Podcasts about industrial organizational psychology

I have mentioned before a program I attend entitled Podapalooza. This quarterly event brings together podcasters, would-be podcasters and people interested in being interviewed by podcasters. This all-day program is quite fun. Each time I go I request interview opportunities to bring people onto Unstoppable Mindset. I never really have a great idea of who I will meet, but everyone I have encountered has proven interesting and intriguing.   This episode we get to meet Dr. Laura Hambley Lovett who I met at Podapalooza 12. I began our episode by asking Laura to tell me a bit about her growing up. We hadn't talked about this before the episode. The first thing she told me was that she was kind of an afterthought child born some 12.5 years after her nearest sibling. Laura grew up curious about many things. She went to University in Calgary. After obtaining her Master's degree she worked for some corporations for a time, but then went back to get her Doctorate in Organization Psychology.   After discussing her life a bit, Dr. Laura and I discussed many subjects including fear, toxic bosses and even something she worked on since around 2005, working remotely. What a visionary Laura was. I like the insights and thoughts Dr. Lovett discusses and I think you will find her thoughts worth hearing.   On top of everything else, Laura is a podcaster. She began her podcast career in 2020. I get to be a guest on her podcast, _Where Work Meets Life_TM, in May of 2025. Be sure to check out her podcast and listen in May to see what we discuss.   Laura is also an author as you will learn. She is working on a book about toxic bosses. This book will be published in January of 2026. She also has written two fiction books that will soon be featured in a television series. She tells us about what is coming.       About the Guest:   Dr. Laura Hambley Lovett is an Organizational Psychologist, Keynote Speaker, Business Leader, Author, and Podcast Host. She is a sought-after thought leader on workplace psychology and career development internationally, with 25 years of experience. Dr. Laura is a thought leader on the future of work and understands the intersection of business and people.     Dr. Laura's areas of expertise include leadership, team, and culture development in organizations, remote/hybrid workplace success, toxic leadership, career development, and mental health/burnout. She holds a Ph.D. in Industrial/Organizational Psychology from the University of Calgary, where she is currently an Adjunct Professor.     As a passionate entrepreneur, Dr. Laura has founded several psychology practices in Canada since 2009, including Canada Career Counselling, Synthesis Psychology, and Work EvOHlution™ which was acquired in 2021.  She runs the widely followed podcast _Where Work Meets Life_TM, which began in 2020.  She speaks with global experts on a variety of topics around thriving humans and organizations, and career fulfillment.     In addition to her businesses, she has published two psychological thrillers, Losing Cadence and Finding Sophie. She hopes to both captivate readers and raise awareness on important topics around mental health and domestic violence.  These books are currently being adapted for a television series.  Dr. Laura received a Canadian Women of Inspiration Award as a Global Influencer in 2018. Ways to connect with Dr. Laura:   Email: Connect@drlaura.live   Website: https://drlaura.live/    LinkedIn: @drlaurahambley/    Keynotes: Keynotes & Speaking Engagements   Podcast: Where Work Meets Life™ Podcast   Author: Books   Newsletter: Subscribe to Newsletter   Youtube: @dr.laurawhereworkmeetslife   Facebook: @Dr.Laura.whereworkmeetslife   Instagram: @dr.laura__   Tik Tok: @drlaura__   X: @DrLaura_   About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:     Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.     Michael Hingson ** 01:21 Well, hi everyone, wherever you happen to be, I want to welcome you to another episode of unstoppable mindset. I am your host, Mike hingson, and we have, I think, an interesting guest today. She's an organizational psychologist. She is a keynote speaker, and she even does a podcast I met Dr Laura through a function that we've talked about before on this podcast, Pata palooza. We met at pollooza 12. So that goes back to January. I think Dr Laura is an organizational psychologist. As I said, she's a keynote speaker. She runs a podcast. She's written books, and I think you've, if I'm not mistaken, have written two fiction books, among other things, but we'll get to all that. But Laura, I want to welcome you to unstoppable mindset. And thank you very much for being here.   Dr. Laura Hambley Lovett ** 02:12 Well, thank you for having me, Michael. I really think the world of you and admire your spirit, and I'm just honored to be here speaking with you today. Well,   Michael Hingson ** 02:22 as I tell people when they come on the podcast, we do have one hard and fast rule, and that is, you're supposed to have fun. So if you can't have fun, forget about   Dr. Laura Hambley Lovett ** 02:30 it. Okay, alright, I'm willing to There   Michael Hingson ** 02:34 you go see you gotta have a little bit of fun. Well, why don't we start as I love to do with a lot of folks tell us kind of about the early Laura, growing up and all that, and kind of how you got where you are, if you will. Oh, my goodness, I know that opens up a lot of options.   Dr. Laura Hambley Lovett ** 02:52 I was an afterthought child. I was the sixth child of a Catholic mother who had five children in a row, and had me 12 years later, unplanned, same parents, but all my siblings are 12 to 19 years older than me, so I was caught between generations. I always wanted to be older than I was, and I felt, you know, I was almost missing out on the things that were going on before me. But then I had all these nieces and nephews that came into the world where I was the leader of the pack. So my niece, who's next in line to me, is only three years younger, so it just it makes for an interesting dynamic growing up where you're the baby but you're also the leader. Well,   Michael Hingson ** 03:39 lot of advantages there, though I would think,   Dr. Laura Hambley Lovett ** 03:42 Oh yeah, it taught me a lot about leadership. It taught me about followership. It taught me about life and learning the lessons from my older siblings of what you know, they were going through and what I wanted to be like when I grew up.   Michael Hingson ** 03:58 So, so what kind of things did you learn from all of that? And you know, what did, what did they teach you, and what did they think of you, all of your older siblings? Oh, they loved me. I was, I bet they were. Yeah, you were the baby sister.   Dr. Laura Hambley Lovett ** 04:13 But I should add my mom was mentally ill, so her mental illness got worse after having me, I think, and I know this about postpartum, as you get older and postpartum hits, it can get worse later on and and she suffered with a lot of mental health challenges, and I would say that that was the most challenging part of growing up for me.   Michael Hingson ** 04:42 Did she ever get over that? Or?   Dr. Laura Hambley Lovett ** 04:45 No, we just, I mean, it had its ups and downs. So when times were good, she was great, she was generous, she was loving. She was a provider, a caretaker. She had stayed at home her whole life, so she was the stay at home mom, where you'd come home from school. And there'd be hot, baked cookies and stuff, you know, she would really nurture that way. But then when she had her lows, because it was almost a bipolar situation, I would, I would say it was undiagnosed. I mean, we never got a formal diagnosis, but she had more than one psychotic break that ended her in the hospital. But I would say when she was down, she would, you know, run away for a few days and stay in another city, or have a complete meltdown and become really angry and aggressive. And, I mean, it was really unpredictable. And my father was just like a rock, just really stable and a loving influence and an entrepreneur like I am, so that, you know, he really helped balance things out, but it was hard on him as well,   Michael Hingson ** 05:48 I'll bet. Yeah, that's never easy. Is she still with us, or is she passed?   Dr. Laura Hambley Lovett ** 05:53 No, she got dementia and she passed. The dementia was about 12 years of, you know, turning into a baby. It's so sad that over 12 years, we just she lost her mind completely, and she died in 2021 and it was hard. I mean, I felt like, oh, man, you know, that was hard. I you know, as much as it was difficult with her and the dementia was difficult. I mean, she was my mother, and, yeah, it was a big loss for me. And I lost my father at age 21 and that was really hard. It was a very sudden with an aneurysm. And so that was in 1997 so I've been a long time without parents in my life.   Michael Hingson ** 06:30 Wow. Well, I know what you mean. My father, in this is his opinion, contracted some sort of a spore in Africa during World War Two, and it manifested itself by him losing, I think it was white blood cells later in his life, and had to have regular transfusions. And eventually he passed in 1984 and my belief is, although they classified it as congestive heart failure, he had enough other diseases or things that happened to him in the couple of years before he passed. I think it was actually HIV that he died from, because at that time, they still didn't understand about tainted blood, right? And so he got transfusions that probably were blood that that was a problem, although, you know, I can't prove that, and don't know it, but that's just kind of my opinion.   Dr. Laura Hambley Lovett ** 07:34 Oh, I'm so sorry to hear that, Michael, that is so, so sad.   Michael Hingson ** 07:38 Yeah. And then my mom was a smoker most of her life, and she fell in 1987 and broke her hip, and they discovered that she also had some some cancer. But anyway, while she was in the hospital recovering from the broken hip, they were going to do some surgery to deal with the cancer, but she ended up having a stroke and a heart attack, and she passed away. So Oh, my God. I lost my mom in 1987   Dr. Laura Hambley Lovett ** 08:04 and you know, you were young. Well,   Michael Hingson ** 08:08 I was, I was 37 when she died. So still, I missed them both, even today, but I I had them for a while, and then my brother, I had until 2015 and then he passed from cancer. So it happens, and I got married in 1982 to my wife, Karen, who was in a wheelchair her whole life, and she passed in 2022 so we were married 40 years. So lots of memories. And as I love to tell people all the time, I got to continue to be a good kid, because I'm being monitored from somewhere, and if I misbehave, I know I'm going to hear about it. So,   Dr. Laura Hambley Lovett ** 08:49 you know, well, that's a beautiful, long marriage that the two of you had   Michael Hingson ** 08:55 was and lots of memories, which is the important things. And I was blessed that with September 11 and so on, and having written thunder dog, the original book that I wrote about the World Trade Center and my life, it was published in 2011 and I was even reading part of it again today, because I spoke at a book club this morning, it just brings back lots of wonderful memories with Karen, and I just can't in any way argue with the fact that we did have a great 40 years. So no regrets.   Dr. Laura Hambley Lovett ** 09:26 Wow, 40 years.   Michael Hingson ** 09:30 Yeah. So, you know, it worked out well and so very happy. And I know that, as I said, I'm being monitored, so I I don't even chase the girls. I'm a good kid. Chris, I would point out none of them have chased me either. So, you know,   Dr. Laura Hambley Lovett ** 09:49 I love your humor. It's so awesome. So we gotta laugh, Mark, because the world's really tricky right now. Oh gosh, isn't it? It's very tricky. And I'd love to talk. About that today a bit, because I'm just having a lot of thoughts about it and a lot of messages I want to get across being well, you are well psychologist and a thought leader and very spiritual and just trying to make a difference, because it's very tricky.   Michael Hingson ** 10:16 So how did you get into psychology and all that. So you grew up, obviously, you went to college and tell me about that and how you ended up getting into the whole issue of psychology and the things that you do. Well,   Dr. Laura Hambley Lovett ** 10:30 I think being the youngest, I was always curious about human dynamics in my family and the siblings and all the dynamics that were going on, and I was an observer of all of that. And then with my mother and just trying to understand the human psyche and the human condition. And I was a natural born helper. I always wanted to help people, empathetic, very sensitive kid, highly sensitive person. So then when I went into psycho to university. We University. We call it up here for an undergrad degree, I actually didn't know what I wanted to do. I was a musician as well. I was teaching music throughout high school, flute and piano. I had a studio and a lot of students. And thought, well, maybe do I want to do a music degree? Or, Oh, maybe I should go into the family business of water treatment and water filtration that my father started for cities, and go in and do that and get a chemical engineering degree. Not really interested in that, though, no. And then just kind of stumbled my way through first year. And then I was really lost. And then I came across career counseling. And I thought, Okay, this is going to help me. And it did. And psychology lit up like a light bulb. I had taken the intro to psych course, which is more of a hodgepodge mix of topics. I'm like, yeah, and then, but when I looked at the second year courses in the third year and personality and abnormal psych and clinical psych and all of that. I thought, Oh, I found my place. This is juicy. This is interesting. And I want to help people. Is   Michael Hingson ** 12:09 this to say you fit right in when you were studying Abnormal Psychology? Just checking,   Dr. Laura Hambley Lovett ** 12:14 yeah, probably okay. I actually didn't go down the clinical psych route, which is where it's the clinical psych and the psychiatrists that tackle more of the personality disorders. So I went into counseling psych, which is the worried well. We call it the worried well. So people like you and I who are going through life, experiencing the various curve balls that life has to offer, and I know you've been through more than your fair share, but it's helping people get through the curve balls. And I specialized in career, I ended up saying people spend most of their waking lives, you know, working or thinking about work as part of their identity. So I specialized in career development psychology in my master's degree.   Michael Hingson ** 13:01 Yeah, well, that's, that's certainly, probably was easier than flute and piano. You couldn't do both of those at the same time.   Dr. Laura Hambley Lovett ** 13:07 I ended up having to, yeah, it became too much. I tried to for a while.   Michael Hingson ** 13:13 Yeah, you can play the flute or the piano, but kind of hard to do both at the same time. Oh,   Dr. Laura Hambley Lovett ** 13:18 at the same time, yeah, unless you play with your toes, which I've seen people actually people do that, yeah, do Yeah. There's this one speaker in our national speakers group, and he he does a lot with his toes, like I remember him playing the drums with his toes at his last keynote. So I was just amazed. So horn with no arms and does everything with his feet. So I bet he could do some piano too. There you go.   Michael Hingson ** 13:49 But then, of course, having no arms and he would also have a problem doing piano at the same time. But, you know, that's okay, but still, so you went into to psychology, which I find is a is a fascinating subject. Anyway, my interest was always in the physical sciences, so I got my master's degree in physics, although I did take a couple of psychology courses, and I enjoyed it. I remember the basic intro to psych, which was a lot of fun, and she's had a real hodgepodge, but still it was fascinating. Because I always was interested in why people behave the way they do, and how people behave the way they do, which is probably why I didn't go into theoretical physics, in a sense. But still it was and is very interesting to see how people behave, but you went off and got your masters, and then you also got a PhD along the line, huh?   Dr. Laura Hambley Lovett ** 14:47 Yeah, that was interesting. I did the Masters, and then I always did things a little differently. Michael, so all of my peers went on to become registered psychologists, which, which means you have. To go through a registration process, and instead, I got pulled into a.com company. We called them dot coms at the time, because in 1999 when I started with a.com It was a big thing. I mean, it was exciting, right? It was and it was a career development related.com that had a head office in New York City, and I ended up leading a team here in Calgary, and we were creating these technologies around helping people assess their passions, their interests, their skills, and then link to careers. We had about 900 careers in our database, and then linking people to educational programs to get them towards those careers. So I remember coming up a lot of times to Rutgers University and places like that, and going to New York City and dealing with that whole arena. So I was, you know, from a young age, I'd say I was too young to rent a car when I flew there, but I had a team of about 15 people that I oversaw, and it was great experience for me at an early age of, okay, you know, there's a lot I'm learning a lot here, because I really wasn't trained in Business and Management at that time, right?   Michael Hingson ** 16:17 But you But you did it.   Dr. Laura Hambley Lovett ** 16:20 I did it, yeah, I did it. And then I ended up working for another consulting firm that brought me into a whole bunch of organizations working on their competency models. So I did a lot of time in the Silicon Valley, working in different companies like Cisco, and I was just in this whole elaborate web of Okay. Organizations are quite interesting. They're almost like families, because they have a lot of dynamics there. It's interesting. And you can make a difference, and you can help the organization, the people in the workplace, you know, grow and thrive and develop. And I'm okay, you know, this is interesting, too. I like this. And then at that time, I knew I wanted to do a doctorate, and I discovered that organizational Psych was what I wanted to do, because it's the perfect blend of business and psychology. Because I'm a serial entrepreneur, by the way, so entrepreneurship, psychology, business, kind of the best of both worlds. Okay, I'm going to do that, so that's what I did.   Michael Hingson ** 17:24 That certainly is kind of cool. So when did you end up getting your doctorate?   Dr. Laura Hambley Lovett ** 17:28 I finished that in 2005   Michael Hingson ** 17:31 okay, were you working while you were doing that? Or did you just go back to school full   Dr. Laura Hambley Lovett ** 17:36 time? I had to go back to school because the program was very heavy. It was a program where you could not work full time during it. I still worked part time during it. I was working hard because I was registering as a psychologist at the same time, I knew I wanted to register and become a psychologist, and I knew I wanted to get that doctorate, and there were times when I almost stepped away, especially at the beginning of it, because when you're out in the real world, and then you go back into academia, it's just such a narrow How do I explain this? How does this, how is this relevant? You know, all these journal articles and this really esoteric, granular research on some little itty, itty bitty thing. And I just really struggled. But then I said, So I met with someone I remember, and she she said, Laura, it's like a car. When you buy a car, you can choose your own car seats and color, and you know, the bells and whistles of your car, and you can do that for the doctorate. And I said, Okay, I'm going to make the doctorate mine, and I'm going to specialize in a topic that I can see being a topic that the world of work will face in the future. So I specialized in remote leadership, and how you lead a team when they're not working in the same office, and how you lead and inspire people who are working from home. And that whole notion of distributed work, which ended up becoming a hot topic in the pandemic. I was, I was 20 years, 15 years ahead of the game. Yeah. Well, that,   Michael Hingson ** 19:09 of course, brings up the question of the whole issue of remote work and stuff during the pandemic and afterward. What do you what do you think has been the benefit of the whole concept of remote work. What did people learn because of the pandemic, and are they forgetting it, or are they still remembering it and allowing people to to work at home? And I ask that because I know in this country, our illustrious president is demanding that everybody go back to work, and a lot of companies are buying into that as well. And my thought has always been, why should we worry about where a person works, whether it's remote or in an actual office, so long as they get the work? Done, but that seems to, politically not be the way what people want to think of it today.   Dr. Laura Hambley Lovett ** 20:06 Yeah, it's, I mean, I have a lot to say on it, and I have years and years of data and research that supports the notion that it's not a one size fits all, and a blend tends to be the best answer. So if you want to preserve the culture and the collaboration, but yet you want to have people have the flexibility and autonomy and such, which is the best of both worlds. Because you're running a workplace, you're not running a daycare where you need to babysit people, and if you need to babysit people, you're hiring the wrong people. So I would say I'm a biggest fan of hybrid. I think remote works in some context, I think bringing everyone back full time to an office is very, very old school command and control, leadership, old school command and control will not work. You know, when you're trying to retain talent, when it's an employer's market, yes, you'll get away with it. But when it goes back to an employee's market. Watch out, because your generation Z's are going to be leaving in droves to the companies that offer flexibility and autonomy, same with some of your millennials, for sure, and even my generation X. I mean, we really value, you know, a lot of us want to have hybrids and want to be trusted and not be in a car for 10 to 20 hours a week commuting? Yeah? So,   Michael Hingson ** 21:27 yeah, I know I hear you, and from the baby boomer era, you know, I I think there's value in being in an office that is, I think that having time to interact and know colleagues and so on is important. But that doesn't mean that you have to do it every day, all day. I know many times well. I worked for a company for eight years. The last year was in New York because they wanted me to go to New York City and open an office for them, but I went to the office every day, and I was actually the first person in the office, because I was selling to the east coast from the west coast. So I opened the office and was on the phone by 6am in the morning, Pacific Time, and I know that I got so much more done in the first two to three hours, while everyone else was slowly filtering in, and then we got diverted by one thing or another, and people would gossip and so on. Although I still tried to do a lot of work, nevertheless, it got to be a little bit more of a challenge to get as much done, because now everybody was in and they wanted to visit, or whatever the case happens to be, and I think there's value in visiting, but I think from a working standpoint, if I'd been able to do that at home, at least part of the time, probably even more would have been accomplished. But I think there's value also in spending some time in the office, because people do need to learn to interact and know and trust each other, and you're not going to learn to trust if you don't get to know the other people.   Dr. Laura Hambley Lovett ** 23:08 Yeah, totally. I agree with you 100% and I know from it. I on my own podcast I had the founder of four day work week global, the four day work movement. I did four episodes on that topic, and yeah, people are not productive eight hours a day. I'll tell you that. Yeah, yeah. So just because you're bringing them into an office and forcing them to come in, you're not gonna it doesn't necessarily mean more productivity. There's so much that goes into productivity, apart from presenteeism, yeah,   Michael Hingson ** 23:45 yeah, I hear what you're saying, and I think there's, there's merit in that. I think that even when you're working at home, there are rules, and there you're still expected to do work, but there's, I think, room for both. And I think that the pandemic taught us that, but I'm wondering if we're forgetting it.   Dr. Laura Hambley Lovett ** 24:06 Oh yeah, that's the human condition. We forget, right? We, we forget. We it's almost I envision an icy ski slope. I'm a skier, you know, being up here in Canada and the Rocky Mountains, but it's a ski slope, and you walk up a few steps, and then you slide back so easily, because it's icy, right? Like you gotta just be aware that we slide back easily. We need to be intentional and stay on top of the why behind certain decisions, because the pendulum swings back so far so easily. And I mean, women's issues are one of those things we can slide back so quickly. After like, 100 years of women fighting for their rights, we can end up losing that very, very quickly in society. That's just one of many examples I know all the D, E and I stuff that's going on, and I. I mean, it's just heartbreaking, the extent of that pendulum slapping back the other way, so hard when we need to have a balance, and you know, the right balance, because the answer is never black and white, black or white, the answer is always some shade of gray.   Michael Hingson ** 25:20 How do we get people to not backslide? And I know that's a really tough question, and maybe there's no there, there very well may not really be an easy answer to that, but I'm just curious what your thoughts are.   Dr. Laura Hambley Lovett ** 25:37 That's a great question. Michael, I would envision almost ski poles or hiking poles. It's being grounded into the earth. It's being grounded into what are the roots of my values? What are my the values that we hold dear as human beings and as society, and sticking to those values, and, you know, pushing in to the earth to hold those values and stand up for those values, which I know is easier said than done in certain climates and certain contexts. And I mean, but I think it's really important to stand strong for what our values   Michael Hingson ** 26:20 are, yeah, I think that's really it. It comes down to values and principles. I know the late president, Jimmy Carter once said that we must adjust to changing times while holding to unwavering principles. And it seems to me you were talking about this being a tricky world. I thought that was an interesting way to express it. But I'm wondering if we're seeing all too many people not even holding to the unwavering principles, the sacrificing principles for political expediency and other things, yeah,   Dr. Laura Hambley Lovett ** 26:53 yes, exactly. And we know about values that sometimes values clash, right? So you might have a value that you want to have a lot of money and be financially, you know, successful, yet you have the value of work life balance and you want a lot of time off and and sometimes those values can clash, and sometimes we need to make decisions in our lives about what value takes precedence at this time in our life. But I think what you're right is that there's a lot of fear out there right now, and when the fear happens, you can lose sight of why those values are important to you for more of a shorter term, quick gain to get rid of the fear, because fear is uncertain and painful for humans.   Michael Hingson ** 27:44 Well, I wrote live like a guide dog, which is the latest book that was, that was published in August of last year, and it's all about learning to control fear, really. And the reality is, and what I say in the book, essentially is, look, fear is with us. I'm not going to say you shouldn't be afraid and that you can live without fear, but what you can do is learn to control fear, and you have the choice of learning how you deal with fear and what you allow fear to do to you. And so, for example, in my case, on September 11, that fear was a very powerful tool to help keep me focused going down the stairs and dealing with the whole day. And I think that's really the the issue is that fear is is something that that all too many people just have, and they let it overwhelm them, or, as I put it, blind them, and the result of that is that they can't make decisions, they can't move on. And so many things are happening in our world today that are fomenting that fear, and we're not learning how to deal with it, which is so unfortunate.   Dr. Laura Hambley Lovett ** 29:02 Yeah, you're right. And I back to your World Trade Center. So you were on, was it 778? 78 oh, my god, yeah. So to me, that must have been the scariest moment of your life.   Michael Hingson ** 29:17 I'm missing in a in a sense, no only until later, because none of us knew what was happening when the plane hit the building, which it did on the other side of the building from me and 1000s of others, and it hit above where we were. So going down the stairs, none of us knew what happened, because nobody saw it. And as I point out, Superman and X ray vision are fiction. So the reality is, it had nothing to do with blindness. The fact is, none of us knew going down the stairs. We figured out a plane hit the building because we smelled something that I eventually identified as burning jet fuel fumes, because I smell it every time I went to an airport. But we didn't know what happened. And. And and in a sense, that probably was a good thing for most people. Frankly, I would rather have known, and I can, I can say this, thinking about it a lot as I do, I would rather have known what happened, because it would have affected perhaps some of the decisions that I made later. If I had known that the buildings had been struck and there was a likelihood that they would collapse. I also know that I wouldn't have panicked, but I like information, and it's something that I use as a tool. But the fact is that we didn't know that. And so in a sense, although we were certainly worried about what was going on, and we knew that there was fire above us, we didn't know what it was all about.   Dr. Laura Hambley Lovett ** 30:41 Wow. And I would say, so glad you got out of there. I Yeah, what a horrific experience. I was up there the year before it happened. And I think being up there, you can just sense the the height of it and the extent of it, and then seeing ground zero after and then going there with my son last June and seeing the new world trade, it was just really, I really resonate with your or not resonate, but admire your experience that you got out of there the way you did, and thank goodness you're still in this world. Michael,   Michael Hingson ** 31:17 it's a weird experience having been back, also now, going through the museum and being up in the new tower, trying to equate where I was on September 11 and where things were with what it became when it was all rebuilt. There's no easy reference point, although I did some of the traveling around the area with someone who knew what the World Trade Center was like before September 11. And so they were able to say, Okay, you're standing in such and such a place, so you're standing right below where Tower One was. And then I could kind of put some reference points to it, but it was totally different. Needless to say,   Dr. Laura Hambley Lovett ** 32:05 Yeah, no kidding, but I think the fear that you go through during a disaster, right, is immediate like so the fight flight response is activated immediately, and you're, you're put into this almost state of flow. I call it a state where you time just is irrelevant. You're just putting one foot ahead of the other, right, right, right? Whereas the fear that society is going through right now, I think, is a projecting out into the future fear. It's not surviving this moment. It's more about I want to make sure I have enough money in the future, and I want to make sure I have safety in the future, or whatever it is, and you're projecting out, and you're living in the future, and you're worrying about the future, you're not living in the present, and it makes people kind of go crazy in the end, with anxiety, because we're not meant to be constantly worried about the Future. The only thing we can control is today and what we put into place for a better tomorrow, but fearing tomorrow and living in anxiety is so unhealthy for the human spirit,   Michael Hingson ** 33:13 and yet that's what people do, and it's one of the things we talk about and live like a guide dog. Worry about what you can control and don't worry about the rest. And you know, we spend so much time dealing with what if, what if this happens? What if that happens? And all that does, really is create fear in us, rather than us learning, okay, I don't really have control over that. I can be worried about the amount of money I have, but the real question is, what am I going to do about it today? And I know one of the lessons I really learned from my wife, Karen, we had some times when when we had significant debt for a variety of reasons, but like over the last few years of her life, we had enough of an income from speaking and the other things that I was doing that she worked really hard to pay down credit card bills that we had. And when she passed, most all of that was accomplished, and I was, I don't know whether she thought about it. She probably did, although she never got to the point of being able to deal with it, but one of the things that I quickly did was set up with every credit card company that we use paying off each bill each month, so we don't accrue credit, and so every credit card gets paid off, because now the expenses are pretty predictable, and so we won't be in that situation as long as I continue to allow things to get paid off every month and things like that. But she was the one that that put all that in motion, and it was something she took very, very seriously, trying to make sure. It. She brought everything down. She didn't really worry so much about the future. Is, what can I do today? And what is it that my goal is? Well, my goal is to get the cards paid off. I can do this much today and the next month. I can do this much today, which, which I thought was a great way and a very positive way to look at it. She was very methodical, but she wasn't panicky.   Dr. Laura Hambley Lovett ** 35:24 Mm, hmm. No, I like that, because panic gets us nowhere. It just It ruins today and it doesn't help tomorrow, right? Same with regret, regret you can't undo yesterday, and living in regret, guilt, living in the past is just an unhealthy place to be as well, unless we're just taking the learnings and the nuggets from the past. That's the only reason we need the past is to learn from it. You   Michael Hingson ** 35:52 have to learn from it and then let it go, because it's not going to do any good to continue to dwell on it.   Dr. Laura Hambley Lovett ** 35:57 Yeah, exactly.   Michael Hingson ** 36:00 Well, so you, you, you see so many things happening in this world. How do we deal with all of it, with all the trickiness and things that you're talking about?   Dr. Laura Hambley Lovett ** 36:10 Do you like that word, tricky? I like it. That's a weird word.   Michael Hingson ** 36:14 Well, I think it's, it's a different word, but I like it, it, it's a word that I think, personally, becomes non confrontive, but accurate in its descriptions. It is tricky, but, you know, we can, we can describe things in so many ways, but it's better to do it in a way that isn't judgmental, because that evokes attitudes that we don't need to have.   Dr. Laura Hambley Lovett ** 36:38 Yeah, if I use the word scary or terrible, or, I think those words are, yeah, just more anxiety provoking. Tricky can be tricky. Can be bad, tricky can be a challenge,   Michael Hingson ** 36:52 right? Like a puppy, unpredictable, or, you know, so many things, but it isn't, it isn't such a bad thing. I like that.   Dr. Laura Hambley Lovett ** 37:03 How do we navigate a tricky world? Well, we we need to focus on today. We need to focus on the things that we can control today, physically, mentally, emotionally, socially and spiritually, the five different arenas of our life and on any given day, we need to be paying attention to those arenas of our life and how are they doing. Are we healthy physically? Are we getting around and moving our bodies? Are we listening to our bodies and our bodies needs? Are we putting food into our bodies, and are we watching what we drink and consume that could be harming our bodies, and how does it make us feel? And are we getting enough sleep? I think sleep is a huge issue for a lot of people in these anxiety provoking times.   Michael Hingson ** 37:56 Well, I think, I think that's very accurate. The question is, how do we learn to do that? How do we teach ourselves?   Dr. Laura Hambley Lovett ** 38:07 How do we learn to do all that   Michael Hingson ** 38:09 stuff? How do we how do we learn to deal with the things that come up, rather than letting them all threaten us and scare us?   Dr. Laura Hambley Lovett ** 38:20 Oh, that's a big question. I think that well, the whole the five spheres, right? So if you're taking care of your physical health and you're making that a priority, and some people really struggle with that, and they need a buddy system, or they need professional helpers, right, like a coach or a trainer or a psychologist like me, or whatever it is that they need the extra supports in place, but the physical super important, the making sure that we are socially healthy and connectedness is more important than ever. Feeling connected to our tribe, whatever that is, our close friends. You know, whether we have family that we would consider friends, right? Who in our team is helpful to us and trusted allies, and if we can have the fingers of one hand with close people that we trust in our lives, that's that's great, right? It doesn't have to be 100 people, right? It can be a handful, over your lifetime of true allies to walk through this world together.   Michael Hingson ** 39:26 One of the things that I've talked about it a bit on this podcast, but I I love the the concept that I think I've come up with is I used to always say I'm my own worst critic, and I said that because I love to record, and I learned the value of recording speeches, even going back to when I worked at campus radio station at kuci in Irvine campus radio station, I would listen to my show, and I kind of forced all the On Air personalities. 90s to listen to their own shows by arranging for their shows to be recorded, because they wouldn't do it themselves. And then I sent recordings home with them and said, You've got to listen to this. You will be better for it. And they resisted it and resisted it, but when they did it, it was amazing how much they improved. But I as I recorded my talks, becoming a public speaker, and working through it, I kept saying, I record them because I'm my own worst critic. I'm going to pick on me harder than anyone else can. And it was only in the last couple of years because I heard a comment in something that I that I read actually, that said the only person who can really teach you anything is you. Other people can present information, they can give you data, but you are really the only one who can truly teach you. And I realized that it was better to say I'm my own best teacher than my own worst critic, because it changes the whole direction of my thought, but it also drops a lot of the fear of listening or doing the thing that I was my own worst critic   Dr. Laura Hambley Lovett ** 41:10 about. I love that, Michael. I think that's genius. I'm my own best teacher, not my own worst critic,   Michael Hingson ** 41:19 right? It's it's positive, it's also true, and it puts a whole different spin on it, because one of the things that we talk about and live like a guide dog a lot is that ultimately, and all the things that you say are very true, but ultimately, each of us has to take the time to synthesize and think about the challenges that we face, the problems that we faced. What happened today that didn't work well, and I don't use the word fail, because I think that also doesn't help the process. But rather, we expected something to happen. It didn't. It didn't go well. What do we do about it? And that ultimately, taking time at the end of every day, for example, to do self analysis helps a lot, and the result of that is that we learn, and we learn to listen to our own inner mind to help us with that   Dr. Laura Hambley Lovett ** 42:17 exactly, I think that self insight is missing in a lot of us, we're not taking the time to be still and to listen to the voice within and to listen to what we are thinking and feeling internally, because we're go, go, go, go, go, and then when we're sitting still, you know what we're doing, we're on our phones,   Michael Hingson ** 42:41 and That's why I say at the end of the day, when you're getting ready, you're in bed, you're falling asleep. Take the time. It doesn't take a long time to get your mind going down that road. And then, of course, a lot happens when you're asleep, because you think about it   Dr. Laura Hambley Lovett ** 43:01 exactly. And you know, I've got to say, however spirituality is defined, I think that that is a key element in conquering this level of anxiety in society. The anxiety in society needs to be conquered by a feeling of greater meaning and purpose and connectedness in the human race, because we're all one race, the human race, in the end of the day, and all these divisions and silos and what's happening with our great you know, next door neighbors to each other, the US and Canada. It's the way that Canada is being treated is not not good. It's not the way you would treat a neighbor and a beloved neighbor that's there for you. In the end of the day, there's fires in California. We're sending our best fire crews over. You know, World War One, where my grandpa thought and Vimy Ridge, Americans were struggling. British could not take Vimy. It was the Canadians that came and, you know, got Vimy and conquered the horrific situation there. But in the end, we're all allies, and we're all in it together. And it's a tricky, tricky world,   Michael Hingson ** 44:11 yeah, and it goes both ways. I mean, there's so many ways the United States has also helped. So you're not, yeah, you're not really in favor of Canada being the 51st state, huh?   Dr. Laura Hambley Lovett ** 44:26 You know, no, yeah, I love America. I mean, I have a lot of great friends in America and people I adore, but I think Canada is its own unique entity, and the US has been a great ally in a lot of ways, and we're in it together, right, right? I mean, really in it together, and we need to stay as allies. And as soon as you start putting up a fence and throwing rocks over the fence to each other, it just creates such a feud and an unnecessary feud, yeah.   Michael Hingson ** 44:55 Well, very much so. And it is so unfortunate to see. It happening. And as you said, I think you put it very well. It's all about we're friends and friends. Don't treat friends in this way. But that is, that is, unfortunately, what we're seeing. I know I've been looking, and I constantly look for speaking opportunities, home, and I've sent emails to some places in Canada, and a few people have been honest enough to say, you know, we love what you do. We love your story. But right now, with what's going on between the United States and Canada, we wouldn't dare bring you to Canada, and while perhaps I could help by speaking and easing some of that a little bit. I also appreciate what they're saying, and I've said that to them and say, I understand, but this too shall pass. And so please, let's stay in touch, but I understand. And you know, that's all one can do.   Dr. Laura Hambley Lovett ** 46:01 Yeah, and it, it too shall pass. I mean, it's just all and then anxiety takes over and it gets in the way of logic. Michael Hingston would, hingson would be our best speaker for this option, but the optics of it might get us into trouble, and they just get all wound up about it. And I you know, in the end of the day this, this will pass, but it's very difficult time, and we need to say, Okay, we can't control what's going to happen with tariffs or next month or whatever, but we can control today. And, yeah, I just went on a walk by the river. It was beautiful, and it was just so fulfilling to my soul to be outside. And that's what I could control the day   Michael Hingson ** 46:41 that's right? And that walk by the river and that being outside and having a little bit of time to reflect has to help reduce fear and stress.   Dr. Laura Hambley Lovett ** 46:54 It does it very much, does   Michael Hingson ** 46:58 and and isn't that something that that more people should do, even if you're working in the office all day, it would seem like it would be helpful for people to take at least some time to step away mentally and relax, which would help drop some of the fear and the stress that they face. Anyway,   Dr. Laura Hambley Lovett ** 47:20 100% and I am at my office downtown today, and I can see the river right now from my window. And there's research evidence that when you can see water flowing and you can see trees, it really makes a difference to your mental health. So this office is very intentional for me, having the windows having the bright light very intentional.   Michael Hingson ** 47:44 I have a recording that I listen to every day for about 15 minutes, and it includes ocean sounds, and that is so soothing and just helps put so many things in perspective. Now it's not quite the same as sitting at the ocean and hearing the ocean sounds, but it's close enough that it works.   Dr. Laura Hambley Lovett ** 48:06 That's beautiful. And you're going to come on to my podcast and we're going to talk a lot more about your story, and that'll be really great.   Michael Hingson ** 48:14 We're doing that in May.   48:16 Yeah,   Michael Hingson ** 48:17 absolutely, and I'm looking forward to it. Well, how did you get involved in doing a podcast? What got you started down that road? Oh, your tricky podcast. Yeah.   Dr. Laura Hambley Lovett ** 48:32 So I was running my company. So I have a company of psychologists in Canada, and we operate across the country, and we do two things really, really well. One is helping people navigate their careers at all ages and stages and make find fulfilling career directions. And then our other thing we do well is helping organizations, helping be healthier places to work, so building better leaders, helping create better cultures in organizations. So that's what we do, and we have. I've been running that for 16 years so my own firm, and at the same time, I always wanted a podcast, and it was 2020, and I said, Okay, I'm turning 45 years old. For my birthday gift to myself, I'm going to start a podcast. And I said, Does anyone else on the team want to co host, and we'll share the responsibilities of it, and we could even alternate hosting. No, no, no, no, no, no one else was interested, which is fine, I was interested. So I said, this is going to be, Dr Laura, then this podcast, I'm going to call it. Dr Laura, where work meets life. So the podcast is where work meets life, and then I'm Dr Laura, Canada's. Dr Laura,   Michael Hingson ** 49:41 yeah, I was gonna say there we've got lots of dr, Laura's at least two not to be   Dr. Laura Hambley Lovett ** 49:44 mixed up with your radio. One not to be mixed up completely different, right, in approach and style and values. And so I took on that started the podcast as the labor of love, and said, I'm going to talk about three. Three things, helping people thrive in their careers, helping people thrive in their lives, and helping organizations to thrive. And then, oh yeah, I'll throw in some episodes around advocating for a better world. And then the feedback I got was that's a lot of lanes to be in, Laura, right? That is a lot of lanes. And I said, Yeah, but the commonality is the intersection of work and life, and I want to have enough variety that it's stuff that I'm genuinely curious to learn, and it's guests that I'm curious to learn from, as well as my own musings on certain topics. And so that's what's happened. So it's it's 111 episodes in I just recorded 111 that's cool, yeah. So it's every two weeks, so it's not as often as some podcasts, but every episode is full of golden nuggets and wisdom, and it's been a journey and a labor of love. And I do it for the joy of it. I don't do it as a, you know, it's not really a business thing. It's led to great connections. But I don't do it to make money, and, in fact, it costs me money, but I do it to make a difference in the tricky world,   Michael Hingson ** 51:11 right? Well, but at the same time, you get to learn a lot. You get to meet people, and that's really what it's all about anyway.   Dr. Laura Hambley Lovett ** 51:21 Oh, I've met some incredible people like you through doing it, Michael and like my mentor, Sy Wakeman, who wrote the book no ego that's behind me in my office, and who's just a prolific speaker and researcher on drama and ego in the workplace. And you know, I've, I've met gurus from around the world on different topics. It's been fabulous,   Michael Hingson ** 51:47 and that is so cool. Well, and you, you've written some books. Tell us about your books, and by the way, by the way, I would appreciate it if you would email me photos of book covers, because I want to put those in the show notes.   Dr. Laura Hambley Lovett ** 52:03 Oh, okay, I'm going to start with my current book that it actually, I just submitted my manuscript the other day, and it's, it's about toxic bosses, and how we can navigate and exit and recover from a toxic boss. And I saw this as a huge problem in the last couple of years, across different workplaces, across different people, almost everyone I met either had experienced it or had a loved one experience a toxic boss. And so I said, What is a toxic boss? First of all, how is this defined, and what does the research say? Because I'm always looking at, well, what the research says? And wait a minute, there's not a lot of research in North America. I'm an adjunct professor of psychology. I have a team of students. I can do research on this. I'm going to get to the bottom of toxic bosses post pandemic. What? What are toxic bosses? What are the damage they're inflicting on people, how do they come across, and what do we do about it? And then, how do we heal and recover? Because it's a form of trauma. So that's what I've been heavily immersed in, heavily immersed in. And the book is going to really help a lot of humans. It really is. So that's my passion right now is that book and getting it out into the world in January 2026, it's going to be   Michael Hingson ** 53:27 published. What's it called? Do you have a title   Dr. Laura Hambley Lovett ** 53:30 yet? I do, but I'm not really okay title officially yet, because it's just being with my publisher and editor, and I just don't want to say it until actually, Michael, I have the cover so it's going through cover design. I have a US publisher, and it's going through cover design, and that's so important to me, the visual of this, and then I'll share the I'll do a cover reveal. Good for you, yeah, and this is important to me, and I think it's timely, and I really differentiate what's a difficult boss versus a toxic boss, because there's a lot of difficult bosses, but I don't want to mix up difficult from toxic, because I think we need to understand the difference, and we need to help difficult bosses become better. We need to help toxic bosses not to do their damage and organizations to deal with them. And it's just there's so many different legs to this project. I'll be doing it for years.   Michael Hingson ** 54:24 So what's the difference between difficult and toxic? Or can you talk about that?   Dr. Laura Hambley Lovett ** 54:29 Yeah, I can talk about, I mean, some of the differences difficult bosses are frustrating, annoying. They can be poor communicators, bad delegators. They can even micromanage sometimes, and micromanagement is a common thing in new leaders, common issue. But the difference is that they the difficult boss doesn't cause psychological harm to you. They don't cause psychological and physical harm to you. They're not. Malicious in their intent. They're just kind of bumbling, right? They're just bumbling unintentionally. It's unintentional. The toxic boss is manipulative, dishonest, narcissistic. They can gaslight, they can abuse, they can harass, all these things that are intentional. Negative energy that inflicts psychological and or physical harm.   Michael Hingson ** 55:27 And I suspect you would say their actions are deliberate for the most part, for the most part, at   Dr. Laura Hambley Lovett ** 55:35 least, yeah. And that's a whole Yeah, yeah. I would say whether they're deliberate or not, it's the impact that matters. And the impact is deep psychological hurt and pain, which is, and we know the Psych and the body are related, and it often turns into physical. So my research participants, you know, lots of issues. There's there's research. Cardiovascular is impacted by toxic bosses. Your mental health is your your heart rate, your your digestion, your gut. I mean, all of it's connected. When you have a toxic Boss,   Michael Hingson ** 56:09 what usually creates a toxic boss? It has to come from somewhere   Dr. Laura Hambley Lovett ** 56:18 that stems back to childhood. Typically got it. And we get into a whole you know about childhood trauma, right? Big T trauma and little T trauma. Little T trauma are almost death by 1000 paper cuts. It's all the little traumas that you know you you went through, if they're unaddressed, if they're unaddressed, big T trauma is you were sexually assaulted, or you were physically abused, or you went through a war and you had to escape the war torn country, or those sorts of things I call big T and I've learned this from other researchers. Little Ts are like this. You know, maybe microaggressions, maybe being teased, maybe being you know, these things that add up over time and affect your self confidence. And if you don't deal with the little Ts, they can cause harm in adulthood as well. And so that's what, depending on what went on earlier, whether you dealt with that or not, can make you come across into adulthood as a narcissist, for example,   Michael Hingson ** 57:21 right? Well, you've written some other books also, haven't   Dr. Laura Hambley Lovett ** 57:25 you? Oh, yeah, so let's cheer this conversation up. I wrote two psychological thrillers. I am mad. I have an active imagination. I thought, what if someone got kidnapped by a billionaire, multi billionaire ex boyfriend who was your high school sweetheart, but it was 10 years later, and they created a perfect life for you, a perfect life for you, in a perfect world for you. What would that be like? So it's all about navigating that situation. So I have a strong female protagonist, so it's called losing cadence. And then I wrote a sequel, because my readers loved it so much, and it ended on a Hollywood cliffhanger. So then I wrote the sequel that takes place 12 years later, and I have a producing partner in in Hollywood, and we're pitching it for a TV series filmed as a three season, three seasons of episodes, and potentially more, because it's a really interesting story that has you at the edge of your seat at every episode.   Michael Hingson ** 58:28 Have those books been converted to audio? Also?   Dr. Laura Hambley Lovett ** 58:33 No, no, I never converted them to audio. But I should. I should.   Michael Hingson ** 58:37 You should, you should. Did you publish them? Or did you have a publisher? I   Dr. Laura Hambley Lovett ** 58:41 published these ones. Yeah, a decade ago, a decade ago,   Michael Hingson ** 58:45 it has gotten easier, apparently, to make books available on Audible, whether you read them or you get somebody else to do it, the process isn't what it used to be. So might be something to look at. That'd be kind of fun.   Dr. Laura Hambley Lovett ** 59:00 I think so. And I'll be doing that for my toxic boss book. Anyway, Michael, so I'm going to learn the ropes, and then I could do it for losing cadence and finding Sophie,   Michael Hingson ** 59:09 you'd find probably a lot of interested people who would love to have them in audio, because people running around, jogging and all that, love to listen to things, and they listen to podcasts, yours and mine. But I think also audio books are one way that people get entertained when they're doing other things. So yeah, I advocate for it. And of course, all of us who are blind would love it as well. Of   Dr. Laura Hambley Lovett ** 59:34 course, of course, I just it's on my mind. It's and I'm going to manifest doing that at some point.   Michael Hingson ** 59:41 Well, I want to thank you for being here. This has been absolutely a heck of a lot of fun, and we'll have to do it again. We'll do it in May, and we may just have to have a second episode going forward. We'll see how it goes. But I'm looking forward to being on the your podcast in May, and definitely send me a. The book covers for the the two books that you have out, because I'd like to make sure that we put those in the show notes for the podcast. But if people want to reach out to you, learn more about you, maybe learn what you do and see how you can work with them. How do they do that?   Dr. Laura Hambley Lovett ** 1:00:14 Sure, that's a great question. So triple w.dr, Laura all is one word, D R, L, A, u, r, a, dot live. So Dr, Laura dot live is my website, and then you'll find where work meets life on all the podcast platforms. You'll find me a lot on LinkedIn as Dr Laura Hambley, love it, so I love LinkedIn, but I'm also on all the platforms, and I just love connecting with people. I share a lot of videos and audio and articles, and I'm always producing things that I think will help people and help organizations.   Michael Hingson ** 1:00:52 Well, cool. Well, I hope people will reach out. And speaking of reaching out, I'd love to hear what you all think of our episode today. So please feel free to email me at Michael H I M, I C H, A, E, L, H i at accessibe, A, C, C, E, S, S i b, e.com, or go to our podcast page, which is w, w, w, dot Michael hingson.com/podcast and Michael hingson is m, I C H, A, E, L, H i N, G, s o n.com/podcast, wherever you're listening, please give us a five star rating. We value that. If you don't give us a five star rating, I won't tell Alamo, my guy dog, and so you'll be safe. But we really do appreciate you giving us great ratings. We'd love to hear your thoughts. If any of you know of anyone else who ought to be a guest on our podcast, or if you want to be a guest, and of course, Laura, if you know some folks, we are always looking for more people to come on unstoppable mindset. So please feel free to let me know about that. Introduce us. We're always looking for more people and more interesting stories to tell. So we hope that that you'll do that. But I want to thank but I want to thank you again for coming on today. This has been fun,   Dr. Laura Hambley Lovett ** 1:02:07 definitely, and I really admire you, Michael, and I can't wait to have you on where work meets life.   **Michael Hingson ** 1:02:18 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

Tasha Eurich shares why pushing through sometimes isn't enough–and how to bounce back stronger than ever.— YOU'LL LEARN — 1) The hidden costs of “grit gaslighting” 2) How to know when you've hit your “resilience ceiling” 3) The three needs that unlocks the best version of yourselfSubscribe or visit AwesomeAtYourJob.com/ep1066 for clickable versions of the links below. — ABOUT TASHA — Dr. Tasha Eurich is an organizational psychologist, researcher, and New York Times best-selling author (Shatterproof, Insight, Bankable Leadership). She helps people thrive in a changing world by becoming the best of who they are and what they do. With a PhD in Industrial-Organizational Psychology, Tasha is the principal of The Eurich Group, a boutique consultancy that helps successful executives succeed when the stakes are high. As an author and sought-after speaker in the self-improvement space, Tasha is a candid yet compassionate voice. Pairing her scientific grounding with 20+ years of experience on the corporate front lines, she reveals the often-surprising secrets to success and fulfillment in the 21st century. • Book: Shatterproof: How to Thrive in a World of Constant Chaos (And Why Resilience Alone Isn't Enough) • Quiz: The Resilience Ceiling Quiz • Website: TashaEurich.com— RESOURCES MENTIONED IN THE SHOW — • Book: Give and Take: Why Helping Others Drives Our Success by Adam Grant • Book: Resilient: How to Grow an Unshakable Core of Calm, Strength, and Happiness by Rick Hanson and Forrest Hanson • Book: Team of Rivals: The Political Genius of Abraham Lincoln by Doris Kearns Goodwin • Book: The Great Gatsby by F. Scott Fitzgerald • Study: Need Crafting• Website: World Uncertainty Index • Past episode: 1065: Harvard's Stress Expert Shares Top Resilience Tools with Dr. Aditi Nerurkar— THANK YOU SPONSORS! — • Strawberry.me. Claim your $50 credit and build momentum in your career with Strawberry.me/Awesome • Quince. Get free shipping and 365-day returns on your order with Quince.com/Awesome See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of The Healers Café, Manon Bolliger, FCAH, RBHT (facilitator and retired naturopath with 30+ years of practice) speaks to Dr. Mala who describes her recovery program, which integrated Western psychological theories with Eastern holistic approaches like yoga and meditation.   For the transcript and full story go to: https://www.drmanonbolliger.com/dr-mala     Highlights from today's episode include: Dr. Malasri Chaudhery-Malgeri shares her experiences working with the military, focusing on pain management, PTSD, and TBI, and the challenges of providing long-term care in a return-to-duty culture. Dr. Malasri Chaudhery-Malgeri explains that pain is a survival skill and that treating pain requires addressing the underlying causes, whether physical or emotional. She emphasizes the need for providers and patients to engage in a process of "why" to uncover the root causes of pain and trauma.  Manon Bolliger reflects on the importance of honoring one's true nature and using creative and holistic expressions to heal from trauma, emphasizing the role of the body in soul expression.   ABOUT DR MALA: Dr. Malasri Chaudhery-Malgeri brings both professional expertise and personal understanding to her work with trauma survivors. As a trauma survivor herself, her approach is deeply informed by lived experience, creating a unique bridge between clinical knowledge and authentic empathy. A respected authority in Traumatic Brain Injury, TBI, PTSD, and Military Psychology, Dr. Mala has pioneered integrative treatment approaches that address the complex interplay between physical trauma and psychological healing. Her multidisciplinary background spans Rehabilitative Therapy, Marriage & Family Psychology, and Industrial/Organizational Psychology, allowing her to create holistic recovery pathways for diverse populations. Dr. Mala's practice transcends traditional boundaries, serving military personnel, executives, political figures, rural communities, native populations, LGBTQ+ individuals, professional athletes, and families in crisis. Through her powerful speaking engagements, she transforms personal triumph over trauma into inspiration for others on their healing journey. Recovery.com | TheSynergyCentre.net | Facebook | Instagram | TikTok | LinkedIn    ABOUT MANON BOLLIGER, FCAH, RBHT  As a de-registered (2021) board-certified naturopathic physician & in practice since 1992, I've seen an average of 150 patients per week and have helped people ranging from rural farmers in Nova Scotia to stressed out CEOs in Toronto to tri-athletes here in Vancouver.  My resolve to educate, empower and engage people to take charge of their own health is evident in my best-selling books:  'What Patients Don't Say if Doctors Don't Ask: The Mindful Patient-Doctor Relationship' and 'A Healer in Every Household: Simple Solutions for Stress'.  I also teach BowenFirst™ Therapy through and hold transformational workshops to achieve these goals. So, when I share with you that LISTENING to Your body is a game changer in the healing process, I am speaking from expertise and direct experience". Manon's Mission: A Healer in Every Household!  For more great information to go to her weekly blog:  http://bowencollege.com/blog.  For tips on health & healing go to: https://www.drmanonbolliger.com/tips  Follow Manon on Social – Facebook | Instagram | LinkedIn | YouTube | Twitter | Linktr.ee | Rumble   ABOUT THE HEALERS CAFÉ:  Manon's show is the #1 show for medical practitioners and holistic healers to have heart to heart conversations about their day to day lives.  Subscribe and review on your favourite platform: iTunes | Google Play | Spotify | Libsyn | iHeartRadio | Gaana | The Healers Cafe | Radio.com | Medioq |   Follow The Healers Café on FB: https://www.facebook.com/thehealerscafe   Remember to subscribe if you like our videos. Click the bell if you want to be one of the first people notified of a new release.   * De-Registered, revoked & retired naturopathic physician after 30 years of practice in healthcare. Now resourceful & resolved to share with you all the tools to take care of your health & vitality!

Mohamed “Mo” Massaquoi is a former NFL wide receiver best known for his time with the Cleveland Browns and a standout collegiate career at the University of Georgia. After a life-changing ATV accident in 2017 that resulted in the loss of his left hand, Mo’s story became one of resilience, transformation, and purpose. With a master’s in Industrial Organizational Psychology from UGA and executive development at Harvard Business School, Mo now leads as a consultant and coach, helping individuals and organizations navigate transition, and unlock their highest potential. His journey is a testament to the power of perspective, community, and relentless personal growth. Key Takeaways: Resilience Through Adversity: Mo’s journey illustrates how adversity, like his 2017 accident, can lead to profound self-discovery and transformation when faced with courage and a strong support system. Purpose Built on Service: Mo’s “because” is rooted in helping others through transition—recognizing that everyone faces challenges and that real strength is found in community, self-exploration, and service to others. Leadership Isn’t Lonely—It’s Collaborative: Mo emphasizes that leadership becomes isolating only when you refuse to let others in. The right team and open communication are essential to thriving as a leader or in any major life change. Sound Bites: “There is no individual hero… There’s a ton of people that are putting inputs in to kind of help you.” “Go within yourself—things that people are interested in may be the key to unlocking their gift.” “Leadership isn’t lonely, it’s isolated, because there’s a ton of people going through the same thing… you’re just not allowing other people to help.” Quote by Mick: “The game of sport is a business. And so now you go from being a player to having to think like a business person because you become a business yourself at that point in time as well.” Connect & Discover Mo: Instagram: https://www.instagram.com/ironmassaquoi/?hl=en Linkedin: https://www.linkedin.com/in/mohamedmassaquoi/ Website: https://www.thevessol.com/ Website: Players for Good FOLLOW MICK ON:Instagram: https://www.instagram.com/mickunplugged/ Facebook: https://www.facebook.com/mickunplugged/ YouTube: https://www.youtube.com/@mickunplugged LinkedIn: https://www.linkedin.com/in/mickhunt/Website: https://www.mickhuntofficial.com Apple: https://podcasts.apple.com/us/podcast/mick-unplugged/See omnystudio.com/listener for privacy information.

Get ready for an inspiring conversation that dives deep into the magic of transformative retreats, where a little discomfort and a lot of collaboration spark real, meaningful change. Barbara Patchen brings the energy as she shares why empathy is the secret sauce of great facilitation and how retreats can become powerful catalysts for growth.With warmth and wisdom, Barbara explores how safe, authentic spaces can help people connect on a deeper level, both personally and professionally. She champions principle-centered leadership, intentional listening, and the joy of building strong, human-first relationships at work.From her own leadership journey to the surprising role the environment plays in retreat success, Barbara reminds us that growth doesn't have to be a grind. In fact, enjoying the ride is part of the magic. Leaders, take note, this conversation is a masterclass in showing up with heart, modeling the behaviors you want to see, and creating spaces where everyone feels seen, heard, and valued.Bio Barbara Patchen is an organizational psychology practitioner who helps leaders shape cultures that people actually want to work in. She partners with organizations in moments of growth, transition, and change, designing the conditions for people and performance to thrive.As Founder and Principal Consultant of Moonlight Strategy, Barbara provides a mix of organizational consulting, leadership development programming, and executive coaching. Her work lives at the intersection of strategy and humanity, balancing the business outcomes leaders need with the human practices teams deserve. Her current portfolio includes healthcare systems, fast-scaling private equity-backed companies, non-profit leadership teams, and global organizations navigating complexity and growth.Previously, Barbara served as Head of Growth at Stoked, a human-centered design firm, where she helped corporate and non-profit partners build more progressive and adaptable teams. Her client roster includes companies like Hyatt Hotels, Coach, AARP, Cigna, TVA, Uber, Expedia, RetailMeNot, CVS, and T-Mobile. Earlier in her career, Barbara led Talent and Organizational Development inside a Fortune 200 healthcare company, where her team earned multiple national awards for building environments where leaders could thrive.Barbara holds a master's degree in Industrial/Organizational Psychology and an undergraduate degree in Business & Global Leadership. She currently lives on a 50-acre farm in Fayetteville, Arkansas, with her partner, where she spends her time canoeing the local rivers, cooking overly complicated meals for friends, and writing forfun.ResourcesExclusive Membership Group ✨ Sign Up!New Merch 

Feeling a bit stuck in life?

Send us a textDr. Juandré Peacock is an accomplished organizational psychologist and speaker. He holds Master's and Doctorate degrees in Industrial-Organizational Psychology, credentials that have underpinned a distinguished career working with some of the most complex organizations in the world.As a practitioner psychologist, Dr. Peacock applies research-based insights and strategies to every solution to ensure maximum impact. His work spans industries and continents, helping organizations foster connection and engagement, reduce attrition, and create cultures of growth and stability.An advocate for lifelong learning and innovation, Dr. Peacock has developed proprietary frameworks like RocketStart™, Cornerstone Skills for Managers™, and SynergisticChange™— tools designed to revolutionize how organizations approach talent development and change.Known for his engaging delivery, Dr.  Peacock crafts experiences integrating scientific research with inspirational narratives into actionable insights for all organizations. When not consulting or speaking, Dr. Peacock spends time with his wife, two children, and two dogs. Most weekends are spent in youth sports or arts, with the occasional fishing trip when time allows.A Quote From This Episode"I think there's a little bit of a disconnect between what you learn in the books and what you get to apply in the job space...when you learn about these things, what you don't learn are the real world constraints that organizations have to deal with...it's all well and good to try to do a job analysis by the book, it's extremely difficult to do it in practice."Resources Mentioned in This Episode Book: The Reacher Series by Lee Child About The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. Plan for Prague - October 15-18, 2025!About  Scott J. AllenWebsiteWeekly Newsletter: Practical Wisdom for LeadersBlogMy Approach to HostingThe views of my guests do not constitute "truth." Nor do they reflect my personal views in some instances. However, they are views to consider, and I hope they help you clarify your perspective. Nothing can replace your reflection, research, and exploration of the topic. ♻️ Please share with others and follow/subscribe to the podcast!⭐️ Please leave a review on Apple, Spotify, or your platform of choice.➡️ Follow me on LinkedIn for more on leadership, communication, and tech.

Art and Hanna Bankier explore the complex terrain of life transitions, particularly the shift from hands-on parenting to becoming a "Mama Mentor" as children leave home. Hanna shares her journey from Swedish immigrant to transition coach, revealing how every identity shift creates opportunities for authentic reinvention. "We have this idea that the time we have left is unknown, combined with life is fragile, equals do it now," she reflects, challenging listeners to embrace change rather than resist it.Through personal stories and practical exercises, Hanna offers listeners a roadmap for navigating transitions with intention. "Are you performing, producing, or providing?" she asks, confronting our culture's obsession with productivity as the measure of worth. The conversation weaves between vulnerability and practical advice, including a powerful identity-mapping exercise with colored markers that reveals where your energy flows. Can we slow down enough to recognize our inherent value beyond what we do?Hanna Bankier is the founder of Birdie Launcher, where she helps moms spread their wings as their little ones leave the nest. A sought-after coach, change catalyst, and speaker, Hanna left her 20+ year television career as a VP of Production to follow her passion: connecting people to possibilities. Drawing from her own experience launching her oldest child (now a college junior) while preparing for her high school senior's departure, Hanna became the "go-to Birdie Launcher friend" among her peers. With advanced degrees in Electronic Communication Arts and Industrial Organizational Psychology, plus certifications in Mediation, Conflict Resolution, and coaching (ACC from ICF), she brings professional expertise to personal transitions. Her provocative question to mothers—"What if the best years of your life are yet to come?"—guides her work helping women rediscover themselves beyond active parenting. When not coaching, Hanna serves on the board of BAYCAT.org, hikes, dances, travels, and hosts gatherings for her intentionally-created community.About The Show: The Life in Transition, hosted by Art Blanchford focuses on making the most of the changes we're given every week. Art has been through hundreds of transitions in his life. Many have been difficult, but all have led to a depth and richness he could never have imagined. On the podcast Art explores how to create more love and joy in life, no matter what transitions we go through. Art is married to his lifelong partner, a proud father of three and a long-time adventurer and global business executive. He is the founder and leader of the Midlife Transition Mastery Community. Learn more about the MLTM Community here: www.lifeintransition.online.In This Episode: (00:00) Thoughts on Unconditional Love, Hanna Bankier and Birdie Launcher(03:02) Navigating Major Identity Shifts as an Immigrant(11:09) Creating Community Through "Fab Ladies"(16:41) MidLife Transition Mastery Ad(22:16) Beyond the Three P's: Performance, Production, and Providing(37:28) Discovering Inherent Worth and Value(42:38) Co-Creating New Parent-Adult Child Relationships(49:45) Transition Mastery Coaching Ad(54:52) The Life-Changing Identity Exercise(01:05:31) Final Reflections and Where to Find Hanna(01:12:06) Closing Thoughts and ThanksLike, subscribe, and send us your comments and feedback.Resources:https://www.birdylauncher.comhttps://www.facebook.com/birdylauncherhttps://www.instagram.com/birdylauncherhttps://www.linkedin.com/company/birdylauncherhttps://www.linkedin.com/in/hanna-bankierhttps://www.birdylauncher.com/freeofferEmail Art BlanchfordLife in Transition WebsiteLife in Transition on IGLife in Transition on FBJoin Our Community: https://www.lifeintransition.online/My new book PURPOSEFUL LIVING is out now. Order it now: https://www.amazon.com/PURPOSEFUL-LIVING-Wisdom-Coming-Complex/dp/1963913922Explore our website https://lifeintransitionpodcast.com/ for more in-depth information and resources, and to download the 8-step guide to mastering mid-life transitions.The views and opinions expressed on the Life In Transition podcast are solely those of the author and guests and should not be attributed to any other individual or entity. This podcast is an independent production of Life In Transition Podcast, and the podcast production is an original work of the author. All rights of ownership and reproduction are retained—copyright 2025.

Maria Morera Johnson interviews CatholicMom.com contributor, Jennifer Thomas. As a Catholic wife and mom to three children, Jennifer earned her masters degree in Industrial/Organizational Psychology and recently reverted back to her Catholic faith. Jennifer is an avid stationery enthusiast who enjoys finding unique and beautiful stationery to send to her friends and family. She also enjoys researching ways to instill Catholic traditions within her family while finishing her first book. Show Links:  Read all articles by Jennifer Thomas Mourning Glory Podcast

Retirement is a big transition. And for some, there's another to navigate: becoming an empty nester. Dr. Rachel Glik, author of A Soulful Marriage: Healing Your Relationship With Responsibility, Growth, Priority, and Purpose, sees it as an opportunity to reset, recalibrate and strengthen a marriage. Dr. Rachel Glik joins us from St. Louis. ______________________ Bio Dr. Rachel Glik is the author of A Soulful Marriage: Healing Your Relationship With Responsibility, Growth, Priority, and Purpose. She is a licensed professional counselor with a doctorate in counseling and a Masters in Industrial/Organizational Psychology. Known for her compassionate yet challenging approach, she has counseled individuals, couples and families in private practice for over 30 years. Dr. Glik gets to the heart of what we deal with every day... and that is our relationship with ourselves and with each other. She passionately strives to empower her clients to connect to their truest self, which forms the foundation for the niche she has carved in strengthening relationships. ______________________ For More On Dr. Rachel Glik A Soulful Marriage: Healing Your Relationship With Responsibility, Growth, Priority, and Purpose Website _____________________ Podcast Conversations You May Like The Go-Giver Marriage – Ana Gabriel Mann Shift – Ethan Kross Live Life in Crescendo – Cynthia Covey Haller _____________________ About The Retirement Wisdom Podcast There are many podcasts on retirement, often hosted by financial advisors with their own financial motives, that cover the money side of the street. This podcast is different. You'll get smarter about the investment decisions you'll make about the most important asset you'll have in retirement: your time. About Retirement Wisdom I help people who are retiring, but aren't quite done yet, discover what's next and build their custom version of their next life. A meaningful retirement doesn't just happen by accident. Schedule a call today to discuss how The Designing Your Life process created by Bill Burnett & Dave Evans can help you make your life in retirement a great one – on your own terms. About Your Podcast Host  Joe Casey is an executive coach who also helps people design their next life after their primary career and create their version of The Multipurpose Retirement.™ He created his own next chapter after a twenty-six-year career at Merrill Lynch, where he was Senior Vice President and Head of HR for Global Markets & Investment Banking. Today, in addition to his work with clients, Joe hosts The Retirement Wisdom Podcast, which thanks to his guests and loyal listeners, ranks in the top 1 % globally in popularity by Listen Notes, with over 1.6 million downloads. Business Insider has recognized Joe as one of 23 innovative coaches who are making a difference. He's the author of Win the Retirement Game: How to Outsmart the 9 Forces Trying to Steal Your Joy. Connect on LinkedIn _________________________ Wise Quotes On Friction "When they get scared because their conflict or emptiness or disconnection has reached such a level and they they everything they've tried just keeps them stuck. And so the friction, one of the first things I tell couples which you just said something like Oh, we have conflict is that it's actually a good sign. It's not a bad sign. It depends on how you handle the friction and the conflict but we're the premise is that we're here to grow and that's what keeps the true spark is an element of being invested in your partner's growth and true care and respect for them as a human being. You aren't just trying to get your needs met but you really care about their betterment, and your own betterment, and your closeness betterment." On Wisdom "It's not this is tearing us apart. It's bringing us together. This is a big opportunity and it strikes me that well I know for a fact that we are looking for wisdom th...

Lilly Lin is an Executive Director with Russell Reynolds where she advises clients on broad talent management issues, including succession, leadership development, and assessment. Throughout her career, Lilly has worked with large and small, for-profit and mission-based organizations, establishing herself as a trusted advisor who is highly skilled in preparing clients for their near- and long-term succession needs. She is an active member in the Society for Industrial Organizational Psychology and is often chairing or speaking at SIOP's annual conference.Mentioned on the Show:Lilly's profile on the Russell Reynolds website: https://www.russellreynolds.com/en/people/consultant-directory/lilly-linConnect with Lilly on LinkedIn: https://www.linkedin.com/in/lillylin1The Roy Family – a cautionary succession tale: https://www.hbo.com/successionThe New CEO by Ty Wiggins (book): https://a.co/d/7xQj5yn________________________Connect with O'Brien McMahon on LinkedIn: https://www.linkedin.com/in/obrienmcmahon/Learn more about O'Brien: https://obrienmcmahon.com/________________________Timestamps(1:30) – Meet Lilly Lin of Russell Reynolds(3:29) – What is succession planning?(5:08) – Does succession planning include planning for leaders below the CEO?(7:53) – Why is changing out the leader so hard for an organization?(11:11) – Is it always a good idea to have a successor ready to take over?(16:42) – Successor talent pools.(17:25) – Where does the succession plan begin?(20:20) – The Board's role in succession planning(23:38) – What are the attributes of a good CEO?(25:57) – Internal vs. External CEO candidates.(27:49) – Are CEO candidates asked if they want to be CEO?(35:33) – What happens to candidates not selected to be CEO?(43:53) – How does a selection committee assess the potential of a candidate for 3-5 years in the future?(47:32) – The NFL: dropping the ball on effective succession planning?(50:01) – How to transition from old guard to new guard.(53:55) – What are the characteristics that make a good leadership transition team?(55:56) – What are some of craziest things you've seen in a succession transition?(58:51) – How to contact Lilly. 

In this episode, we welcome the larger-than-life Ben Bishop, who brings his unique perspective on the world of wrestling and sports. Join us as we dive into everything from college basketball to the intricacies of independent wrestling, all while sharing laughs and insights on the wrestling community. Ben shares his experiences and thoughts on the current state of the industry, while also reflecting on his journey through the wrestling world. Don't miss this entertaining and insightful conversation!Chapters:(00:00) Thomas will be the new MLW world heavyweight champion(03:42) People say I'm getting cooked because I disagreed with Dave Meltzer(04:19) Haku's wrestling connection right now is Rad Pro Wrestling(16:08) With nil and transfer portal, there is no way John Morant stayed at Murray State(17:36) Billy only bets every day on baseball exclusively. Baseball is one of the most frustrating sports to gamble on(20:20) Do you think someone will eventually break Barry Bonds home run record(23:56) The Yankees used torpedo bats in spring training, but no one noticed(25:55) Vermont is quirky. (28:42) Akron Zips are the only D1 basketball team with female mascots(36:12) Why is Vermont always the safety zone in dystopian apocalyptic films(38:41) Is Vermont really an actual place? People say it's not(41:20) MLW makes every episode in six days. I learned that from South Park(44:50) Not many people do this. Let's just put it in wrestling terms, right(48:12) There's some wrestlers that pander to the IWC a little too much(48:51) What's your favorite console and why is it PlayStation 2(49:05) Thomas: I judge consoles by how they made me feel at that time(52:07) You are actually bigger than Thomas. And you are doing indies. How do you get around when traveling(54:47) Are there promotions which you're sort of your regulars at every month(57:53) Riddle says wrestlers should respect each other in locker rooms(58:48) A.J. francis is rehabilitating his public image(01:02:43) What's your masters in? Industrial Organizational Psychology(01:08:40) You know, Gravedigger's gonna win, brother. You know it. And what was the other thing on Spike or TNN(01:14:29) I'm always looking for someone to squash in about 15 seconds

Welcome to Strategy Skills episode 538, an interview with the coauthor of Leading for Wellness: How to Create a Team Culture Where Everyone Thrives, Patricia Grabarek.   In this episode, Patricia talks about why workplace wellness matters and why it's important to have a holistic approach that includes physical, mental, and emotional health. She explains the gap in research on leadership practices that help create a healthy work environment and how leaders can balance getting results with supporting their employees. Patricia shares simple ways to make wellness a priority, like setting aside time for self-care and building a supportive team culture. She also talks about the challenges of bringing wellness initiatives into remote and hybrid work settings.   Patricia Grabarek is a co-founder of Workr Beeing and an Industrial/Organizational Psychologist with a passion and expertise in workplace wellness, workplace culture, employee engagement, and leadership development. Patricia has spent her career as a practitioner, mostly working in consulting but, recently taking on more internal roles, leading people analytics and talent vitality teams. Throughout her career, Patricia has worked with over sixty different client organizations from various industries, implementing solutions to improve wellness, diversity, retention, performance, and engagement within their organizations. In addition, she taught organizational psychology in the Masters of Applied Psychology Program at the University of Southern California.   Patricia was featured on Culture Amp's list of Top 25 Emerging Culture Creators for 2024 and has been featured in media outlets, including The L.A. Times, CBS News, and CBC Radio. Patricia received her PhD and MS in Industrial/Organizational Psychology from The Pennsylvania State University and her BA in Psychology from the University of California, Los Angeles.   Get Patricia's book here: https://workrbeeing.com/book/ Leading for Wellness: How to Create a Team Culture Where Everyone Thrives   Here are some free gifts for you: Overall Approach Used in Well-Managed Strategy Studies free download: www.firmsconsulting.com/OverallApproach   McKinsey & BCG winning resume free download: www.firmsconsulting.com/resumepdf   Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

Ryan Bradley is the founder and principal consultant at The Bradley Consulting Group, where he helps individuals at any point in their career create structure, balance, and sustainable growth. With deep expertise in leadership development, productivity strategies, and career coaching, Ryan works with executives, entrepreneurs, and professionals to optimize their time, leverage their strengths, and navigate the evolving workforce. In addition to coaching, Ryan consults and provides fractional executive services to businesses, specializing in strategic HR leadership, organizational development, and talent optimization. He is a PhD candidate in Industrial/Organizational Psychology and holds an MBA. He has completed the CHRO Program at Wharton, Strategic HR Leadership at Cornell's ILR School, and studied Mergers & Acquisitions at Columbia Business School. His multidisciplinary approach combines business strategy, psychology, and human capital management to help clients and organizations achieve peak performance and long-term success. Ryan's Website: The Bradley Consulting Group | HR Solutions

Welcome to the Personal Development Trailblazers Podcast! In today's episode, we'll help mamas spread their wings and rediscover themselves as their little ones leave the nest. A sought-after Coach, Change Catalyst and Speaker, Hanna Bankier is dedicated to guiding and supporting women through their Birdy Launcher transition, helping moms in adapting to change and finding joy and purpose as their little ones leave the nest. She spent 20+ years in television and left her VP position to do more of what she truly enjoys: help connect people to possibilities. She founded the Working Solutions Group in 2017 to guide individuals through both professional and personal change.Seeking counsel from other moms and reflecting deeply on the transition as her oldest child was about to launch, she became the 'go-to' Birdy Launcher friend. Hanna is called to share her gifts in growing and developing women's biggest assets - themselves! She is now eager to more widely share her insights with a wider community of bird mamas and thus she created BirdyLauncher.com. With a BA in Electronic Communication Arts, a MA in Industrial Organizational Psychology, certification in Mediation and Conflict Resolution, in addition to an ACC certification from International Coaching Federation, Hanna is well-equipped to guide individuals' transformations. She lives and leads with intent. She brings curiosity, belonging, self-awareness, collaboration, focus and worth to herself and others.Hanna has successfully launched her oldest child, who is currently a Junior, and her youngest child is a High School Senior. Today, Hanna poses a thought-provoking question to all moms: "What if the best years of your life are yet to come? I am here to help moms spread their wings as their little ones leave the nest." In addition to running her own company, Hanna is actively involved in social justice initiatives and serves on the board for BAYCAT.org. When not helping women come home to themselves, you'll find her hiking, on the dancefloor, traveling or hosting one of her many gatherings of family and friends.Connect with Hanna Here: https://www.linkedin.com/in/hanna-bankier/https://www.birdylauncher.comGrab the freebie here: https://www.birdylauncher.com/freeoffer===================================If you enjoyed this episode, remember to hit the like button and subscribe. Then share this episode with your friends.Thanks for watching the Personal Development Trailblazers Podcast. This podcast is part of the Digital Trailblazer family of podcasts. To learn more about Digital Trailblazer and what we do to help entrepreneurs, go to DigitalTrailblazer.com.Are you a coach, consultant, expert, or online course creator? Then we'd love to invite you to our FREE Facebook Group where you can learn the best strategies to land more high-ticket clients and customers. QUICK LINKS: APPLY TO BE FEATURED: https://app.digitaltrailblazer.com/podcast-guest-applicationDIGITAL TRAILBLAZER: https://digitaltrailblazer.com/#MomLife#RediscoverYourself#PersonalDevelopment #DigitalTrailblazer

In this episode of 'Inspire to Lead,' host Talia Mashiach interviews Rachel Book, the Chief People Officer at CheckAlt. Rachel shares her journey from growing up in Monsey, New York, to working for major corporations like AT&T and transitioning to a smaller, entrepreneurial environment. They discuss the balance and harmony between career and family life, the importance of picking a fulfilling career, and the role of empathy in leadership. Rachel also talks about her approach to HR, performance management, and the necessity of enjoying one's work. With anecdotes from her professional journey and insights into effective life management, Rachel provides a deeply inspiring and practical outlook on ambitious professional life for Jewish women.    00:00 Introduction to Inspire to Lead Podcast 00:29 Meet Rachel Book: From Monsey to Corporate America  02:28 Transitioning from Corporate to Entrepreneurial 07:43 Challenges and Rewards of HR in Small Companies 16:51 Rachel's Early Life and Family Background 21:21 Balancing Career and Family Life 27:30 Navigating the Mommy Wars and Societal Expectations 28:42 Balancing Family and Career  30:40 Permission to Enjoy Your Work 32:15 The Role of Women in Society 34:53 Finding the Right Balance  35:31 Communicating with Family 42:16 Support Systems and Letting Go 46:22 Personal Growth and Community Involvement 48:00 Purpose and Superpowers  50:41 Career Highlights and Advice 55:52 Final Thoughts and Encouragement   About Rachel: Rachel Book joined CheckAlt as Chief People Officer in January 2022, bringing over 20 years of HR and Talent Acquisition experience. She has held leadership roles at Stryker, Fidelity Investments, Bloomberg LP, and AT&T, where she led talent acquisition, diversity, equity, and inclusion initiatives. Recognized for her transformational leadership, Rachel uses data-driven strategies to enhance organizational performance, employer brand, employee engagement, and diversity. She has led White House-sponsored initiatives for veteran hiring and developed programs for women returning to the workforce. Rachel is a sought-after advisor, speaker, and has been featured in top publications like Entrepreneur.com, Thrive Global, and CNBC. Rachel holds a graduate degree in Industrial/Organizational Psychology from Harvard University and a Bachelor's in Psychology from Thomas Edison State University. She resides in Northern New Jersey with her husband and two teenage sons. https://theorg.com/org/checkalt/org-chart/rachel-book     Powered By Roth & Co The JWE For guest suggestions, please email Talia: podcast@thejwe.org

  In this enlightening episode, delve deep into the complexities of burnout, debunk common myths, and explore its various forms with burnout expert Lydia. Providing a comprehensive overview of burnout's 'big three' symptoms—exhaustion, lack of confidence, and cynicism. Learn the impact of burnout on job searches, the signs of entering crisis mode, and the differences between internal and external causes. Lydia introduces practical strategies like job crafting and the importance of mental detachment, alongside a holistic approach that emphasizes work-life balance. Tune in to learn how to navigate burnout, reclaim your energy, and enhance your overall well-being.    Timestamps 00:52 Understanding Burnout: The Big Three 02:48 Common Signs and Types of Burnout 09:49 Internal vs. External Factors of Burnout 15:45 Job Crafting: Making Your Current Job Better 20:56 Holistic Approach to Burnout 23:34 Mental Detachment and Work-Life Boundaries   About Lydia Lydia Johnson, MS, is a dual-certified coach with a master's degree in Industrial-Organizational Psychology—the study of careers and work. An expert in evidence-based tools and psychological research, she helps professionals improve their lives at work with proven strategies. Lydia's mission is to support ultra-busy professionals who are tired of constant stress in building fulfilling and sustainable careers. She empowers them to create success on their own terms—leaving space for themselves, their passions, and their families.   Connect with Lydia: LinkedIn: https://www.linkedin.com/in/lydiafjohnson/ Website: https://thriveculturecoaching.com/    _________________________________________________________________ Connect with Me Connect with me on LinkedIn:

Welcome to the Personal Development Trailblazers Podcast! In today's episode, we'll bring you inspiring stories, practical advice, and heartfelt conversations to empower you on your path to growth and renewal.With over 30 years of experience in business consulting, coaching, and training, I am dedicated to helping individuals and organizations achieve extraordinary success. As the owner of Widows Rising Together, I specialize in transformational coaching, leadership development, and change management, guiding clients through personal and professional growth.Holding a PhD in Industrial Organizational Psychology, I design tailored coaching programs, workshops, and mastermind experiences that equip individuals with the tools to navigate challenges, enhance resilience, and maximize performance. My expertise spans executive coaching, business and life strategy, and grief mentorship—empowering individuals to turn adversity into purpose.A sought-after speaker, published author, and online course creator, I engage audiences through dynamic workshops, summits, and events that inspire personal excellence and meaningful change. My work bridges the gap between loss and leadership, helping people reclaim their lives and careers with clarity and confidence.Specialties: Transformational Coaching | Leadership Development | Executive Coaching | Business & Life Strategy | Online Course Creation | Grief Mentorship | Mastermind Leadership | Team Development | Resilience | Change Management | Event & Summit Speaking | Consensus Building | Bereavement SupportConnect with Lynn Here: https://www.facebook.com/lbanis/https://www.linkedin.com/in/lynn-banis-36987b2aa/https://www.instagram.com/banislynn/app.widowsrisingtogether.comGrab the freebie here: 5 Steps to Moving Beyond Grief Landing https://widowsrisingtogether.com/5steps-landing===================================If you enjoyed this episode, remember to hit the like button and subscribe. Then share this episode with your friends.Thanks for watching the Personal Development Trailblazers Podcast. This podcast is part of the Digital Trailblazer family of podcasts. To learn more about Digital Trailblazer and what we do to help entrepreneurs, go to DigitalTrailblazer.com.Are you a coach, consultant, expert, or online course creator? Then we'd love to invite you to our FREE Facebook Group where you can learn the best strategies to land more high-ticket clients and customers. QUICK LINKS: APPLY TO BE FEATURED: https://app.digitaltrailblazer.com/podcast-guest-applicationDIGITAL TRAILBLAZER: https://digitaltrailblazer.com/

Chelle O'Keefe, SPHR is a seasoned HR executive with over 20 years of experience, specializing in fostering growth and vibrant workplace cultures. As Chief People Officer at Platinum Dermatology Partners, she drives initiatives that build cohesive cultures, optimize processes, and elevate company results. Previously, as EVP and CHRO at Associa, Chelle championed innovative HR methodologies and diversity initiatives, significantly reducing employee turnover and increasing leadership diversity. She holds a BS in Psychology from Texas A&M University and an MS in Industrial/Organizational Psychology from Capella University. Passionate about creating workplaces where people thrive, Chelle's expertise spans HR, change management, training, and marketing strategy.Janine Moore, AIF®, CPFA, CFS has over 25 years of financial services experience. She co-founded Peak Financial Group in 2002 and served as Principal until the HUB International acquisition in 2019. Janine specializes in 457(b) and 401(a) governmental deferred compensation plans and served as the City Director for the City of Houston's deferred compensation plan for six years. Recognized as a Top Women Advisor All Star and Captain, she has led professional and non-profit organizations committed to improving lives and promoting women in business. Janine holds a BA in Journalism and Public Relations from The Ohio State University and multiple registrations through LPL Financial. She is also registered with Global Retirement Partners as an Investment Advisor Representative. A proud veteran, she served as a Staff Sergeant with the Ohio Air National Guard and received the Air Force Achievement Medal. In this episode, Eric, Chelle O'Keefe, and Janine Moore discuss:Benefit philosophy mattersBuilding trust and partnershipThe potential for underutilized plans Building trust and transparencySimplify and educateKey Takeaways:Companies should intentionally develop a clear benefit philosophy that reflects their goals, demographics, and employee needs, rather than just maintaining a status quo plan.Successful service provider relationships are built on more than just expertise - they require listening, education, transparency, and the ability to have difficult conversations.Even seemingly neglected or underutilized 401(k) plans can be transformed through collaborative efforts, persistent advisors, and a commitment to participant outcomes.Financial professionals should focus on simplifying complex concepts, seeing the potential in plans, and educating clients in a way that doesn't make them feel overwhelmed or inadequate.“We are the reflection of all of the people that we spend the most time with.” - Chelle O'KeefeConnect with Chelle O'Keefe: LinkedIn: https://www.linkedin.com/in/chelleokeefe/ Connect with Janine Moore:LinkedIn: https://www.linkedin.com/in/janinejeffersonmoore/ Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast is general in nature and is provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date but may be subject to changeIt is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.

Have you ever felt like life threw you a 40-pound bag of lemons? Join us as we welcome Chase Sterling, an Army veteran, who shares her incredible journey of resilience through life's unexpected turns. From navigating a challenging childhood in an abusive adoptive home to her courageous decision for early emancipation at 17, Chase's story is a testament to strength and adaptability. Her journey continues with the founding of the Wellbeing Think Tank, a nonprofit organization dedicated to enhancing workplace environments. By sharing the evolution of her consulting practice, Chase emphasizes the importance of community and collaboration in fostering well-being. With monthly events that promote knowledge-sharing and interdisciplinary strategies, Wellbeing Think Tank aims to create uplifting environments that positively influence both personal and societal well-being. Through Chase's personal evolution and her blog "Evolution of Chase," we uncover nuggets of wisdom and reflect on the necessity of adapting to change, inspiring listeners to embrace resilience and become better versions of themselves.Guest Bio:Chase Sterling is an Army veteran having served from 1998 - 2005, both on Active duty and in the Reserves. She was an 88M and left the military as an E5.After transitioning from the military, Chase has dedicated her career to improving both individual and organizational wellbeing. With over 20 years of experience, Chase brings passion combined with evidence-based expertise.Dedicated to the mission of improving workplaces, Chase founded Wellbeing Think Tank which provides free educational events on workplace wellbeing. Additionally, Chase partners with organizations to drive employee engagement at HHP Cultures. She has held leadership, consultant and educator roles at a variety of organizations including Cigna, Wounded Warrior Project, Google and Sinclair Community College.Chase holds a BS in Exercise Science and Health Psychology and an MA in Industrial/Organizational Psychology with a concentration in Occupational Health Psychology. She holds numerous certifications related to health and wellbeing including Certified Wellness Practitioner, Mental Health Ally, DEI in the Workplace, and is a Certified Personal Trainer. Additionally. Chase has been published in the The American Journal of Health Promotion and serves on PAPREN, the Physical Activity Policy Research and Evaluation Network Worksite work group.Chase currently resides in Portland, Oregon with her rescue cat Fizzgig.Connect with Chase:LinkedIn Connect with Theresa and Ivana:Theresa, True Strategy Consultants: tsc-consultants.com LinkedIn @treeconti, Insta @tscconsultants Ivana, Courageous Being: courageousbeing.com LinkedIn @ivipol, Insta @courbeingSITP team, Step Into The Pivot: stepintothepivot.com LinkedIn @step-into-the-pivot, YouTube @StepIntoThePivot

Should companies pay more attention to online employee reviews? Guest: Jenelle A. Morgan, Ph.D. Candidate in Industrial-Organizational Psychology at the University of Calgary Learn more about your ad choices. Visit megaphone.fm/adchoices

How will the federal government respond to Trump's tariffs? Guest: François-Philippe Champagne, Minister of Innovation, Science and Industry of Canada Why did BC adjust its consumer protection laws? Guest: Niki Sharma, Attorney General of British Columbia Why do we believe pseudoscience? Guest: Nate Pedersen, Librarian, Historian, Freelance Journalist, and Co-Author of “Quackery” Should companies pay more attention to online employee reviews? Guest: Jenelle A. Morgan, Ph.D. Candidate in Industrial-Organizational Psychology at the University of Calgary Learn more about your ad choices. Visit megaphone.fm/adchoices

MDJ Script/ Top Stories for February 12th Publish Date:  February 12th    Commercial: From the BG Ad Group Studio, Welcome to the Marietta Daily Journal Podcast.    Today is Wednesday, February 12th and Happy Birthday to Peter Gabriel ***02.12.25 - BIRTHDAY – PETER GABRIEL*** I’m Dan Ratcliffe and here are the stories Cobb is talking about, presented by Times Journal Cobb Under Flood Watch Until Thursday Morning South Cobb Library Seeking $3 Million from State for Upgrades Erick Allen, Jaha Howard Headed for Runoff All of this and more is coming up on the Marietta Daily Journal Podcast, and if you are looking for community news, we encourage you to listen and subscribe!  BREAK: Ringling Bros STORY 1: Cobb Under Flood Watch Until Thursday Morning Cobb County is under a flood watch until 7 a.m. Thursday due to heavy rainfall, with up to 4-5 inches expected by Thursday morning and additional showers through the weekend. Some areas could see 6-8 inches total. Cooler temperatures are forecasted due to "cold air damming," with highs in the 50s and 60s this week. The National Weather Service urges caution on roadways, especially at night, as heavy rain may cause limited visibility and potential road washouts. STORY 2: South Cobb Library Seeking $3 Million from State for Upgrades Cobb County is requesting $3 million from the state to expand the South Cobb Regional Library in Mableton. The $4.2 million project, with $1.2 million already locally funded, will add 5,000 square feet for community events, an expanded teen space, and a new computer lab. Opened in 2006, the library is heavily used, especially for computer access. State Rep. Terry Cummings emphasized the need for a larger, modern facility to better serve the community. The Cobb County Library System, with 15 branches and a $17 million budget, serves over 750,000 residents and boasts 418,000 active cardholders. STORY 3: Erick Allen, Jaha Howard Headed for Runoff The race for Cobb County’s District 2 Board of Commissioners seat heads to a runoff between Democrats Erick Allen and Dr. Jaha Howard, with Allen leading at 45.49% and Howard at 42.74%. The runoff is set for March 11, as no candidate secured over 50%. Republican Alicia Adams awaits the winner in the April 29 general election. The seat was vacated after former Commissioner Jerica Richardson was removed due to a court ruling on district maps. Low voter turnout marked the special primary, with only 3.74% of eligible voters participating. Early voting for the runoff begins March 3. We have opportunities for sponsors to get great engagement on these shows. Call 770.799.6810 for more info.    We’ll be right back  Break: Ringling Bros STORY 4: New Cobb County Fire Chief Named The Cobb Board of Commissioners appointed Michael Cunningham as the new fire chief on Tuesday. A member of Cobb County Fire & Emergency Services since 2005, Cunningham has risen through the ranks to division chief and chief of staff. He succeeds retired Chief Bill Johnson and will earn an annual salary of $195,000. An Air Force veteran with extensive academic credentials, including a Ph.D. in Industrial/Organizational Psychology, Cunningham expressed gratitude and excitement for leading the department. His appointment begins February 17, but he has already assumed interim duties. STORY 5: Austell Man Accused of Fleeing Police with Modified Gun Shakur King, 21, of Austell, was arrested on Feb. 5 after crossing Austell Road outside a crosswalk and fleeing from police near Wellstar Cobb Medical Center. Officers found King in possession of a Glock 21 modified to be fully automatic, which he is prohibited from carrying due to a pending felony charge for aggravated battery. King faces multiple charges, including unlawful firearm possession, obstruction, and crossing outside a crosswalk. He remains in custody without bond at the Cobb County Adult Detention Center. Break: STORY 6: Bubbles & Brews is March 1-31 Bubbles & Brews is a month-long celebration in March, showcasing Cobb County’s craft beverage makers. Visitors can explore 15 breweries, distilleries, and wineries along the Cobb Ale Trail using a free digital BrewPass to collect stamps and win prizes. Special events throughout the month will feature activities, themed giveaways, and opportunities to earn double stamps. Guests can also vote online for their favorite beverages and categories. For more details and to sign up for the BrewPass, visit bubblesandbrews.com. STORY 7: North Cobb Christian Students Win First Place in Congressional App Challenge Four North Cobb Christian School students—Kameron Fournillier, Jason Osborn, Nathan Stinson, and Jade Zebrowski—won first place in the 2024 Congressional App Challenge for Georgia’s 11th District with their app, CTrack. Designed to help users track expenses, create budgets, and make stock predictions using real-time data, the app was coded in Python. The Congressional App Challenge, a national competition encouraging STEM education, saw record participation this year with 12,682 students submitting 3,881 apps. The team will showcase CTrack at the House of Code Festival this summer. Break: Ingles Markets 9 Signoff-   Thanks again for hanging out with us on today’s Marietta Daily Journal Podcast. If you enjoy these shows, we encourage you to check out our other offerings, like the Cherokee Tribune Ledger Podcast, the Marietta Daily Journal, or the Community Podcast for Rockdale Newton and Morgan Counties. Read more about all our stories and get other great content at www.mdjonline.com Did you know over 50% of Americans listen to podcasts weekly? Giving you important news about our community and telling great stories are what we do. Make sure you join us for our next episode and be sure to share this podcast on social media with your friends and family. Add us to your Alexa Flash Briefing or your Google Home Briefing and be sure to like, follow, and subscribe wherever you get your podcasts. Produced by the BG Podcast Network Show Sponsors: www.ingles-markets.com #NewsPodcast #CurrentEvents #TopHeadlines #BreakingNews #PodcastDiscussion #PodcastNews #InDepthAnalysis #NewsAnalysis #PodcastTrending #WorldNews #LocalNews #GlobalNews #PodcastInsights #NewsBrief #PodcastUpdate #NewsRoundup #WeeklyNews #DailyNews #PodcastInterviews #HotTopics #PodcastOpinions #InvestigativeJournalism #BehindTheHeadlines #PodcastMedia #NewsStories #PodcastReports #JournalismMatters #PodcastPerspectives #NewsCommentary #PodcastListeners #NewsPodcastCommunity #NewsSource #PodcastCuration #WorldAffairs #PodcastUpdates #AudioNews #PodcastJournalism #EmergingStories #NewsFlash #PodcastConversations See omnystudio.com/listener for privacy information.

Leslie Short interviews Clara Hess, owner of Clara Hess Consulting, ​a​bout employee retention. Cost, morale, and culture all ​co​ntribute ​t​o why employees leave.Clara is an independent consultant specializing in change management, organizational development, and strategic planning and implementation.  With over 15 years of experience in nonprofit and local government leadership, she helps organizations address immediate challenges while building long-term capacity.   She holds a PhD in Industrial/Organizational Psychology from North Carolina State University and Psychology and Middle Eastern Studies bachelor's degrees from The University of Georgia.  Clara is certified in human centered design and facilitation by the LUMA Institute. 

In a recent episode of The Practice of Therapy Podcast, host Gordon Brewer sat down with Dr. Kathryn Defilippi to discuss the powerful connection between physical activity and workplace productivity. Dr. Kathryn, a dedicated runner and advocate for movement-based wellness, shared her journey into long-distance running and the profound impact it has had on her life and career. Her insights offer valuable takeaways for anyone looking to improve their mental and physical well-being while enhancing their efficiency at work. Resources Mentioned In This Episode Use the promo code "GORDON" to get 2 months of Therapy Notes free Start Consulting with Gordon The Practice of Therapy Collaborative The PsychCraft Network The Practice of Therapy Community Mental Health Wear TN Dr. Kathryn's Website Meet  Dr. Kathryn Defilippi Dr. Kathryn is the driving force behind Running Alchemy, a venture born from her passion for making a meaningful impact in people's lives. By blending her love for running with her expertise as a licensed mental health therapist, she has created a unique approach to personal and professional growth. Holding a Ph.D. in Industrial/Organizational Psychology, her pursuit of higher education was not just about adding credentials but about deepening her ability to support individuals and organizations alike. As a disruptive event management consultant, Dr. Kathryn identified a critical gap—employee mental health needs were frequently overlooked. For her, running is not just a pastime but a deeply ingrained passion that fuels her daily life. Though she was not athletically inclined in her early years, running became a transformative challenge. At one time, the fear of failure held her back, but training for a marathon changed her perspective entirely. It redefined failure as a mere stepping stone to growth, reinforcing the belief that every challenge is an opportunity to learn and evolve. Dr. Kathryn's experience in running has instilled a mindset of resilience and determination that extends into her career and academic pursuits. It has empowered her to overcome obstacles with confidence and purpose. Now, her mission is to help others confront their fears, navigate challenges, and, most importantly, embrace a profound sense of freedom in their personal and professional journeys.

We're opening the floor to an interactive, thought-provoking series focused on the evolving landscape of Industrial/Organizational Psychology. From emerging trends to common challenges, we'll dive into a variety of topics that spark conversation, encourage diverse viewpoints, and invite fresh insights. In this Episode: Dr. Jeremy Lucabaugh, Tom Bradshaw, Lee Crowson, Emi Barresi, Nic Krueger, Dr. Matthew Lampe, Andi Fetzner, Alexander Abney-King I/O Job Hunt Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events

Aaron Helton Neurodivergent, Nontraditional Leadership Consultant: Embracing Authenticity  Aaron works as an executive coach and leadership consultant for Integrated Leadership Systems, guiding individuals toward authenticity and self-improvement, and transforming businesses through heart-first processes. With an M.S. in Industrial-Organizational Psychology, Aaron applies a Cognitive-Behavioral Psychology framework to facilitate smooth collaboration and inclusion among all members of a team, leading to better individual lives and a better overall organization. In pursuit of self-improvement, Aaron's hobbies include all things fitness; having trained in martial arts, bodybuilding, armored combat, and obstacle course racing, as well as team-oriented activities such as escape rooms and online gaming. Links: https://www.linkedin.com/in/aaron-helton-b128b8181/ http://integratedleader.com/ Support PEG by checking out our Sponsors: Download and use Newsly for free now from www.newsly.me or from the link in the description, and use promo code “GHOST” and receive a 1-month free premium subscription. The best tool for getting podcast guests: https://podmatch.com/signup/phantomelectricghost Subscribe to our Instagram for exclusive content: https://www.instagram.com/expansive_sound_experiments/ Subscribe to our YouTube  https://youtube.com/@phantomelectricghost?si=rEyT56WQvDsAoRpr PEG uses StreamYard.com for our live podcasts https://streamyard.com/pal/c/6290085463457792 Get $10.00 Credit for using StreamYard.com when you sign up with our link RSS https://anchor.fm/s/3b31908/podcast/rss

Many people use the language of "calling" without considering the scope and duration of that word and what it really means to align one's gifts with community need. In this episode, I get to explore some of these issues with Steven Zhou, a postdoc researcher on the meaning of calling and the author of a Christianity Today piece entitled Calling Is More Than Your Job. Steven and I delve deep into the sociological understanding of calling, what it means to align skills with need, to what extent pride and perserverance play a role in self-understanding, and more. At the heart of our conversation is this academic study. Steven completed his Ph.D. in Industrial & Organizational Psychology from George Mason University, studying under Dr. Stephen Zaccaro and Dr. Philseok Lee. He previously received a B.A. in Industrial & Organizational Psychology and M.A. in Religion from Pepperdine University. He also has four years of full-time applied work experience in human resources, data analytics, and non-profit management along with consulting experience in leadership development and data analysis. Full bio here. Cross & Gavel is a production of CHRISTIAN LEGAL SOCIETY. The episode was produced by Josh Deng, with music from Vexento.

Dr. Doug Brackmann, licensed psychologist, author, entrepreneur, and podcast host joins me on this episode. Doug was a high school dropout who overcame drug addiction and homelessness, turned his life around, and went on to earn dual PhDs in Industrial & Organizational Psychology and Clinical Psychology. Throughout his career, he's developed expertise in the application of mindfulness, self-psychology theory, and neuroscience. Doug specializes in helping highly driven people master their gifts and regain control of their lives. He's a self-described functional MRI geek and a student of all spiritual practices and religions. We explore the psychology of driven individuals, addiction, shame, and self-sabotage, a meditation practice that allows you to gain clarity, confidence, and power, and more. Get connected with Doug: Website: https://www.iamdriven.com/  LinkedIn: https://www.linkedin.com/in/douglasbrackmann/  Facebook: https://www.facebook.com/douglas.brackmann.94  Instagram: https://www.instagram.com/drdougb/  Purchase a copy of Driven: https://www.amazon.com/Driven-Understanding-Harnessing-Entrepreneurs-Athletes/dp/1619616939  Leave a 5-star review with a comment on Apple Podcasts: https://podcasts.apple.com/us/podcast/business-minds-coffee-chat/id1539014324  Subscribe to my Business Builder Newsletter: https://bit.ly/32y0YxJ  Want to learn how you can work with me to gain more clarity, build a rock-solid foundation for your business, and achieve the results and success you deserve? Visit http://jayscherrbusinessconsulting.com/ and schedule a 1:1 discovery coaching call. Enjoy, thanks for listening, and please share with a friend! To your success, Jay

Christy Foley is a dynamic connector, life explorer, and philanthropist. She's also Vice-Chair of the Hoffman Board of Directors. Christy attended the Process two decades ago, just two weeks after her father graduated. The Hoffman Process was the first step in Christy's spiritual journey. To this day, Hoffman remains one of the three most profound experiences that completely transformed her life. She shares that a transformation happens at the Process that "you can't go back from." In doing the work of the Process, we leave our week there with an awareness we didn't have before. This profound awareness allows us to see situations or patterns more clearly and respond wisely with a more conscious choice. If we get caught in the pattern, we can forgive ourselves, choose again, and move on. After the Process, Christy embarked on a spiritual journey that has taken her to many places, but most importantly deeper into her inner world. She tears up as she talks about living in the presence of the unknown. It's living from her heart. In her words, it is "where the magic happens." In this generous conversation, Christy speaks of the trap of our attempts at perfection. As she says, to be human is to be imperfect. There's a great relief in that. We hope you enjoy this conversation with Christy and Drew. More about Christy Foley: Christy is a dynamic connector, life explorer, and philanthropist. She participates in the global community as an accelerator of ideas and vision and is passionate about our interconnectedness to all life on this planet. With her consulting and philanthropic efforts, Christy supports projects that foster spiritual development, social justice, and community building.  She serves as Vice-Chair of the board of The Hoffman Institute and is a board member of Las Cumbres Ranch Educational Fund. Previous board services include A Sense of Home and Veterans Path.  Christy is also a member of Forward Global. Christy is a marketing, communications, and business development veteran having spent her career immersed in the technology, media, natural food products, and nonprofit industries. She holds a bachelor's in Industrial Organizational Psychology from Pepperdine University. When Christy is not exploring the world, she spends her time between Santa Barbara, CA, and Bend, OR. Learn more about Christy at TheFoleyConnection.com. Follow Christy on Instagram. As mentioned in this episode: Negative Love Syndrome: Find out more about the Negative Love Syndrome in A Path to Personal Freedom and Love Liza Ingrasci, President and CEO of the Hoffman Institute Raz Ingrasci, Founder of Hoffman International and Hoffman teacher and coach July 2009 Forgiveness Garden White Sulphur Springs •   Fire at White Sulphur Springs •   The Forgiveness Garden at White Sulphur Springs, dedicated to Christy's Dad, Ted Foley. After the Glass Fire of 2020, the Forgiveness Garden remained despite the destruction of the land around it. Oprah's Wildest Dreams tour Picadilly Circus Mount Kailash Tanzania Pamela Anderson •   The Last Showgirl Trailer •   Cookbook Joe Dispenza Right Road Visioning at Hoffman Hoffman Q2 Intensive  

Georgie-Ann Getton, the Execution Expert, is my last guest for the final episode of the The Live EPIC podcast. I met Georgie, at Baruch College while pursuing an executive masters degree in Industrial-Organizational Psychology. She is a powerful leader, business owner, and parent of two wonderful children. In this episode, you would learn from someone busy with 20,000 things like yourself, on how you can get things done. You can contact Georgie at the links below: LinkedIn @gsdwithgeorgie or click here Instagram @georgieanngetton or click here YouTube @gsdwithgeorgie or click here collab@georgieanngetton.com Enjoy!

Have you heard the myths about the future of work talent management strategies? Let's debunk three myths: 1. Internal talent marketplaces only benefit employees, 2. Skills-based hiring practices limit diversity, and 3. Women on corporate boards have minimal impact. I'll reveal the truth behind these myths, but be prepared for a compelling twist that will challenge your perspective. Stay tuned! In this episode, you will be able to: Mastering Future of Work Talent Management Strategies: Learn to adapt and thrive in the evolving workplace landscape. Unveiling the Benefits of an Internal Talent Marketplace: Discover how to maximize your internal talent pool for organizational growth. Embracing Skills-Based Hiring Practices: Unlock the power of matching the right skills with the right roles for enhanced productivity. Understanding the Impact of Women on Corporate Boards: Explore the positive influence of gender diversity in corporate decision-making. Addressing Employee Burnout and Engagement: Uncover effective strategies to boost employee well-being and retention. My special guest is Dr. Edie Goldberg Edie Goldberg, Ph.D. is the President of E.L. Goldberg & Associates in California. She is a nationally recognized expert in talent management and the future of work. Her practice focuses on designing HR strategies to attract, engage, develop, and retain employees. Prior to starting her own firm, she was a Global Thought Leader in the Human Capital Practice at Towers Perrin. Edie is the co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity. She has authored and co-authored numerous other book chapters and articles on the topics of performance management, strategic workforce planning, career development, skills-based talent strategies, and internal talent mobility. She has a Ph.D. in Industrial/Organizational Psychology from the University of Albany, SUNY. She is the Chair of the SHRM Foundation Board of Directors, and is a member of the Advisory Board to several HR Technology companies. The key moments in this episode are: 00:08:32 - Career Inspiration and Future of Work 00:13:56 - Impact of Talent Management Strategies 00:17:11 - Importance of Upskilling 00:17:32 - Challenges of New Employees 00:18:08 - Cost Savings and Employee Engagement 00:21:25 - Burnout and AI 00:27:40 - Widening Pathways to Talent 00:34:26 - Generational Shifts in the Workplace 00:35:06 - Embracing Generational Differences 00:37:21 - The Impact of COVID-19 on Work 00:39:51 - The Role of Women on Corporate Boards 00:44:07 - Making Ethical Decisions in the Boardroom 00:48:20 - Strategies for Talent Management "I fundamentally want to help individuals achieve all that they can in their career and be happy and fulfilled. And we spend so much of our time at work. It is so important that that experience enriches our life." - Edie Goldberg Connect with Edie Goldberg on LinkedIn to stay updated on her thought leadership and insights in talent management and the future of work. Check out Edie Goldberg's book The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity for in-depth knowledge and strategies on talent management and internal talent mobility. Visit the SHRM Foundation website at https://www.shrm.org/foundation to access free resources and research on widening pathways to talent, skills-based hiring, and other HR-related topics. Join the Difference Makers community on Patreon at www.patreon.com/aworldofdifference to access exclusive content, including an additional interview with Edie Goldberg. Follow Lori Adams-Brown on social media and visit the A World of Difference podcast website for more inspiring conversations and insights on making a difference in the workplace and beyond. Connect with us: https://www.aworldofdifferencepodcast.com Linkedin YouTube FaceBook Instagram Threads Patreon Bluesky Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, our guest is Laurie Lee Smith, who is the CEO of Laurie Lee Leadership and a seasoned executive coach with over threedecades of healthcare expertise, certified by the International Coaching Federation (ICF). Laurie's international coaching and leadership engagements have spanned continents, including North America, the Middle East, Europe, and Asia, with a focus on enhancing the influence of healthcare leadership on a global scale. Her coaching philosophy is anchored in the cultivation of high-trust leaders who support teams capable of achieving peak interdependence. Laurie holds a Master of Science in Nursing Administration from the University of Mary and a Bachelor's degree in Nursing from the University of Alaska, Anchorage. She also holds a Green Belt certification in LEAN Six Sigma, a certificate in Brain-Based Coaching, and Board Certification through the ANCC in advanced Nursing Administration. Laurie received her formal training in executive coaching at the Hudson Institute of Coaching and is currently working toward a PhD in Industrial/Organizational Psychology.Main points:Uncovering blind spots as a leaderWhy we are resistant to changeHow to improve social and emotional intelligenceHow coaching can support growth as a leaderGuest - Laurie Lee SmithLinkedIn: linkedin.com/in/laurie-lee-smith Website: www.laurieleeleadership.comHost - Hillary Blackburn, PharmD, MBAwww.hillaryblackburn.comhttps://www.linkedin.com/in/hillary-blackburn-67a92421/ @talktoyourpharmacist for Instagram and Facebook ★ Support this podcast on Patreon ★

Creating Harmonious Workplaces: Culture, Leadership, and Employee Engagement with Richard Cruz Harmoniousworkplaces.com Richcruzchicago.com About the Guest(s): Richard Cruz is an accomplished advisor and consultant to C-Suite executives, specializing in organizational development and change leadership. With over 20 years of experience, Richard has been pivotal in enhancing organizational performance, developing self-efficacy among workers, and fostering employee engagement. A graduate from Purdue with a Master's in Industrial Organizational Psychology, he co-founded Harmonious Workplaces, a consultancy firm focused on creating positive workplace environments. Richard is also a co-host of the Harmonious Workplaces Podcast and an adjunct professor at Trinity Christian College. Episode Summary: Join Chris Voss in a riveting episode of The Chris Voss Show as he engages with Richard Cruz, a distinguished consultant who transforms organizations into harmonious workplaces. With a keen focus on organizational development and a background in Industrial Organizational Psychology, Richard shares insights on creating positive work cultures that boost employee engagement and retention. He delves into how effective leadership and data-driven decisions can significantly impact workplace harmony. This episode unveils the intricacies of culture in the workplace, highlighting the significance of perceived organizational support (POS) and its influence on employee retention. Richard discusses the evolving expectations of Gen Z in the workforce, emphasizing their need for belonging and meaningful work. The conversation warms up with tales of Richard's personal journey, from aspiring artist to business consultant, showcasing the value of adapting skills across fields. With a detailed overview of Harmonious Workplaces' offerings, including their culture scorecard and innovative illustrated book, Richard demonstrates the power of strategic change management. Key Takeaways: Effective leadership and a positive workplace culture are crucial for retaining talent and enhancing organizational performance. A strong sense of belonging and purpose is especially vital for Gen Z employees, influencing their engagement and loyalty. The Harmonious Workplaces Podcast explores themes of organizational change, communication, and culture, providing valuable insights for businesses. Remote work poses unique challenges to maintaining workplace harmony, requiring innovative strategies for connection and leadership. Richard's journey from art to business underscores the importance of versatile skills and adaptability in career success. Notable Quotes: "Work can be as fulfilling as we spend more time at work than with our families." "Your human capital is always borrowed. When those people are gone, you don't have 'em anymore." "Gen Z is a generation of creators—they want and need the sense of belonging and community." "Effective culture and leadership can prevent employees from becoming zombies within the organization." "There's a strong need for organizations to provide psychological safety and engage with new ideas."

In today's episode of Compassion & Courage, Marcus Engel and Laurie Smith talk about Laurie's journey in healthcare, her inspirations, and the importance of leadership and belonging in teams. They discuss Laurie's experiences as a nurse, her transition into leadership roles, and the impact of coaching on team dynamics. The conversation also touches on the significance of the Magnet designation in healthcare and the value of emotional intelligence in fostering a culture of belonging. Laurie shares her insights on feedback, personal growth, and the importance of diversity in teams, concluding with her thoughts on leadership and connection. Come listen and learn how to foster teamwork and future leaders!Key Moments00:00 – Introductions01:30 – Laurie's Journey in Healthcare04:30 – A Time Laurie Witnessed Compassion07:55 – Leadership Development and Experiences11:14 – The Impact of Coaching and Team Dynamics13:55 – Understanding Magnet Designation16:50 – Personal Insights and Recommendations23:34 – “In our differences we find strengths. In curiosity we find connection.”25:35 - Closing Remarks and Thank YousResources for you: More communication tips and resources for how to cultivate compassion: https://marcusengel.com/freeresources/Connect with Marcus on LinkedIn: https://www.linkedin.com/in/marcusengel/Connect with Laurie on LinkedIn: https://www.linkedin.com/in/laurie-lee-smith/Learn more about Laurie Lee Leadership: www.laurieleeleadership.comLearn more about Marcus' Books: https://marcusengel.com/store/Subscribe to our podcast through Apple: https://bit.ly/MarcusEngelPodcastSubscribe to our podcast through YouTube: https://bit.ly/Youtube-MarcusEngelPodcastLearn More About Laurie Smith:Laurie is the CEO of Laurie Lee Leadership and a seasoned executive coach with over three decades of healthcare expertise to include system level C-Suite leadership. She is certified by the International Coaching Federation (ICF). Laurie's international coaching and leadership engagements have spanned continents, including North America, the Middle East, Europe, and Asia, with a focus on enhancing the influence of healthcare leadership on a global scale. Her coaching philosophy is anchored in the cultivation of high-trust leaders who support teams capable of achieving peak interdependence. Laurie holds a Master of Science in Nursing Administration from the University of Mary and a Bachelor's degree in Nursing from the University of Alaska, Anchorage. She also holds a Green Belt certification in LEAN Six Sigma, a certificate in Brain-Based Coaching, and Board Certification through the ANCC in advanced Nursing Administration. Laurie received her formal training in executive coaching at the Hudson Institute of Coaching and is currently working toward a PhD in Industrial/Organizational Psychology. Date: 11/18/2024 Name of show: Compassion & Courage: Conversations in Healthcare Episode number and title: Episode 157 – Leadership Lessons from a Lifelong Nurse

Our guest this time, Danielle Marshall, is an executive coach especially in the nonprofit sector. As she tells us she also works with small businesses to help them build a stronger foundation for working within their organizations as well as with customers and elsewhere. Danielle grew up in Queens and describes her childhood as living in an apartment building among many and diverse cultures. This experience helps her even today to understand and embrace the differences between all of us.   Danielle attended Howard University where she received her Bachelor's degree in Speech Pathology. However, she never got a job in that field. She went on in her studies and received a Master's degree in industrial organizational psychology.   After working in Americorp and other nonprofit agencies for many years, the pandemic forced her to open her own full-time coaching business in March of 2020. She still coaches nonprofit leaders as well as others to help them better understand and actively support people no matter their cultural and other differences.   I get to have a GREAT discussion with Danielle about how all of us, no matter our differences are all part of the same environment. While Danielle mainly concentrates on racial differences she clearly recognizes and understands that race is not the only issue she must address. She is quick to point out, for example, that persons with disabilities are just as part of the racial makeup of society as race itself. As she says, while she is not an expert on disabilities, when she encounters in her work someone with a disability she seeks out a partner more knowledgeable on disabilities to help her.   I found Danielle to be very open minded, curious and very willing to help create a more inclusive world for all. I think you will be inspired by her and hopefully some of you will reach out to her.       About the Guest:   A dedicated advocate for equity and inclusion, Danielle is the founder of Culture Principles and a Certified Diversity Professional. Her career is focused on guiding organizations to integrate Racial Equity, Diversity, and Inclusion into their operational frameworks. With an insightful understanding of industry trends and a commitment to collaborative growth, Danielle develops tailored strategies that enhance team dynamics and problem-solving skills. Her influential work includes a partnership with the Conscious Collaboratory, where she co-created the program Reimagining Racial Equity, aimed at helping business leaders incorporate racial equity into their organizations.   Danielle also excels in coaching senior leaders to develop their cultural competencies, equipping them with the knowledge and skills to lead inclusively in diverse environments. Her approach involves personalized coaching sessions and workshops that focus on understanding and appreciating cultural differences, fostering empathy, and enhancing communication skills within multicultural contexts. As a compelling speaker and ICF-certified Executive Coach, Danielle's engaging presence inspires audiences globally. Holding a Master's degree in Industrial-Organizational Psychology, her deep commitment to equity and inclusion has established her as a respected thought leader and agent for meaningful change.   Ways to connect with Danielle:   Website: https://www.culture-principles.com/  Linkedin: https://www.linkedin.com/in/danimarshall/  Instagram: https://www.instagram.com/cultureprinciples/       About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, hi and welcome to another edition of unstoppable mindset. We are really, I think, blessed today, I have a person who is our guest. Her name is Danielle Marshall, and Danielle has a background in industrial organization psychology, not sure about the organization. You're going to have to help with that, but that's okay. She's been involved with dealing with nonprofits and concerning children for 20 years, and she saw a disconnect between narratives about children and her actual on the ground experiences, and I'm really fascinated to learn about that she does a lot in the world of diversity, equity and inclusion, dealing with race and so on. So we'll have to see how much she does with disabilities. Just to pick on her a little bit, that'll be fun. But we don't really like to pick on people too much unless they're politicians, and then the rule is you got to pick on everybody. You can't just pick on a few. So we don't deal with politicians because it's just way too much fun to pick on politicians anyway. Well, Danielle, welcome to unstoppable mindset. We're glad you're here. Michael,   Danielle Marshall ** 02:35 thank you. I'm not sure I've ever had an introduction quite like that.   Michael Hingson ** 02:40 Don't you think it's true, though, that we ought to just pick on all politicians,   Danielle Marshall ** 02:43 sure what they pick on themselves.   Michael Hingson ** 02:46 They do a good job, and then they leave all these openings for the rest of us. Right? Absolutely, and it's true of all of them. So as I tell people, I'm an equal opportunity abuser, so it's really better to just stay away from it. We have too much fun doing other kinds of things anyway, which is exactly what unstoppable mindset is all about. But I'm really glad that you're here. Then seriously, it'll be fun to hear some of the stories and to hear about the things that you have done and why you do what you do, and the observations that you've made. I think it's really pretty fascinating. But why don't we start, if we can, and if you will, why don't you tell us kind of about the early Danielle growing up, and some of that stuff always good to start that process.   Danielle Marshall ** 03:33 Sure. Well, I grew up as a 70s child in New York City, so that was my, sort of, my origin story. And I think it lends itself, quite frankly, to where I've ended up today. New York is one of the most diverse cities in the US, and definitely was true when I was growing up, also large, you know, large metropolitan area. And so where in New York I grew up in Queens, predominantly in Queens city. And, you know, when I think about the exposure I had to things as as a child, it really is telling that I would end up doing this work. You know, I grew up in an apartment building, and literally, everyone lived in the apartment building with us. You know, we had people from different racial groups and ethnic ethnicities, and there was Spanish music playing and Indian food cooking. And so, you know, my childhood really was a a broad opportunity to just dive in and talk to people and learn about their cultures and just really get familiar. And so I think it was interesting for me, because I don't feel like I ever grew up tolerating people. It was just we accepted each other, we lived amongst each other,   Michael Hingson ** 04:44 yeah. And was kind of an environment where, well, a very heterogeneous environment by any standard. And you, you learned up front, I would presume, pretty much how to get along,   Danielle Marshall ** 04:55 yeah, for the most part, yeah. I mean, no different, though, and I will put this caveat out. Out there that as kids, you know, we, no matter if it is a heterogeneous group or homogeneous, we're still going to have conflict, right? That's people. That's human nature. And the difference, though, and I'm really excited that I had this opportunity at such an early age, is that we learn to navigate the conflict within those groups early on. So, you know, it was never isolated to we only deal with our own community literally. And I know this is not true for everyone that grew up in New York, but it was definitely my experience. Well,   Michael Hingson ** 05:28 your community was everyone, everyone and all sorts of different kinds of people, which was so cool and something that it'd be nice to see a whole lot more of, and people really learn to understand the whole lot more of all sorts of different kinds of   05:43 people, for sure.   Michael Hingson ** 05:45 So when you were in New York, did you ever eat at Peter Lucas?   Danielle Marshall ** 05:50 I actually did not have a memory of it, perhaps, but I don't remember that.   Michael Hingson ** 05:57 I always liked Ruth's Chris steakhouse better than Peter Lucas, but I've been to Peter Lucas on a couple of sales presentations, so I've eaten there twice. And I don't know was it's, I wonder if it's still there, just with everything that happened during the pandemic. You know, who knows? I know. Tavern on the green after September 11 closed for a while, and then it finally reopened. But it's just really too bad, and Hurley's saloon had to relocate because their lease went way up. Hurley's was one of those restaurants that started well, when it started, the Hurley brothers leased the space, and then the Rockefellers wanted to put up NBC and Rockefeller Center, and they put it up, but they wanted to buy out Hurley's, and Hurley said, No, we're going to keep it. And they had a 99 year lease. But unfortunately, when the 99 year lease was over, the rent quadrupled, and they ended up relocating over to a place on what was it? It was on 48th between I think it was Broadway and eighth, or eighth and ninth, right in that area, but I was always liked Hurley's, that was a fun place. So many stories because NBC, when they did build the facility in Rockefeller Center, some of the reporters ran a phone line from some of the places in NBC to Hurley. So they hung out in Hurley's and stayed at the bar, and then if something came in, their phone rang under the bar, and they grabbed the phone and went off and did what they did. Sure, sure, lovely history, only in New York.   Danielle Marshall ** 07:36 Many things happen in New York and nowhere else.   Michael Hingson ** 07:39 Well, so what got you? So you went to college, and where did you do that?   Danielle Marshall ** 07:45 Where I went to Howard University. So I came down to Washington, DC, okay? And while I was there, I ended up serving as a AmeriCorps member for two years with a program called jump start for young children. And it was, I think, really the beginning, if you will, of this journey as I understand it today, at least, it started to come to the forefront for me. Because what happened while I was in service is we were working in a number of Head Start schools around the District of Columbia, and I was serving primarily black and brown children in in the schools. And it was the first time I had really heard this narrative that would then follow me, regardless of where I live throughout the country. And the narrative was very much centered on who the children and families were that we serve. So, you know, there were often stories about the outcomes that they would achieve in life, what what levels of success they would be able to to get to who their families were, etc. But what I distinctly remember is that many of those narratives that I was hearing were not coming from people that were representative of that community. They didn't live there. They didn't represent the cultural groups we were serving, so they sort of had an outside perspective about who these community members were. And what was really disheartening for me at the time is that the narratives were very negative and, you know, and again, they didn't serve this community, but also misguided in the sense that they came from outsiders. And so I remember, even at that time, wanting to spend more of my efforts around narrative shifting, which is a big feature in the work that I do right now, because it began to dawn on me, though I yet, I yet to have, like the words at that moment, that it was never about the the children or the families. It was it was really about the systems. It was something broader that was leading to the outcomes that these kids were experiencing, not any default or deficit within them.   Michael Hingson ** 09:49 You know, it's interesting, because I can equate that to disabilities and specifically blindness, the same sort of thing, the narrative all the time is what blind people can. And can't do. Mostly can't, and it comes from people who are not blind, who have never tried being blind, and unfortunately, all too often, the so called professionals in the industry who have no real clue nor expectations about what people who happen to be blind can and cannot do. And the reality is, mostly we can do anything that we choose to, if given the opportunity. And so we end up finding the same narrative. I remember one person telling me about a story where they were at a meeting. He happened to be blind and was the CEO of a blindness organization, and somehow they got on to a discussion of the names of the organizations and that they really needed to somehow figure out how to get blind out of the names of their organizations. And this guy said, Wait a minute, what are you talking about? Your blindness organizations? You know, let's let's see. How many of you would really like to take the word blind out of your organization names. And there were, I think, 25 people in the room, and 24 out of 25 raised their hands. And of course, most all of them were not blind, but they wanted to take blind out of their organization name, just because of the view that they had. And as this person pointed out, you are serving and dealing with blind people. How could you ever consider taking blind out of the name of your organization? Blind isn't the problem. It's your attitudes and your perceptions. Yeah, so it seems exact same sort of thing? Yeah,   Danielle Marshall ** 11:34 absolutely. It's funny that even as you say that I'm having a I had a little bit of a reaction, because I hear that so much when people say, Well, why do you have to talk about race, or why did you have to say that this was a black person or a white person or an Asian person? Well, that's because that's who they are, right there. It doesn't change because you are uncomfortable having that conversation. It's still representative of that individual.   Michael Hingson ** 11:59 And it also doesn't mean that any of them are less capable than anyone else. Well, 100%   Danielle Marshall ** 12:04 like that. That goes without saying for me, but I think I am appreciating your point right now, because it needs discussion, because some people still believe that an association with a particular group, whether it be cultural ability level, etc, means that that narrative that exists in their mind that's negative is true, and   Michael Hingson ** 12:23 unfortunately, when we talk a lot about diversity and inclusion, especially the whole area of diversity, diversity usually centers around race, gender, sexual orientation and so on, and it Never centers or really brings in disabilities, even though we as a minority are much larger than all of the other minority groups that you can talk about. And yet we don't see disabilities being brought in. And it reminds me of a story. There's a book called all on fire by Henry Mayer. Have you ever read it?   Danielle Marshall ** 12:56 I haven't read that one.   Michael Hingson ** 12:58 So it's about William Lloyd Garrison, the abolitionist in the 1840s and he was looking for people to really join the movement and help in the abolition movement. And there were some two sisters, the grim K sisters, who were very much involved in women's suffrage. And he told his people, we really need to get them to come and be involved in what we're doing. And they said, Well, why would we do that? They're not interested in this. They're all interested in women's efforts and so on. Why would they even be interested in in in what we're doing? It would just kind of really divide off, and it would completely separate from what what we're about. And and Garrison said, you really don't get it. It's all the same thing. And it's unfortunate that we don't see that. So even the people who are involved in diversity, all too often decide they're going to specialize in one thing, but in reality, it's all the same thing.   Danielle Marshall ** 13:58 Yeah, I, you know, I I think that there are certain people who have niched down so like, my focus is racial equity, but I will tell you this, I don't miss disability or ability levels in my conversation, either, because what I'm more focused on is I pick a central part to start, which, for me, happens to be race, right? But what I would say to anyone who brings into the conversation, well, we have to talk about, we have to talk about gender, and we have to talk about, you know, I, you know, I'm a gay person, or I am in a wheelchair, all of these things start to come in for people in the conversation. And what I would say is that if I were to center on race, and even more specifically, let's say I picked a particular racial group that I'm centering on. If I centered the conversation on blackness, please understand and this is really, I think, important for listeners, viewers, today, for every racial group or any cultural group that you deal with the intersections that are out. For them cross every other identity. So if I chose a black person or a blackness as a racial group, there are going to be people who are, you know, they have different sexualities, they have different ability levels, they have different religions. And so, you know, as I'm thinking, different genders, you name it, different social, economic status. So no group is a monolith on its own. So if you are doing this work with intentionality, you are bringing in the other identities. And I understand it's not everyone out there that's doing it, but to me, there is very much a there's a place in this conversation for all of us, because I have chosen to center on one thing, and for me, I center on race first, because it's one of the conversations we have a very difficult time having in this country. Yeah, but we do build that muscle, but it is not to the exclusion of every identity other than a racial identity, because we all exist within, you know, a particular race.   Michael Hingson ** 15:55 And, you know, I've had a number of people come on the podcast who talk about diversity and so on. And very, very seldom do people say exactly what you just said, which makes perfect sense. I mean, there's nothing wrong with the fact that you focus mainly on race and particularly niches, but you would not do it to the exclusion of other things, and that's the important part. I've had some people who came on and they, and I've asked them to define diversity, and they say, oh, it's all about sexual orientation, race and gender and so on. And I said, What about disabilities? Oh, that's, that's social justice. No, it's not. It's not social justice. It's a completely different sort of thing. And that's, that's what's so unfortunate that we really don't understand that there's so many aspects of it. I mean, from that standpoint, in parts of the world, you could say the same thing about Caucasian people who happen to be a minority, and probably in other areas, are just as misunderstood in some ways.   Danielle Marshall ** 17:00 Sure, sure, you know, I would add something I think that's valuable, you know, if we're to think about expanding this conversation. So I don't think it's enough to simply say, I'm going to include information about, you know, disability and in this, in this discussion. But what I would say, as someone who focuses on racial equity, my expertise in disability isn't as strong. Sure, that's not my area. However, if done well, I can bring in a partner who does focus on that exactly. So now we have a stronger opportunity to really dig in and to do the work I have an opportunity right now that I'm working on where there's another gentleman in as part of the group who has a visual impairment, and he was teaching me a little bit about the technology. So if we're using zoom, what he has access to, what he doesn't have access to, access to. And so that's been really important to me, because these are things that I could very easily overlook. I tried to stay up to up to date on making sure that all the technology I personally use is accessible. But because technology changes so quickly, and this is not my area of specialties, literally, I need someone else who focuses on this to be like, Hey, have you heard this new update? Are you aware this thing is happening? Here's a new technology you can build into your own practice.   Michael Hingson ** 18:19 Sure, and that is exactly the way it ought to be. And, oh, by the way, just, just to point out, visual impairment is is a horrible term. It's like deaf people being called hearing impaired. You know, they they would execute you on the spot if they could, if you said hearing impaired. And the reason that visual impairment is bad, and it was created by the experts, the so called experts. First of all, visually, we're not different. You don't look different simply because you're blind. But the big issue is impaired, because immediately you're equating a person who doesn't see or doesn't see as well. You're equating their level of eyesight to people who have perfect eyesight. So the better term is blind and low vision, as opposed to visually impaired, for the obvious grammatical and logical reasons. But again, you wouldn't know that unless somebody talked to you about it, and other people wouldn't. But we really need to grow and recognize that all too often, words matter in so many ways, which is why we don't say Indians anymore. We say Native Americans or something like that. And, you know, in so many different ways, but, but the reality is, of course, you wouldn't know all about zoom you wouldn't know about screen readers and those, those kinds of technologies. And I'll tell you right now, if I can never help, all you have to do is yell.   Danielle Marshall ** 19:43 I will most certainly reach out. So Michael, you know what you did is you just offered me a gift in this moment. So I appreciate the feedback and the reframing of the language, because I think that is what this work is about. I am not bothered that you have just corrected me in this moment. I'm welcoming, welcoming in this session. An opportunity to learn.   Michael Hingson ** 20:00 It's not so much a correction, isn't Yeah, I'm sorry, go ahead, but to me, it   Danielle Marshall ** 20:04 is a correction, and that's okay, right? Like we have to get comfortable with the fact that sometimes, even as a professional in this space, I am going to mistake misspeak at times, and that is okay because I can own it and then really incorporate that into my work. And so the reason I am even focusing on this right now is one. I am offering this back as gratitude to you. But the second is, for all of us out there that are afraid to lean into this work, one of the reasons people tend to be so afraid and shy away from it is that there, there's a fear of getting it wrong. All too Go ahead, please.   Michael Hingson ** 20:39 All too often today, there's still lots of blind folks who say, I'm visually impaired, and no, you're not, because we haven't, as as a group, really totally learned and understand it. Some people because they had eyesight and they lost it, and they regard themselves as being impaired, but they're not, and then the fact that they think they're impaired is the problem. But even totally blind people from birth sometimes think, well, I'm visually impaired, because they've learned that it's all about how much eyesight you have or don't have. So let's, let's do this a different way. Do you have a disability?   Danielle Marshall ** 21:18 I do? I have a hidden disability, okay,   Michael Hingson ** 21:20 which is,   Danielle Marshall ** 21:22 I am a diabetic. Okay,   Michael Hingson ** 21:25 now let's talk about your non hidden disability. And this is my belief, and I talk about it fairly often on the podcast when I get the chance preaching again, in 1878 Thomas Edison invented the electric light bulb. Why he invented the electric light bulb so light dependent people would have a way to be able to function in the dark. It doesn't mean that you don't still have the disability that we have spent so much time making light on demand, available so frequently and so ubiquitously, if you will. I'm not sure that's a good word, but the reality is, one of your disabilities is your light dependents. If the lights go out and you can't grab a flashlight or a smartphone right away, you're in a world of hurt. It doesn't cover it doesn't change your disability. It covers it up, but it's still there. And now getting people to understand and accept that is is a lot harder. But the whole point of it is, we all have challenges. And the reality is disability is not a lack of ability. And I've had some diversity. People say to me, well, but this starts out disability, so of course, it means a lack of ability. Yeah. Well, what do you do with the word disciple, then, or discern or discrete? Let's you know, the reality is, dis has nothing to do with it. It's what we decided is, and we've been so good, especially in the last 30 years, about changing language, it's time to really reframe it. But disability is a characteristic in one way or another that we all have. It just manifests itself differently, and getting people to to recognize that is a different story, but it is still what we really need to do so that people understand we all have challenges, and our challenges may very well be different than most every other person. Then that's okay, but we need to accept people and understand that usually they can help us just as much as we can help them.   Danielle Marshall ** 23:26 Of course, I absolutely agree with that.   Michael Hingson ** 23:30 Well, so you went off to Howard, and what did you What degree did you get at Howard?   Danielle Marshall ** 23:36 I am a speech pathologist. By my degree at Howard, I never actually used the degree. It was not something that I was I was interested in pursuing beyond the the undergraduate level, but I did minor in psychology, and so I went on to get a degree in industrial organizational psychology.   Michael Hingson ** 23:53 Now tell me about this organizational part. I told you I'd have to ask that. It's a great term. It's like an oxymoron, you know, Army intelligence. But tell me about industrial organization psychology.   Danielle Marshall ** 24:03 I think you can just look at it as you know it is, the psychology of organizations like I joke with people often that I think about the world, and in many ways as a case study. And so there are a variety of things that people that are in i o psychology do? They may be, you know, working on hiring and retention. They may be working on culture surveys, how we streamline our workforce, like there's a number of things that they do. What I have done, though, is pull on this thread of culture Well, being in organizations and really thinking about equity. For in particular, bipoc leaders, staff members, etc.   Michael Hingson ** 24:46 So how have your experiences made you kind of uniquely able to deal with what you do? Because clearly our experiences will usually lead us to do what we do. And so in your case, how. Did experience really make that happen?   Danielle Marshall ** 25:03 Yeah, I mean, that's a big question. I feel like everything that I have done over the course of my life sort of led me to this place, but I did not know that this was the destination. And to be fair, this may not be the final destination, right? There's still time, hopefully, that I have to arrive at said destination. But I had a flashback the other day because I was actually reading a book where someone had talked about being an anthropologist, and I remembered, and I hadn't thought about this in years, when I was in high school, and maybe this is Junior year or senior year, I went to my guidance counselor, and I told her, you know, we were we were talking about what we wanted to major in and what we want it to be when we grew up. And I said to the individual, I want to be an anthropologist. And she looked at me and she kind of scoffed, and she's like, No one's going to want to talk about culture and histories like that. That's past it. You'll never get paid for it. And that's crazy. Yeah, yeah. It knocked the wind out of me in that moment, because I'm like, I'm here in the capacity of, like, sharing my dreams, my aspirations with you. You're my guidance counselor. You're supposed to be guiding me. But in that moment, I felt really shut down. And so as a result of that, I made a change when it came to to going to college, right? I changed what I was thinking about. I was looking at this person as you know, someone literally because you're the guidance counselor, you have more wisdom than I do in this area, and so I let that affect how I move forward at the undergraduate level, only to find myself somewhat years later, like I may not be a anthropologist, but I certainly am someone who loves to study culture. I love to understand how people think, why they move, the way they do, what their values and their norms are. And so as I think about that, like they're all of these little touch points along my journey that I would say have brought me to this place, working, you know, in DC, in AmeriCorps program, and hearing the narrative shifts, and again, people talking about the cultural norms and values and getting it wrong about those communities. And so my my goal was like, how do we set the record right? How do we empower people to to not only survive, but to to thrive? And I was like, we have to address the systems. Yeah,   Michael Hingson ** 27:21 I've always been a believer in that all the experiences that we have help build and help us wherever we go. So how does speech pathology help you? Well,   Danielle Marshall ** 27:36 it has certainly taught me to slow down. You know, one of the things in speech pathology that we did a lot of was repetitive because the people that are coming into the program either they are working on developing speech like if it was a young child, or maybe it's someone who has had an accident or a stroke, and they're they're learning to speak again. There was so much around the repetitive nature of it. There was so much around slowing down, being patient, meeting the client, where they were, that I feel like in a strange way, I suppose. And I had never really thought about that like it does lend itself to where I find myself today. Because when I think about the work that I'm doing, if I'm teaching racial equity principles, if I'm helping groups to understand how to apply an equity lens in their thinking. A lot of this is repetition, making sure that you fundamentally understand the concepts that we've repeated it, that you can see how it might apply in different contexts. The slowing down meeting people at their level, you can't just jump into the conversation and assume people are starting from the same knowledge base that you are. Right? So how do I level set in the moment for that client.   Michael Hingson ** 28:42 There you go. You know, my master's degree is in physics. I never thought that I would be a full time public speaker and doing a podcast and so on. But I also from physics went my first job was doing something not directly related to physics, but it was involving high tech. And the reason physics helped me there is that it really taught me all the values of technology and to be curious about technology. And then, after starting that job, three years later, I ended up going into sales. And one of the things that physics really taught me was, professors always said, you really have to pay attention to all details. Don't make assumptions. That helped me a great deal in sales and then with sales and doing sales for 22 years, until September 11, and I still sale sell, but now it's not technology sales, but still, it was all about being curious, all about paying attention to the details and learning to communicate with people and hello that led to public speaking. So I really do believe that all the things that we do help us build toward whatever it is that we do now and whatever is. Next, whatever that is,   Danielle Marshall ** 30:03 certainly, and it   Michael Hingson ** 30:04 makes perfect sense that I'm, you know, so that's why I was really curious about speech pathology. And I had never thought about the fact that, yes, that you have to really slow down, and that's a very important thing in all the things that you're doing today, because it also helps you be a better listener   Danielle Marshall ** 30:22 that is critical to the work that I do. And you know, Michael, I'm also an executive coach, and so listening feels like it falls into the very essence of my work. I am there to ask people questions and obviously listen to their responses, or maybe not so obviously, but that is what I am I'm doing is I'm listening to hear maybe the things that go unsaid as well. What am I noticing in the conversation that might be helpful for the client to ultimately get to this place of greater understanding by just listening back to their own words   Michael Hingson ** 30:56 and maybe echoing them back and making them listen to them?   Danielle Marshall ** 30:59 Yes, so sometimes I have to stop and just say, I want to, I want to offer a noticing with your permission, right? And I'd like to repeat back to you something that you said, like, how does that land on you? So when we're having those conversations, you know, we we talk so much as people that we don't often listen to ourselves as we're saying that, you know. And I kind of joke with people in that game show that was around years ago. And people would say, like, Is that your final answer? Yeah, because I want you to really make sure that you've had time to think about what you've said. And yeah, and make modifications if you need to.   Michael Hingson ** 31:34 The more it seems to me that you think about what you say, then the better you are at saying what you really want to say more quickly because you've really thought about it. And you, you develop that mind muscle, which is so important,   Danielle Marshall ** 31:49 yeah, I hadn't thought about it that way, but it does lead to a different level of efficiency, for sure, yeah, for sure.   Michael Hingson ** 31:55 But still, even even so, sometimes you say things and you, you didn't think them through, and it's a mind muscle that a lot of times we don't really develop very well, or not nearly as well as we could, but it makes a lot of sense to do it. Yeah,   Danielle Marshall ** 32:12 I think it speaks to our ability to really dive into introspection, right? And to self reflect as a normal practice in our world. Very few people that I talk to spend much time on it, like they will do some self reflection, but it's not a normal practice for them. And the thing is, when I consider, for instance, for me, it's writing, when I need to get clear on something I write, and the Writing helps me. It helps for my my business, because I'm able to publish lots of articles and blogs so forth. But the reason that they're coming out at the speed that they are is because I'll be gnawing on a question, right? Or I'll have had a conversation as as I'm digesting that I'm like, I just need to get it on paper so I can get out of my head and then look back at the notes that I've taken and say, does this actually jive with how you feel in this moment? Is there something that you might adjust to your way of thinking? And so regardless of whether you're doing the thinking in your head or on paper or, you know, out loud in conversation, there needs to be an opportunity to really sort of digest what your experiences are, to process them, because to the point that you made like you can call on the words a lot faster, because you're clear on your position, right? I know what my position is. I don't actually have to sit back and say, Hmm, I wonder about that, because I've thought about it already. Yeah,   Michael Hingson ** 33:32 I am a firm believer in introspection. I'm writing, well, I've written, and later in August of this year, my new book, live like a guide dog. True Stories from a blind man and his dogs about being brave, overcoming adversity and walking in faith, will be published. And one of the things that I talk about a lot is the whole concept of introspection, because I believe, and I've learned not to say I'm my own worst critic anymore, because I think that's so negative, but rather, I'm my own best teacher, and I only can teach myself when I really sit down and think about it. I've never been a great journalist, but typically I can do it by thinking about it, and then eventually, when I write something down, I'm writing it down because I'm creating an article or preparing for a podcast or whatever, and I'll look at it, and I might tweak it even then, but I do like to spend a lot of time thinking and looking at what I do and thinking about what I do, because I think it's so important, and I wish more of us would do more of that.   Danielle Marshall ** 34:38 Yeah, absolutely. I think there's just so much potential for growth. You know, when we're spending that time reflecting, how did I show up in the moment? You know, am I walking in alignment with my own values right now? Is there something I want to learn? There's just so many spaces that we could enter in when we quiet our minds long enough to just be present with what feels real for us   Michael Hingson ** 34:59 and. Is always time to do that. So many people I've heard say, but I don't really have time. Of course, you do. It's a matter of priority. Yeah,   Danielle Marshall ** 35:08 I'm laughing because I just talked about this earlier. I am in my world when people say they don't have time, it is often related to whether it is dei or leaning into cultural competencies and learning more about different cultures. And I would say to them, like, Hey, you develop these goals. Tell me a little bit about where you are. And oh, well, you know, I got busy, and so it didn't happen. But as a coach, my job is to probe a little bit deeper. And so as I'm listening to them say I got busy, I'm like, Well, what does that mean? And the reality is, we start to uncover some other things, and they're like, Well, you know, I have to have this really difficult conversation with someone at work, and that makes me uncomfortable. You know what? I'm too busy to handle this, right? Or they, they may default to something else where they're like, hey, you know, to learn more about cultural awareness, I actually have to examine my own culture and some of the elements that I may not like as much about my own cultural group. I don't want to do that. I'm really just too busy to dedicate the time, and so at the end of the day, it's kind of amusing, because I'm like, busyness is the default statement, but it is often the excuse, not the actuality of what's happening. Yeah,   Michael Hingson ** 36:16 that makes sense, and I buy that 100% makes perfect sense. How does cultural competency play into all that you do in terms of developing teams and working with organizations and so on?   Danielle Marshall ** 36:31 Yeah, cultural competency is is really core to the work at the end of the day. Because when we talk about this, and just for a pretty simple definition, for people who have not heard this before, is when we're talking about cultural competency. It's our ability to communicate, to interact, to work across cultural difference, you know? So if we're talking about culture again, it could be everything from disability. I will start with that now. Thank you, Michael,   Michael Hingson ** 36:55 you know, no pressure. You don't have to. That's okay. No, no   Danielle Marshall ** 36:59 pressure at all. But I, the thing is, I want people to see themselves in this, right? So any group, cultural group, where there are shared norms, patterns, values, right? How do you work across difference when you you're not a member of that group? How do you interact with people effectively? How do you communicate with them? And so cultural competence, competency is the ability to do just that. So when, when I think about the work that we're doing, that's really important, because people often will come in to the work and they believe that there is a particular right way to do things, and the fastest way to sort of negate that is, I'm like, I want you to actually think about your own culture. What's your background, what are the beliefs, the patterns, the norms that you grew up with, and also to be able to hear from other people, what are the you know, the norms, the values, the patterns that they grew up with? It's not that one is right or wrong, it's just the one that's familiar to you, thus is often your preference. Yeah,   Michael Hingson ** 37:55 yeah. And, and the the reality is that you're not the only game in town,   Danielle Marshall ** 38:01 exactly, and we are to work across difference. To be able to collaborate together, I must be able to recognize in you, okay, maybe we do move differently through the world, and even though it is a different choice than I personally might make based on my cultural background, it isn't right or wrong, it's simply different, different   Michael Hingson ** 38:19 I've thought a lot about disabilities, and one of the things that I felt was a challenge for people with disabilities, and you just made me think differently about it, is that the problem with with disabilities is that, in reality, the needs and most all of the issues regarding, let's say people who are blind are different from people who are in a wheelchair or different from people who are deaf or who may be on the who may be autistic or whatever. But the reality is, what I really just figured out, and should have figured out a long time ago, I have to hit myself upside the head later, is it's just as true for race, for for black or for Asian or whatever, it's the same thing. So it really isn't any more of a weakness for disabilities, other than maybe in some senses, physically, there are a lot more things that appear different, but the but the fact of the matter is, we all have differences in what we do, and that's the cultural differences,   Danielle Marshall ** 39:20 absolutely, and it's important, I think, for people to understand that no group of people is a monolith. Yeah, there are always going to be differences within us, you know. And I often for people that really can't see their way out of that, I will ask them to consider for a second, you know, if I said to you, Michael, are all blind, and I'm going to be very specific men the same, your answer would be, what? No, absolutely not, right? And yet we Yeah, make an assumption about other groups, like, well, you know, that's just how they are. And I'm like, Who's Who's they?   Michael Hingson ** 39:57 Who's they? Yeah, and. The reality is, a lot of people would say, well, all blind men are the same, and they're not,   Danielle Marshall ** 40:03 but, and that's exactly the problem. If we would not say within our own cultural group that everyone is exactly the same, we're familiar with it, right? We know we are not the same. I am not the same as every other black woman. You are not the same as every other white man. Like there are differences about us, and yet we are so quick to ascribe similarity to people that are different from us. I   Michael Hingson ** 40:26 know I'm a real oddity in things, but having never seen colors, personally, intellectually, I've never understood why people have a problem with race based on color. And I mean, I can really say that about myself, having never seen it and having not grown up. It's a really, I know, a strange feeling, but I know for me, it is strange to to see so many people looking down on people of a different color. I mean, I understand color. I understand the concept of it. Hey, I can talk about it in terms of wavelengths and Angstroms and all that all day long, but it's never been something that I really understand. Why do we even pay attention to it?   Danielle Marshall ** 41:11 Yeah, this is about dominance. I mean that. Yeah, that's true. Simple of it, yeah, when you think about race, race is a social construct, there is nothing that divides us. We may physically look different, but genetically, people are people. We are all the same in that way. But when we talk about the social construct of race, a person created this. People created this construct of race to establish dominance of certain groups over others. But here's the thing. So, you know, people will say really quickly to me, if it's socially constructed, why does it matter? And I'm like, it is a social construct that has real world implications, yes. And that is why we must continue to have this conversation about race in this country. Yeah.   Michael Hingson ** 42:01 And the operative part of that is have the discussion. There are those who don't want to have any discussion. They want to just ignore it, because they think they're the only ones who are right.   Danielle Marshall ** 42:14 That is, unfortunately, an ongoing challenge. And I wouldn't even say that just about race. I think there are some think they're right period. Well,   Michael Hingson ** 42:22 I mean, look at, look at different religious organizations. Um, so I'm glad I'm not God, because I'm, I'm with Mark Twain. I wonder if God had been in man because he was disappointed in the monkeys. But I, you know, I It's, it's, it's a challenge, because religiously, so many different religions say, Well, I'm the only one that's really right, yeah. But you know, if you say you believe in God and all that, why do you think that God thinks you're the only one that's right? Show us the proof.   Danielle Marshall ** 42:54 Yeah, it's complicated and but it's another example of why people haven't wanted to lean into these discussions for so long, it was not considered polite conversation to talk about politics, religion, money, those types of things, and yet, I would say the lack of having those conversations have led us to some severe consequences today. Yeah,   Michael Hingson ** 43:13 and part of it is that we've also forgotten how to really have a good conversation. It doesn't mean that we should take it personally. It doesn't mean that one side is right and the other side is wrong, and that shouldn't be about proving one side right the other side wrong. Should be about understanding. Yeah,   Danielle Marshall ** 43:30 you know, I think it's an opportunity to examine one's motives in the moment. Right listeners, I think it is. But for us to individually do it. What am I hoping to get out of this conversation? You know, for some people, they might want to prove a point. For others, they're going to enter the space, you know, desiring to learn. Others are just, you know, they're they're just filling time. Like, what is your motivation in this? And for me, you know, and I've told many people this at this point, especially doing the work that I do in dei they're like, Oh, don't you get tired of having to convince people about, you know, the different merits of diversity, equity and inclusion. And I'm like, Well, I understood a long time ago that diverse, excuse me, that convincing people is not my ministry. Yeah, I am here to walk alongside of people who want to be on this journey, who want to learn, who want to have curiosity towards the world, towards other groups, to self exploration. And so I think just knowing sort of what the purpose is in the conversation, even if I walk into something like my goal is always to just to learn, to listen, to learn something, even if I have something that I have something that I want to contribute and I have a very strong perspective on it, I still would like to understand what the other person's bringing to the table. And   Michael Hingson ** 44:47 you might change your perspective when you sit down and dwell on what was discussed   Danielle Marshall ** 44:51 absolutely and that that happens every day. Yeah,   Michael Hingson ** 44:55 I mentioned I have a master's degree in physics. I also, at the same time, got a secondary. Teaching Credential, and I used, and still use that knowledge of being a teacher every day. I use it in sales, because I learned through lessons, I was able to take in learning to be a good salesperson through the Dale Carnegie sales course that the best salespeople aren't really trying to convince you, oh, that may be their motivation. But what they're really trying to do is to teach you and guide you, and at the same time, deciding, is my product the best product for you or not? And the really good salespeople, if their product isn't the one that's going to work for you, will be honest enough to tell you that? Yeah,   Danielle Marshall ** 45:41 absolutely. And as we see with salespeople, there are many different approaches people take. And so, you know, you're if it's not my particular way, there's someone else out there that may offer a different perspective, a different philosophy on these things, and I think that's okay, that we have multiple sort of entry points into this work. I   Michael Hingson ** 46:01 love watching other sales people in action. I've learned every time I do. And as you said, it's all about learning. It's my motivation as well. I love being on these podcasts because, as I've told many people, if I'm not learning at least as much as everyone else, I'm not doing my job very well. And it's so fun to be able to have meaningful discussions and learn so much from so many people who come from different perspectives and have their own knowledge bases which are different than mine, and I get to at least be allowed to share in that with them, which is so cool,   46:38 absolutely.   Michael Hingson ** 46:41 So one of the things that and I mentioned, live like a guide dog, and live like a guide dog really is motivated as a book to teach people that they can control fear and that that fear doesn't need to blind you, as I put it, or paralyze you or overwhelm you. You know, September 11 happened, and I wasn't afraid. And I wasn't afraid because of the fact that I learned in advance how to deal with emergencies at the World Trade Center, because I moved into the to the complex, and we opened our office in August of 2000 but even before then, while we were setting it up, I knew that there had been a bombing in 1993 and I decided early on, you know, if there's a gonna be another attack on the World Trade Center, I better know all I can about this year place. And so I learned where everything was, but I also spent a lot of time talking to the emergency preparedness people, the fire people, the Port Authority, police and so on, and I learned what to do. And it wasn't until much later that I realized that all that knowledge helped me develop a mindset that said you know what to do in the case of an emergency. So I really advocate very strongly when I get a chance to talk about being safe and emergency preparedness, don't rely on signs. Learn the information so that you really know what to do, which most people you know, don't they, they figure, I'm just going to be able to see the sign, and that works until you can't because you're in a smoke filled room, but, but fear is, is all around us, and we don't really learn to control it. And I think society, all too often, really, in a lot of ways, encourages us to be afraid, way too much. But fear is is something that people just hate to talk about, like in professional growth and so on. How do you deal with that?   Danielle Marshall ** 48:30 I definitely appreciate that. You know when I when I think about fear? For me, it can be either a catalyst or an inhibitor, sort of a choose your own adventure concept, because you get to decide how you're going to approach it. But you know, when I think about fear, and I'm going to, you know, back this up to the work that I do around Dei, around cultural, culture in general, I think fear has the potential to raise our self awareness. If I walk into something and I'm I'm fearful, all of a sudden, there's someone who's different from me, right? They're a different religion, they speak a different language, they look different. Why am I experiencing that fear in that moment? Right? So I'm raising my self awareness by being able, again, to introspect on this, to really dig a little bit deeper. So that's that's one piece of it, like it points to the things that can help us then to grow we're the places that we need to focus on, you know? And I'll use just an example again, like a common fear is public speaking. And so is that something that you should really be fearful of, or is it simply a acknowledgement that, hey, I could work on my public speaking skills, right? I could practice in the mirror as a starting point. I could talk to a group of friends, you know, and just have a presentation in my living room. It is pointing us to skills we're not necessarily saying you have to get on a stage and deliver a TED talk as an. Example, right? Like, what are the small steps one can take to start to be able to build up those competencies more and so, like, when I think about fear, I think there's, it's, it's an opportunity to grow.   Michael Hingson ** 50:12 I believe that's absolutely correct. Fear is a is a very powerful tool that we can use in so many things that we do in our lives, and that it doesn't need to be the thing that overwhelms us and prevents us from making intelligent decisions. It's a it's a great motivator, it's a great tool, and it's a wonderful gift that if we would embrace it and use it properly, would help us a great deal in all that we do. Yeah, and unfortunately, again, I see in our world, with all the political things going on and so on, so many people are just fomenting and promoting fear. And too many people are buying into it rather than being able to step back from it, because we just haven't ever learned to do that. Yeah, there's   Danielle Marshall ** 51:00 a fear economy. There are people who legitimately profit from fear tactics. So whether that be in our politics, whether it be how we're looking at different medicines that, you know, just remember, yes, exactly, we're still there, you know, by now, because it's the last one, you're not going to put that fear in you, or you're not going to be able to make it through life if you don't own one of these things. And so I don't know there's so many things that come to mind as I make that statement, but I   Michael Hingson ** 51:31 was watching, I watched some old TV in the morning, and I love to watch the commercials, because at least half of them, they say you got to buy this now, because due to supply chain shortage, this is maybe the last time that you can get it, and the commercial has been going on for a year. So, you know, yeah, exactly. It's interesting.   Danielle Marshall ** 51:50 There's one of my favorite department stores that's been having a one day sale every day for as long as I can remember. Yeah, I just kind of think that is ironic. If I should ever come back again into this world, maybe I'm coming back as an advertising psychologist, because I find it quite fascinating. Um, but yeah, fear. Fear, to me, is one of those things that I think that if we are willing to embrace it, if we are willing to be able to think a little bit about what is driving our fear, there's so much potential there, because even in my coaching work, what I see with clients really quickly is like, if you can name the fear, right, give it a name, say exactly what it is, you can start to develop techniques to mitigate that fear, if you will. It goes unnamed. It's really hard to address, yeah,   Michael Hingson ** 52:40 because then you're, you don't know what it is you're really dealing with, but if you can think about it, then you can go back and oh, okay, now let's figure out how we deal with that,   Danielle Marshall ** 52:49 yeah, or how I get support in dealing with it. Not everything is going to be within our wheelhouse, yeah? And I was,   Michael Hingson ** 52:55 I was including it all of one lump sing, one lump sum thing. But you're right. There's nothing wrong. And too many people are afraid of this. There's nothing wrong with looking for support, eliciting support from other people. And all too often, we think that, Oh, I got to do this on my own. I wouldn't be as big a person, especially a macho man, if I have to go off and ask for support, that's funk. Yeah, I love teamwork. I have written all of my books in a teaming relationship, and other people have been involved, and I love that. It's so much fun to do, because I learn other perspectives along the way, and I think it makes for better books.   Danielle Marshall ** 53:40 Yeah, I can definitely appreciate that. I mean, so much of my work is centered around including multiple voices and perspectives on things. We cannot be effective in this work if we center it only on a singular voice or a singular group. Yeah,   Michael Hingson ** 53:55 you've said that pre one precursor to building confidence is being courageous. Where have you had an example of really being courageous or dealing with fear love? A story. Stories are always fun,   Danielle Marshall ** 54:08 you know? I There's so many things that come to mind, like when I, when I hear that question, because it is, you know, and actually, I'm going to go back to high school again. I'll give you, I'll give you two stories here, when I was in high school, I also had that fear of public speaking, right? It terrified me to think that I'd have to get on a, you know, in front of an audience, of whether that would be in front of a classroom or on a stage, etc. And I remember, and this is so interesting, because it's telling of like how I've sort of arrived again to where I am today, but I have this memory of just saying to myself one time, their student government was going to be opening up some positions for the senior class in the upcoming year, and I said, I want to run for my high school treasurer. In order to run for a treasurer, I had to get on a stage. Age, I had to give a speech, I had to talk to the entire student body of our senior class. And I was like, This is the worst idea ever, right? Like, I'm having that moment. I was like, Why did you think this was okay? And I said, you know, I don't know what's going to happen in this moment, but I certainly know this is the one thing I do know about fear. If you do not address it, it is not going anywhere. And so for me, the strategy, even from my high school days, was to lean into things. The issue wasn't that I wasn't able to speak to people, right? I was fine in smaller groups, but it was terrifying to think about getting on a stage and taking, like, a public position on a particular thing. But over the years, I just did a little bit more and a little bit more, you know. So when I started my first job in the in the nonprofit sector, you know, I was a program coordinator, and so I had to train a small team of volunteers on something. And so now I'm taking material that I didn't even create at the time, and I'm making sure I understand them so that I can train these people. And then I went on to, you know, start doing more training at a much larger scale, where I'm I'm traveling around the country, and then it is all of a sudden, oh, I'm standing on stages, and there are 500 people. There are 1000 people in the audience. I'm doing podcasts, and lo and behold, the very thing that I was most fearful of when I was in high school is the thing I've become. I am now a public speaker.   Michael Hingson ** 56:29 Yeah, I remember speaking in small groups or selling. You never know where you're going to be selling on any given day, whether it's to a board of a financial organization or to IT people or whatever, and that taught me to be comfortable in groups. But the first time I was asked to speak about September 11 was when I was called by Minister two weeks afterwards. So it was like on Monday the Well, probably the 23rd or maybe it was even a couple of days before then. And he said, we're holding a service for all the people who we lost in New Jersey, and we'd like you to come. And I said, Okay, well, where? And he said, it's going to be an outdoor service. And I said, Great. And then I I asked the question, how many people are going to be there? Probably about 6000 and you know what didn't bother me, of it, I said, Great. So that was my first speech to 6000 people. And you know, it was fun for a lot of reasons. It was, was very enjoyable. You know, I shouldn't say enjoyable, because it was a sense of sad occasion, but I was able to do it, and hopefully inspired some people, and and my wife and I went down and I did it, and it worked out really well, but 6000 people wasn't bad. It's a good start.   Danielle Marshall ** 57:58 That is a fantastic start. Welcome.   Michael Hingson ** 58:02 So can you tell us a story where you really saw in an organization or some people, just a real transformation, and the success of what you teach about dei and the principles and so on?   Danielle Marshall ** 58:18 Sure, you know, I was, I was thinking a little bit about dei and specifically coaching leaders. I I think what is really important when I think about some of the clients that I've served, is is this idea that talk about fear again, right? What stops them from moving forward, in a lot of cases, has been the fear of the unknown, right? These big issues feeling like they have to fix the world. And so where I've seen success with with certain clients in particular, is that they've been able to figure out how the application of Dei, how the application of cultural competencies, can be contextualized for their organization, their mission, the thing that they are most focused on. And so in in that, whether you are an arts based organization or you are, you know, teaching children how to read, how do the principles of racial equity, of cultural norms and values, how do they apply to the realm of work that you're doin

Joe Quitoni is the Founder and CEO of Unify Align. Unify Align collaborates with clients to reimagine the people and customer experience, delivering real-world solutions that supercharge business growth. Joe knows a thing or two about collaborating with clients, specifically around people and customer experience. Throughout his career, he has used his skills in organizational transformation to create game-changing advantages for some of the world's biggest brands. Before starting Unify Align, he put in over 20 years at the Ritz Carlton hotel company, where he served as the Director of Human Resources before jumping over to the brand's consulting firm, The Ritz Carlton Leadership Center, where he led the team as Global Head of Delivery. For those unfamiliar with what they do at The Ritz Carlton when it comes to the leadership center, think of it similarly to what Disney does; both of these organizations are known for customer service, so they actually train other businesses and other organizations on how they can serve. So, certainly if you've ever been to a Ritz Carlton, you have a sense of what the vibe is there. We're going to talk about vibe quite a bit in today's conversation. When he was working at Ritz Carlton, he transformed and evolved their approach and methodology, which created dramatic positive impact to the clients and businesses that they served. But Joe isn't your typical corporate suit; he is someone who is unique in the way he thinks and how he delivers information. He brings a modern twist to the world of consulting; he's armed with a Master of Science in Industrial/Organizational Psychology and applies an innovative methodology to his work, where he delivers successful outcomes for a diverse portfolio of companies and clients. We've talked offline about some of those; they are truly remarkable. He works with startups, he works with Fortune 500 giants, he's even worked with sports organizations, and he is someone who cares deeply about leadership, connection, inspiration, motivation, and really thinks about how an environment, how a vibe, how a culture, can drive not just customer experience, but employee experience as well. He's known for his keynote speeches, which is actually how I found him, and also working alongside all kinds of different leaders inside organizations to ultimately help them develop what he calls “a very intentional vibe.” Joe had a number of amazing insights during our conversation. Some of them include: “This word culture has been around for decades, but we have evolved tremendously as a society” (6:55). “The simplest way you can define culture is it's everything in the environment” (7:20). “This word ‘vibe' is… the energy, the attitudes, the beliefs that influence shared motivation, productivity, and engagement in an environment” (8:15). “This feeling of empowerment certainly allows for that authenticity to come through” (12:20). “A purpose statement creates a sense of pride, it's inspirational, it's motivational, and it shifts the headspace of an employee” (13:55). “You can't just have the words; you as an organization need to clearly define what your perspective is of that belief and then you have to take it one step further; you have to attach specific behaviors” (15:15). “I like to center the vibe around the employee” (17:10). “When we're talking about the word experience, consistency is the most important word in that” (18:25). “Far too often, people mistake customer service and customer experience as the same thing” (18:50). “Every single interaction… should have a beginning, should have a middle, and should have an end” (19:25). “I don't want people to fit the mold; I'm a huge fan of diversity of thought and challenging the status quo” (26:05). “Accountability is one of the biggest reasons as to why something sticks or why it doesn't” (28:15). “When you're practicing accountability, I think it's a coaching moment” (31:45). “Any time we engage in work, it's always a co-created process” (38:00). “No consulting job should have a one-size-fits-all” (38:30). “Reach far and then go one step further” (42:10). “I equate loyalty and being a brand ambassador as being very similar” (50:20). “Brand ambassador is what we should all be shooting for” (50:55). “Every day is a new challenge” (54:30). “I continue to learn every single day and I think that's the thing I love most about what I'm doing today” (54:35). “Success is at the heart of everything that we do” (56:20). “I want to transform the headspace and the mindset of your employees” (56:30). Additionally, you can connect with Joe on LinkedIn and check out the Unify Align website here. Thank you so much to Joe for coming on the podcast! I wrote a book called “Shift Your Mind” that was released in October of 2020, and you can order it on Amazon and Barnes and Noble. Additionally, I have launched a company called Strong Skills, and I encourage you to check out our new website https://www.strongskills.co/. If you liked this episode and/or any others, please follow me on Twitter: @brianlevenson or Instagram: @Intentional_Performers. Thanks for listening.

SEND US A TEXT MESSAGE In this episode of How to Be Happier for Entrepreneurs, Dr. Malasri Chaudhery-Malgeri (Dr. Mala) shares her extraordinary journey of overcoming physical, emotional, and psychological trauma to inspire and uplift others. Together, we delve into how unresolved trauma affects every aspect of life, emphasizing the importance of inner work to break free from cycles of pain and dysfunction. Tune in to learn from Dr. Mala's expertise and inspiring story! About Dr. Mala: Dr. Mala is a seasoned expert in TBI, PTSD, Military Psychology, Marriage & Family Therapy, Rehabilitative Therapy, Industrial/Organizational Psychology, and more. She has guided diverse individuals, including military personnel, executives, political figures, rural and native communities, LGBTQ+ populations, athletes, and families. As a motivational speaker, Dr. Mala brings warmth, insight, and empowerment to her presentations and collaborations. Connect with Dr. Mala:

About Alan MatherAlan Mather is the President of the Golden Apple Foundation. In partnership with Alicia Winckler, the CEO, Alan leads the education work of the Foundation. Prior to coming to Golden Apple, Alan served in the Chicago Public Schools for more than 32 years, from classroom teacher to principal to a key member of the CEO and Chief Education Officer's cabinet--leading College and Career Success for the district. Born and raised in rural Southern Indiana, Alan hitchhiked up to Chicago after graduating from the University of Evansville in 1986 and has been working in the Chicago public schools ever since. Alan worked for 12 years as an English teacher, track and cross country coach before moving into administration after joining LAUNCH (Leadership and Urban Network for Chicago), the first principal preparation program in Chicago. His first administrative position was as the assistant principal at a new high school, Northside College Prep, which--in three years--became the top ranked high school in Illinois. In 2005, Alan was given the opportunity, as principal, to open Lindblom Math & Science Academy, a school that had once been top-tier but had declined. With the freedom, flexibility and support to create a high school, Alan hired all teachers, built a culture of excellence, and created an empowering climate. Since Alan opened Lindblom, it has become, according to the Sun-Times rankings, the top-performing majority AfricanAmerican school in Illinois and the only top 20-ranked school that has over 60% of its students on free/reduced lunch. He built the district's largest Mandarin program, the largest non-heritage Arabic program in the United States, and the district's first Biotechnology program in partnership with Baxter International and Northwestern University. Alan represented the Chicago Public Schools at Harvard University's PELP (Public Education Leadership Program), was an inaugural member of the College Board's Leadership Institute for Principals, has been part of Northwestern's Kellogg School of Management's “Leading Successful Schools” program, and was selected as one of two Chicago principals to participate in Columbia University's Cahn Fellows Distinguished Principals Program for the 2012-2013 school year at Teachers College. He was the first recipient of the Golden Apple Foundation's Stanley C. Golder Excellence in Leadership Award for Principals or Heads of School.About Alicia WincklerAlicia Winckler, Chief Executive Officer, began consulting with senior leadership and the Board of The Golden Apple Foundation in late 2014; was selected as its first President and Chief Operating Officer in January of 2017; and was selected as its President and Chief Executive Officer in October of 2017. In 2018, she welcomed Alan Mather to join her in coleading the Foundation - with Alicia as CEO and Alan becoming President. Her professional experience reflects a unique combination of private, public and nonprofit sector expertise at both the executive and board level, as well as a demonstrated passion for serving others. Alicia led several substantial strategic initiatives at the Cabinet level of the nation's third largest K-12 District - in Chicago Public Schools - and has been working in depth in education for more than a decade. She earned her M.A. in Industrial / Organizational Psychology from the University of Colorado at Denver and B.S. in Psychology and Alcohol and Drug Abuse Studies from the University of South Dakota.The Golden Apple FoundationGolden Apple LinkedInGolden Apple FacebookGolden Apple InstagramGolden Apple XAlan Mather- Award Video Thank you for listening to "Can You Hear Me?". If you enjoyed our show, please consider subscribing and leaving a review on your favorite podcast platform.Stay connected with us:Follow us on LinkedIn!Follow our co-host Eileen Rochford on Linkedin!Follow our co-host Rob Johnson on Linkedin!

Amber speaks with Industrial Organizational Psychologist, researcher, founder, and CEO, Dr. English Sall. Dr. Sall talks about what differentiates the field of Industrial Organizational Psychology from other psychology-related fields. She untangles the complexities of building team culture, with lessons learned from her real-world experience as a co-founder and CEO. Dr. Sall reveals the key elements that build trust and foster the team dynamics essential to long-term success. She highlights how metrics of success and incentive structures need to account for inherent fluctuations in performance over time, and why redefining productivity to include both external accomplishments and personal well-being is crucial. Dr. Sall shares how system catalysts drive institutional change and why diverse leadership is essential to innovate the systems that shape our lives. She explores the foundations of effective collaboration, redefining leadership, and creating space for unconventional approaches to success in teams and organizations. This is an abridged version of the interview. To hear full-length and extended versions of every episode, subscribe to a membership on Ko-Fi. Memberships start at $3 per month and support the sustainability of the show. Check out all of the perks of membership at: https://ko-fi.com/beagoodwheel Don't miss an episode - subscribe and please rate us 5 stars!  Support the show: - Subscribe on Ko-fi to get bonus episodes, merch, and more: https://ko-fi.com/beagoodwheel  - Become a Patron to get bonus episodes, merch, and more:: https://www.patreon.com/BeAGoodWheel  - Get official gear: https://beagoodwheel.shop/  Follow us: - Join our community: https://beagoodwheel.com/community  - Follow us on Instagram: https://www.instagram.com/beagoodwheel/  Got feedback or questions?  - Let us hear it: https://bit.ly/beagoodwheelpod Sign up for our newsletter! - Get the latest: https://bit.ly/beagoodwheelnews Mentioned in this episode:  - System Catalysts Podcast - https://www.systemcatalysts.com/

We have put much effort into diversity, equity, and inclusion (DEI) work over the last four years, but the results have been disappointing. Why? What should we be doing differently? Discover why many well-meaning leaders are left scratching their heads as underrepresented talent slips through their fingers, and employees push back against diversity initiatives. In this eye-opening episode, we'll unravel the mystery behind failed DEI strategies and reveal the missing pieces of the inclusion puzzle. This isn't just another DEI discussion – it's your roadmap to meaningful, lasting change built on psychological science, with our guest expert today, Dr. Gena Cox.WHAT YOU WILL LEARN:This episode will unlock the secrets to building a genuinely inclusive workplace with insights steeped in Industrial/Organizational psychology. You will discover a 3-point framework that cuts through the noise and become laser-focus on what truly moves the needle on organizational inclusion. We will move past the concept of "Respect" as a corporate buzzword and instead consider how it can be a powerful construct that can set your leadership apart in today's diverse business landscape.***ABOUT OUR GUEST:Dr. Gena Cox, an organizational psychologist with 25+ years of experience, is a leadership advisor, coach, and speaker passionate about creating inclusive workplaces. She helps leaders optimize company culture and employee experience to retain top talent and deliver their financial goals. Her expertise spans various industries, making her a versatile advisor for organizations seeking to thrive in today's disrupted business landscape.Dr. Cox's clients are profoundly impacted by her ideas and often say her perspective has guided them to think about employees' day-to-day experiences in new ways. Gena shows clients that Respect is a powerful driver of many business outcomes they seek. Her strategies have helped clients reduce voluntary turnover by up to 4% annually, narrow employee engagement score gaps between groups, and see improvements in collaboration and innovation.Author of the award-winning book Leading Inclusion, Dr. Cox's ideas are featured in business media including Fast Company, Forbes, Business Journal, and Harvard Business Review. Her Ph.D. is in Industrial/Organizational Psychology.***IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!***LINKS MENTIONED IN EPISODE:Guest LinkedIn Profile: https://www.linkedin.com/in/genacox Guest Website: https:/www.genacox.comGuest Giveaway: https://genacox.com/inclusionresources/Our website: www.gotowerscope.com#LeadingInclusion #respect #EmployeeEngagement #DEI, #OrganizationalDevelopment #OrganizationalImpact #TheHardSkillsTune in for this empowering conversation at TalkRadio.nyc

Christy Nittrouer is a tenure-track, assistant professor in the management area at the Rawls College of Business at Texas Tech University. She earned her Ph.D. in Industrial/Organizational Psychology from Rice University. She has raised over $1 million in grant dollars to support her research on allyship and the experiences of minoritized employees in the workplace from funding sources such as the National Science Foundation (NSF) and Texas State agencies. Her work has received a variety of awards including the 2023 Texas Tech University Alumni Association's New Faculty Award, the 2020 Ralph Alexander Best Dissertation Award from the Academy of Management, the 2019 Outtz Grant for Student Research in Diversity, and the 2019 Graduate Student Scholarship by the Society of Industrial and Organizational Psychology (SIOP) Foundation, and a 2019 Vaughn Fellowship awarded annually by Rice University. She has 28 published peer-reviewed papers and book chapters (at outlets including the Proceedings of the National Academy of Sciences (PNAS), Personnel Psychology, Journal of Vocational Behavior, Journal of Business and Psychology, Journal of Organizational Behavior, and Harvard Business Review). She has given over 60 presentations on the impact of diversity in the workplace, with a special focus on selection. Her work has been featured in The Atlantic, National Public Radio (NPR), The New York Times, ABC News, and the Houston Chronicle. She was nominated for the 2023 Rawls Excellence in Undergraduate Teaching award and received Rice University's 2020 graduate teaching award for her outstanding work teaching undergraduates. She has consulted for companies and served on panels for NASA, as well as LyondellBasell (global legal team), Exxon Mobil (affinity group), Baylor College of Medicine (medical students), Proctor & Gamble (global talent assessment team), and non-profits (selection). Connect with Christy: https://www.linkedin.com/in/christy-nittrouer/ Email: cnittrou@ttu.edu For more information about Eric Jorgensen you can find him here: Web: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://visiblenationaltrust.com/⁠⁠⁠⁠⁠⁠ Waypoints: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://waypoints.substack.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn: ⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/eric-jorgensen-visible-national-trust/⁠⁠⁠⁠⁠ As an Amazon Associate, I earn commissions from qualifying purchases. --- Support this podcast: https://podcasters.spotify.com/pod/show/abcs-disability-planning/support

In this episode of Healing Her Halo, I sit down with the incredible CeCe Espeut, a former US Marine, author, photographer, 2-time TEDx speaker, and 4-time Distinguished Toastmaster. We explore the powerful topic of “Flip The Script: How to Reinvent Yourself.” CeCe shares her remarkable journey of transformation, from her time in the military to becoming an accomplished speaker and advocate for change. As the executive director of TEDx Miramar and a current student of Industrial Organizational Psychology at Florida International University, CeCe's life is centered around faith, family, and education. We discuss how she continuously reinvents herself while staying grounded in her core values. If you've ever wondered how to flip the script on your own life, this episode is packed with wisdom and motivation to help you take that step.Watch now to learn more about CeCe's inspiring story and how you can start your own journey of reinvention!Corporate Event SpeakerMost Requested Topics: Imposter Syndrome, Storytelling & 2nd Chances:https://www.linkedin.com/in/ceceespeut/ Instagram - @Healingherhalo : https://www.instagram.com/healingherhalo/Apple Podcasts: https://podcasts.apple.com/us/podcast/healing-her-halo/id1540565841Spotify: https://open.spotify.com/episode/0IgJzkLJ3oxncfG6MWSN1LSend us a text

In this episode, Jami and I discuss how to identify, navigate, and leverage significant inflection points within an entrepreneur's journey.  We talk about the driver of behaviors, understanding the levers, participating in all the forums, knowing a business therapist, getting a solid assessment, and vetting your advisor.Jami Wolfe is an Organizational Psychologists and Managing Partner of CMA Global Inc.  Her professional work focuses on areas such as: team development, organizational assessment, organizational structuring and development, leadership coaching and development, linking of executive performance with business strategy, talent management, and development of training programs to maximize workforce and leadership performance.Jami recieved her Ph.D. in Organizational Psychology, a Master of Science in Industrial / Organizational Psychology, and her Bachelor of Arts with a double major in Business and Psychology.  Jami also has her Senior Professional in Human Resources Certification.To learn more, visit:linkedin.com/in/jason-Shupp-18b4619bListen to more episodes on Mission Matters:https://missionmatters.com/author/Jason-Shupp/

Dr. Carla Ortega Santori is the Strategic Initiatives Manager at the Doerr Institute for New Leaders. Prior to this, she developed learning and development strategies at a leading healthcare company in Puerto Rico. Carla has worked as an Executive Recruiter and volunteered as an AmeriCorps VISTA.She holds a Ph.D. in Industrial/Organizational Psychology from Carlos Albizu University and a B.A. in Psychology from Villanova University. Her doctoral dissertation studied the psychometric properties of the Passion for Work scale in a Puerto Rican population.Dr. Dennis McCunney works in the Center for Student Success at East Carolina University and serves as an adjunct faculty member in political science and adult education. He started at ECU in 2012 as director of the Volunteer and Service-Learning Center, where he expanded the center's scope to include leadership education, global learning, and civic engagement programming. He led ECU's first effort to become classified as a Leadership for Public Purpose university through the American Council on Education. His professional and research interests include public service and leadership development, organizational development, intercultural/global learning, and campus-community partnerships. He serves on the leadership team for the NASPA Spirituality and Religion Knowledge Community and on the board of directors for Amizade, a fair trade learning nonprofit.A Quote From This Episode"HigherLed is a learning network that creates the conditions for continuous improvement in the areas of leadership education and development (Led) in higher education to help create more and better Leaders for our society."Resources Mentioned in This EpisodeWebsite - HigherLedWebsite - Doerr InstitueBog Post - Zone of Proximal Development Book - Comfort Crisis by Michael EasterTelevision Show - The BoysTelevision Show - The BearVideo - Thriller by Michael Jackson About The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. Register for ILA's 26th Global Conference in Chicago, IL - November 7-10, 2024.About  Scott J. AllenWebsiteWeekly Newsletter: The Leader's EdgeBlogMy Approach to HostingThe views of my guests do not constitute "truth." Nor do they reflect my personal views in some instances. However, they are views to consider, and I hope they help you clarify your perspective. Nothing can replace your reflection, research, and exploration of the topic.

“Leaders need to realize today that you can't possibly know it all. You also can't execute alone.”-Larry BaiderHow has your organization adapted to the evolving landscape of leadership development? What we know about effective learning for leaders has evolved over the last decade, and even since before the pandemic.  In today's episode, my guest and I explore what has changed. My guest is Larry Baider. Larry has served in several executive HR leadership positions in large organizations and is currently the Vice President of Talent Management, Leadership & Learning at AmeriHealth Caritas. He is enthusiastic about helping individuals and organizations optimize their potential and their capacity to lead. Some of the most impactful contributions his teams have made include award-winning development programming and sustainable talent management and leadership practices. Larry has graduate education in Strategic Communication & Leadership, Applied Positive Psychology, Industrial-Organizational Psychology and is also a graduate of CoachU's coach training program. He is now on his PhD journey in Performance Psychology.Larry is a regular speaker on leadership, organizational psychology, and peak performance. He authored his first book, Leadership to the Fifth Power in 2007 and is currently co-host of the Lean In Leaders Podcast.In this episode of Talent Management Truths, you'll discover:An example of a lifelong learner in actionObservations from Larry and Lisa around what has changed in terms of Leadership Development since ten years ago, and since before the pandemicThe pitfalls of being constrained by personality assessment "identity hooks" or labels.LinksLarry Baider on Linkedin: https://www.linkedin.com/in/larry-baider/ HBR article on blending various leadership styles for best effect (democratic, autocratic, pacesetting, etc.): https://hbr.org/2000/03/leadership-that-gets-results  (NOTE - you will have to pay for the article)Episode 133 -   AI”s impact on L&D and Workplace Roles with Josh Cavalierhttps://talentmanagementtruths.buzzsprout.com/2267279/15129127-ai-s-impact-on-l-d-and-workplace-roles-with-josh-cavalierAre you a Talent leader who is longing for a safe place to bounce ideas off of? In addition to my group programs I work privately with a select few clients as their Talent Management Thought Partner. I will help you, over the next 90 days, create the space, the intention and the strategy to implement an initiative that is CRITICAL to your team. Let's chat and see if there's a fit. Book me online at greenappleconsulting.ca/contact Share the Show Like what you've heard? Pretty please with an apple on top - kindly leave me a 5* review so that others can find the show and elevate their impact too! Here are the simple instructions: Launch Apple's Podcast app on your iPhone or iPad. Tap the Search icon (on the botton) and search for “Talent Management Truths.” Tap the album art. On the podcast page, tap the Reviews tab. Tap Write a Review at the bottom of this page. Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

Dr. Vivian Woo, published author, Lead People Science at Culture Amp, and Chair of 2024 Society for Industrial Organizational Psychology spoke to us about the journey she took to becoming an industrial organizational psychologist. Vivian spoke about the challenges she faced in graduate school, mentorship, or lack there of, as she progressed, the obstacles she navigated at work, and advice she would give to the next generation of Psychologists. Join us for a thought-provoking conversation!

Learn more at: (12) Jordan Birnbaum | LinkedInJordan Birnbaum is: A driver of behavior and nurturer to a growth mindset. An expert in integrating behavioral science with digital platforms to influence and inspire positive behavior change. And lastly, a proven leader across a broad spectrum of business environments and circumstances willing to share his experience. As a Consultant, Jordan helps clients uncover the motivations of their targets (prospects, customers and employees) and adjust behaviors and practices to maximize impact and deliver the results they expect.As Chief Behavioral Economist at ADP, he conceptualized and built Compass, a behavioral-science-based leadership development tool that generated 10% score improvements and won HR Tech's 2017 Product of the Year.As the owner/operator of the Vanguard in Los Angeles, a hybrid media production and live entertainment venue, he employed more than 150 people for close to a decade, generating more than $50 million in revenue and working with every major entertainment studio. As SVP for Juno Online Services, Inc., he built the sales strategy and led the team to one of the highest run rates in the industry, playing a significant role in a successful IPO. As a student, Jordan graduated from Cornell University with a BS in Policy Analysis and from NYU with an MA in Industrial / Organizational Psychology. Please leave a review or send us a Voice note letting us know what you enjoyed at:Back2Basics reconnecting to the essence of YOU (podpage.com)Follow us on IG and FB @Back2BasicsPodcast

Leann R Johnson, MS, is an Industrial/Organizational Psychology practitioner and systems therapist. She has 30 years of experience as an Equity and Inclusion professional, having worked in non-profit, higher education, private and public sectors. Leann is a professional storyteller and an actor in comedic and dramatic improvisational theater in Portland, Oregon. She co-created Black Woman/White Woman, an evolving, experimental work featured in 2022 by the National Conference on Race and Ethnicity.---If you'd like to support The Trauma Therapist Podcast and the work I do you can do that here with a monthly donation of $5, $7, or $10: Donate to The Trauma Therapist Podcast.Click here to join my email list and receive podcast updates and other news.Become a supporter of this podcast: https://www.spreaker.com/podcast/the-trauma-therapist--5739761/support.