Podcasts about HBR

What if the real reason you're not taking action isn't about motivation, time, or strategy—but about who you believe you are? In this powerful solo episode of the Empowered Team Podcast, Kari Schneider dives into the hidden force driving every action you take (or don't take): your identity. Backed by research and real-life experience, Kari unpacks how identity-based thinking shapes behavior, influences long-term success, and determines whether you follow through or stay stuck. Drawing from her own recent life transitions and recovery from serious injury, Kari shares how shifting her identity helped her navigate one of the hardest seasons of her life—and how you can do the same. In this episode, you'll learn: Why identity—not discipline—is the foundation of consistent action The science behind “I am” language and behavior change How your brain sees your future self as a stranger (and how to fix it) Why you can't outperform your identity—no matter how hard you try A simple 3-step framework to start shifting your identity today Key Takeaway: Every action you take is a vote for the person you believe you are. Change your identity—and your actions will follow. Call to Action: Declare who you are becoming. Share this episode and tag Kari with your “I am” statement. Resources: James Clear — Identity-Based Habits Atomic Habits (book reference) Article on identity: https://jamesclear.com/identity-based-habits  Hal Hershfield — Future Self Research UCLA profile & research: https://www.anderson.ucla.edu/faculty-and-research/marketing/faculty/hershfield  UCLA newsroom interview: https://newsroom.ucla.edu/stories/hal-hershfield-finding-harmony-with-future-self-book  HBR article: https://hbr.org/2013/06/you-make-better-decisions-if-you-see-your-senior-self  NPR feature: https://www.npr.org/transcripts/1182387784  William Swann — Self-Verification Theory Wikipedia overview: https://en.wikipedia.org/wiki/Self-verification_theory  Simply Psychology summary: https://www.simplypsychology.org/self-verification-theory.html  Amy Cuddy — Embodiment (use with caveat above) Original 2010 paper: https://journals.sagepub.com/doi/abs/10.1177/0956797610383437  TED Talk (47M views): https://www.ted.com/talks/amy_cuddy_your_body_language_may_shape_who_you_are  Updated Q&A on the research: https://ideas.ted.com/inside-the-debate-about-power-posing-a-q-a-with-amy-cuddy/ 

【本集節目由 HBR個案共學會 贊助播出】

HBR 訂戶共讀小聚#9【凝聚力的科學：讓團隊一起贏！】

【本集節目由 HBR個案共學會 贊助播出】

Many leaders and teams are not always aware of what is getting in their way and what opportunities exist to improve their culture and performance. Tools help us see more clearly. For Full Show Notes and Links Visit: https://www.jasonvbarger.com/podcast/self-awareness-tools-with-jason-p-carroll/ Jason is joined by his friend, Jason P. Carroll, the founder of Aptive Index, for an insightful conversation about leveraging self-awareness tools to remove leadership obstacles and build high-performance teams. Please rate and review the podcast to help amplify these messages to others! Summary: With employee engagement hitting a ten-year low and only 23% of workers trusting their organization's direction, how can executives build an environment where teams truly thrive? In this episode of The Thermostat, Jason V Barger sits down with behavioral intelligence specialist, TEDx speaker, and certified Dare to Lead facilitator Jason P. Carroll. Together, they explore the profound intersection of psychometric science, data-driven self-awareness, and strategic culture shaping. This conversation moves beyond generic motivational advice to break down the mechanics of human hardwiring in the workplace. Jason and Jason examine the hidden traps of leadership habits, highlighting how executives often inadvertently erode trust through micro-doses of misaligned communication. They analyze real-world case studies of behavioral clashes, emphasizing that true self-awareness isn't just about collecting personality data—it's about understanding your systemic impact and knowing how to dial in your personal strengths with precision. Essential listening for C-Suite executives, founders, and managers committed to mastering corporate culture, this episode offers a practical blueprint on leveraging AI-powered behavioral intelligence, navigating cultural dissonance, and deploying the core drivers of organizational trust to enhance leadership in teams. Episode Notes & Timestamps: Intro: Jason Barger introduces Jason P. Carroll, founder of Aptive Index, setting up a conversation on self-awareness tools and removing leadership obstacles. Meet Jason P. Carroll: A look into Carroll's background, including scaling a previous company from $20M to $80M through people decisions, training with Brené Brown, and playing sandlot baseball. Running Hot: Analyzing the cartoon imagery of running at maximum temperature and the difficulty high-performing leaders face when trying to slow down. The Evolution of Culture: Observations on how economic uncertainty, work-from-home shifts, and AI require leaders to reframe people leadership with deep intentionality. The Trust Crisis: Discussing the Gallup data hitting a 10-year low in employee engagement and the reality that only 23% of workers trust their leadership. The Data vs. Self-Awareness Trap: Why listing personal tendencies on a spreadsheet isn't true self-awareness, and the necessity of understanding your behavioral impact on a team. The Cowboy Hat Case Study: A narrative about a high-energy CEO learning that he can't expect a structured accounting department to adapt to his chaotic executive style. Misaligned Hardwiring: Jason P. Carroll shares a story from his previous company where clashing behavioral needs created an operational chasm between visionaries and operators. Dialing in Strengths: Why self-awareness doesn't mean becoming a chameleon, but rather finding the proper execution balance without losing your executive edge. Cultural Dissonance & Lingering Habits: Jason Barger unpacks why "what we allow lingers and what we teach triggers," and the leadership obligation to protect the culture of "we." The Trust Drivers: A comparison of the HBR trust drivers (logic, empathy, authenticity) and the Aptive Index metrics (character, competence, compassion). Psychometrics & The AI "Now What?": How the AI system Aria converts dusty, one-time personality data into continuous, real-time workplace conflict guides. Outro: Jason outlines steps for leaders to calibrate their thermostat by proactively shifting behaviors to shape culture. Key Takeaways for Leaders: Systemic Impact Mapping: Move past simple personality test checklists; true self-awareness requires evaluating how your hardwired tendencies alter team dynamics. Dial, Don't Discard: Refining your leadership style is not about erasing your natural strengths, but dialing back over-indexing tendencies (like steamrolling) to allow for team autonomy. Address the Dissonance: Guard your culture fiercely by refusing to let misaligned behaviors linger, actively teaching back to your core operational values. Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/self-awareness-tools-jason-p-carroll/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

【

Have you ever had ongoing disagreements with your boss? Do you struggle trying to become more visible to leadership at your organization?Have you gotten feedback that YOUR feedback style needs improvement?In this episode, Amy Gallo workplace expert and author of “Getting Along,” joins host Muriel Wilkins to tackle questions from the Coaching Real Leaders community and listeners on their toughest leadership problems. For further reading: Learn more about Amy here: www.amyegallo.comCheck out her book Getting Along: How To Work With Anyone (Even Difficult People): https://www.amazon.com/Getting-Along-Anyone-Difficult-People/dp/16478210618 Practices to Break Free From Conflict: https://jengoldmanwetzler.com/wp-content/uploads/2019/11/8-Practices-to-Break-Free-From-Conflict-.pdfSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

【

【

HBR 訂戶共讀小聚#9【凝聚力的科學：讓團隊一起贏！】

HBR 訂戶共讀小聚#9【凝聚力的科學：讓團隊一起贏！】

【

【

Boaz powiedział do Rut: Przyszłaś, aby się schronić pod jego skrzydłami. (Rt 2,12) Kto przystępuje do Boga, musi uwierzyć, że On istnieje i że nagradza tych, którzy go szukają. (Hbr 11,6)

【

Are your employees truly motivated…or are they just trying to avoid getting yelled at?   Most leaders believe incentives, pressure, and removing frustrations are enough to improve performance—but this episode challenges that assumption completely. Drawing from Frederick Herzberg's groundbreaking motivation theory, Bradley Hartmann explains why eliminating dissatisfaction doesn't automatically create engagement, ownership, or high-performing teams.   In this episode you will Learn the critical difference between what demotivates employees and what genuinely motivates them Discover why fear, pressure, bonuses, and "pizza party leadership" often fail to create lasting engagement Understand how autonomy, progress, recognition, and meaningful work unlock stronger performance and team buy-in   Listen now to discover how to build teams that are genuinely energized, engaged, and motivated to perform at a higher level.   Click HERE to read Frederick Herzberg's HBR article   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.      

【本集節目由 哈佛商業評論鼎革獎 贊助播出】 數位轉型鼎革獎，熱烈招募中， 致敬每個定義時代的最強推手！ 了解更多：https://go.hbrtw.com/8vzt83 .

HBR 訂戶共讀小聚#9【凝聚力的科學：讓團隊一起贏！】

【

She recently transitioned to a new role and organization and is having trouble finding inspiration and motivation. Host Muriel Wilkins coaches her through why she feels professionally unfulfilled, and what she can do about it. For further reading: When Work Truly Fills Your Cup: https://karen-onpurpose1.medium.com/when-work-truly-fills-your-cup-83b0890ccf8b3 Questions to Ask When Your Job Isn't Fulfilling: https://hbr.org/2022/11/3-questions-to-ask-when-your-job-isnt-fulfillingHow to Transition from Public Service to the Private Sector: https://www.executivegov.com/articles/how-to-transition-from-government-to-industryConnect with Muriel:Website: murielwilkins.comLinkedIn: @Muriel Maignan Wilkins Instagram: @CoachMurielWIlkins Join the Coaching Real Leaders Community: coachingrealleaderscommunity.comRead Muriel's book: LeadershipUnblocked.com Masterworks: Visit masterworks.art/leaders to view their track record and inquire for membership.Past performance is not indicative of future returns. Investing involves risk. See important disclosures at masterworks.com/cdSee the Offering Circular for our current offering featuring work by Jean-Michel Basquiat here.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

【

Authenticity might be the most abused word in business today. Every AI tool promises to preserve it. Every leadership guru sells it as a brand pillar. And the more it gets thrown around, the less it actually means. In this episode of The Trending Communicator, host Dan Nestle sits down with Allison Shapira — founder and CEO of Global Public Speaking, Harvard Kennedy School lecturer, regular HBR contributor, and author of AI for the Authentic Leader: How to Communicate More Effectively Without Losing Your Humanity. Allison went from the opera stage to the corridors of diplomacy, eventually building a global communication training company that now coaches prime ministers, cabinet members, and Fortune 100 executives in their highest-stakes moments. Allison and Dan dig into what authenticity actually means when AI can draft your speech in seconds, why generic AI output is quietly eroding trust between leaders and the teams they lead, and how the AI Authenticity Loop gives communicators a practical way to use these tools without flattening their voice. Along the way, they explore why live speaking might be the last place left to be certain a human is being human — and why the choices we make about AI in the next three years will determine whether it brings us together or pulls us apart. Listen in and hear about... Strategic authenticity, and why "rolling out of bed without brushing your teeth" doesn't count The ACE model — authenticity, clarity, and energy — as the foundation of leadership voice What new research reveals about how AI overuse erodes trust between leaders and teams The five-step AI Authenticity Loop and what "starts with you" actually means Behavioral training, not technical training, as the real key to AI adoption Why leaders need to be vulnerable about their AI use before their teams will trust them Notable Quotes from Allison Shapira "This is not about keeping the human in the loop. As I say in my book, the human IS the loop." "It would be rude to ask a human for feedback when you haven't asked an AI first because it would be a waste of the human's time." "The decisions we make in the next three years will determine where AI goes. Whether it brings us together, builds trust, whether it pushes us apart and isolates us even further." Resources and Links Dan Nestle Lilypath | Website Inquisitive Communications | Website The Trending Communicator | Website Communications Trends from Trending Communicators | Dan Nestle's Substack Dan Nestle | LinkedIn Allison Shapira Global Public Speaking | Website AI for the Authentic Leader | Book Allison Shapira | LinkedIn Timestamps 0:00:00 Introduction: Authenticity, leadership, and guest Allison Shapira0:06:18 Allison Shapira's journey: From opera to diplomacy and communication0:12:29 Defining effective leadership communication and the ACE model0:18:20 AI's impact on human connection and the risks to authentic communication0:24:01 Strategic authenticity: Aligning personal and organizational values0:31:07 How AI undermines trust when misused in corporate messaging0:37:21 Human vs. AI knowledge: Authenticity and lived experience0:43:50 Dangers of outsourcing critical thinking to AI and accountability0:50:01 The AI Authenticity Loop: Five-step framework explained0:57:25 Importance of feedback and critical engagement with AI tools1:01:49 Final thoughts: Shaping the future of AI, authenticity, and leadership (Notes co-created by Human Dan, Claude, and Castmagic) Learn more about your ad choices. Visit megaphone.fm/adchoices

【

【本集節目由 哈佛商業評論鼎革獎 贊助播出】 數位轉型鼎革獎，熱烈招募中， 致敬每個定義時代的最強推手！ 了解更多：https://go.hbrtw.com/8vzt83 .

HBR 訂戶共讀小聚#9【凝聚力的科學：讓團隊一起贏！】

【

【

【本集節目由 HBR個案共學會 贊助播出】

【本集節目由 HBR個案共學會 贊助播出】

【本集節目由 哈佛商業評論鼎革獎 贊助播出】 數位轉型鼎革獎，熱烈招募中， 致敬每個定義時代的最強推手！ 了解更多：https://go.hbrtw.com/8vzt83 .

【本集節目由 HBR個案共學會 贊助播出】

Mukhtar Kadiri: When the Smartest Person on the Team Becomes the Biggest Bottleneck — And Explodes in a Meeting Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes.   "A lot of times, the problem is not necessarily technical. It's a human problem. Just figuring out the human dynamics removes the obstacles and makes the project flow." - Mukhtar Kadiri   Mukhtar was brought into a healthcare software project where the team couldn't hit any of their milestones. The product manager, engineering team, and head of engineering were supposed to be self-sustaining, but chaos reigned. What Mukhtar found through his one-on-ones was a pattern of finger-pointing — product blaming engineering, engineering blaming product. Then, in one meeting, the head of engineering exploded. He burst out yelling in front of the entire team. In a private conversation afterward, Mukhtar discovered the root cause: this brilliant architect was a bottleneck. Everyone depended on him, he was stretched across multiple projects, and the frustration had been building with no outlet. Mukhtar's approach was direct — "Your name is on this project. Yelling is not going to help." But the real insight came from what happened next. Once the head of engineering started controlling his outbursts, team morale improved almost immediately. Combined with basic structure — regular meetings, low-hanging-fruit milestones — the team built momentum and eventually became self-sufficient. The lesson? No matter how technical the challenge looks, it's always a people problem. And one-on-ones aren't just status updates — they're pressure valves that prevent public explosions that can cause irreparable damage to team morale.   Self-reflection Question: Is there someone on your team who's carrying too much load in silence — and what would it take for you to create a safe space where they can express that frustration before it boils over? Featured Book of the Week: HBR Project Management Handbook by Antonio Nieto-Rodriguez Mukhtar recommends the HBR Project Management Handbook because, as he puts it, "A lot of project management books, I can read them and it's almost like I'm not really learning anything new. But this one had substance." After stumbling into project management and leading projects for seven years before even pursuing his PMP, Mukhtar found that most PM books simply codified what he already knew from experience. The HBR handbook was different — it offered breadth, depth, and fresh approaches to common project management challenges. He also recommends the Rita Mulcahy PMP Exam Prep for those preparing for PMP certification, noting that studying for the exam crystallized frameworks around things he had been doing instinctively.   [The Scrum Master Toolbox Podcast Recommends]

【

Are you worried that you have developed a habit of quitting when times get tough?Do you struggle with finding authentic ways to be seen by senior leadership?Are you trying to find the time and energy to develop your team?In this episode, Muriel is joined by her producer Mary to tackle leadership questions from listeners like you.For further reading: Why the Most Productive People Don't Always Make the Best Managers: https://hbr.org/2018/04/why-the-most-productive-people-dont-always-make-the-best-managersWhy Visibility Has Become the New Test of Leadership: https://sloanreview.mit.edu/article/why-visibility-has-become-the-new-test-of-leadership/Ready to Quit Your Job?: https://www.theguardian.com/money/2021/aug/12/ready-to-quit-your-job-here-are-the-17-questions-to-ask-yourself-firstWhat? So What? Now What? (Matt Abrahams): https://www.youtube.com/watch?v=1qdZwQdn7ScSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Join Sarah and Kedren to explore the phenomenon of leaders withdrawing due to a perceived and persistent  lack of agency and efficacy.  This withdrawal is hitting the world-changers hard.  Leaders who have been fueled by hope and the pursuit of ideals often motivate themselves and others through the conviction that together, they could be positive change agents.  When circumstances align to prevent progress, how do leaders hold the tension, stay engaged, and continue to inspire others?  Sarah and Kedren discuss critical leadership skills necessary for this moment in history, including learning how to hold the tension, stay in the middle, accept what is, be realistically optimistic, and persist.  Negative Capability mindsets and behaviors are more important than ever when the seemingly rational adaptation is to check out, give up, stop pushing, and withdraw.  Leaders can 'quiet quit' too, with the potential of derailing movements, teams, and companies.  Work Wisdom is always grateful to Merete Wedell-Wedellsborg for her insightful contributions to our field, but never more thankful than for her very timely March 2026 HBR article that illuminates the widespread phenomenon of leaders losing agency and its subsequent implications for their leadership. To learn more about Work Wisdom, visit www.workwisdomllc.com and follow us on LinkedIn and Instagram (@workwisdom).

【

【本集節目由 HBR個案共學會 贊助播出】

【本集節目由** HBR個案共學會** 贊助播出】

【

【

You've bought the licenses. You've made the announcement. And a few months later, you're staring at a workforce either ignoring the tools entirely or churning out AI-generated fluff that nobody's reading. The ROI? Nowhere to be found. The problem isn't AI. It's how organisations are rolling it out. In this How I AI episode, Neo and I share a recording from a live webinar we ran on why AI rollouts fail and what it actually takes to set yours up for success. We cover the most common mistakes we're seeing on the ground, the research that should change how you think about training, and the question every leadership team needs to answer before spending another dollar on licenses. Neo and I cover: Why an unclear AI strategy at the leadership level creates confusion across teams, with some departments using the tools freely and others too uncertain to try. The leadership credibility problem: when CEOs and senior leaders don't use AI themselves, the rest of the organisation takes it as a signal that they shouldn't either. Why buying licenses without training can actually reduce productivity, producing a flood of low-quality, AI-generated work that slows people down rather than speeding them up. The surprising finding from HBR research that the average time saving from AI is just 2.5%, and why vanity metrics like daily logins and token usage tell you almost nothing about real value. The agent proliferation trap: why having everyone in your organisation building agents independently leads to duplicated, inconsistent, and unowned tools that create more confusion than clarity. The cultural barrier of AI fear, and why people won't genuinely adopt a tool they believe is there to replace them. AI brain fry, a distinct form of cognitive fatigue caused by constant context-switching and vigilance when managing multiple AI tasks simultaneously. Why training to tasks rather than features is what actually shifts behaviour, and the research-backed minimum dose of five hours of hands-on training required to see any meaningful benefit. The case for training close to license rollout to prevent bad habits forming before people know how to use the tools well. A three-stage framework for AI adoption: access, literacy, and leverage (individual then organisational), with literacy positioned as an ongoing capability rather than a one-off event. Why planning where time savings will actually go matters as much as achieving them, otherwise people simply fill the space with more work. Connect with Neo Aplin on LinkedIn (https://www.linkedin.com/in/neoaplin/) and via inventium.ai (https://inventium.ai), where he leads Inventium's AI training and upskilling work with organisations and teams. My latest book The Energy Game is out on July 7, 2026. You can order a copy here: https://amzn.to/48ID29M Connect with me on the socials: Linkedin (https://www.linkedin.com/in/amanthaimber) Instagram (https://www.instagram.com/amanthai) If you are looking for more tips to improve the way you work and live, I write a weekly newsletter where I share practical and simple to apply tips to improve your life. You can sign up for that at https://amantha.substack.com/ Visit https://www.amantha.com/podcast for full show notes from all episodes. Get in touch at amantha@inventium.com.au Credits: Host: Amantha Imber Sound Engineer: Martin Imber See omnystudio.com/listener for privacy information.

If your team can't draw your strategy, can they actually execute it? Most construction leaders rely on long documents and meetings to communicate strategy but teams on the ground need clarity, not complexity. When strategy stays verbal, execution suffers, alignment breaks down, and leaders end up firefighting instead of leading with control.   In this episode you will Learn how to turn complex strategy into a simple, visual system your team understands instantly Discover why visual frameworks drive faster buy-in and better execution across your organization Gain a practical method to create a one-page strategy your team can actually follow and act on Press play to learn how to simplify your strategy into a clear visual that drives alignment, focus, and real execution.   Click HERE for the HBR article   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.      

What does attribution bias have to do with women adopting AI? Research has shown that women are more reluctant to embrace these new technologies than men and that this discrepancy is creating a whole new kind of workforce gap. One big reason for this reticence is a belief that using AI is somehow “cheating.” As an April 2026 study from Lean In shows, this assumption is backed up by a whole lot of concrete evidence. If you've been avoiding AI and can't quite put your finger on why, this episode might shed some light. Women are no strangers to attribution bias, and the ever-growing rise of this tech is a whole new field for unequal expectations to play out on. Workers who use AI tools see big productivity and career benefits. However, we can't just dive into AI and expect the playing field to even itself out. We must also address the root causes of women's reluctance and opposition to this new technology. Fight the bias and reap the career rewards by learning more about: The glaring difference in how credit and blame are assigned to men versus women; How competence penalties are unequally doled out for female AI users; The internal factors at play when we see AI as “cheating”; Three ways you can start to push back against the attribution bias and the AI gender gap. Related Links: LinkedIn Learning Course, “Get Unstuck: Make a Plan to Move Your Career Forward” - https://www.linkedin.com/learning/get-unstuck-make-a-plan-to-move-your-career-forward Lean In, New research: Women use AI less often at work and get less credit - https://leanin.org/research/ai-women-gender-gap-data HBR, Research: The Hidden Penalty of Using AI at Work - https://hbr.org/2025/08/research-the-hidden-penalty-of-using-ai-at-work Lean In, The AI gender gap: How women can break through - https://leanin.org/research/ai-women-gender-gap Episode 540, The Double Disadvantage: AI, Women, and the Future of Work - https://www.bossedup.org/podcast/episode540 Episode 542, Why AI is Giving Women the “Ick” - https://www.bossedup.org/podcast/episode542 Episode 543, Why Your Resume Isn't Working (and What to Do Instead) - https://www.bossedup.org/podcast/episode543 Bossed Up: A Grown Woman's Guide to Getting Your Sh*t Together - https://www.bossedup.org/book Bossed Up Courage Community - https://www.facebook.com/groups/927776673968737/ Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In 2017, before generative AI became a household term, Jen Gennai drafted Google's original AI Principles. She was part of the effort to define what responsible AI should mean inside one of the most influential technology companies in the world. Now, years later, she is asking a more uncomfortable question. While companies race to deploy AI and governments work toward regulatory frameworks, who is seriously grappling with what this technology is doing to people and how they think, learn, and communicate?  Jen argues that we are making progress on global rules and regulations. But we may NOT be moving fast enough on the human consequences. As an AI responsibility expert and consultant, she spends her time training leaders not just to adopt AI, but to build resilient cultures, to capture gains without eroding human capacities that make those gains meaningful.02:29 How Google's original AI Principles came about07:13 Working cross-industry to up-level the market08:02 History may not repeat, but it rhymes09:35 Regulation: rules versus principles13:08 How federal law could solve some problems18:18 AI's “harm categories”24:03 Why we need to think more about human impact26:49 Skills for the future: Resilience, analytics, communication, creative problem-solving31:38 Why we need more focus on training programs38:30 Should you say your business is AI-first? Maybe not.40:43 Defining what “good” looks like42:20 Leading means building psychological safety

She's energized by her company and the possibilities of her role, but keeps running into tension with her boss around how they work together. Host Muriel Wilkins coaches her through examining her approach, understanding what her boss actually needs from her, and deciding what she's willing to do about it. For further reading: How Can I Get Along with My “Difficult” Boss?: https://hbr.org/podcast/2022/09/how-can-i-get-along-with-my-difficult-boss-from-hbrs-women-at-work5 Reasons Your Boss is Holding You Back: https://www.fastcompany.com/91277735/5-reasons-your-boss-is-holding-you-back 10 Signs Your Boss is Holding You Back: https://www.forbes.com/sites/lizryan/2016/11/27/ten-signs-your-boss-is-holding-you-back/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

91% of healthcare marketers say data drives their decisions. 1% can connect the majority of their spend to actual outcomes. That gap is the headline statistic of FreshPaint's 2026 State of Healthcare Marketing report. It's also the wrong place to start the conversation. The harder question isn't whether healthcare marketers can close the attribution gap. It's whether the attribution model the industry has been chasing was ever the right tool for the business healthcare is actually in. Chris Boyer and Reed Smith open the episode with the two structural issues hiding behind the 91/1 paradox, then sit down with Ray Mina, the new CEO of FreshPaint, to walk through the report and what FreshPaint sees across hundreds of health systems managing roughly $2 billion in ad spend. Chris and Reed examine: Why the referring physician is the biggest specialty care channel that no attribution model can see The brand window mismatch, why work that compounds over 18 months keeps getting measured in a 30-day window How the 95:5 reality (most patients aren't in-market this week) breaks the assumptions performance dashboards are built on How attribution model choice (last-click, first-touch, linear, data-driven) quietly decides which work gets credit, and why most teams never make the choice on purpose The CFO shadow attribution problem, why marketing's ROI numbers and finance's numbers align only 54% of the time, and what happens in the 46% Ray's interview lands the practitioner perspective. The 2026 report puts data behind what most marketing leaders are feeling, the era of good enough is over, the Google trap is real and quantifiable, the four-tier maturity spectrum has only 1 to 3% of organizations operating at the top. Ray is honest that getting there is a significant investment, and that the tools have caught up in a way they hadn't three years ago. The conversation gets specific about what's now achievable, what isn't, and what the path looks like for organizations that don't have a Clint Paul or a Blair Premis to lead the work. If your attribution dashboard tells you brand isn't working, check which model you're running before you cut the budget. The answer the dashboard gives depends on the question the model was built to answer. Mentions from the Show: FreshPaint 2026 State of Healthcare Marketing report: https://www.freshpaint.io/state-of-healthcare-marketing Ray Mina on LinkedIn: https://www.linkedin.com/in/raymina/ FreshPaint: https://www.freshpaint.io/ Marketing Rounds podcast (FreshPaint, on YouTube): https://www.youtube.com/@freshpaintio/podcasts Binet & Field, "The Long and the Short of It," IPA: https://ipa.co.uk/knowledge/effectiveness-research-analysis/les-binet-peter-field John Dawes / Ehrenberg-Bass on the 95:5 rule: https://marketingscience.info/news-and-insights/prof-byron-sharp-skewers-binet-tells-marketers-to-sack-agencies-preaching-share-of-voice Forrest et al., "Dropping the Baton: Specialty Referrals in the United States" (PMC): https://pmc.ncbi.nlm.nih.gov/articles/PMC3160594/ Improvado Healthcare Marketing Strategy Guide 2026: https://improvado.io/blog/healthcare-marketing-strategy-complete-2026-guide ABA Advertising, "Why Attribution Models in Healthcare Fail," October 2025: https://abaadvertising.com/industry-insights/why-attribution-models-in-healthcare-fail-and-what-to-do-about-it/ Patient Daily on multi-touch attribution in healthcare, January 2026: https://patientdaily.com/stories/679604830-multi-touch-attribution-models-help-healthcare-marketers-improve-campaign-measurement McKinsey, "The CMO's Comeback," 2025: https://www.mckinsey.com/capabilities/growth-marketing-and-sales/our-insights/the-cmos-comeback-aligning-the-c-suite-to-drive-customer-centric-growth Duke CMO Survey, Fall 2025 (34th edition): https://cmosurvey.org/marketers-claim-a-broader-role-and-increased-influence-amid-pressures/ Uptempo CMO vs. CFO survey, 2025: https://www.uptempo.io/ebook/cmo-vs-cfo/ Michael Kaminsky (Recast), HBR, September 2025: https://hbr.org/2025/09/when-cmos-and-cfos-align-their-kpis-they-deliver-more-value Marketing Dive on the Perion / Advertiser Perceptions report, November 2025: https://www.marketingdive.com/news/the-cmo-cfo-relationship-heres-what-the-numbers-say/806122/ Pedowitz Group Revenue Marketing Index 2025 (citing Gartner CMO Spend Report 2024): https://www.pedowitzgroup.com/revenue-marketing-index 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 Learn more about your ad choices. Visit megaphone.fm/adchoices

A small percentage of teams perform exceptionally well and have fun while doing it. And the secret to their success isn't innate talent. It's the way they work together. Ron Friedman, psychologist and the founder of Superteams, Inc., has studied the data on these high-performing groups across industries and identified the key leadership behaviors that drive sustained outperformance--from asking questions people often avoid to creating continuous feedback loops. Friedman is the author of the HBR article "How to Build a Superteam That Keeps Getting Better," and the book Superteams: The Science and Secrets of High-Performing Teams.

Companies that spend their energy on incremental improvements to products, services, and even employee experience might just be spinning their wheels. Author Marcus Buckingham argues that data show that the only way to truly make an impact on performance is to make sure customers don't just like - but love - whatever you are selling them. He shares why extreme positive experiences are so important, companies that are getting it right, and how even the most basic products can inspire love and connection--with the right strategy. Buckingham is author of the HBR article "What Companies Can Learn from Their Biggest Fans" and the book Design Love In: How to Unleash the Most Powerful Force in Business.

Have you ever felt like your boss might be holding you back? Do you have a hard time determining your non-negotiables? Do you struggle with constantly changing priorities from the C suite?In this episode, executive coach Dave Stochowiak, host of the Coaching For Leaders podcast, joins host Muriel Wilkins to tackle questions from the audience on their toughest leadership problems. For further reading: Check out Coaching For Leaders: https://coachingforleaders.com/Manage Yourself to Lead Others: https://www.amazon.com/Manage-Yourself-Lead-Others-Self-Understanding/dp/1541705688Connect with Muriel:Website: murielwilkins.comLinkedIn: @Muriel Maignan Wilkins Instagram: @CoachMurielWIlkins Join the Coaching Real Leaders Community: coachingrealleaderscommunity.comRead Muriel's book: LeadershipUnblocked.com See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Are you a morning type, a night owl, or somewhere in between? And what about the people on your team? When do they feel most energized and productive? Stefan Volk, professor of management at the University of Sydney Business School, says that leaders need to pay more attention to their own and employees' circadian rhythms because they have a big impact on performance. While forcing everyone into the same schedule can lead to conflict, mistakes, and burnout, carefully planning tasks around individual energy peaks enhances collaboration not only during overlaps but also when people are apart. He offers practical advice on how to get all chronotypes working well together. Volk is author of the HBR article "Tapping into Your Team's Circadian Rhythms."