Podcasts about inclusive leadership

Hi, friends, and welcome back to our series, "On Becoming: The Art and Craft of Personal Storytelling," where we take a close look at personal essays written by real students, talk about why we love them, what makes them work, and how they came to be. In this episode, I'm joined by Amber Patterson, Regional Director of Admission at Texas Christian University. This conversation does two things at once. We read a real student essay closely, line by line, and we get inside an admission reader's head to understand what's actually landing as she reads through it. We get into: What Amber hopes to learn about a student when she sits down with their personal statement Why TCU has chosen not to use any AI to read applications, and the human moments she says a machine can't pick up How the reading process actually works at TCU  A full breakdown of an essay called "The Silent Assassin," starting with Amber's take on why a clever hook may matter less than students think How to nest a small, everyday challenge inside a larger essay (the hybrid structure), and how a common challenge can be than enough How to subtly weave an extracurricular activity into your essay, and how to actually use the additional information section Amber's honest take on AI for students: where it helps, and where to avoid it Amber Patterson is a first generation, non-traditional college student who earned her Bachelor's degree in Ethnic Studies from Cal State East Bay and a Master of Human Relations degree in Inclusive Leadership from the University of Oklahoma. After a decade as a college counselor in California public high schools, she moved into higher ed and now serves as Regional Director of Admission at Texas Christian University. She has served on WACAC's Executive Board and currently chairs Professional Development for the Regional Admission Counselors of California. What she loves most about this work is helping students find their path to higher education and fostering an environment where every student's unique experiences are valued. I loved this conversation, and Amber's care for students comes through in every answer. I hope you enjoy it too.   Play-by-Play: 2:21 –  What is often happening in admission offices in June? 3:43 – What does Amber look for in a personal statement?  5:05 – What is the application reading process like at TCU and what is the role of the personal statement?  8:59 – What conversations are happening in the TCU admissions office around using AI for application review? 12:56 – What is the human "feeling" a great essay creates, and why is it so hard to teach a machine to find it?  15:34 – Do college essays need titles? 17:10 – Amber reads the essay, which we're calling "The Silent Assassin"  21:40 – Why does a clever hook matter less than students think? 24:42 – How does the author show leadership qualities through the essay?  26:58 – Why is "show, don't tell" an effective storytelling technique for college essays? 31:39 – How can students nest a challenge into the essay without it being the whole story? 36:40 – When should students weave an activity into the personal statement? 39:51 – Where is it best for students to mention their intended major? 41:00 – What can students include in the additional information section?  43:54 – What does the admission reader learn about the student through their proudest moment in high school?  50:01 – How much information might an admission reader catch in a quick read?  51:58 – What advice does Amber have for students around AI use? 54:15 – What does Amber hope that students will keep in mind throughout this process? 55:19 – Closing thoughts  Resources: The "Silent Assassin" Essay Should I Discuss Mental Health in My Personal Statement or College Application? (And If So, How)?  512: Navigating Mental Health Disclosures in the College Application: The Counselor Perspective  513: Navigating Mental Health Disclosures in the College Application: The Admission Officer Perspective 514: Navigating Mental Health Disclosures in the College Application: The Student Perspective  How to Use the Common App Additional Information section and Challenges and Circumstances section: Guide + Examples | College Essay Guy College Essay Guy's Personal Statement Resources College Essay Guy's College Application Hub

A podcast host who'd seen me speak in Dallas told me what she remembered most: "This woman is so free to be who she is." That word — free — cracked something open. In this Pride episode, I dig into what I've come to believe after 20 years in this work: almost everything that goes wrong on teams traces back to self-worth. The person who won't speak up and the one who won't stop talking have the same root cause. This episode is about what happens when people finally feel worthy of taking up space — and how leaders can create that. Takeaways: Freedom vs. confidence: What Deidra noticed wasn't polish or charisma. It was freedom — and that's actually what inclusive leadership is trying to build. The self-worth root: Almost every leadership failure — the wallflower, the bulldozer, the micromanager — traces back to the same place. It goes both ways: Playing small and playing insufferably big are the same problem with different looks. Both are worth examining. The ARC in action: Ask. Respect. Connect. A simple practice that makes people feel worthy of being heard — which is the precondition for everything else. Connect with Me The Newsletter: This week in the newsletter, I wrote about LGBTQ+ leaders breaking barriers in the Catholic church, a dementia village that puts dignity first, and more. Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube.Watch Deidra's Show. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

In this episode of Building Doors, host Lauren Karan sits down with Cathryn Greville, CEO of the National Association of Women in Construction (NAWIC), a lawyer, governance expert, and one of the industry's most passionate advocates for systemic cultural change. From collaborative contracting to parental leave, from male allyship to psychological safety, Cathryn makes a powerful case that construction's biggest challenges: productivity, skills shortages, and retention won't be solved by technology alone. They'll be solved by leadership.Cathryn shares the evidence: inclusive teams make better decisions 87% of the time, and twice as fast. She explains why the single biggest risk time for losing women in construction is pregnancy and return to work, and why getting more men to take parental leave is a retention strategy, not a social one. She also pulls back the curtain on NAWIC's $5 million "Allyship in Action" project, including site-based allyship programs, sponsorship training, and a cultural ambassadors program designed to reach young tradies before bad habits set in.Tune in for a frank, data-driven, and hopeful conversation about what it actually takes to build workplaces where people want to stay  and why inclusive leadership may be the most underleveraged commercial advantage in construction today.What You'll Learn in This Episode:Inclusive Leadership and the Future of Construction:Why inclusive leadership is a commercial advantage, not just a social initiativeHow leadership styles directly impact workforce retention and project outcomesThe role leaders play in creating psychologically safe workplacesThe Link Between Inclusion, Productivity, and Performance:Why inclusive teams make better decisions and achieve stronger business resultsHow psychological safety improves productivity and reduces workforce riskThe hidden financial costs of poor workplace culture and employee turnover Innovation Starts with People:Why innovation is about more than technology and AIHow diverse perspectives create better solutions and stronger decision-makingThe connection between workplace culture, creativity, and problem-solvingWorkforce Challenges and Talent Attraction:Why construction's workforce shortage requires a broader talent strategyHow inclusive workplaces help attract and retain the next generation of workersWhat Gen Z expects from employers and why culture matters more than everFlexibility, Retention, and Modern Work:Why flexibility means more than working from homeHow small adjustments can significantly improve employee retentionThe importance of designing workplaces around people's real needsPregnancy, Parenthood, and Retaining Women in Construction:Why pregnancy remains one of the highest-risk points for losing women from the industryThe role parental leave and caring responsibilities play in workforce retentionHow supporting fathers and caregivers benefits the entire workforceMale Allyship and Culture Change:What male allyship looks like in practiceWhy giving men the tools to support change is critical for industry transformationHow NAWIC's Allyship in Action program is helping shift workplace cultureRecruitment, Bias, and Untapped Talent:Why construction still relies heavily on traditional hiring methodsHow transferable skills can unlock new talent poolsThe importance of challenging assumptions about who belongs in constructionBuilding a More Sustainable Industry:Why workforce sustainability is becoming one of construction's biggest challengesHow governments, clients, contractors, and leaders can work together to drive changeWhat organizations can do today to become employers of choice Key Quotes from Cathryn Greville:"Productivity all comes back to people.""The biggest impediment to innovation isn't the technology. It's whether people are able to implement it.""Innovation is not just tech. Innovation is about solving problems.""The standard you walk past is the standard you accept.""If you're not engaging 50 percent of the population, you're missing a huge opportunity.""We need workplaces where people feel safe, valued, and able to do their best work.""Inclusion is not just a diversity initiative. It's a business strategy."About Our Guest:Cathryn Greville is the CEO of NAWIC (National Association of Women in Construction), a lawyer by background with decades of experience in industry reform, regulation, and governance. She has worked across litigation, collaborative contracting, and cultural transformation in both the UK and Australia. Cathryn is currently leading NAWIC's $5 million "Allyship in Action" project (funded by the Building Women's Careers Grant Program), delivered in partnership with CPB Contractors, Adco Constructions, the Australian Workers' Union, and Holmesglen Institute. Her mission: to make "male ally" an obsolete term within a decade by building a sector that works for everyone.About Your Host:Lauren Karan, founder of Karan & Co. and host of Building Doors, is dedicated to helping professionals unlock their potential. Through insightful interviews and real-life stories, Lauren empowers listeners to create opportunities and thrive in their careers.How You Can Support the Podcast:Subscribe and leave a 5-star rating on Apple Podcasts and Spotify.Share this episode with anyone interested in construction leadership, retention, team culture, and building a more inclusive industry. Connect with Cathryn Greville and NAWIC to learn more about workforce inclusion and culture change initiatives.Stay Connected:Follow Lauren and the Building Doors podcast on LinkedIn.Subscribe to the Building Doors newsletter for exclusive content.Let's Connect:Want to be a guest or share feedback? Email us at reachout@buildingdoors.com.au.Thank you for listening! It's time to stop waiting and start building.

In this episode, Karen is joined by Deepa Mani (for a thoughtful conversation about inclusive leadership, belonging, heritage, and what it means to build a business outside the dominant framework. Deepa shares the story behind her two ventures and reflects on how identity, culture, and lived experience have shaped the way she leads. We also explore why diversity should never be treated as a checklist, how leaders can create a stronger sense of belonging, and what businesses can learn from building with intention from the very beginning. In today's episode, we talk about: what it means to lead with heritage without feeling boxed in by it how Deepa identified a gap in the market and built businesses that reflect community needs why diversity needs to be embedded from the start rather than added later how belonging is created through consistency, authenticity, and clear values what teaching and leading others can teach us about vulnerability, patience, and resilience practical reflections for business owners who want to build more inclusive teams and workplaces the reminder that building a meaningful business takes time and is very much a long game This episode is a great listen for business owners and leaders who want to think more deeply about culture, identity, leadership, and belonging in the workplace. Visit https://www.amplifyhr.com.au for more insights and resources. Make sure to subscribe to stay updated with new releases on Mondays!  Connect with Deepa: https://www.linkedin.com/in/deepa-mani-cbap-msp-8330773/  Send us Fan Mail

Susan MacKenty Brady is a leadership educator, executive coach, bestselling author, and the founding CEO of the Simmons University Institute for Inclusive Leadership. At Simmons she holds the Deloitte Elen Garbriel Chair for Women and Leadership and has advised executives at over 500 organizations worldwide. She is co-author of All the Difference: Six Leadership Actions to Bridge Perspectives, Strengthen Teams, and Create Value with Stuart D. Kilman and Lt. Gen (Ret) Leslie C. Smith. Uncomfortable stuff, organizational issues that have been “on my heart.” That is how Susan opens this interview, mentioning how everything from the evolving role of women on the job to five generations of employees to the advent of AI is roiling the business world as much as it's ever been turbulent and, frankly, agitated and anxious. From the call to Know Yourself to Ignite Togetherness and Commit to Action, this episode explores target actions where the biggest interpersonal sin is to dismiss the dignity of the world you're talking to just because they can pull rank or fail to apply empathy. Emotions “bring the weather,” Susan says, in a discussion that highlights her suggestion that certainty, inconsistency, reactivity, and (self) justification are the landmines that will get you –and others – blown up because curiosity as to what is happening to others and how they can be their best self has got lost in the mix.Real Transformations: Business Change That Works from the Inside Out is co-hosted by Julie Anixter and Dan Hill, PhD, entrepreneurs with deep experience as corporate change agents, devoted to helping companies make continuous change work for everyone through clarity and connection. To learn about their keynote talks, workshops and labs, check out Real-Transformation.com. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Susan MacKenty Brady is a leadership educator, executive coach, bestselling author, and the founding CEO of the Simmons University Institute for Inclusive Leadership. At Simmons she holds the Deloitte Elen Garbriel Chair for Women and Leadership and has advised executives at over 500 organizations worldwide. She is co-author of All the Difference: Six Leadership Actions to Bridge Perspectives, Strengthen Teams, and Create Value with Stuart D. Kilman and Lt. Gen (Ret) Leslie C. Smith. Uncomfortable stuff, organizational issues that have been “on my heart.” That is how Susan opens this interview, mentioning how everything from the evolving role of women on the job to five generations of employees to the advent of AI is roiling the business world as much as it's ever been turbulent and, frankly, agitated and anxious. From the call to Know Yourself to Ignite Togetherness and Commit to Action, this episode explores target actions where the biggest interpersonal sin is to dismiss the dignity of the world you're talking to just because they can pull rank or fail to apply empathy. Emotions “bring the weather,” Susan says, in a discussion that highlights her suggestion that certainty, inconsistency, reactivity, and (self) justification are the landmines that will get you –and others – blown up because curiosity as to what is happening to others and how they can be their best self has got lost in the mix.Real Transformations: Business Change That Works from the Inside Out is co-hosted by Julie Anixter and Dan Hill, PhD, entrepreneurs with deep experience as corporate change agents, devoted to helping companies make continuous change work for everyone through clarity and connection. To learn about their keynote talks, workshops and labs, check out Real-Transformation.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Susan MacKenty Brady is a leadership educator, executive coach, bestselling author, and the founding CEO of the Simmons University Institute for Inclusive Leadership. At Simmons she holds the Deloitte Elen Garbriel Chair for Women and Leadership and has advised executives at over 500 organizations worldwide. She is co-author of All the Difference: Six Leadership Actions to Bridge Perspectives, Strengthen Teams, and Create Value with Stuart D. Kilman and Lt. Gen (Ret) Leslie C. Smith. Uncomfortable stuff, organizational issues that have been “on my heart.” That is how Susan opens this interview, mentioning how everything from the evolving role of women on the job to five generations of employees to the advent of AI is roiling the business world as much as it's ever been turbulent and, frankly, agitated and anxious. From the call to Know Yourself to Ignite Togetherness and Commit to Action, this episode explores target actions where the biggest interpersonal sin is to dismiss the dignity of the world you're talking to just because they can pull rank or fail to apply empathy. Emotions “bring the weather,” Susan says, in a discussion that highlights her suggestion that certainty, inconsistency, reactivity, and (self) justification are the landmines that will get you –and others – blown up because curiosity as to what is happening to others and how they can be their best self has got lost in the mix.Real Transformations: Business Change That Works from the Inside Out is co-hosted by Julie Anixter and Dan Hill, PhD, entrepreneurs with deep experience as corporate change agents, devoted to helping companies make continuous change work for everyone through clarity and connection. To learn about their keynote talks, workshops and labs, check out Real-Transformation.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Cultivating a Culture of Truthlighting offers a path for workplaces to move away from practices that gaslight women and toward ones that build a culture grounded in truth, trust, and accountability that advance fair opportunities for women. In this episode, my guest, leadership and workplace culture consultant and author Dr. Falguni Shah, shares practical ways to recognize gaslighting, validate people's reality, and use “truthlighting” behaviors to create safer, more inclusive environments where people can thrive instead of constantly second-guessing themselves. This conversation is for anyone who senses something is “off” at work and wants language, clarity, and tools to drive real change. Some of what we talk about on this episode includes:The erosion of self-trust from workplace gaslightingShifting from “imposter syndrome” to impostor's ambitionCultivating truthlighting as a leadership and culture frameworkWhen it's time to leave and reclaim your purpose, confidence, and truth. Have thoughts or questions about this episode? Share them with me!Send me a voice memo: https://www.speakpipe.com/MindsetUnlimited  CONNECT WITH FALGUNI:WEBSITEBUY THE BOOK: FROM GASLIGHTING TO TRUTHLIGHTINGMEDIA FEATURES  BOOK FALGUNI TO SPEAK LINKEDIN  INSTAGRAM  FACEBOOKTIKTOK   CONNECT WITH VALERIE:Ask Valerie (anonymous form)Sign up for Valerie's newsletterApply to be coached on the podcastSchedule an exploration call This podcast was produced by Valerie Friedlander CoachingProud member of the Feminist Podcasters CollectiveSend us Fan MailSupport the show

In this episode, we sat down with Dr. Wei Zheng, professor of management and leadership, to explore what inclusive leadership really looks like in practice. Wei shared her research on women leaders and the double bind they face: the pressure to project both competence and warmth. She also unpacked why leadership is less about title and more about adding values aligned with organizational goals. We dig into how AI might reshape inclusion by tracking participation gaps and surfacing information blind spots, and why systemic change, not just individual effort, is what moves the needle. Tune in for a thoughtful, grounded conversation about building workplaces where inclusive leaders can truly thrive.

Today, I'm joined by Bernadette Jones, CEO and co-founder of Visionova HR Consulting. With more than 25 years of experience in human resources, leadership development, executive coaching, and organizational culture, Bernadette helps leaders build stronger communication habits that improve trust, inclusion, and workplace relationships.   In this episode, Bernadette and I discuss what truly makes someone a great communicator in today's workplace. We explore the connection between listening and leadership, why intentional inclusion matters more than ever in multi-generational teams, and how clarity and emotional intelligence directly impact workplace culture.   Whether you're leading a team, navigating workplace change, or simply trying to become a better listener and communicator, this episode is packed with practical insights you can immediately apply.   Let's dive in. Additional Resources: ► Follow Communispond on LinkedIn for more communication skills tips: https://www.linkedin.com/company/communispond ► Connect with Scott D'Amico on LinkedIn: https://www.linkedin.com/in/scottdamico/ ► Connect with Bernadette on LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/  ► Learn more about Bernadette's work: https://visionovahr.com/  ►Subscribe to Communicast: https://communicast.simplecast.com/ ► Learn more about Communispond: https://www.communispond.com  

My dad was an Irish immigrant who built a cheap-ass pantry in our basement and stocked it with cans of V8 juice after every can-can sale. I absorbed more than the hoarding habit. I absorbed scarcity thinking — and carried it straight into my leadership for years. This episode is about that. About zero sum thinking, why it shows up in workplaces, and what it actually takes to get to the other side of it. Spoiler: it's not a policy. It's a choice you make every day. What you'll take away: The pantry you're carrying: How childhood scarcity messages show up in adult leadership behavior — and why it makes sense that they're there Zero sum at work: What scarcity thinking actually looks like on teams, and why it's the enemy of inclusive culture The ARC as an abundance practice: How Ask, Respect, Connect is built on the assumption that there's enough — and why that makes it work The daily choice: What it looks and feels like to practice abundance as a leadership discipline, not just a mindset Connect with Me The Newsletter: This week in the newsletter, I wrote about San Antonio recognizing trans history, Elim Chan breaking a 115-year symphony ceiling, and World Cup seats becoming affordable for New Yorkers, and more! Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

In this episode of Beyond Potential, Tomas Mason and Tom Emery are joined by Jonathan Stutz, founder and president of Global Diversity Partners and an inclusion expert. Drawing on his extensive experience at Microsoft, Amazon, and beyond, Jonathan explores what it really takes to build inclusive environments where people can thrive. The conversation dives into practical leadership behaviours, from daily habits and one-to-one conversations to hiring practices and speaking up when it matters most. Together, they discuss how leaders can move beyond surface-level inclusion to develop deeper awareness, stronger judgement, and more intentional decision-making. It's a grounded, insightful conversation about leadership, accountability, and the small practices that shape culture over time. A practical and thought-provoking episode for anyone interested in leadership, culture, and better ways of working. Find out more: Global Diversity Partners Reach Jonathan at: jmstutz@gmail.com Connect with Jonathan on LinkedIn  

In this episode of The Green Light, Catherine spoke with Kelly Veney Darnell, COO of American Clean Power (ACP), about building more inclusive leadership pathways across the clean energy industry through initiatives like CLEANPOWER in Color and EmpowHER.Kelly shared how CLEANPOWER in Color - taking place June 1–2 during CLEANPOWER in Houston - has already tripled its registrants year over year as more professionals seek opportunities for connection, mentorship, and career growth within clean energy. They also discussed ACP's EmpowHER initiative, taking place August 5–7 in Charlotte, which helps women across the industry build leadership skills, community, and confidence navigating executive leadership, finance, salary negotiation, and career advancement.They also discussed workforce development, the importance of visibility and representation in clean energy, and Kelly's new LinkedIn Live series, Between Meetings with Kelly, where she shares candid insights from nearly two decades in executive leadership.Register for Clean Power in Color: https://cleanpower.org/cleanpower-in-color/Register for EmpowHER: https://cleanpower.org/empowher/If you're a clean energy employer and need help scaling your workforce efficiently with top tier staff, contact Catherine McLean, CEO & Founder of Dylan Green, directly on LinkedIn: https://bit.ly/3odzxQr. If you're looking for your next role in clean energy, take a look at our industry-leading clients' latest job openings: bit.ly/dg_jobs. 

Celeste Warren spent 28 years institutionalizing equity at a Fortune 100 company. Now she's breaking down what equity actually means for your career navigation and leadership presence. In this episode we discuss: Why equity is a career navigation strategyThe difference between being included and being influential, and how to close that gapWhat managers owe their talent beyond performance reviews and how to work the system when yours falls shortShow notes:Visit: Celeste Warren ConsultingRead: The Truth About EquityConnect: LinkedInSupport the showJill Griffin, is a leadership strategist, executive coach, and host of The Career Refresh. She works with senior leaders to navigate complexity, strengthen teams, and lead with greater clarity and intention.With 20+ years of experience at companies like Coca-Cola, Microsoft, Hilton, and Martha Stewart, Jill brings a practical, real-world lens to leadership, decision-making, and career strategy. Visit GriffinMethod.com to learn more about working together:The Next Era Leader An 8-week cohort for women leaders ready to expand their capacity and lead through complexity with clarity and intentionExecutive Coaching & Leadership Advisory 1:1 strategic partnership for leaders navigating growth, transition, and what's nextConnect with Jill for Leadership Development for Organizations and Speaking & WorkshopsInstagram: @JillGriffinOffical

EPISODE SUMMARY I grew up in a household where complaining wasn't tolerated. My immigrant parents had a simple philosophy: others always have it worse, be grateful, and suck it up. My older sister even had a name for complainers: windy whiners. So naturally, I became a "suck it up" leader. What followed was a distrust cycle I didn't see coming, and then an overcorrection that cost me something different. This episode is about both mistakes, what I learned from each, and how I finally found the balance between high warmth and high expectations. TAKEAWAYS Your leadership default isn't your personality. It's the emotional blueprint you inherited as a kid. Silence isn't peace. When people don't feel safe bringing problems forward, you don't get fewer problems. You get late ones, with excuses attached. Empathy without accountability isn't kindness. It's just a different kind of letting people down. The overcorrection is its own failure. The ARC Method breaks the cycle. Ask what people actually need. Respect what you hear. Connect it to real action and real standards. THIS WEEK'S GOOD VIBE TO GO The WNBA season starts this weekend and it is going to be a great, historic one. Catch yourself up by watching this video. I'll be cheering for the Chicago Sky.

Summary This winter, my pickleball game fell apart. I wasn't feeling low — I was still showing up — but I had quietly shifted from playing to competing. Focused on the outcome, the ranking, the score. The fun left. The pressure filled the space. I had pickleball burnout. In a hobby. And it turned out to be a signal about something much bigger than my backhand. In this episode, I share how I got my mojo back — and why the shift from playing to competing is one of the quietest, most damaging things that happens to leaders and their teams. Takeaways The mojo leaves before the metrics do. Disengagement is quiet. People are still showing up. But something has left — and the signal comes long before anyone names it. Self-imposed pressure is sneaky. I never felt low. I just stopped having fun. That's exactly how it shows up for leaders and their teams too. Playful inclusive leadership requires actually playing. Process over outcome. Curiosity over scorecard. Joy as a feature, not a reward for hitting your numbers. The question isn't whether your people are showing up. It's whether they're still in it. That's the check-in worth having this week. Connect with Me The Newsletter: This week in the newsletter, I wrote about gaming careers opening for autistic talent, Maryland restoring voting access during reentry, and blood donation rules expanding in New Zealand, and more!  Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

Have you ever wondered how introversion can be a driving force for leadership and advocacy? In this episode of The Quiet And Strong Podcast, Dr. Shirah Mansaray—a solicitor, advocate, and managing partner—joins David Hall to share her journey and insights on inclusive leadership and the unique strengths of introverts.You'll learn how introverts can influence, communicate with clarity, and create lasting impact both in the boardroom and beyond. Key takeaways include strategies for leveraging reflective thinking, navigating "performance extroversion," creating psychological safety for diverse teams, and finding practical ways to recharge and maintain well-being.If you're looking to embrace your introverted strengths, lead authentically, and advocate for yourself and others, this conversation is for you. Discover how to turn quiet confidence into bold action—and be strong.Episode Link: QuietandStrong.com/275--- Dr Shirah Z. Mansaray, is a Solicitor-Advocate, Managing Partner of law firm, Themis Crown Advocates, and founder of Purposeful Peak Performance Executive Coaching. Dr Mansaray has over 20 years of experience across legal advisory, governance, and nonprofit leadership and serves as a Non-Executive Director at Amnesty International UK. She also serves on the International Advisory Board of Saviesa Think Tank.Her advisory work focuses on social justice, governance, and leadership, particularly in advancing ethical and inclusive decision-making at the highest levels of organisations in the UK, Africa and Europe.Connect with Dr. Shirah: Website | Instagram | LinkedIn | YoutubeSend us Fan MailSupport the show- - -Contact the Host of the Quiet and Strong Podcast:David HallAuthor, Speaker, Educator, Podcasterquietandstrong.comGobio.link/quietandstrongdavid [at] quietandstrong.comNOTE: This post may contain affiliate links. I may earn a commission if you make a purchase, at no extra cost to you.Take the FREE Personality Assessment: Typefinder Personality AssessmentFollow David on your favorite social platform:Twitter | Facebook | Instagram | LinkedIn | Youtube Get David's book:Minding Your Time: Time Management, Productivity, and Success, Especially for IntrovertsGet Quiet & Strong Merchandise

What does inclusive leadership really look like when your workforce spans 60 nationalities on offshore oil rigs?Johnny sits down with Holly Strople, Global Head of Talent Acquisition at Noble Corporation, to explore how inclusion moves from idea to necessity in high-stakes environments. From redefining TA as a strategic advisor to bringing early talent back into the business, Holly shares practical ways to challenge bias, elevate voices, and build stronger teams.Listen to learn how inclusion drives better hiring and better outcomes.

The power of inclusive leadership faces a significant headwind today, even though diverse perspectives are the cornerstone of societal and organizational problem-solving. By adopting a diversity joy practice, values-driven leaders foster an environment in which inclusive leadership and happiness are prioritized over homogeneous hierarchies. This alignment creates a culture where diversity and well-being result in a fulfilled, joyful workforce whose collective engagement naturally strengthens leadership and produces a better bottom line. To discover where inclusive leadership and happiness converge, Harvesting Happiness Podcast Host Lisa Cypers Kamen welcomes strategist, facilitator, and consultant S. Leigh Thompson (he/they). S. Leigh Thompson explores strategies for employers and employees align with their values and embrace, acknowledge, and work with diversity, equality, and inclusion to cultivate individual and collective joy. Like what you're hearing? WANT MORE SOUND IDEAS FOR DEEPER THINKING? Check out More Mental Fitness by Harvesting Happiness bonus content available exclusively on https://harvestinghappiness.substack.com/ and https://medium.com/@HarvestingHappiness.

The power of inclusive leadership faces a significant headwind today, even though diverse perspectives are the cornerstone of societal and organizational problem-solving. By adopting a diversity joy practice, values-driven leaders foster an environment in which inclusive leadership and happiness are prioritized over homogeneous hierarchies. This alignment creates a culture where diversity and well-being result in a fulfilled, joyful workforce whose collective engagement naturally strengthens leadership and produces a better bottom line. To discover where inclusive leadership and happiness converge, Harvesting Happiness Podcast Host Lisa Cypers Kamen welcomes strategist, facilitator, and consultant S. Leigh Thompson (he/they). S. Leigh Thompson explores strategies for employers and employees align with their values and embrace, acknowledge, and work with diversity, equality, and inclusion to cultivate individual and collective joy. Like what you're hearing? WANT MORE SOUND IDEAS FOR DEEPER THINKING? Check out More Mental Fitness by Harvesting Happiness bonus content available exclusively on https://harvestinghappiness.substack.com/ and https://medium.com/@HarvestingHappiness.

I used to feel like I had to be serious to be taken seriously. The imposter syndrome was real. And it landed on top of something older: a scarcity mindset I inherited from my immigrant parents. Together, those two things made me heavy, desperate, and honestly, not very fun to be around. In this episode, I share what I noticed, what I changed, and why making play my word of the year turned out to be the best leadership decision I ever made. Takeaways Scarcity shows up in your leadership: The wiring we inherit doesn't disappear when we start a business or step into a leadership role. It shows up in every decision we make, until we notice it. Performing credibility blocks connection: When I was trying so hard to be taken seriously, I stopped being present. And presence is the whole game in inclusive leadership. Play is a leadership strategy: Pickleball, improv, Dungeons and Dragons. These weren't distractions from my work. They were the thing that made my work work. The ARC starts with presence: Before you can ask better questions and genuinely connect with people different from you, you have to actually show up. Not a managed version of you. You. Connect with Me The Newsletter: This week in the newsletter, I wrote about making birthdays sensory safe, tearing down financial barriers for people with disabilities, and how one native nation became the first to lead their own superfund cleanup — and more! Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

Ever since my own ADHD diagnosis in my mid-forties, I'm on the lookout for other women who are talking about their later-in-life diagnosis. I stumbled across Sumur Williams on LinkedIn, and her posts on ADHD consistently resonated with me. So, I reached out to ask her to join me on the show to talk about high-performing women who have ADHD.  Sumur Williams is the founder of The Unpolished Brain, and an ADHD coach and AI strategist for late-diagnosed professionals. She helps newly diagnosed adults finally understand how their brain actually works and build systems that support their current needs. She is passionate about changing how ADHD is understood and helping people move from survival mode into intentional, supported growth. As a woman who was diagnosed with ADHD at 47, Sumur didn't fit the traditional narrative. She spent decades masking, overcompensating, and performing at high levels while quietly struggling underneath it all. Today, Sumur combines lived experience with practical tools, including AI, to help people reduce overwhelm, improve task initiation, and stop spinning their wheels. Her work focuses on building real-life scaffolding, systems that still work on hard days, not just good ones. Listen in to hear Sumur share: How she was diagnosed with ADHD at age 47, and the layers of grief that ensued after her diagnosis  Some of the misconceptions and common characteristics you see in high-performing women who have ADHD Her experience in choosing to disclose having ADHD at work and her recommendations around workplace disability disclosures What executive dysfunction looks like for middle-aged women The importance of energy regulation and boundaries for neurodivergent women How to use AI as a tool for task management, decision fatigue mitigation, and emotional regulation Links Mentioned: Free Workshop on April 16th: Trust Your Voice: Communicate with Courage When the Stakes Are High: https://saradean.com/trust Connect with Sumur: https://theunpolishedbrain.com Sumer on LinkedIn: https://www.linkedin.com/in/sumurwilliams Sumur on Instagram: @theunpolishedbrain Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

I got yelled at this week. I was volunteering, handing out bags of essentials to people experiencing homelessness near the expressway off-ramps by my house. I was moving in traffic, so I tossed instead of handed. The bag fell. And I got an earful. This episode is about what happens when good intentions skip the most important step. And what it actually means when someone trusts you enough to tell you the truth. Takeaways The Ask is not optional. Skipping it is how good intentions go sideways, at work, at home, and apparently on expressway off-ramps. Being redirected is a sign of trust. Most people say nothing. When someone speaks up, even loudly, that's psychological safety in action. The ARC Method® works everywhere. Ask. Respect. Connect. It's deceptively simple. And when you skip a step, the whole arc falls. Heart in the right place isn't always enough. Dignified delivery matters as much as good intention. Connect with Me The Newsletter: This week in the newsletter, I wrote about a Minecraft library fighting censorship, playgrounds for kids in war zones, a pilot making aviation history, and more. Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

This week's episode of Do Good to Lead Well features Lorraine K. Lee, award-winning keynote speaker, LinkedIn Top Voice, and bestselling author of Unforgettable Presence: Get Seen, Gain Influence, and Catapult Your Career. Right from the start, Lorraine challenges the myth that presence is an innate trait and persuasively argues that it is a learnable skill that anyone can develop through intention and small shifts.We explore the superpowers of introverts while also highlighting practical strategies for building credibility when you are the least experienced/youngest person in the room and how you can deliver high-impact presentations that engage an audience. Lorraine also provides her T.E.A. framework for effective communication in a virtual world. She highlights the importance of Technology, Energy, and Aesthetics to maximize our impact on video calls.This important conversation invites leaders and professionals to rethink how presence is built—in everyday moments, not just high-stakes situations. Listeners will walk away with accessible, evidence-based tools to unlock their own “superpowers” and show up with confidence, clarity, and unforgettable impact.What You'll Learn- Reframe presence: From myth to mindset.- Presence is built in small moments, not just big ones.- Embrace and leverage your “presence superpowers”—Even as an introvert.- Turn nerves into fuel: Taming the anxiety monster.- Upgrade your virtual presence with T.E.A. (Tech, Energy, Aesthetics).- Design meetings for inclusion and impact.- How to redefine your LinkedIn presence.- Reframe imposter syndrome as growth data.Podcast Timestamps(00:00) – What is Unforgettable Presence?(04:49) – Presence as a Learnable Skill(07:24) – Developing Presence as an Introvert(10:12) - Managing Public Speaking Anxiety(13:06) – Common Misconceptions About Presence(18:22) - Presentation & Meeting Presence: Preparation and Impact(22:19) - Building Strong Virtual Presence in Remote/Hybrid Work(27:17) - Leading and Facilitating Engaging Meetings(31:12) - Power of Language: Minimizing vs. Empowering Communication(38:28) - Building LinkedIn Presence for Career Impact(42:41) - Presence as a Junior Team Member(49:15) - Maintaining Presence in High-Pressure Situations(52:00) - Overcoming Imposter SyndromeKEYWORDSPositive Leadership, Unforgettable Presence, Executive Presence, Introverts, Public Speaking, LinkedIn Strategies, Virtual Presence, Remote Work, Hybrid Meetings, Presentation Skills, Minimizing Language, Feedback Techniques, Communication, Imposter Syndrome, Psychological Safety, Meeting Facilitation, Personal Branding, Career Advancement, Storytelling, AI in Communication, Inclusive Leadership, CEO Success

I got terrible customer service from someone in a membership role. Sixty seconds in, it felt personal. I was activated and I walked out the door. No escalation, no manager, no last word. Just flight. In this episode, I unpack what happened, why I'd do it the same way again, and what it taught me about the difference between defaulting and deciding. Takeaways: Know your default: Fight, flight, freeze, fawn. We all have one. Most of us have never named it. Naming it is the work: You can't make a choice about a pattern you haven't identified. Flight isn't weakness: Sometimes protecting your peace is the most strategic move you can make. Default vs. decision: There's a meaningful difference between reacting from pattern and choosing deliberately. Connect with Me The Newsletter: This week in the newsletter, I wrote about knowing your default stress response and why flight over fight might be the most strategic choice you make all week. Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

There is a lot of noise right now about the so-called “end” of DEI.Some organizations are quietly backing away from their commitments. Others are changing the language but keeping some of the work. And many leaders are trying to figure out what they can still say, do, or stand for without becoming the next headline.But underneath all of that is a bigger truth: the need for inclusive leadership has not gone away. If anything, this moment is making it even more necessary.The backlash against DEI has exposed something many of us have known for a long time. In too many workplaces, inclusion was never fully built into the culture. It was added as a statement, a training, a campaign, or a temporary priority. It sounded good in public, but it was often missing from the day-to-day experience of employees.That is where the real problem lives.Because when people talk about backlash, what they are often reacting to is not just the language of DEI. They are reacting to years of shallow efforts, inconsistent follow-through, and leadership teams that wanted the appearance of progress without the discomfort of real change.And people can tell the difference.Employees know when an organization's values are reflected in decisions, behaviors, and accountability. They also know when those values only show up on a website, in a statement, or during moments of public pressure. That gap between what an organization says and what people actually experience is where trust starts to erode.This is why the future of inclusive leadership cannot be built on performance. It has to be built on practice.Inclusive leadership is not about saying the right words. It is about creating the conditions where people can contribute, raise concerns, challenge ideas, and be seen as fully human without being punished for it. It is about how decisions get made, whose voices shape them, and what happens when harm occurs. It is about whether leaders are willing to listen when the feedback is inconvenient, and whether they are prepared to change something meaningful in response.That kind of leadership requires more than intention. It requires courage.It also requires sacrifice, which is the part many organizations still struggle with. Everybody wants inclusion until it costs something. Until it means sharing power. Until it requires rethinking long-standing norms. Until accountability has to apply to people at the top, not just everyone else.That is why so much of what has been called inclusion has felt like an illusion.You cannot market your way into trust. You cannot statement your way into credibility. And you cannot ask people to believe in belonging while they are still navigating exclusion, silence, or retaliation behind the scenes.This moment is asking leaders a harder question than “Do you support DEI?”It is asking: What kind of workplace are you actually building?Because even if the terminology changes, employees are still looking for the same things. They want trust. They want fairness. They want compassion. They want stability. They want to know that their voice matters and that leadership can be counted on to act with integrity. Those needs do not disappear because a company changes its language. They become even more important when people feel uncertainty in the culture.That is where inclusive leadership has an opportunity to mature.The future of this work belongs to leaders who understand that inclusion is not a side initiative. It is a leadership practice tied directly to culture, trust, retention, innovation, and risk. It shows up in how meetings are run, how feedback is handled, how conflict is addressed, how opportunities are distributed, and how leaders respond when someone says, “Something here does not feel right.”It also belongs to organizations that are willing to move beyond optics and into honest examination.That means looking at where the friction points really are. Where are people experiencing the biggest disconnect between the organization's values and their everyday reality? Where do employees feel unsupported, unheard, or left out of key decisions? Where are certain groups carrying a heavier burden to navigate the culture, while others are insulated from it?These are not abstract questions. They are culture questions. Leadership questions. Business questions.And they are exactly the kinds of questions organizations should be asking if they want to build workplaces that can withstand pressure, change, and uncertainty.The backlash against DEI may have changed the conversation, but it has not changed the underlying need. People still want workplaces where they can do their best work without navigating unnecessary harm. They still want leaders who know how to build trust, repair it when it breaks, and create environments where people feel respected and supported.That is why inclusive leadership still matters.Not because it is trendy. Not because it sounds good. But because organizations cannot build durable cultures without it.The leaders who will move forward well in this moment are not the ones trying to win a debate about terminology. They are the ones doing the deeper work of aligning values with behavior, commitments with systems, and leadership with accountability.That is the future.And in many ways, it is also the test.Because the real question has never been whether organizations know how to talk about inclusion.It is whether they are willing to lead in a way that people can actually feel. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Send us Fan MailIn this episode of The Different Ability® Podcast, Katey and her mom reflect on Chapter 25 of Embracing Your Different Ability® and the power of personal storytelling as a catalyst for advocacy and change. Katey shares how speaking at her great aunt Lynn's celebration of life shaped her confidence as a speaker and reaffirmed her purpose as an advocate.They discuss stepping outside comfort zones, the impact of encouragement from educators, and why sharing personal experiences can open doors, build connection, and inspire others. Katey also highlights the importance of family support, bringing her parents on stage, and how storytelling continues to play a central role in her advocacy work today.

Welcome to this week's episode of The Power Lounge, where authentic conversations reveal the real power behind the stories of remarkable women in business. Hosted by Amy Vaughan, chief empowerment officer at Together Digital, today's episode dives deep into the often-overlooked gap between women's contributions in B2B sales and how they're actually recognized, compensated, and promoted.Our guest, Lori Richardson, founder of Score More Sales and president of Women Sales Pros, joins us to share her journey from a young, single mother entering tech sales in the 1980s to a force for change in the industry. Lori is also the award-winning host of Conversations with Women in Sales and author of She Sells, a guide for leaders to recruit, retain, and elevate women in sales and leadership—not just women, but their allies, too.In this episode, Amy Vaughan and Lori Richardson tackle the reality of pay inequity, negotiation tactics, mentorship versus sponsorship, the impact of AI on sales roles, and why “sales skills are life skills.” Lori shares insights from her Sales Decades Project, honoring female trailblazers, and offers practical advice for leaders and women aspiring to grow in sales.Get ready for candid stories, practical wisdom, and inspiration to help you ask for what you deserve, build your influence, and climb higher—together.Key TakeawaysFrom Challenge to ChampionSales Skills = Life SkillsBeyond the Paycheck—Ask for What You DeserveMentors and Sponsors MatterStrategic Volunteering WinsThe Power of AlliesCelebrate Progress, Keep ClimbingChapters00:00 - Introduction00:10 "Women in B2B Sales"05:50 "Turning Point After Struggles"09:38 "Sales Skills Are Life Skills"12:21 "Find Good Leaders, Equality Matters"15:48 Women Underrepresented in Sales Leadership17:16 Gender Pay Disparity Insights20:14 "Ask, Receive, $60,000 Raise"26:04 Mentorship vs. Sponsorship Insights28:42 "Proactive Self-Promotion at Work"31:58 "Anger Inspires Sales Role Models"34:27 "Turning Anger into Opportunity"38:08 Unpaid Labor and Workplace Inequity41:46 "Temporary Leadership and Growth"44:12 Women, Sales, and Adapting to AI49:13 "Al Martin: Pacing Sales Guru"50:45 "Strategic Negotiation Pays Off"53:12 "Join Together Digital Community"53:48 - OutroQuotes“Celebrate your wins, share your power, and don't hold back from asking for what you deserve—because when one of us wins, we all win.”- Amy Vaughan“Go where you're celebrated, not tolerated. Be strategic, be visible, and always negotiate for your value—because being seen starts with you showing up.”- Lori RichardsonConnect with Lori RichardsonWebsite: https://www.scoremoresales.com/LinkedIn: https://www.linkedin.com/in/scoremoresales/Call To Action:Attend the Sales Decades EventInterested in attending the Sales Decades Project event in Dallas?Reference this episode for an extended early bird price!

I recently sat in a room of strangers — different backgrounds, different everything — and within an hour we were sharing grief and shame. Heavy stuff for a Saturday morning. But here's what I keep relearning: connection doesn't require similarity. It requires honesty. And somebody has to go first. In this week's Good Vibes Leadership, that's the thread — what happens when you're willing to go first, whether that's in a living room or a boardroom. Takeaways Going first changes the room: The person who says the tough true thing sets the tone for everyone else. Honesty over sameness: You don't need common ground to connect — you need courage. Your Challenge: Think about the rooms you're in this week. Will you be willing to go first? Good Vibes to Go: Check out the comedy of ALOK — they're on tour and genuinely hilarious. One of our own team members is driving from Chicago to Grand Rapids just to see them. That's a good vibe. Connect with Me The Newsletter: This week I wrote about student dignity in Philadelphia schools, Jake Adicoff making Paralympic history, NYC's new LGBTQIA+ Affairs office, Disney singing in sign language, and WNBA pay finally matching the talent. Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

In this episode of Success Leaves Clues, Robin and Al sit down with Stewart Whittingham, Director of Culture and Belonging at Miller Thomson, to explore one of the most overlooked challenges in leadership today: the gap between the culture leaders believe they are creating and what employees actually experience. With nearly 30 years of experience in leadership, talent strategy, and inclusion, Stewart brings a thoughtful and practical perspective to the conversation, grounded in both strategy and lived experience. The discussion reveals a critical truth: many organizations are committed to inclusion, yet struggle to translate that commitment into consistent, everyday experiences for their people. Stewart explains how gaps in awareness, psychological safety, and leadership behavior can quietly undermine culture, even in organizations with strong values and clear intentions. He also highlights how belonging drives engagement, performance, and better decision-making across teams. If you are a CEO, HR leader, executive, or business owner responsible for culture and performance, this episode offers a clear and practical lens on what it takes to build environments where people and organizations can truly thrive. You'll hear about: Why inclusive leadership directly impacts business performance, not just people strategy The real cost of exclusion, including missed ideas, turnover, and stalled innovation How belonging drives engagement, retention, productivity, and results The hidden gap between the culture leaders think they create and what employees actually experience Why silence in organizations often signals fear, not agreement How cognitive overload and complexity prevent leaders from making intentional decisions The role of bias awareness and how it shapes everyday leadership decisions Why psychological safety is the foundation of high-performing teams The difference between inclusive intentions and inclusive conditions How leaders can identify whose voices are missing and why it matters We talk about: 00:00 Introduction to Stewart Whittingham and his leadership background 02:00 How lived experiences shape leadership and inclusion 04:00 Why inclusion improves decision-making and innovation 06:00 The cost of exclusion in organizations 08:00 Belonging as a driver of performance and retention 10:00 Bias awareness and the “who comes to mind” exercise 12:30 Identifying who is missing from the table 14:00 Why inclusion is an awareness game, not a blame game 16:00 The gap between leadership intention and employee experience 18:00 Psychological safety and speaking up at work 20:00 The danger of silence and misinterpreted feedback 22:00 Inclusive intentions vs inclusive conditions 24:00 Leadership barriers, clarity, mindset, and competing commitments 26:00 Cognitive overload and why leaders struggle to pause 27:30 The power of “Stop, Pause, Reflect” in leadership 28:30 The legacy leaders create through culture and people Connect with Stewart LinkedIn: https://www.linkedin.com/in/stewart-whittingham-43bb5612/ Website: https://www.stewartwhittingham.com/ Connect with Us LinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

In this micro-lesson, I'm breaking down the Bubble World theory of inclusive leadership — why most collisions at work aren't malicious, they're assumptions — and how the ARC Method® gives us a way to move through the world without bursting each other's bubbles. Plus: we built an actual game to practice it. Link in the show notes. Takeaways The Bubble World Metaphor: Why picturing our lived experiences as invisible protective bubbles changes how we think about conflict and triggered reactions at work Trauma Soup and What Causes It: Most workplace collisions aren't about bad intent — they're about skipping the ask and charging forward on assumptions The ARC Method® as Your Bubble Shield: How Ask. Respect. Connect. gives you a practical tool to move with more intention through every conversation Your Challenge: Think of the last time you bounced into someone's bubble without meaning to. What would one better question have changed? Good Vibes to Go: If you haven't watched any of the Paralympics, please do! I'm inspired by the athletes' determination. This is the last weekend. You can watch clips on NBC/Peacock. Connect with Me The Newsletter: This week in the newsletter, I wrote about paid job pathways for refugees, neurodivergebt talent leading in advertising, Amtrak making station support easier for disabled passengers, and more! Subscribe to the 5 Things Newsletter here.  Work with Me: Let's talk. Watch 5 Things on YouTube. Play Bubble World (not mobile-friendly yet) Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

This week, Sara is joined by Sophia, CEO of Illuminate You Coaching. Sara and Sophia explore the evolving landscape of leadership, the importance of psychological safety, and the myths surrounding inclusive leadership. Discover actionable insights and best practices for fostering a growth mindset and empowering teams. Sophia is the author of The G.A.M.E. of Life: Illuminated Leadership, Fulfilled Life and contributing author for Leadership Unscripted, the Real, Raw, and Remarkable Stories of Women Who Lead Boldly. Stream more episodes wherever you get your podcasts! Can I Offer You Some Feedback? is a production of MOD Network and Evergreen Podcasts.

For International Women's Day, we speak with SAP's Mindy Davis and Lori Harner on empathetic leadership, “Give to Gain,” AI-driven supply chain change, talent strategies, and embracing change.Download the ⁠⁠⁠⁠⁠⁠⁠⁠episode transcript⁠===== In our International Women's Day episode, SAP's Mindy Davis and Lori Harner discuss empathetic leadership, the “Give to Gain” principle, and how AI is transforming supply chains. They highlight the importance of context, inclusivity, and being open to change, share strategies for attracting talent, and note the shift from efficiency and resilience toward autonomy in supply chain management.Come join us for this exciting journey!===== Guest: Mindy Davis, Global Vice President, Product Marketing, SAP Supply Chain ManagementMindy Davis is global vice president of product marketing for SAP Supply Chain Management, where she leads the marketing strategy for SAP's supply chain solution portfolio. Since joining SAP in 2004, Mindy has held key roles in marketing, alliances, merchandising, and business development. She is recognized for her expertise in building high-performing teams and providing innovative strategic leadership in the software industry. Mindy was featured on the front cover of CIO Look Magazine in 2022 as one of the 10 most influential leaders in supply Chain. She hosted a very well received LinkedIn Live series for Women in Supply Chain and speaks regularly at events around the world.Guest: Lori Harner, Vice President and Global Head of Product Marketing for Supply Chain Planning at SAPLori Harner is the Vice President and Global Head of Product Marketing for supply chain planning at SAP. With a long track record of building and leading high-performing teams, Lori brings a customer-first mindset to her role, driving innovative solutions that meet the complex needs of today's supply chains. Prior to joining SAP, Lori built the product marketing function and team for WEX, a leading financial services firm. Her extensive experience also includes leadership positions at Microsoft, Blue Yonder, E2open, and others. When not driving supply chain innovation, Lori enjoys an active lifestyle in Highlands Ranch, Colorado. She has a passion for the outdoors and loves hiking, walking, and biking. Host 1: Sin ToSin brings over 15 years of experience in the digital media and technology industry – primarily in marketing, business development, thought leadership, and editorial. At SAP, they ensure that SAP's supply chain solutions are properly visible with a focus on future trends and sustainable innovations as part of the Thought Leadership & Awareness Supply Chain Team.Host 2: Zoriana ZahorodniaZoriana is a Product Marketer specializing in Supply Chain Management. As an engaging content creator, blogger, and podcaster, she explores how supply chain innovations and sustainability shape the future of global business.===== Show Links:SAP Digital Supply Chain: www.sap.com/scmFollow Us on Social Media : Mindy DavisLinkedIn: https://www.linkedin.com/in/mindy-davis-88a2b54/ Lori HarnerLinkedIn: https://www.linkedin.com/in/lori-harner/ Sin To: LinkedIn: www.linkedin.com/in/sin-to-5334208 Zoriana ZahorodniaLinkedIn: https://www.linkedin.com/in/zoriana-zahordnia-a3096a205/SAP Digital Supply Chain:LinkedIn: www.linkedin.com/showcase/sapdsc/ Please give us a like, share, and subscribe to stay up-to-date on future episodes!  ===== Chapters: 00:00:00 Supply Chain Transformation00:00:41 Podcast Welcome00:01:18 Meet Mindy and Lori00:02:39 Women Leading with Empathy00:04:52 Give to Gain Leadership00:06:21 From Efficiency to Resilience00:09:14 AI and Agentic Opportunities00:11:29 AI in Practice at SAP00:16:20 Women in Supply Chain Today00:19:11 Inclusive Leadership in Uncertainty00:21:20 Attracting the Next Generation00:25:18 Advice for Young Women00:27:55 Future of Supply Chain00:30:42 Closing and Thanks

What if your team isn't getting along as well as you think?  What if… they're just hiding? In this episode of Shameless Leadership, we're talking about what your team might be hiding behind a facade of niceness and seemingly quiet contentment. When employees don't feel psychological safety, they edit themselves, downplay ideas, avoid disagreement, and stay quiet in meetings. Silence gets mistaken for alignment. Politeness gets labeled as trust. But often, it's fear. Fear-based compliance is one of the earliest warning signs of a toxic work environment. Psychological safety isn't soft. It's a measurable leadership skill and a foundational component of leadership development. When people don't feel safe to challenge ideas, admit mistakes, or raise concerns, innovation slows, engagement drops, and diverse voices disappear first. The cost isn't just emotional, it's operational. If you care about performance, retention, and long-term results, psychological safety must be a strategic priority as you intentionally build out your team culture. In this episode, I share a simple 5-question Psychological Safety Audit you can run anonymously with your team to assess whether they are masking behind fear. The data may surprise you. Because masking doesn't always look dramatic - it often looks like professionalism, harmony, and “everyone gets along great”. But underneath that surface, your culture may be training people to stay small, even if inadvertently. If you want to strengthen psychological safety and prevent a toxic work environment, you must lower the social cost of honesty. That means rewarding thoughtful dissent, staying regulated when challenged, and modeling curiosity instead of defensiveness. Your reactions shape your team culture more than the values on your wall. If people are masking, it's not a performance problem. It's a leadership opportunity for you to solve. Links Mentioned: Shameless Leadership Episode 930: The Hidden Costs of Women Masking at Work TED Talk: Dare To Disagree: https://www.youtube.com/watch?v=PY_kd46RfVE Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

Summary: I'm currently taking an improv class, and it has highlighted a major leadership blind spot: the leftover vibe. In improv, if you carry the "stiffness" of a bad day onto the stage, the scene fails. Leadership is no different. We play many roles—the efficient delegator, the empathetic coach, the bold visionary. These aren't masks; they are authentic "costumes" we wear to meet the moment. But if you don't "shake out" the energy of a budget crisis before walking into a sensitive one-on-one, your team feels that residue. This episode is about the power of the 30-second transition and why your energy speaks louder than your words. Takeaways Energy is Pre-Planned: Just like an improviser chooses a vibration for a scene, you can consciously choose the energy you bring into a room. The Hazard of Residue: Carrying stress from one meeting to the next isn't just a personal burden; it's a "vibe-killer" for your team that prevents real connection. Costumes vs. Masks: Adapting your energy for different leadership roles is an act of respect and intentionality, not a lack of authenticity. The 30-Second Reset: Before your next call, literally "shake it out." Take half a minute to shed the previous meeting so you can show up fully for the person in front of you. Good Vibes to Go:  For those of you into HGTV-type shows, check out Homegrown on HBO. Hosted by urban farmer Jamila Norman, it's a joyful, grounding series that helps families transform their yards into thriving food gardens while celebrating Black agricultural traditions and food justice. We love this show! Connect with Me The Newsletter: This week in the newsletter, I wrote about trash bags turned into duffels, protest songs turned into $600,000, classrooms turning fast fashion on its head, courtrooms redefining family, a global vote affirming who counts, and more! Subscribe to the 5 Things Newsletter here.  Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

Listen as Mary Ann Samedi and Lori Cunningham share insights about inclusive leadership.As host of the Set to Lead Podcast, Mary Ann creates a mentoring space to listen to critical conversations with workplace leaders.If you are an emerging or current leader looking to bypass setbacks or learn from the success and mistakes of others, you have a front row seat right here.For more ways to lead yourself and teams better, follow the show and the various leadership resources shared at www.settolead.com.

What if the spaces we celebrate and work in are quietly overwhelming a lot more people than we realize? In Healthy Mind, Healthy Life, hosted by Avik (with Sana filling in), this episode explores neurodiversity, sensory overwhelm, and what inclusion actually looks like beyond policies. This conversation is for event creators, founders, HR leaders, and anyone who feels drained by noise-heavy culture. You'll walk away with grounded insight on burnout stigma, boundaries as a leadership practice, and practical ways to build environments where more people can belong and thrive. About the Guest: Nika Brunet Milunovic is the founder of Calm Nest Collective, creating sensory-friendly, inclusive spaces for events, workplaces, and public venues. She's also a social worker, PhD researcher focused on mental health and neurodiversity in the events industry, a mentor, and host of the Pink Nest podcast. Episode Chapter: 00:05:15 — Why loud “success culture” overwhelms the nervous system 00:06:19 — Nika's work: sensory-friendly design for events and workplaces 00:09:05 — The “we're all the same” design myth starts in school 00:11:50 — Why neurodivergent people thrive in events—and the hidden cost 00:14:04 — Burnout stigma: why freelancers stay silent to keep the next gig 00:17:27 — Boundaries + values: the leadership operating system 00:22:17 — “Festivals can't accommodate everyone”—Nika's direct response Key Takeaways: Treat inclusion as design, not a policy checkbox—start with sensory needs. In high-intensity industries, regulation skills matter as much as performance. Normalize mental health like physical health—burnout isn't a character flaw. Founders unintentionally recreate harmful systems when they break their own boundaries. “Ask, don't assume”: real inclusion starts with curiosity and conversation. Sensory-friendly upgrades don't have to be massive—intention + planning changes everything. How to Connect With the Guest: Nika is active on LinkedIn (primary). She's also on Instagram, and you can find Calm Nest Collective and Pink Nest via her websites and social profiles mentioned here   Want to be a guest on Healthy Mind, Healthy Life? DM on PM - Send me a message on PodMatch DM Me Here: https://www.podmatch.com/hostdetailpreview/avik Disclaimer: This video is for educational and informational purposes only. The views expressed are the personal opinions of the guest and do not reflect the views of the host or Healthy Mind By Avik™️. We do not intend to harm, defame, or discredit any person, organization, brand, product, country, or profession mentioned. All third-party media used remain the property of their respective owners and are used under fair use for informational purposes. By watching, you acknowledge and accept this disclaimer. Healthy Mind By Avik™️ is a global platform redefining mental health as a necessity, not a luxury. Born during the pandemic, it's become a sanctuary for healing, growth, and mindful living. Hosted by Avik Chakraborty, storyteller, survivor, and wellness advocate. With over 6000+ episodes and 200K+ global listeners, we unite voices, break stigma, and build a world where every story matters.

What does a missing jar of marmalade in India reveal about global leadership?You might be surprised.In this episode of Build a Vibrant Culture, Nicole Greer sits down with cross-cultural business expert Dean Foster, author of Business Beyond Borders, to explore what he's learned from working in more than 100 countries. From communication styles and time management to risk tolerance, information sharing, and workplace formality, Dean shares powerful stories that reveal how culture quietly shapes everything we do at work.If you lead a global team, work across time zones, or collaborate with people from different backgrounds — this conversation will expand your awareness and sharpen your leadership.Vibrant Highlights:[00:12:50] The Missing Marmalade StoryDean shares how ordering a croissant in India turned into a masterclass on indirect communication and hierarchy — and what it means for leaders managing global teams.[00:20:13] Direct vs. Indirect CulturesWhy Americans “say what they mean,” why some cultures don't — and how misreading this can create serious workplace breakdowns.[00:23:19] Managing the Clock Across CulturesFrom strict deadlines to flexible time norms, Dean explains how history, climate, and agriculture shaped how cultures view punctuality and planning.[00:32:04] Information Sharing & Risk ToleranceSome cultures share everything. Others guard information as power. Dean explains how this connects to decision-making and comfort with risk.[00:54:51] The #1 Rule for Working Anywhere in the WorldDean's final advice after decades of global consulting: Stay humble. You're a guest — and leadership means adapting, not imposing.Connect with Dean:Book: Business Beyond Borders https://a.co/d/0eKdRaryOther books by Dean: bit.ly/4aNXar9Website: deanfosterglobal.comLinkedIn: linkedin.com/dfainterculturalYouTube: youtube.com/deanfosterglobalIG: @deanfosterglobalPodcast: oopscultureshow.blubrry.netReady to build a culture where people feel valued, energized, and committed?Bring Nicole Greer, The Vibrant Coach, to your leadership team, organization, or conference to ignite clarity, accountability, energy, and results.Visit: vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: vibrantculture.com/videos

5 Things: Good Vibes in DEI is now Good Vibes Leadership What's that? I talk about the transition and what that means for the show going forward.  I recently sat in a room full of ERG leaders who were hitting a wall of fatigue. When I asked how they actually started their leadership journey, the answer was universal: They were invited. In this micro-lesson, I'm breaking down why "voluntelling" someone isn't a burden—it's a vote of confidence. We explore the fear of career stalling, the privilege of having the bandwidth to say "yes," and how to handle it when someone chooses to protect their peace. Good Vibes to Go The Power of the Ask: Why personal invitations bridge the gap that job postings can't. The Safety Factor: Understanding why folks are hesitant to step up in the current corporate climate. Respecting the "No": How to view a decline as an act of self-preservation, not a lack of commitment. Your Challenge: Who is one person in your orbit that needs to hear, "I see your potential"? Connect with Me The Newsletter: Want the 5 Things good vibes stories mentioned in this episode? Subscribe to the 5 Things Newsletter here.  Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

Have you ever heard the phrase "healthy competition?" Competing is often viewed as a positive: we are told that it motivates us, drives innovation, and helps us excel. But what if this approach were mistaken, and competition actually causes more harm than good? In this panel discussion, author Ruchika T. Malhotra will be joined by Ijeoma Oluo, Ekin Yasin, and La'Kita Williams to explore the central ideas of her new book, Uncompete: Rejecting Competition to Unlock Success. Author Ruchika Malhotra offers a different framework for success than what we are used to. Uncompete argues that competition leads to exhaustion, anxiety, burnout, and an isolating lack of community. It encourages a scarcity mindset and keeps us from reaching our true potential. Instead, Malhotra argues, we should be investigating this cultural norm and even rewriting it into ways that are likely unfamiliar, such as by tapping into benign envy or finding joy in other people's victories. Drawing on interviews as well as Malhotra's own experiences working with corporations as an inclusion strategist, Uncompete promotes a culture of collaboration and mutuality. The book offers that this approach leads not only to a happier workplace, but one more likely to succeed. Likewise, it can also lead to happier and healthier lives even outside of work. Malhotra subverts the dominant, dog-eat-dog paradigm and makes a radical argument: there is room for everyone at the table and everyone can succeed. Ruchika T. Malhotra is the founder of Candour, a global inclusion strategy firm that has worked with some of the world's biggest organizations. She is a regular contributor to Harvard Business Review and was a founding editor of The Establishment, a women-funded-and-led media website, has written for The New York Times, Forbes.com, TIME, Bloomberg, Wall Street Journal, Quartz, The Seattle Times, and more. She was an adjunct faculty in Communications at University of Washington and Seattle University and is the author of INCLUSION ON PURPOSE: An Intersectional Approach to Creating a Culture of Belonging at Work, MIT Press' top selling book of 2022. Ijeoma Oluo is a Seattle-based writer, speaker, and internet yeller. She is the author of the #1 New York Times bestselling first book, So You Want To Talk About Race, Mediocre, and Be a Revolution. Her work on race and gender has been published in the New York Times, the Washington Post, and NBC News; and she has been featured on The Daily Show and NPR's All Things Considered. Named on the TIME 100 Next list and The Root 100, she's been awarded the Harvard Humanist of the Year Award, the American Humanist Association's Feminist Humanist Award, Gender Justice League's Media Justice Award, and the Equal Opportunity Institute's Aubrey Davis Visionary Leadership Award. Dr. Ekin Yasin is a professor, researcher, and program leader with expertise in communication, emerging technologies, and leadership development. As Director of the Communication Leadership graduate program at the University of Washington, her work explores how technology transforms identity, storytelling, influence, and global communication. She collaborates with universities around the world on program development, AI-integrated curriculum design, and responsive education models that meet the needs of a shifting global landscape. La'Kita Williams is the Founder and Principal Strategist of CoCreate Work, a future-focused coaching and consulting company specializing in executive coaching and organizational development. She holds a Master's in Social Work and is a Certified Professional Coach (CPC). La'Kita developed the 5 Components of Inclusive Culture, a step-by-step framework to help organizations, small businesses, and emerging companies build responsive workplaces that put humans first. La'Kita teaches graduate courses in the Department of Communication Leadership at the University of Washington, including Resilient and Inclusive Leadership for The Future of Work. She has been quoted in the New York Times, written for Harvard Business Review and MSNBC Know your Value, and has appeared on numerous podcasts to discuss leadership and the future of work.

In this week's Part One episode of “The Voice of Leadership,” guest Dr. Marvin A. McMickle who has served in many significant and influential roles to include senior pastor to several churches, college president, faculty member, and  President of both the Cleveland NAACP and the Urban League, shares insights with Dr. Karen Wilson-Starks from decades … The post Liberty, Racial Healing, and Inclusive Leadership: The Workplace Benefits (Episode # 507U) first appeared on TRANSLEADERSHIP, INC®.

I want to hear your thoughts about the show and this episode. Text us here...What if neurodiversity isn't a barrier to success, but a set of strengths that can shine in the right environment? In this episode, Julie sits down with Shea Belsky, an autistic leader, advocate, and tech professional, for a practical and eye-opening conversation about what neurodiversity really means, why accessibility is equity, and how workplaces and communities can better support neurodivergent individuals.Shea shares his “superpower” (attention to detail and tenacity), but also makes an important point: strengths only show up when people have the right support systems. Julie and Shea talk about the difference between mentorship vs sponsorship, why sponsorship is often the game-changer for career growth, and how companies can scale inclusive practices without making it feel complicated or performative.They also unpack the reality of unemployment and underemployment for neurodivergent people, what accessibility looks like beyond ramps and captions, and the simple mindset shift that can change everything: listen better, drop assumptions, and treat each person as an individual.In this episode, you'll learn:What “neurodiversity” includes (and why it's an umbrella, not one experience)Why neurodivergence can be innate or acquired (including cognitive changes after illness)The difference between mentorship and sponsorship, and why sponsors change careersWhat accessibility actually means and why it matters in daily life and workHow to support neurodivergent people in your workplace and your communityWhy “if you've met one autistic person, you've met one autistic person” is the truthHow to challenge stereotypes in your own corner of the worldConnect with Shea Shea's best place to connect is LinkedIn (search “Shea Belsky”, he says there's only one!). Julie also links his website and contact info in the show notes.Julie's Closing Reminder If this episode helped you, leave a review and share it, because conversations like this create real change. And as always… go confidently in the direction of your dreams.Support the showOther helpful resources for you: For more about me and what I do, check out my website. Are you ready to get some help with:Podcast launch/re-launchPodcast growth, to increase your authority and position yourself as the thought leader you are. Or Leveraging your podcast to build your online biz and get more clientsSign up for a FREE 30 minute Confident Podcast Potential Discovery Call In this session I will: Identify the pain point that is holding you back. Suggest a next step strategy for solving the pain point.https://calendly.com/goconfidentlycoaching/30-minutes-free-coaching-sessioin Then we will talk about working together to accelerate the process. Do you want a podcast audit? Check out this link If you're looking for support to grow your business faster, be positioned as an authority in your industry, and impact the masses, schedule a call to explore if you'd be a good fit for one of my coaching programs. ...

About the Guest: Betsy Cerulo is a seasoned entrepreneur, federal contractor, and accessibility advocate with over 36 years of leadership experience. She is the CEO of an organization specializing in accessibility staffing and services, supporting blind, deaf, and neurodivergent communities. Betsy is also an author, mentor, and champion for heart-centered leadership grounded in truth, accountability, and compassion.In this powerful GrowthReady conversation, Steve Mellor welcomes back Betsy Cerulo to explore what it really means to be growth ready in today's volatile, uncertain environment.Together, they unpack why truth, awareness, and flexibility are non-negotiable leadership skills, how to lead people through uncertainty without false reassurance, and why heart-centered leadership doesn't mean avoiding hard conversations. Betsy also shares lessons from building a 36-year business, launching a complementary accessibility technology venture, and investing in long-term trust instead of chasing quick wins.This episode is a masterclass in earned confidence, ethical leadership, and sustainable growth.Key Takeaways:What it truly means to be growth readyTruth as a leadership practice (not a personality trait)Heart-centered leadership vs. “kumbaya leadership”Leading teams through uncertainty and fearAccountability, boundaries, and compassionNavigating unknowns without false certaintyBuilding trust and “reserves” over decadesWhy patience beats “get rich quick” thinkingIntentional networking for introverted leadersAccessibility, advocacy, and inclusive leadershipSend a textSupport the showConnect with Steve Mellor Stay connected and keep growing with Steve: LinkedIn - https://www.linkedin.com/in/steve-mellor-cc/ Instagram - https://www.instagram.com/coachstevemellor Book Steve to speak at your next event → www.stevemellorspeaks.com Support the GrowthReady Podcast by leaving a 5-star rating → Apple Podcasts - https://podcasts.apple.com/us/podcast/growthready-podcast/id1406082163 Connect with GrowthReady Join the community and keep your growth journey going: LinkedIn - https://www.linkedin.com/company/wearegrowthready/ Instagram - https://www.instagram.com/growthreadypodcast/ Facebook - https://www.facebook.com/growthreadywithcoachstevemellor Official Website - https://growthready.com/ ---- This podcast was produced on Riverside and released via ...

Lauren Smith is building more than cafés; she's building a movement rooted in dignity, purpose, and belonging. As the Executive Director of Hugs Café, Lauren is leading the charge to create meaningful employment and training opportunities for adults with intellectual and developmental disabilities. In this episode, we talk about how she's expanding the mission, opening new locations, and proving that inclusion isn't just the right thing to do, it's the smart thing. Lauren's story is a masterclass in what it means to lead with heart and strategy. We explore how she's redefining opportunity for those often overlooked, how businesses can follow suit, and why smaller organizations can still make a massive impact. Whether you're in nonprofit leadership, CSR, or just looking for a dose of inspiration, this conversation will challenge and uplift you.

When the world feels heavy and chaotic, I hear the same question from leaders over and over again: “What do I say?” In this episode, I talk about why that question matters and why saying nothing can be just as harmful as saying the wrong thing. When the people we lead are overwhelmed, grieving, angry, or exhausted, pretending it's business as usual erodes trust and undermines our integrity as leaders. You don't need perfect words or a polished message, but you do need the willingness to name the moment and lead with humility and humanity. What people truly need right now is trust, transparency, connection, and a sense of meaning in their work. This episode offers examples of what leaders can say to help people feel seen, supported, and safe, while still moving forward with compassion and grace. I share practical language leaders can use during tough days, weeks, or seasons - words that honor the moment without asking people to perform or explain their pain. These are ways you can acknowledge the reality of the moment without having to do a deep dive into sensitive topics.   I also name what inclusive leadership requires beyond empathy. Trauma and systemic harm are not new for many people, and leaders need to be mindful not to center their own shock or selectively extend compassion. This conversation is an invitation to recognize privilege and power, elevate Black and brown voices and experiences, and act with integrity when neutrality could erode trust and integrity. Rest assured, you don't need to be an expert on the issues at the center of global politics.  You don't need to be a therapist.  You just need to show up as a human who demonstrates awareness and compassion.  Sometimes the most powerful thing a leader can say is simply: I see this. I see you. You are not alone. Links Mentioned: Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

Why being kind is the best investment.Can kindness be a company's competitive advantage? Bonnie Hayden Cheng says yes — and she's got a business metric to prove it: return on kindness.Cheng is a professor of management at City University of Hong Kong who researches how workplace behaviors affect interpersonal dynamics and well-being. In her book, The Return on Kindness, she explores how organizations that foster a culture of kindness see a measurable ROK — one marked by a more committed, more productive, and less expensive workforce. “Organizations that have this kind of culture around acts of civic virtue, helping, or showing support for people, those end up having employees that want to stay, are less likely to call in sick, are more committed, their performance goes up,” she says. “There's also benefits for the company in terms of higher productivity and efficiency, and even lower costs.”In this episode of Think Fast, Talk Smart, Cheng and host Matt Abrahams explore how to build cultures of kindness — from Cheng's RISE framework for kind leadership to why candor and compassion go hand-in-hand. Whether you're leading a team or simply trying to show up better for your colleagues, Cheng offers a compelling case for measuring what really matters: the return on kindness.Episode Reference Links:Bonnie Hayden ChengBonnie's Book:  The Return on KindnessEp.93 All the Feels: The Personal and Professional Power of Emotional Awareness Ep.132 Lean Into Failure: How to Make Mistakes That WorkConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (00:50) - What Is Kind Leadership? (02:52) - The RISE Framework (05:27) - Everyone Can Be a Leader (06:46) - Kindness vs. Niceness (09:15) - Kindness and Candor (10:47) - Communicating Kindness (12:46) - The Power of Tone and Pause (15:03) - Building a Culture of Kindness (17:15) - Protecting Kindness in Organizations (18:33) - The Final Three Questions (21:14) - Conclusion

The last five years have amplified our desire for authentic connections and conversations. Jackie Mattox identified that need a decade ago and founded WE United, a professional space originally created to advocate for women in the electronics industry. Now, she's expanding the organization's focus to include men. Jason chats with Jackie about the unique challenges that women in distribution still face, the importance of inclusive leadership, and what companies can do to foster mentorship and collaborative opportunities for all. CONNECT WITH JASON LinkedIn CONNECT WITH JACKIE WE United WE Lead: Voices of Innovation LinkedIn *** For full show notes and services visit: https://www.distributionteam.com Distribution Talk is produced by The Distribution Team, a consulting services firm dedicated to helping wholesale distribution clients remove barriers to profitability, generate wealth, and achieve personal goals.    This episode was edited & mixed by The Creative Impostor Studios.  Special thanks to our sponsors for this episode: Moblico, helping businesses do more business on mobile devices; and INxSQL Distribution Software, an integrated distribution ERP software designed for the wholesale and distribution industry.

Send us a textSome workplaces weren't built with women in mind — but that doesn't mean you can't lead, be heard, and thrive.In this episode of Starter Girlz, Jennifer Loehding sits down with Kae Kronthaler Williams, global software marketing executive and author of Not Made For You. Kae shares her journey from starting as a telemarketer to becoming a CMO, and what she has learned about leadership, navigating bias, and thriving in male-dominated environments.This conversation explores the realities of workplace bias, the value of diverse teams, and leadership insights Kae has gained throughout her career. You'll hear discussion-based insights on how curiosity, awareness, and collaboration shape inclusive, high-performing teams, and how women and marginalized voices can navigate systems that weren't built for them.⭐ What You'll Learn in This EpisodeHow bias shows up in everyday workplace interactions — and why noticing it mattersThe role of leadership in creating inclusive, high-performing teamsWhy diverse perspectives make teams stronger and decisions sharperHow women and marginalized voices can navigate systems that weren't built for themThe importance of connection, awareness, and reflection in leadershipSupporting others and fostering collaboration as part of effective leadershipHow curiosity and open-mindedness can shift workplace cultureKey insights from Kae's career on staying resilient and continuing to grow

The Lean In and McKinsey & Company Women in the Workplace 2025 report claims that, for the first time, women are less likely than men to want a promotion, stating that 80% of women want to be promoted to the next level, compared to 86% of men.  They label this development an “ambition gap”, stating that women are currently less ambitious than men.  This label is wildly inaccurate, deeply offensive, and grossly irresponsible. Calling these findings an “ambition gap” is strategic reframing that places blame back on women, per usual, while letting broken systems (and the power players who uphold them) off the hook.  When powerful institutions confuse correlation with causation and misdiagnose the problem like this, women pay the price. Again. These kinds of reports shape policy, leadership decisions, funding priorities, and how women are talked about at work. This label is not ok.  It is harmful. The report assumes ambition is singular and linear, defined by traditional corporate ascent, and treats women's slower advancement or disengagement as a personal failure instead of a rational response to inequitable systems and poor resource allocation. Most critically, the report ignores caregiving realities entirely.  You cannot meaningfully analyze women's ambition in 2025 without examining care infrastructures - or lack thereof.  Choosing to ignore this is a distortion of reality.  In other words, this is gaslighting.  In this episode, I highlight other voices and data that were conveniently ignored.  This counter data shows us what we already know - women are more ambitious than ever.  Rather than seeking out a deeper understanding of the data, Lean In and McKinsey opted to report dirty diagnostics.  What we know about data analysis is that to get to the real why, you have to dig deeper, think critically, and ask crucial questions of the actual people impacted.  This didn't happen with this reporting. When you actually talk to women, the situation is clear.  We are no longer willing to self-abandon inside systems that refuse to evolve. We know that to get to the reported 80%, we were required to work exponentially harder with fewer resources.  This is proof of our ambition, resilience, and talent, not lack thereof. The headline is not about an ambition gap.  The headline is that women are growing, evolving, and working smarter while institutions largely are not. In reality, what we are seeing is an institutional gap, a patriarchal gap, and a systems gap.  The bottom line is this… If we want to truly understand the evolution of women's ambition, we need to start by examining the systems that punish it. Links Mentioned: Lean In and McKinsey & Company Women in the Workplace 2025: https://leanin.org/women-in-the-workplace Blessing Adesiyan on the Care Gap:https://thecaregap.substack.com/ More about Blessing Adesiyan: https://blessingadesiyan.com/ Chief and Harris Poll Data on Women's Ambition: https://chief.com/articles/calling-bs-on-the-myth-of-womens-fading-ambition [Open Enrollment] Join Sara's Aligned Leadership Incubator: saradean.com/aligned Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

Why good communication requires presence, not performance.Effective communication isn't about perfecting your performance. According to Dr. Kate Mason, it's about being powerfully present.Mason is a world champion debater, executive communication coach, and author of the book Powerfully Likable. In her work coaching senior executives to communicate more effectively, she emphasizes that it's not about creating a performative persona, it's about uncovering the authentic communicator you already are. “The coaching is just bringing the real parts of you to the fore,” she says, “uncovering rather than totally building from scratch. A lot of people come to me and say, I need to be more warm or more insert adjective here. And I say, I'm not gonna help you be more warm if that's not what's coming naturally to you. I am gonna help you work out the thing you're already doing, the thing you're already saying, how to make that comfortable for people around you.”In this episode of Think Fast, Talk Smart, Mason and host Matt Abrahams discuss strategies for more present communication. From avoiding "imposing syndrome” to reducing “the delta between your real self and that corporate persona,” Mason's insights explore how we can bring more of our true selves to the table.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Dr. Kate MasonKate's Book: Powerfully LikeableEp. 210 First Impression to Lasting Impact: Use Status Strategically Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:32) - Why Confidence Is the Wrong Goal (03:55) - Bridging Your Real and Work Selves (05:27) - What Is Imposing Syndrome? (07:01) - Catching Yourself Shrinking (08:58) - Rethinking Imposter Syndrome (10:15) - Assertive vs. Agreeable (12:40) - Naming Your Communication Style (15:38) - What You Say vs. How You Show Up (17:43) - Body Language That Signals Openness (19:04) - Executive Messaging Lessons (22:01) - The Final Three Questions (26:51) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost. Go to Quince.com/ThinkFast for free shipping on your order and 365-day returns. Join our Think Fast Talk Smart Learning Community and become the communicator you want to be.