including strategy, emotional intelligence, communication skills, confidence, innovation, and effective decision-making. You'll also gain insights into delegation, cultural intelligence, goal setting, team building, employee engagement, and how to overcome common culture problems—whether you're leading a crew or managing an entire organization. Have topic ideas or guest recommendations? Contact us at info@bradleyhartmannandco.com. New podcasts are dropped every Tuesday and Thursday.   This episode is brought to you by The Construction Spanish Toolbox —the most practical way for construction teams to learn jobsite-ready Spanish in just minutes a day over 6 months.        

Last week we talked about "I'm not ready yet" as fear dressed up as logic. This week, Jessica and Kelly pull on that thread further to unpack the credential trap — the pattern of adding one more certification, one more year of experience, one more thing to point to before you'll let yourself begin. It looks like ambition and diligence from the outside, but underneath it is often a single question: do I have the right to be here? Kelly shares her own story of pursuing (and ultimately not needing) her MBA and her PMP certification, and Jessica opens up about the moments in 21 years of clinical practice where she's felt the pull toward "just one more" credential — including EMDR certification — even when she knew it wasn't what she actually needed. Together they explore the real difference between preparation and permission-seeking, why this pattern is so deeply tied to how women are socialized, and why the research shows this isn't always "just" imposter syndrome — for many women, and especially women of color, the extra proof they're gathering is a rational response to systems that really do demand more of them. What We Cover The credential trap as its own specific pattern — distinct from procrastination Kelly's story with her MBA, the GMAT, and working alongside colleagues with and without advanced degrees Kelly's PMP certification journey and what she learned about not needing the piece of paper Reshma Saujani's framing: girls are taught to be perfect, boys are taught to be brave A KPMG finding that 75% of female executives report experiencing imposter syndrome, often coping by adding more credentials Jessica on 21 years in clinical practice, the pull toward EMDR certification, and choosing brainspotting instead The real test: is this new knowledge you don't have, or is it a delay? And who are you imagining will finally give you permission? A Harvard Business Review perspective pushing back on "just fix your imposter syndrome" — for many women, especially women of color, the extra preparation is a rational response to real bias, not just a mindset issue Preparation vs. permission-seeking: preparation moves you toward something; permission-seeking keeps you at a safe distance Brighter Moves Jessica: Instead of asking "Am I qualified enough?" ask "Am I curious enough? Am I committed enough? Do I care about this enough?" Qualifications get you in the room — commitment keeps you there. Kelly: Audit one thing you're waiting to finish before you start something else. Ask honestly: is this genuinely necessary, or is it a sophisticated way to stay safe? You don't have to act on the answer — just answer it. This Week's Freebie

Shawn Achor is one of the world's leading experts on the connection between happiness and success. His research on mindset has appeared in Harvard Business Review, his TED Talk has been viewed more than 25 million times, and he is the New York Times bestselling author of The Happiness Advantage and Big Potential. His latest book is The Power of Beliefs: How Strengthening Seven Core Beliefs Predicts Greater Success and a Better Life. Shawn explores how our beliefs shape not only how we experience the present, but what happens next. He explains why positive statements alone often fail to create change—and how pairing a belief with evidence and an "if-then" qualifier can turn it into something actionable. He walks through seven core beliefs, including that our behavior matters, we matter, we are not alone, our work is meaningful, and there is something to be grateful for. The conversation also explores FOMO, social connection, team cohesion, burnout, and the negative expectations leaders can unintentionally create. Shawn explains how reframing stress as meaningful can change its effects and why the beliefs circulating within a team can influence both well-being and performance. Throughout, Shawn returns to a central idea: beliefs are not simply reflections of our circumstances; they can help shape what becomes possible. He offers practical ways leaders can strengthen productive beliefs in themselves and in the people around them. Key Moments Why positive belief statements don't always move people forward How "if then" statements connect belief to action The four forces working against our beliefs The seven core beliefs Shawn wants people to strengthen Why "my behavior doesn't matter" and "I'm alone" are so damaging Why social connection predicts happiness and success Why people need to pursue solutions with one another How doing something together cut burnout in half Why FOMO is connected to fantasy What social cohesion has to do with performance How leaders can unintentionally create nocebos Why finding meaning in stress changes its effects Why success doesn't guarantee happiness The Leadership Podcast is sponsored by W.S. Darley & Company. Founded in 1908, Darley remains a family owned and operated business, providing the highest quality equipment solutions to our country's warfighters and firefighters. Learn more at darley.com and darleydefense.com Memorable Quotes "If the brain is positive, outcomes improve dramatically." "The beliefs we hold can predict what happens next in our lives." "When you believe your behavior doesn't matter, you stop moving forward." "When you believe you're alone, you stop believing your actions will work." "We often compare our real lives to fantasies we create about other people's lives." "Doing positive things together can reduce burnout and improve outcomes." "You can change the effects of stress by changing what you believe the stress means." "Success doesn't guarantee happiness. A positive brain leads to better outcomes." "We can strengthen the belief that we matter by looking for evidence that we do." Explore the full archive at www.theleadershippodcast.com or wherever you get your podcasts! These are the books mentioned in this episode The Power of Beliefs by Shawn Achor The Happiness Advantage by Shawn Achor Big Potential by Shawn Achor Influence by Robert Cialdini Resources Mentioned The Leadership Podcast | theleadershippodcast.com Sponsored by | www.darley.com Rafti Advisors. LLC | www.raftiadvisors.com Self-Reliant Leadership. LLC | selfreliantleadership.com Website | www.shawnachor.com LinkedIn | www.linkedin.com/in/shawnachor Instagram | www.instagram.com/shawnachor Facebook | www.facebook.com/shawnachor TED | www.ted.com/speakers/shawn_achor

Announcing changes at Jung in the World, beginning with Season 6. In this episode, host Patricia Martin shares the story behind where we’re going and what’s ahead this fall. Same in-depth discussions on psyche, society, and Jung. Same great minds, deep analysis, but a new home. If you are already subscribed to the Jung in the World podcast feed, no need to do anything. Your subscription carries over automatically when its new home is established at the Institute for Psyche and Culture. If you are only subscribed to Jung Chicago Radio, the C. G. Jung Institute of Chicago’s main podcast feed with all our shows, use the link below to subscribe to Jung in the World so you don’t miss Season 6. Subscribe to Jung in the World 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. 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.

A little less than half of workers now use AI regularly on the job. Of that group, 44% admit the output looks finished on the surface and holds nothing underneath. SHRM has a name for it: work slop. Dr. James Atkinson is VP of Thought Leadership at SHRM, where he leads the research teams behind that finding. He spent nine years at Gartner, finishing as Managing Vice President of Data Products for its HR research practice, and ran data products at Payscale before joining SHRM. James walks through SHRM's Skills Revolution research in this conversation. Read the full report here: https://www.shrm.org/topics-tools/research/skills-revolution-preparing-employees-tomorrows-jobs In this episode, he covers: • Why CFOs approve people investments framed as productivity gained and cost avoided, and why SHRM's navigating the C-suite research found finance leaders want that case backed by workforce data • How 44% of AI users admit to producing work slop, and where HR can step in to define what good output looks like • What SHRM's Skills Revolution research says about learning and development systems that can't track how fast skills are changing Timestamps [00:01:01] Why the labor market is uneven rather than hot or cold, and why the last two months shouldn't set your expectations [00:01:51] Healthcare keeps adding jobs as the population ages while federal employment declines and local government picks back up [00:03:13] Framing a people investment as a business opportunity with a productivity number and a cost number attached [00:04:49] SHRM's navigating the C-suite research: CFOs want the ROI spelled out and backed by workforce data [00:05:34] Turnover as the metric finance already understands, because a role sitting empty is a day of lost productivity [00:06:11] Ask your executives how they want to be presented to before you build the deck [00:06:48] Just under half of workers use AI regularly, and 44% of them admit to producing work slop [00:07:28] Why AI needs guardrails and how managers become the people who say what good looks like [00:09:12] The Skills Revolution research: skills are changing faster than learning and development systems can follow [00:11:10] Why skills inventories still haven't replaced job descriptions, and what might finally move that Guest Bio James Atkinson is the VP, Thought Leadership at SHRM, where he leads research teams uncovering key insights on the challenges and trends affecting HR and the workplace. James joined SHRM with more than 15 years of research, data, and product experience, having spent a decade in various leadership roles within the HR industry. Prior to SHRM, James was the Vice President of Data Products at Payscale, where he was responsible for the overall strategy, development, and delivery of data products for compensation professionals. He also spent 9 years at Gartner, finishing his tenure there as the Managing Vice President of Data Products for the HR research and advisory practice. Across his career, his teams have created award-winning research and data products for HR executives and their teams on topics including learning and development, total rewards, recruiting, talent management, HR strategy, HR technology, and diversity, equity, inclusion, and belonging. This work has been featured in top business journals and media outlets such as Harvard Business Review, Wall Street Journal, and Forbes. James holds a PhD in Political Science from the University of Michigan and an MBA from Ohio State University. Brought to You by Paylocity Paylocity is the fastest growing unified platform for HR, Finance, and IT. Paylocity brings your people, processes, and data together in one place so HR leaders can spend less time managing systems and more time doing the work that actually moves their organizations forward. Learn more at paylocity.com Keywords: SHRM research, labor market outlook, work slop, AI guardrails, HR ROI, CFO conversations, workforce data, skills revolution, learning and development, career development, employee attrition, talent retention, healthcare hiring, HR strategy, skills inventory, job descriptions, people analytics, workforce planning, HR Mixtape

How you introduce yourself can shape how others see you and how confidently you see yourself. In this episode of the High Performance Mindset Podcast, Dr. Cindra Kamphoff sits down with executive communication coach Dr. Andrea Wojnicki, founder of Talk About Talk and author of one of Harvard Business Review's most downloaded articles, "A Simple Way to Introduce Yourself." Andrea shares her simple Present, Past, Future framework for introducing yourself with confidence and clarity. She explains why your self-introduction is one of the most direct ways to communicate your personal brand and how getting clear on your unique strengths can build confidence from the inside out. You'll learn: The Present, Past, Future framework for a powerful self-introduction How to communicate your strengths without feeling arrogant or overly self-promotional Why "unique is better than better" How to identify the strengths that genuinely distinguish you Why enthusiasm can be a competitive advantage The Four P's of Confidence: Practice, Pep Talk, Proverb, and Pirate How greater clarity about who you are can strengthen your confidence and self-esteem Andrea also shares practical advice for networking, interviews, presentations, and other high-pressure moments when how you communicate matters most. When you stop trying to be everything and start getting clear on what makes you uniquely valuable, confidence becomes easier to communicate and easier to feel. Episode Resources & Links Andrea's website: https://www.talkabouttalk.com/ Mentally Strong Institute: https://mentallystronginstitute.com/ Request a Free Mental Breakthrough Call: https://freementalbreakthroughcall.com/ Download the National Confidence Research Study: https://confidencestudy.com/ Order Cindra's new Book: https://www.confidencetools.com/

Caroline Webb is an economist, executive coach, and bestselling author of How to Have a Good Day, which has been published in more than 60 countries. Her new book is Leadership Intelligence: Science-Based Strategies for Mastering Twenty-One Everyday Management Challenges. Caroline has been named one of the top 50 executive coaches in the world by Thinkers50 and one of the top 50 leadership and management thinkers by Inc. magazine. She is a Senior Advisor on leadership to McKinsey & Company, where she previously served as a Partner. For more than two decades, Caroline has worked with leaders across business, government, startups, and the social sector, drawing on behavioral science, economics, and neuroscience to help people perform at their best. Her work has been featured in Harvard Business Review, The Wall Street Journal, The New York Times, The Economist, Financial Times, Fortune, Fast Company, TIME, and WIRED. In this episode we discuss the following: One of my favorite ideas from Caroline is simple: if you want to get the best out of people, it helps to understand how their brains work. When Caroline was working with the military general, it was only when she explained what was happening in the brain that she finally got through to him. Shouting might make someone more vigilant, but it's not going to improve their problem-solving ability. When people feel threatened, their ability to reason, solve problems, and be creative can actually decline. Leadership isn't so much about our personality traits as it is about our behaviors. And when people know we have their best interests at heart, they're more likely to reach their potential. When someone responds to us in an unpleasant way, our instinct is to focus on what they need to change. But sometimes the best way to change how someone behaves toward us is to change how we behave toward them first.

Listen in to these highlights from four of our best recent conversations on things likely on your mind in planning for retirement: purpose, identity, curiosity – and experimenting your way into a fulfilling next chapter. They can spark ideas for what’s next for you. Want to go deeper? Listen to any of the full conversations: What If Retirement Is the Wrong Goal? – John Coleman Change Your Questions, Change Your Life…in Retirement – Marilee Adams, PhD Letting Go to Become Who You Truly Are – Deborah Santana How to Flourish…in Retirement – Daniel Coyle _________________________ Guest Bios John Coleman is the author of Good Money: Six Steps to Building a Financial Life with Purpose. He is the author of five books, and he or his work have been highlighted in the New York Times, the Washington Post, the Financial Times, the LA Times, Christianity Today, Forbes, and the Harvard Business Review, among other publications. Marilee Adams, PhD is the Founder and CEO of the Inquiry Institute, and author of Change Your Questions, Change Your Life, now in it’s 5th edition and it has been translated into 26 languages.. She is an award-winning author, executive coach, and leadership consultant whose work has shaped how leaders think, communicate, and make decisions for more than four decades. Deborah Santana is the author of Loving the Fire: Choosing Me, Finding Freedom. Her work has been featured by Vogue, Oprah, and NPR, among other national and literary outlets. She is the founder of the Do A Little Foundation, which supports women and girls in the areas of health, education, and happiness. Her work explores identity, social justice, spirituality, and the power of collective voice. Daniel Coyle is the New York Times best-selling author of nine books, including Flourish: The Art of Building Meaning, Joy, and Fulfillment, The Culture Code and The Talent Code, Winner (with Tyler Hamilton) of the 2012 William Hill Sports Book of the Year Prize, he is a contributing editor for Outside magazine, he also works a special advisor to the Cleveland Guardians. Coyle lives in Cleveland, Ohio during the school year and in Homer, Alaska, during the summer with his wife Jen, and their four daughters. _________________________ Other Retirement Podcast Episodes You May Like Best of 2026 – Part One Best of 2025 – Part Two What If I? Best of 2025 – Part 1 The Very Best of 2024 __________________________ Time to take stock of what needs your attention planning for the non-financial side of retirement? Take this free 5-minute assessment. It’s not a report card. It’s a tool to help pinpoint what matters most to you in the years ahead. _________________________  

Toyota didn't beat Mercedes by getting cheaper. It beat Mercedes by getting closer to the customer first. Here's the six-year research obsession behind the Lexus LS 400, and why undercutting your way to a full panel is a strategy that has already failed in a dozen other industries, and what Harvard's own pricing research says to do instead. By Michael Tetreault, Editor-In-Chief, Concierge Medicine Today "I'm a car guy, so bear with me on this one. There will be some good points [in this article], I promise. I know enough about engines to self-diagnose and wrench on them myself. Driving an old car with lifter problems through North Dakota and southern Canada in the '90s will teach you that." ~Michael Tetreault Today's article isn't about concierge medicine directly. It's about a distant cousin in the subscription-based healthcare world, direct primary care, or DPC. Over the past two decades, I've noticed more and more that there is a moment almost every DPC or low-cost, membership-based practice hits around year two or three, when the patient panel quietly stalls (catch the car pun). Growth that used to feel automatic starts to flatten out, and you notice it before you can quite explain it. That's usually right about when a competitor down the road launches at $59 to $93 a month, and a quiet voice in your head says: just drop the price. Fill the seats. Worry about margin later. That instinct is understandable. It is also, according to decades of business research and a growing body of data inside concierge and membership medicine itself, one of the fastest ways to damage the very practice you built to serve patients better. This is not a scolding. It is a strategy conversation, grounded in evidence, for low-cost subscription-based physicians who left, or are considering leaving, the insurance-driven system specifically to build something sustainable that has a low cost for the patients because you feel your altruistic nature pulling you to do so. But, if the goal is sustainability, the tactic matters. What "racing to the bottom" actually means Let's zoom out for a moment. A price war is what happens when competitors inside the same market repeatedly cut prices to undercut one another, creating a cycle where each side matches or beats the last cut. This "price-cutting momentum" pulls in competitors who feel forced to follow the initial price cut, and while it can create short-term benefits for the buyer, it erodes the profit margins of everyone competing. Harvard Business School researchers Akshay Rao and Mark Bergen, writing in Harvard Business Review, built a career studying exactly this dynamic across industries. Their conclusion, echoed by strategists since, is blunt: most price wars are avoidable, and the businesses that start them or get pulled into them rarely come out ahead. The Kinsta business blog, summarizing HBR's own internal analysis of the question, put it plainly: when businesses were asked whether they should engage in a price war, the overwhelming answer was "no." Instead, the research points toward differentiation as the more durable response to a low-cost competitor. There is a second, quieter finding in that same research that some physicians should sit with. Price itself shapes how a buyer perceives value, and a price set too low signals that the product is cheap, in the way a price set too high can signal it is a ripoff. In other words, the discount that was supposed to win the patient can be the very thing that tells the patient your care is not worth much. It's indeed, a delicate balance and it's different for every practice and every doctor. Why? Because of who you work for and serve: the patient. Every patient is different. Every practice is different. That makes this topic challenging but it's a conversation worth having because I want to see your practice thrive and more importantly, survive in your community. The framework underneath the instinct Michael Porter, the Harvard strategist whose work still anchors most first-year MBA curricula, described three durable paths to competitive advantage: cost leadership, differentiation, or a focused niche strategy. A company chooses to compete either through lower costs than its rivals or by differentiating itself along dimensions the customer actually values, in order to command a higher price. What Porter warned against was the position most panic-driven price cuts land a practice in. Porter's phrase for it is "stuck in the middle," and it describes an organization trying to be all things to all people, with no distinct competitive advantage as a result. Businesses caught here typically perform the worst in their industry precisely because they never committed to one strength. A DPC practice that quietly lowers its price to compete on cost, while still trying to deliver same-day access, unhurried visits, and so-called affordable white-glove service, is not competing on cost leadership. It is trying to sell a premium product at a discount price, and the math does not hold. Today, a medical practice or a company stuck in this position cannot beat a true cost leader on price, because it never built the operational discipline or scale to sustain that price, and it cannot beat a differentiator on the experience it promised, because the discipline required to deliver that experience costs money. Both promises erode at once. What the data inside DPC and low-cost membership medicine is already showing This is not theoretical for DPC and low-cost membership medicine practices. It is visible in the industry's own numbers. The 2026 State of DPC survey, distributed through the DPC Alliance and Hint Health's network, found a direct relationship between panel size and price. Practices with fewer than 200 patients averaged $105.93 per member per month, practices with 201 to 500 patients averaged $99.28, and practices with more than 500 patients averaged $77.74 per member per month. Read plainly, the larger the panel, the lower the average price charged per patient. That pattern is exactly what Porter's framework predicts happens to practices chasing volume without a differentiation strategy to protect price. It is worth noting this figure comes from Hint Health, a technology vendor with a commercial interest in DPC's growth, so it should be read as directional industry data rather than an independent audit. It is nonetheless the most comprehensive dataset the movement currently has. At the same time, the broader market is not short on room to compete on value instead of price. More than half of private healthcare consumers rank the cost of care as the most dissatisfying part of their current healthcare experience, and DPC's growth has been driven in large part by employers and patients who are tired of opaque, escalating costs elsewhere in the system, not by DPC being the cheapest option on paper. Employers now fund the majority, roughly 60 percent, of active DPC memberships, according to Hint Health's 2026 trends report, which signals that the buyers filling panels today are increasingly sophisticated purchasers evaluating value, retention, and outcomes, not simply hunting for the lowest sticker price. Regional pricing tells a similar story. Northeast DPC pricing rose 33 percent over five years, from $60 to $80 a month, even as national demand for the model accelerated. Practices in that region did not grow by discounting. They grew while raising price, in a market that was simultaneously expanding. The altruism problem no one names out loud Here is the part of this conversation that is specific to medicine and does not show up in a typical business school case study on price wars. Physicians are trained, deliberately and repeatedly, to put the patient's welfare ahead of their own. Medical professionalism itself is defined in the literature by principles of excellence, accountability, altruism, integrity, and humanism, all oriented around the patient relationship. That formation is not incidental. It is the point of medical education, and it is a genuine strength of the profession that should never be coached out of a physician. But that same formation has a side effect worth naming honestly. A rigorous study out of the University of Cologne and University of Rennes, published in the Journal of Health Economics, measured patient-regarding altruism in 733 medical students at different stages of training. The researchers found that patient-regarding altruism is highest among freshmen, declines significantly through the middle years of medical study, and rises again in the final year as students begin assisting in clinical practice. Students with lower income expectations showed higher altruism scores overall. Sit with that last finding. The training that makes physicians excellent, trustworthy, patient-first clinicians also correlates with a documented discomfort around charging what care is actually worth. That discomfort is admirable in the exam room. It becomes a strategic liability in the business office, where it quietly nudges a physician toward the lowest defensible price rather than the price that reflects the value delivered, the access provided, and the sustainability required to keep serving that same patient for the next twenty years. This is not a call to abandon altruism. It is a call to separate two different questions that get tangled together under stress: am I a good doctor and am I running a sustainable practice. A price built out of guilt is not more altruistic than a price built out of strategy. A closed practice serves no one. What other industries learned the hard way Medicine is not the first field to face this exact temptation, and the businesses that raced to the bottom on price rarely tell a happy ending. Rao and Bergen's HBR research spans industries from B2B and agribusiness to healthcare and the nonprofit sector, and the throughline in that body of work is consistent: firms that respond to a low-price competitor by cutting their own price usually shrink the whole market's profitability without gaining durable share, because the competitor simply cuts again. The winners in price wars, when there are any, tend to be the largest players with the deepest balance sheets, the ones who can absorb losses the longest. A solo or small-group physician practice is almost never that player, and should not try to be. The lesson for low-cost DPC physicians is not abstract. It is Porter's choice, stated as a decision every practice has to make deliberately rather than by drift: compete on being demonstrably, operationally the lowest-cost, highest-efficiency provider in your market, which requires real scale and real systems, or compete on being demonstrably different in a way patients value enough to pay for. Trying to hold both at once is what leaves a practice, in Porter's words, stuck in the middle, with margins too thin to sustain the very things that made the practice worth choosing in the first place. The Lexus Lesson: Price Is a Result, Not a Strategy Circling back to my car guy roots, there is an automotive story worth every physician's attention here, because it is one of the clearest business case studies ever produced on the exact question this article is asking you if you're a DPC physician. It comes from Hagerty's "Revelations" series, hosted by Jason Cammisa, on the origin of the 1989 Lexus LS 400, and it has been retold in detail across automotive trade press and in Chester Dawson's book Lexus: The Relentless Pursuit. The origin story matters as much as the engineering. Toyota's first American export, the Toyopet Crown, was a flop, selling only a few hundred units before Toyota pulled it from the market in the late 1950s. Twenty five years of steady rebuilding later, Toyota had become the largest importer of vehicles into the United States, and that success triggered a protectionist response. In the early 1980s, the U.S. government pressured Japan into so-called voluntary export restraints, capping Japanese auto imports at roughly 1.7 million vehicles a year. With volume capped by government policy, Toyota USA's Yukiyasu Togo pushed a different lever: if the company could not sell more cars, it needed to sell more profitable ones. That constraint, not ambition alone, is what pushed Toyota into the luxury segment. In 1983, Toyota's then chairman Eiji Toyoda greenlit a secret effort known as Project F1, for Flagship One. Where a typical vehicle program of that era might use around 200 engineers and a few hundred million dollars, F1 was reportedly given no fixed budget and a development team of roughly 1,400 engineers, 60 designers, and thousands of additional technicians and support staff, spread across a six-year effort widely reported to have cost in the neighborhood of a billion dollars. What that team actually did is the part physicians should study closely. Rather than guess at what luxury buyers wanted, a team of designers and engineers relocated to a rented house in Laguna Beach, California, and spent months directly observing affluent Americans: watching valet stands outside country clubs, studying the furniture in high-end homes, and even analyzing the leather scent inside Jaguar interiors closely enough to reverse-engineer the tanning process. They tested switchgear and steering wheel ergonomics against how women with long, manicured nails actually interact with a dashboard. This is the practice Toyota calls genchi genbutsu, going to see for yourself, rather than relying on assumptions about the customer. Separately, Toyota's research uncovered something more specific and more useful than "people want a cheaper luxury car." Mercedes-Benz owners loved the prestige of their cars but consistently described the dealership experience itself, the pressure, the wait, the sense of being talked down to, as miserable. Lexus rebuilt the entire buying experience around that single insight. Sales moved from an elevated desk to a shared coffee table, removing the physical power imbalance of a traditional car sale. Only 80 of roughly 1,500 dealer applicants were approved to sell the car, each required to invest several million dollars and submit to ongoing customer satisfaction audits. The product and the experience of buying it were treated as a single, inseparable offer. The engineering discipline underneath all of this was, by most independent accounts, extreme. Chief engineer Ichiro Suzuki pursued a drag coefficient of 0.29, well below the S-Class's 0.36 to 0.37, without relying on a rear spoiler, which he considered an inelegant shortcut. Interior noise was engineered down to roughly 58 decibels versus about 60 for the S-Class, and multiple road tests reported the LS 400 was as quiet at 125 miles per hour as its German rivals were at 95. Prototypes logged well over a million miles of testing, and engineers reportedly disassembled competitor vehicles to study exactly how they failed over years of use, then engineered around each weakness. When the LS 400 launched in 1989, it was priced at roughly $35,000, commonly cited as about half the price, or as much as $30,000 less, than a comparably equipped Mercedes-Benz S-Class. The price gap was so large that BMW reportedly suggested Toyota was selling the car at a loss. Within two years, Lexus had overtaken Mercedes-Benz as the best-selling luxury import brand in the United States and topped J.D. Power's quality and service rankings, and Mercedes is reported to have lost roughly a quarter of its U.S. sales in the aftermath. Here is the part physicians should sit with. The low price was not the strategy. It was the output of the strategy. Toyota did not set out to build a cheaper Mercedes and work backward. It spent six years and enormous resources removing the specific frustrations its own research showed were driving prestige-loving customers away, then engineered a manufacturing process disciplined enough to make that quality repeatable at scale, and only after that work was done did it set a price the market would reward. The aggressive price was possible because the operational excellence and the customer research underneath it were real, not because anyone at Toyota decided to compete by cutting corners. This is the distinction that gets lost when a DPC or low-cost membership medicine practice drops its membership fee simply to fill a panel out of fear. Toyota's price was earned through relentless, well-funded engineering and firsthand study of exactly what its target customer resented about the existing options. A practice that lowers its price without first doing that same work, actually going to see for yourself what frustrates the patients you want to serve, and building a practice that removes those specific frustrations, is doing the opposite of what Lexus did. It is cutting the price before it has earned the right to. The translatable lesson is not "charge less." It is this: find out, directly and specifically, what your patients are actually frustrated by in the healthcare experience they already have, build a practice that removes that frustration with real discipline, treat the entire patient experience, not just the clinical visit, as part of the product, and let price follow from that work rather than substitute for it. Toyota spent six years in the field before it touched the price tag. Most practices considering a discount have not spent six weeks asking patients what specifically is broken in the care they are currently getting. What to build instead None of this means price is fixed or that access should be reserved only for the wealthy. It means the starting question changes. Instead of asking what is the lowest price that will fill my panel, the more durable question is what does my practice do that a patient cannot get anywhere else in this market, and does my price reflect that honestly. That might be same-day access. It might be visit length. It might be a specific clinical focus, a specific population, or a specific relationship to a local employer. Differentiation does not require the highest price in the market. It requires a clear, honest reason for the price you have chosen, one you can say out loud to a patient without flinching. Panel growth built on discounting tends to attract patients who are price-shopping and will leave the moment a cheaper option appears next door. Panel growth built on a clear, differentiated value proposition tends to attract patients who stay, refer, and tolerate a price increase because they understand what they are paying for. This article is intended for educational and informational purposes for physicians and healthcare leaders. It does not constitute financial, legal, accounting, or medical advice, and practice pricing decisions should be made in consultation with qualified financial and legal advisors familiar with your specific market and regulatory environment. Sources Rao, Akshay R. and Bergen, Mark E. "How to Fight a Price War." Harvard Business Review, March-April 2000. hbr.org/2000/03/how-to-fight-a-price-war "Price war." Wikipedia, accessed August 2026. en.wikipedia.org/wiki/Price_war "How a Race to the Bottom Hurts Your Business's Bottom Line." Kinsta, July 15, 2024. kinsta.com/blog/race-to-the-bottom Porter, Michael E. Competitive Strategy (1980) and Competitive Advantage (1985), Harvard Business School Press. Summarized via "Porter's generic strategies," Wikipedia, and Strategic Management Insight, strategicmanagementinsight.com/tools/porters-three-generic-strategies "State of DPC 2026: Key Takeaways From DPC Alliance's Physician Survey." Hint Health, July 18, 2026. blog.hint.com/state-of-dpc-2026-key-takeaways-from-the-dpc-alliances-physician-survey "Hint Health Releases 2026 Direct Primary Care Trends Report." Hint Health, April 23, 2026, distributed via PR Newswire, Yahoo Finance, and Morningstar. "DPC Membership Pricing Trends." Hint Health Blog, June 24, 2022. blog.hint.com/dpc-membership-pricing-trends "High cost of health care may be boosting direct primary care membership." Medical Economics, November 16, 2025. medicaleconomics.com/view/high-cost-of-health-care-may-be-boosting-direct-primary-care-membership Sagebien, Julia; L'Haridon, Olivier; Wiesen, Daniel; et al. "The formation of physician altruism." Journal of Health Economics, Vol. 87, 2023. sciencedirect.com/science/article/pii/S0167629622001308 (also indexed on PubMed, ID 36603361) "Professional identity formation of clinical medical students during and beyond the pandemic." PMC, National Library of Medicine. pmc.ncbi.nlm.nih.gov/articles/PMC11150932 Cammisa, Jason. "The Absurd Engineering Obsession Behind the 1989 Lexus LS 400." Hagerty Revelations, YouTube, youtu.be/i15Ii4yetLM "How the Lexus LS400 Crashed the Luxury Party." Autoblog, October 2, 2025. autoblog.com/features/how-the-lexus-ls400-crashed-the-luxury-party "How Lexus defeated 'the best car in the world.'" Motoring Research, July 25, 2024. motoringresearch.com/car-news/lexus-ls-400-review "Lexus LS 400: 'the finest V8 engine in the world.'" Cult Classics, Adrian Flux, August 21, 2023. adrianflux.co.uk/cult-classics/lexus-ls-400-the-finest-v8-engine-in-the-world Dawson, Chester. Lexus: The Relentless Pursuit. John Wiley & Sons, revised edition. Publisher synopsis via AbeBooks, abebooks.com/9780470828045 A detailed companion recap of the Hagerty Revelations episode, covering Project F1 staffing, the Laguna Beach research house, the coffee-table dealership model, and Suzuki's engineering targets, was supplied directly by the editor. Its original publisher and byline could not be independently confirmed at time of writing. Facts drawn from it (drag coefficient, price gap, engineer count, dealership vetting) were cross-checked against sources 11 through 15 above before inclusion, and the editor should confirm original attribution before publication.

Dan Pontefract is a renowned leadership strategist, author, and keynote speaker with over two decades of experience in senior executive roles at companies such as SAP, TELUS, and Business Objects. Since then, he has worked with organizations worldwide, including Salesforce, Amgen, Nestlé, Virgin Media O2, Autodesk, BMO, the Government of Canada, Manulife, Nutrien, and BDO, among others.As an award-winning and best-selling author, Dan has written six books: THE FUTURE OF WORK IS GREY, WORK-LIFE BLOOM, LEAD. CARE. WIN., OPEN TO THINK, THE PURPOSE EFFECT, and FLAT ARMY. His 2024, Work-Life Bloom, is the 2024 Thinkers50 Best New Management Book and the Gold Medal Winner of the Axiom Business Book Awards. He also writes for Forbes and Harvard Business Review.Dan is a renowned keynote speaker who has presented at four TED events and has delivered over 600 keynotes. He is an adjunct professor at the University of Victoria's Gustavson School of Business and has received over 25 industry, individual, and book awards.Dan's career is interwoven with corporate and academic experience, coupled with an MBA, B.Ed, and multiple industry certifications and awards. Notably, Dan is listed on the 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.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.

Empathy in the Workplace, Center for Creative Leadership White Paper: https://www.ccl.org/insights-research/research/?research=empathy-in-the-workplace-a-tool-for-effective-leadership Why Emotional Intelligence Matters More Than Technical Skills In The AI Age, Forbes Article: https://www.forbes.com/sites/aytekintank/2026/06/30/what-are-power-skills-and-how-can-leaders-reinforce-them-in-2026/ How to Ask Better Questions: https://podcasts.apple.com/ru/podcast/how-to-ask-better-questions/id1567769910?i=1000660342169 The Art of Asking Smarter Questions, Harvard Business Review: https://hbr.org/2024/05/the-art-of-asking-smarter-questions Subscribe to our newsletter on LinkedIn: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7373364855967461376 Check out our website: https://canyouhearmepod.beam.ly Thank you for listening to "Can You Hear Me?". If you enjoyed our show, please consider subscribing and leaving a review on your favorite podcast platform.Stay connected with us:Follow us on LinkedIn!Follow our co-host Eileen Rochford on Linkedin!Follow our co-host Rob Johnson on Linkedin!

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. The episode of Agile Tales continues a long-running conversation with Rich Sheridan. Rich discusses how Menlo's pairing practices can include neurodivergent team members, noting they've employed people on the spectrum and that social skills develop through practice rather than isolation; he argues many “cantankerous” behaviors are created by silent, cubicle-based environments and should be addressed with structures for respectful conflict, drawing on Crucial Conversations and a kindergarten “solution circle” model, while still expecting basic human decency. He explains executive influence through visible signals, humility, and accepting feedback, then describes fostering autonomy via “run the experiment,” minimizing meetings, and using shorthand cultural phrases like “black butterflies” to challenge assumptions and reduce fear-driven resistance.00:00 Welcome to Our Agile Tales01:40 Neurodivergence and Pairing04:45 Isolation Creates Friction08:20 Solution Circle Skills11:49 Respect and System Design16:52 Leading by Signals21:32 Run the Experiment27:27 Black Butterflies Story29:49 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

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

Most people think promotions are awarded. In reality, they are built months before the decision is ever announced. Drawing from my award-winning book Get Promoted, this 97% Effective Essentials episode breaks down the three forces that shape advancement inside organizations.Learn more about Michael Wenderoth, Executive Coach: www.changwenderoth.comSHOW NOTES:Step #1, The Rock: Better to build your strategies on truths and evidence, not comforting fantasiesIn organizations, the hard truth about who promotes usCan't articulate how the promotion process works in your organization? Then you need to this.What is your organization promoting (vs saying it promotes)? Find out through this short exercise.What's holding you back? Kara Williams, Partner at Credera, shares what held her back.All progress starts by doing this.Step #2, The Map: What good is knowing north if you don't assess the landscape?Why you should first ask “Who?”Peter Belmi, Professor at Darden: Your job is to find the right people!How a frank talk with his boss got my client out of daydream mode and into the leadership programHow are you spending your time?Step #3, The Snowball: Nothing happens unless something movesAre you waiting for the stars to totally align?Doing vs ThinkingGorick Ng, Harvard Career Advisor and Author “The Unspoken Rules”: The #1 career limiting moveThe value of being uncomfortable3 Questions, 3 Actions 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/Kara Williams Episode “Advancing Your Career Through ‘Salt, Acid, Fat & Heat'”: https://tinyurl.com/59tmctkuArticle “Great Leader Embraces Office Politics” (Harvard Business Review): https://hbr.org/2016/04/great-leaders-embrace-office-politicsProfessor Peter Belmi Episode “Social Class & Our Beliefs – How They Affect Our Path to Power”: https://tinyurl.com/2ys2h8r8Michael's Power Map Tool (FREE): https://changwenderoth.com/the-power-map/Gorick Ng Episode “What You're Not Taught in School – Unspoken Rules That Accelerate Your Career”: https://tinyurl.com/bdze24pxArticle “How to Get Your First Promotion” (Harvard Business Review): https://hbr.org/2022/10/how-to-get-your-first-promotionGet 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

What if emotional intelligence is the real secret to better leadership, stronger teams, and greater success? In this episode, Dr. Travis Bradberry breaks down how EQ shapes performance, communication, and workplace culture in healthcare. Learn how managing everyday emotional moments can help you lead more effectively, strengthen teamwork, and create a healthier work environment. Meet our guests: Dr. Travis Bradberry Read More Dr. Travis Bradberry is a world-renowned expert on emotional intelligence and the Chief People Scientist at LEADx. His bestselling books have sold more than 5 million copies, have been translated into 25 languages, and are available in 150 countries. Dr. Bradberry is a LinkedIn Top Voice, with 2.6 million followers on the platform. He has written for or been covered by USA Today, The Wall Street Journal, The Washington Post, The Harvard Business Review, Bloomberg Businessweek, Fortune, Fast Company, and Forbes. His newest book is entitled, The New Emotional Intelligence. Episode Resources Bradberry, T. (2025). The New Emotional Intelligence  Dr. Peter Salovey – Yale University  The post The EQ Advantage: How Emotional Intelligence Drives Performance appeared first on AWHONN.

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.

The job market today is tough. AI is making it more difficult for companies to find qualified candidates, and for qualified candidates to standout. Two tech industry veterans dug in to find out what is going on and wrote an eye opening article in the Harvard Business Review about what is going on and how to improve the system for everyone. Shraddha Sunil and Mudit Saraf spoke with Elizabeth Ames about their recent article and recommendations for improving the system for all participants.00:00 Welcome and HBR Article02:07 Why Study Recruiting AI03:11 Research and Interviews05:39 AI Flooding Applications08:22 Recruiters Lose Resume Trust10:23 Broken Signals and School Filters12:41 Interview Cheating and Proxy Hires17:26 Entry Level vs Senior Roles19:37 Company Costs and ATS Changes22:44 AI Interviewing Tools Explained25:59 Rubrics Privacy and Bias31:54 Surfacing Hidden Talent33:28 Structured AI Interviews36:07 Fixes for Hiring Leaders40:18 Risks of Closed Hiring43:18 Advice for Job Seekers46:32 Build Projects and Specialize48:21 Wrap Up and Thanks

Drowning in emails, client demands, and late nights at the office? In this episode, you'll learn how to use boundaries, focus, and smart delegation to transform your law practice from constant chaos into a business you actually enjoy running.   In this episode, Steve Fretzin and Elizabeth Grace Saunders discuss: Power of boundaries in time management Recognizing when your schedule has become a problem Niching and being selective about legal work and clients Setting and resetting client expectations around access and response times Delegation, email efficiency, and leveraging AI tools   Key Takeaways: Boundaries are one of the most powerful tools for managing time, and they start with taking responsibility for what you tolerate from clients, colleagues, and yourself. You have a time management problem when your schedule consistently harms your health, relationships, or client service—regardless of the number of hours you work. Saying yes to every kind of matter and every type of client creates “crazy” in a practice; focus on your true area of expertise and on clients who are a good fit and can pay reliably. Clear, consistent expectations around availability and response times—communicated up front and reinforced by your behavior—train clients to respect your time. Delegation, better email protocols, and AI tools that draft or prioritize messages can reclaim hours each week and free you to do higher-value legal and business development work.   "You need to be very clear within yourself and very explicit with your client when you are or not available." —  Elizabeth Grace Saunders   Check out my new show, Be That Lawyer Coaches Corner, and get the strategies I use with my clients to win more business and love your career again.   Join the Be That Lawyer Community and connect with ambitious lawyers who are serious about growing their book of business, strengthening their brand, and becoming confident, consistent rainmakers.   Ready to go from good to GOAT in your legal marketing game? Don't miss PIMCON—where the brightest minds in professional services gather to share what really works. Lock in your spot now: https://www.pimcon.org/   Thank you to our Sponsor! LEX Reception: https://www.lexreception.com/partners/bethatlawyer Rankings.io: https://rankings.io/ Lawyer.com: https://www.lawyer.com/   Ready to grow your law practice without selling or chasing? Book your free 30-minute strategy session now—let's make this your breakout year: https://fretzin.com/   About Elizabeth Grace Saunders: Elizabeth Grace Saunders is a time management coach, member of the Forbes Coaches Council, and best-selling author of The 3 Secrets to Effective Time Investment, How to Invest Your Time Like Money, and Divine Time Management. Since founding Real Life E Time Coaching & Training in 2009, she has helped thousands of individuals globally—including newly promoted professionals and parents—overcome burnout, reduce stress, and achieve work-life balance. Named one of the World's Top 30 Time Management Professionals by Global Gurus annually since 2018, Elizabeth regularly contributes to Harvard Business Review and Fast Company, drawing on prior corporate experience at Meredith Corporation and Abbott Laboratories and her summa cum laude degree from Drake University.   Connect with Elizabeth Grace Saunders:   Website: https://reallifee.com/   Connect with Steve Fretzin: LinkedIn: Steve Fretzin Twitter: @stevefretzin Instagram: @fretzinsteve Facebook: Fretzin, Inc. Website: Fretzin.com Email: Steve@Fretzin.com Book: Legal Business Development Isn't Rocket Science and more! YouTube: Steve Fretzin Call Steve directly at 847-602-6911   Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

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:

Carla Hall is a celebrated chef, TV personality, and author known for her appearances on Top Chef and The Chew. With her signature catchphrase "Hootie Hoo!" and infectious warmth, Carla has built a career on making cooking—and life—more joyful and accessible. She brings her culinary expertise and authentic personality to The MeMenu, transforming complex personal development concepts into digestible, actionable steps.   Deborah Grayson Riegel is a leadership communication expert, executive coach, and Wharton School faculty member. With a Master's degree in Applied Positive Psychology and decades of experience coaching executives, Deb brings research-backed methodologies and practical tools to The MeMenu. Her work has been featured in Harvard Business Review, Forbes, and Psychology Today.   Website: https://www.thememenu.com/ Book: https://www.amazon.com/dp/B0H6WPBR7D   Episode Summary:   In this episode, Lyndsay sits down with two powerhouse women: Carla Hall, Top Chef fan favorite and former co-host of The Chew, and Deborah Grayson Riegel (Deb), a Wharton professor, executive coach, and author. Together they've written The Me Menu, a book that uses a cooking analogy — recipes, flavors, and mise en place — to help women over 50 (and anyone ready to join them) put themselves first and lead their own next chapter with what they call "main dish energy." Carla and Deb share the story of how they connected, what's inside the book, what inspires them, and the legacy they each hope to leave.   Key Takeaways:   - Self-development doesn't need to feel like a chore. - You don't need one big life overhaul. - You are already enough. - Staying connected doesn't take hours. - Fun and rigor aren't opposites. - Put yourself on the menu.   Episode Chapters:   0:00 Cold open: the cooking analogy behind The Me Menu 0:57 Welcome to Heartbeat for Hire 1:09 Meet Carla Hall & Deb Riegel 2:17 How Carla and Deb connected 4:15 From the kitchen to coaching: Carla's leadership journey 6:36 Who The Me Menu is for 9:38 Inside the book: the six flavors and the recipe format 14:56 Sponsor break: Cozy Earth 15:34 What inspires Carla and Deb 18:03 On friendship and the eight-minute rule 21:08 What's next for The Me Menu (keynotes and retreats) 23:56 Legacy: what they want to leave behind 26:49 Final takeaways for listeners

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.

We've spent decades designing work around the idea that people need incentives to perform. But what happens when the systems designed to motivate people actually get in the way of motivation? Professor Barry Schwartz has spent decades studying what makes work meaningful, and his research challenges the idea that money and performance incentives are enough. In this revisited episode, Dart and Barry explore what people really want from work, why pay-for-performance can undermine motivation, and what organizations can do to create work where people have the autonomy and responsibility to do good work.In this episode, Dart and Barry discuss: - Why Barry wrote Why We Work?- How did we learn what people want from work?- Lack of autonomy as a cost of employment - How has Why We Work been received?- How to protect against bias?- Practicing autonomy with restraint- The dangers of neglect in the workforce- And other topics…Barry Schwartz is an emeritus professor of psychology at Swarthmore College. He is the author of Why We Work, Practical Wisdom with Kenneth Sharpe, and The Paradox of Choice, as well as books on psychology, learning, and human behavior. His writing has appeared in The New York Times, Harvard Business Review, The Guardian, Scientific American, and other publications.Resources mentioned: Barry Schwartz: https://en.wikipedia.org/wiki/Barry_Schwartz_(psychologist) Why We Work by Barry Schwartz: https://books.google.com/books?vid=ISBN9781476784861 Practical Wisdom by Barry Schwartz: https://books.google.com/books?vid=ISBN9781594487835 The Paradox of Choice by Barry Schwartz: https://www.amazon.com/Paradox-Choice-Why-More-Less/dp/149151423X Barry's TedTalks: https://www.ted.com/speakers/barry_schwartz Jeffrey Pfeffer: https://jeffreypfeffer.com/ The Human Equation by Jeffrey Pfeffer: https://www.amazon.com/dp/0875848419Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

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.

What if your workload isn't actually the reason you're overwhelmed? The real problem may be your thought load. CEOs can spend an entire day moving from meeting to meeting, making decisions, switching between priorities, and managing other people's problems, yet still wonder what they actually accomplished. In this episode, Jim Schleckser talks with teamwork expert and author Liane Davey about thought load, the invisible combination of cognitive demands, emotional burdens, and depleted energy that's quietly undermining leadership performance. By listening to this episode, you'll learn how to: Recognize the difference between workload and thought load and identify what's actually draining your capacity. Reduce unnecessary meetings, distractions, decision fatigue, and emotional burdens that prevent you from focusing on your most important work. Use a practical framework to decide what to delete, delay, distribute, or diminish so you can spend more time where you provide unique value as a CEO. Listen now to learn how to manage your thought load, reclaim your attention and energy, and create the space you and your team need to do your best work. 05:35 | It's Not Your Workload. It's Your Thought Load. Liane Davey breaks down the concept of thought load and its three components: cognitive demands, emotional burdens, and depleted energy reserves. She explains why leaders can feel completely overwhelmed even when workload itself isn't the real problem. 19:40 | Shrink Your Teams and Strengthen Your Communities Liane explains how oversized teams, endless meetings, and cross-functional complexity increase thought load. Her solution challenges leaders to create smaller core teams while building stronger communities around them for support and expertise. 38:45 | Four Questions to Get Your Time Back One of the most actionable parts of the episode: Liane shares a four-question triage framework for CEOs. Is it important? Is it urgent? Is it uniquely you? Is all of it essential? The answers help leaders decide what to delete, delay, distribute, or diminish. About Liane Davey Liane has spent more than 25 years researching and advising teams on how to perform at their best. Known as the "teamwork doctor," she works with teams from the frontlines to the boardroom, across industries and around the world, from Boston to Bangkok. Through her work with hundreds of teams, including 26 Global Fortune 500 companies (and counting), she has developed a practical, research-backed approach to solving the challenges that prevent teams from working effectively together. Liane is a New York Times bestselling author of You First: Inspire Your Team to Grow Up, Get Along, and Get Stuff Done and The Good Fight: Use Productive Conflict to Get Your Team and Organization Back on Track. She is a regular contributor to Harvard Business Review and a sought-after expert for media outlets including CNN, NPR, USA Today, The Globe & Mail, and Forbes. Her work focuses on increasing productivity, strengthening engagement, developing leaders, and helping teams navigate conflict in healthier, more effective ways.

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

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 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

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

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.

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.