Podcasts about Middle management

In this episode of No Brainer, hosts Geoff Livingston and Greg Verdino discussed the evolving role of artificial intelligence (AI) in business with Mike Whitaker (Whit for short), Senior Vice President of Strategy Execution and Organizational Innovation at ICF Consulting. Whit shares his insights on fostering a culture of AI adoption and offers practical advice on navigating the challenges of integrating AI into business operations. The three discuss various aspects of AI adoption in the enterprise, including the need for both leaders and employees to engage with AI technologies to stay relevant. Whit details some of the challenges leaders face including new technology bias and the incumbent need for leaders to demonstrate AI use in their own work. Then Whit emphasized the importance of a hands-on, continuous learning approach to AI, rather than relying solely on obsolete corporate training programs. They also explore the potential risks and real-world constraints of AI implementation, such as data integrity and resistance to change.   Chapters 00:00 Intro 03:16 Whit's Substack on AI for Working Parents 08:23 Leadership and AI Adaptation 13:57 Middle Management's Role in AI Integration 18:57 Corporate Training and AI 22:07 Practical AI Applications for Executives 28:24 Overcoming Cognitive Resistance 32:15 Healthy Skepticism and AI 37:59 Balancing AI Adoption and Investment 44:55 Leadership's Role in AI Integration   About Mike “Whit” Whitaker  Whit helps organizations and individuals realize their full potential by designing strategies, teams, and operating models that drive value and positive change. As AI rapidly evolves, Whit focuses on enabling effective Human-AI collaboration to enhance business outcomes. As SVP of Strategy Execution and Organizational Innovation at ICF, Whit leads initiatives that foster high-value collaboration, spark creativity, and drive growth. With 15+ years of experience across energy, health, communications, and government, he specializes in: • Advising the C-Suite on enterprise priorities and innovation strategy • Leading ICF's centralized innovation services to accelerate growth • Designing and facilitating Spark Sessions to co-create solutions for complex challenges Navigating AI Transitions Substack: https://mikewhitaker1.substack.com/ Whit's LinkedIn: https://www.linkedin.com/in/michaelwhitakericf/ Learn more about your ad choices. Visit megaphone.fm/adchoices

What You'll Learn:In this episode, host Catherine McDonald, Shane Daughenbaugh, and guest Daniel Walker discuss the importance of innovation, culture, and leadership in change management. The empathize the significance of middle management in organizational change and innovation. He shares his research on empowering middle managers and the need for a culture of continuous improvement.About the Guest:Dr. Walker has been developing his skills in problem-solving, innovation, and culture change for several decades. He is a certified Six Sigma black belt. He holds a BS in Plastics Engineering Technology, an MS in Management, Strategy, and Leadership, and a PhD in Business Management. His doctoral research focused on organizational change and innovation. He has a passion for facilitating the learning process, focusing on leadership development and cultural innovation.Links:Click Here For Daniel Walker's LinkedIn

Welcome to a new episode of Business Lunch!In this episode, Roland Frasier and Ryan Deiss dive into "the great flattening"—the radical shift where AI enables entire departments, and even companies, to be run by a single person. They explore real-world examples from tech and traditional industries, discuss the risks and rewards of this new model, and offer practical advice for leaders and entrepreneurs. If you're a business owner, manager, or anyone interested in the future of work, this episode is for you!Highlights:"What if the highest performing marketing team at your company was actually just one person?""AI is compressing entire departments into individual 'departments of one.'""The coordination tax is the overhead of meetings, getting along, and not getting along.""This may be the end of the middle manager and the rise of the player-coach."Timestamps:01:41 – Introducing "The Great Flattening" Concept02:30 – WhatsApp: $345M Value Per Employee03:30 – Midjourney & Cursor: Creative and Dev Pancakes07:21 – The Coordination Tax Explained11:18 – Team Size, Efficiency, and the Two Pizza Rule14:25 – AI Agents Replacing Marketing Teams22:35 – Risks of Single-Person Departments26:53 – The End of Middle Management?37:19 – The Pancake Test: Is Your Department "Pancakeable"?54:20 – Digital Marketer's Department of One Beta ProgramCONNECT • Ask Roland a question HERE.RESOURCES:• 7 Steps to Scalable workbook • Get my book, Zero Down, FREETo learn more about Roland Frasier

How do you create world-changing impact and lasting profits at the same time? In this inspiring episode, host Nicole Jansen sits down with Kurt Avery, the founder of Sawyer—the company renowned for its cutting-edge products protecting people against sun, bugs, waterborne disease, and injuries worldwide. But Sawyer's story isn't just one of innovation and growth: it's a powerful example of what happens when service, strategic thinking, and generosity fuel a business model. Since 2008, Sawyer has donated over 90% of its profits annually, working alongside 40 charities in 80 countries and transforming the lives of more than 28 million people. Kurt shares the trials, pivots, and timeless business truths that took Sawyer from struggling startup to global leader, while holding firmly to a purpose-driven, people-first legacy. Dive into this deep-dive on the intersection of profit, philanthropy, and disruptive innovation—and discover how unconventional thinking, mastery of business math, and service create waves of positive impact you can replicate in your own business. What We Discuss in This Episode Did you imagine Sawyer would have such a global impact from the start? Persevering through failure: What really happens before overnight success? The real job of marketing and changing human behavior Innovation, patents, and teaching the world to use new products Why creative destruction is essential for continued growth The impact of AI on data analysis, decision-making, and future skills demand How to hire and develop thinkers—not just doers—across generations Sawyer's product breakthroughs: Life-saving water filters, repellents, and more The surprising truth about maximizing profits and margins in any business How to instill legacy into your organization, step by step Podcast Highlights 0:00 - Profitable Social Change Through Business 5:38 - Adapting to Retail Market Changes 7:13 - AI's Impact on Middle Management 11:41 - Sports Role Reflects Thinking Style 12:52 - Valuing Experience Over Credentials 16:13 - Ultimate Water Safety Assurance 20:47 - Decision-Making Matrix Explained 25:11 - Reinvesting Profits and Vendor Credit 27:54 - Advice on Business Finance Structure 30:56 - QR-Integrated Filter Support System 32:55 - Incredible Team Drives Success 36:01 - Legacy Over Selling Out 10 Key Takeaways Business for Good Is Scalable – Sawyer gives away 90% of profits, showing that philanthropy and profitability can grow hand-in-hand. Overnight Success Takes Decades – True impact often follows years of trial, learning, and perseverance. Changing the World Means Changing Behavior – Selling great products isn't enough; teaching people how to use and benefit from them is essential. Creative Destruction Drives Lasting Growth – Businesses must embrace constant change in laws, culture, and technology to thrive. Future-Proof Skills Are Decision-Driven – With AI taking over analysis, the most valuable skill will be high-level decision-making—learn how to think, not just what. Hiring for Thinking, Not Just Doing – Assess candidates' real-world logic, not just their credentials; team diversity in thinking styles is critical. Find Profit In the Denominator – True profitability usually comes from reducing capital investment and inventory, not just upping your sale price. Keep Your Equity—Use Vendor Financing and Loans – Giving away business equity isn't necessary and often isn't in investors' best interests; be creative about funding. Bake Legacy Into Your Foundation – Transformational businesses write their values, model, and succession plans into their DNA—plan to outlast yourself. Generosity Multiplies Results – Paying employees well, leading with purpose, and putting others first creates loyalty, quality, and joy throughout an organization. Favorite Quotes “You've got to change behavior. You can give them a product, but if they don't change behavior, they're not going to use the product.” “Profits are made in the denominator, not the numerator… margins are hard to increase, but investment can be reduced.” “There are no U-Hauls in heaven—it's not about the money. We're making too much change to sell out.” Explore how you can boost profits, change lives, and leave a legacy—with insights you can put to work in your business today. Episode Show Notes: https://leadersoftransformation.com/podcast/business/539-saving-lives-with-clean-water-solutions-with-kurt-avery  Check out our complete library of episodes and other leadership resources here: https://leadersoftransformation.com ________

In this conversation, Vivek interviews Mathias Meyer, discussing his journey from a software engineer to a leadership role, the challenges of management, and the importance of company culture. They explore the impact of burnout on leaders, the dynamics of middle management, and the insights shared in the book, 'The Intentional Organization' written by Sara Hicks and Mathias Meyer. The discussion emphasizes the need for transparency, the balance between protecting teams and allowing autonomy, and the significance of finding support networks for leaders.Mathias is reachable on LinkedIn at : https://www.linkedin.com/in/geekcloud/Please find the book 'The Intentional Organization' at http://intentionalorganization.com/Takeaways* The journey to leadership is often filled with challenges and learning experiences.* Company culture plays a crucial role in the success of an organization.* Burnout is a significant issue for leaders and needs to be addressed.* Middle management is often underappreciated and requires more support.* Transparency and open communication are vital in leadership roles.* Finding a support network can help leaders navigate challenges.* The importance of balancing protection and autonomy for teams.* Leadership is a spectrum, and different styles work for different people.* Simple, relatable advice can be more effective than complex theories.Timestamps[00:00:00] Introduction[00:03:09] The Journey of Mathias Meyer[00:07:08] Tech scene in Berlin in early 2000s[00:08:04] Early exposure to Management and Leadership[00:11:52] Transitioning to Freelancing[00:14:30] Startups and leadership challenges[00:18:47] Journey with Travis CI[00:22:26] Starting as CEO and company culture[00:26:48] Getting into coaching and mentoring leaders[00:28:51] Meeting co-author Sara[00:30:50] Writing the book with Sara[00:32:10] Working with Sara on Coaching leaders[00:33:56] Building Safety Culture in workplace by learning from NASA[00:42:45] Defining Good Leadership: A Spectrum of Practices[00:52:24] Influence of Military Practices and Sports on Leadership behaviors[01:06:25] Book recommendations[01:08:16] Poop Umbrella and Coddling behaviors of managers[01:18:14] The Evolving Role of Middle Management[01:27:27] Addressing Burnout and Anxiety in Leadership[01:37:04] Why should you read 'The Intentional Organization' [01:40:32] Closing thoughts

What makes great leadership teams tick? Few people understand the answer to that better than CJ DuBe', an Expert EOS implementer and experienced Kolbe Certified™ Consultant. In this conversation, she and Amy Bruske bring us into the room where it happens, by exploring the work CJ does in leadership team sessions. They discuss the importance of understanding team member strengths, building intentional cultures, and enhancing leadership team dynamics to optimize performance. They delve into real-world examples of how different Kolbe strengths affect teamwork and problem-solving, emphasizing the importance of open, honest, and vulnerable communication. In addition, CJ shares personal insights from her career, highlighting the need for leaders to advocate for themselves and their teams, and the value of understanding individual strengths in fostering a successful team environment. She also recounts the importance Kolbe played in setting her son up for success, and she and Amy break down the many benefits that come from understanding your instinctive strengths at an early age. Host: Amy Bruske (3583) Guest-at-a-Glance  

Middle management gets a bad rap: too much pressure, not enough power, and none of the credit. But what if we've misunderstood its purpose all along?In this episode, we reframe the middle—not as a corporate purgatory, but as a vital proving ground. You'll discover why this role is more than a rung on the ladder—it's a shaping season that builds vision, resilience, and sound judgment.We'll explore:Why the role is misunderstood (and unfairly maligned)How the valley of middle management forms you—not just frustrates youWhere the role is headed in the future—from manager to wayfinderKey takeaway: Stop trying to escape the middle. Start learning from it.Challenge: Ask yourself: How is this season shaping me into the leader I'm becoming?About Clay Scroggins:  Clay Scroggins is a sought-after ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠speaker and leadership coach⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠known for his practical and engaging approach to leadership. He is the author of three books, most notably ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠How to Lead When You're Not In Charge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. With a passion for helping leaders thrive in any environment, Clay brings valuable insights and real-world experience to this podcast and his ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠weekly email⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more at ClayScroggins.comAbout Adam Tarnow: Adam Tarnow is a recovering CPA and now a partner at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠PeopleWorks International⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, where he heads the Leadership Development Practice. He is the co-author of ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Edge: How to Stand Out by Showing You're All In⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and shares his insights on leadership through his Substack, Beyond the Obvious. Learn more at AdamTarnow.com

What if your perceived company culture isn't what your team actually experiences? In this eye-opening episode of the Leadership Sandbox, Tammy J. Bond sits down with Eyad Mubaied, author of The Culture Driven Organization and founder of Cultivate Culture LLC, to dismantle common myths about organizational culture. Eyad shares powerful insights from his Culture Creation Model, revealing how true culture transformation goes beyond mission statements to align your Philosophy, Process, and People. Discover why leaders must own and shape their culture, rather than outsourcing it to HR, and learn how to audit your workplace for blind spots. This conversation provides actionable strategies for leaders at all levels to foster a culture-driven organization that genuinely impacts employee engagement, business growth, and overall performance. Key Takeaways for Leaders: Culture Drives Performance: Understand why a robust organizational culture is the engine of high performance, not just an aesthetic add-on. Leader Ownership: Leaders are the primary architects of corporate culture; it's built by design, not by default. The Culture Creation Model: Learn how aligning your philosophies, processes, and people is crucial for sustainable culture transformation. Audit Your Culture: Discover how to effectively assess your current organizational culture to identify and address toxic norms and blind spots. The Power of Listening: Your culture is defined not by what you say, but by how well you listen to your team. Continuous Improvement: A healthy workplace culture requires ongoing attention and a commitment to continuous improvement. In This Episode, You'll Learn: The #1 myth leaders believe about company culture and who truly sets it. How to audit your organizational culture effectively without ego getting in the way. Why performance-focused teams can still miss the mark on cultural alignment. Eyad's "sticky note wisdom" for everyday leadership development. The critical role of middle management in shaping and reinforcing culture. How to address toxic norms and foster a positive workplace culture. Chapters: 00:00 The Journey to Cultivating Culture: Eyad Mubaied's path from finance to culture transformation. 02:28 Understanding Culture: Definitions and Misunderstandings: Dispelling common myths about organizational culture. 05:11 The Role of Leadership in Shaping Culture: Why leaders must own their workplace culture. 08:04 The Culture Creation Model Explained: An in-depth look at Eyad's framework for culture creation. 16:21 Philosophies, Processes, and People: The Key Components of Culture: Deep dive into the pillars of the Culture Creation Model. 22:15 Auditing Culture: Identifying Blind Spots: Practical tips for assessing your organizational culture. 24:19 The Impact of Culture on Business Growth: Connecting culture directly to performance outcomes. 27:35 Assessing Organizational Culture: Further insights on evaluating your workplace dynamics. 29:19 Middle Management's Role in Culture: The crucial part middle leaders play in culture transformation. 32:20 Addressing Toxic Norms in Culture: Strategies for confronting and changing unhealthy organizational behavior. 35:39 Defining and Measuring Culture: How to make culture tangible for improvement. 38:02 Culture's ROI and Executive Mindset: The business case for culture-driven organizations. 43:43 Transforming Leadership Perspectives: Shifting how leaders view and engage with culture. 47:07 Key Takeaways for Leaders: Actionable advice for immediate implementation.

Summary  In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Catherine Fallon about the critical role of change communication in organizations undergoing transformation. Catherine shares her extensive experience in employee engagement and change management, emphasizing the importance of building trust and aligning stakeholders during periods of change. The conversation explores effective strategies for communicating change, the role of middle management, the significance of storytelling, and the necessity of engaging change agents to foster a supportive environment. Ultimately, the discussion highlights the need for honesty and transparency in communication to ensure successful change implementation.  Takeaways  Change communication is about building trust, not just issuing messages.  Effective change communication aligns people towards a common goal.  Resistance can cripple change programs if not managed properly.  Honesty and transparency are critical in change communication.  Middle management plays a vital role in translating change for their teams.  Stakeholder analysis is essential to understand different perspectives.  Stories can make change relatable and resonate with employees.  Engaging change agents helps to influence and support the change process.  Regular communication updates are necessary, even if there is no new information.  Treating employees like adults fosters a culture of trust and engagement.    Sound Bites  "It's not what you do, it's how you do it."  "Change is always going to happen in an organization."  "Building trust with the people going through the change."  "The worst case is resistance and friction."  "You want to know where the pockets of resistance are."  "Being honest and open is critical."  "Treat your employees like adults and don't infantilize them."  Chapters  00:00 Introduction to Change Communications  02:51 Catherine Fallon's Career Journey  05:45 The Importance of Change Communication  08:49 Effective Change Communication Strategies  12:09 The Role of Middle Management in Change  15:05 Understanding Stakeholder Perspectives  17:49 The Power of Storytelling in Change  21:04 Engaging Change Agents and Influencers  23:57 Final Thoughts on Honesty in Change Communication   

In this episode of the Disaster Podcaster, Klark Brown delves into the transformative power of stepping away from daily operations to gain clarity and strategic insight. Broadcasting from the Montana Business Retreat, Klark shares firsthand experiences and reflections on how this unique gathering empowers restoration professionals to reassess their business models, foster meaningful connections, and rejuvenate their leadership approach. restorationadvisers.com Whether you're a seasoned restorer or new to the industry, this episode offers valuable perspectives on the importance of intentional retreats for personal and professional growth. Join us as we uncover the benefits of taking a step back to move forward in the restoration industry. ____________________________________________________________________________________

Knowledge Project: Read the notes at at podcastnotes.org. Don't forget to subscribe for free to our newsletter, the top 10 ideas of the week, every Monday --------- Most people protect their identity. Andy Grove would rewrite his, again and again. He started as a refugee, became a chemist, turned himself into an engineer, then a manager, and finally the CEO who built Intel into a global powerhouse. He didn't cling to credentials or titles. When a challenge came up, he didn't delegate, he learned. This episode explores the radical adaptability that made Grove different. While his peers obsessed over innovation, he focused on something far more enduring: the systems, structures, and people needed to scale that innovation. Grove understood that as complexity rises, technical brilliance fades and coordination becomes king.  You'll learn how he redefined leadership, why he saw management as a creative act, and what most founders still get wrong about building great companies. If you're serious about getting better—at work, at thinking, at leading—this is the episode you'll be glad you didn't miss.  This episode is for informational purposes only and most of the research came from The Life and Times of an American by Richard S. Tedlow, Only the Paranoid Survive by Andy Grove, and Tom Wolfe's profile of Robert Noyce available here. Check out highlights from these books in our repository, and find key lessons from Grove here — ⁠⁠https://fs.blog/knowledge-project-podcast/outliers-andy-grove/⁠ (05:02 ) PART 1: Hungarian Beginnings(06:48) German Occupation(09:27) Soviet Liberation(11:01) End of the War(12:35) Leaving Hungary (14:10) PART 2: In America(16:50) Origin of Silicon Valley(20:04) Fairchild (22:54) PART 3: Building Intel(25:15) Becoming a Manager(29:39) Intel's Make-or-Break Moment(31:35) Quality Control Obsession(34:41) Orchestrating Brilliance(37:49) The Microprocessor Revolution and Intel's Growth(40:32) Intel's Growth and the Microma Lesson(30:51) The Grove Influence(47:00) The Birth of Intel Culture(49:42) ​​The Fruits of Transformation(50:43) The Test Ahead (53:07) PART 4: Inflection Points(55:23) The Valley of Death(58:26) The IBM Lesson(01:01:18) CASSANDRA's: The Value of Middle Management(01:04:09) Executing a Painful Pivot (01:08:25) Reflections, afterthoughts, and lessons Thanks to our sponsors for supporting this episode: MOMENTOUS: Head to ⁠⁠livemomentous.com⁠⁠ and use code KNOWLEDGEPROJECT for 35% off your first subscription.  NOTION MAIL: Get Notion Mail for free right now at ⁠notion.com/knowledgeproject Upgrade — If you want to hear my thoughts and reflections at the end of all episodes, join our membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/membership⁠⁠⁠⁠ and get your own private feed. Newsletter — The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠fs.blog/newsletter Learn more about your ad choices. Visit megaphone.fm/adchoices

Knowledge Project Key Takeaways Check out the episode pageRead the full notes @ podcastnotes.orgMost people protect their identity. Andy Grove would rewrite his, again and again. He started as a refugee, became a chemist, turned himself into an engineer, then a manager, and finally the CEO who built Intel into a global powerhouse. He didn't cling to credentials or titles. When a challenge came up, he didn't delegate, he learned. This episode explores the radical adaptability that made Grove different. While his peers obsessed over innovation, he focused on something far more enduring: the systems, structures, and people needed to scale that innovation. Grove understood that as complexity rises, technical brilliance fades and coordination becomes king.  You'll learn how he redefined leadership, why he saw management as a creative act, and what most founders still get wrong about building great companies. If you're serious about getting better—at work, at thinking, at leading—this is the episode you'll be glad you didn't miss.  This episode is for informational purposes only and most of the research came from The Life and Times of an American by Richard S. Tedlow, Only the Paranoid Survive by Andy Grove, and Tom Wolfe's profile of Robert Noyce available here. Check out highlights from these books in our repository, and find key lessons from Grove here — ⁠⁠https://fs.blog/knowledge-project-podcast/outliers-andy-grove/⁠ (05:02 ) PART 1: Hungarian Beginnings(06:48) German Occupation(09:27) Soviet Liberation(11:01) End of the War(12:35) Leaving Hungary (14:10) PART 2: In America(16:50) Origin of Silicon Valley(20:04) Fairchild (22:54) PART 3: Building Intel(25:15) Becoming a Manager(29:39) Intel's Make-or-Break Moment(31:35) Quality Control Obsession(34:41) Orchestrating Brilliance(37:49) The Microprocessor Revolution and Intel's Growth(40:32) Intel's Growth and the Microma Lesson(30:51) The Grove Influence(47:00) The Birth of Intel Culture(49:42) ​​The Fruits of Transformation(50:43) The Test Ahead (53:07) PART 4: Inflection Points(55:23) The Valley of Death(58:26) The IBM Lesson(01:01:18) CASSANDRA's: The Value of Middle Management(01:04:09) Executing a Painful Pivot (01:08:25) Reflections, afterthoughts, and lessons Thanks to our sponsors for supporting this episode: MOMENTOUS: Head to ⁠⁠livemomentous.com⁠⁠ and use code KNOWLEDGEPROJECT for 35% off your first subscription.  NOTION MAIL: Get Notion Mail for free right now at ⁠notion.com/knowledgeproject Upgrade — If you want to hear my thoughts and reflections at the end of all episodes, join our membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/membership⁠⁠⁠⁠ and get your own private feed. Newsletter — The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠fs.blog/newsletter Learn more about your ad choices. Visit megaphone.fm/adchoices

Knowledge Project Key Takeaways Check out the episode pageRead the full notes @ podcastnotes.orgMost people protect their identity. Andy Grove would rewrite his, again and again. He started as a refugee, became a chemist, turned himself into an engineer, then a manager, and finally the CEO who built Intel into a global powerhouse. He didn't cling to credentials or titles. When a challenge came up, he didn't delegate, he learned. This episode explores the radical adaptability that made Grove different. While his peers obsessed over innovation, he focused on something far more enduring: the systems, structures, and people needed to scale that innovation. Grove understood that as complexity rises, technical brilliance fades and coordination becomes king.  You'll learn how he redefined leadership, why he saw management as a creative act, and what most founders still get wrong about building great companies. If you're serious about getting better—at work, at thinking, at leading—this is the episode you'll be glad you didn't miss.  This episode is for informational purposes only and most of the research came from The Life and Times of an American by Richard S. Tedlow, Only the Paranoid Survive by Andy Grove, and Tom Wolfe's profile of Robert Noyce available here. Check out highlights from these books in our repository, and find key lessons from Grove here — ⁠⁠https://fs.blog/knowledge-project-podcast/outliers-andy-grove/⁠ (05:02 ) PART 1: Hungarian Beginnings(06:48) German Occupation(09:27) Soviet Liberation(11:01) End of the War(12:35) Leaving Hungary (14:10) PART 2: In America(16:50) Origin of Silicon Valley(20:04) Fairchild (22:54) PART 3: Building Intel(25:15) Becoming a Manager(29:39) Intel's Make-or-Break Moment(31:35) Quality Control Obsession(34:41) Orchestrating Brilliance(37:49) The Microprocessor Revolution and Intel's Growth(40:32) Intel's Growth and the Microma Lesson(30:51) The Grove Influence(47:00) The Birth of Intel Culture(49:42) ​​The Fruits of Transformation(50:43) The Test Ahead (53:07) PART 4: Inflection Points(55:23) The Valley of Death(58:26) The IBM Lesson(01:01:18) CASSANDRA's: The Value of Middle Management(01:04:09) Executing a Painful Pivot (01:08:25) Reflections, afterthoughts, and lessons Thanks to our sponsors for supporting this episode: MOMENTOUS: Head to ⁠⁠livemomentous.com⁠⁠ and use code KNOWLEDGEPROJECT for 35% off your first subscription.  NOTION MAIL: Get Notion Mail for free right now at ⁠notion.com/knowledgeproject Upgrade — If you want to hear my thoughts and reflections at the end of all episodes, join our membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/membership⁠⁠⁠⁠ and get your own private feed. Newsletter — The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠fs.blog/newsletter Learn more about your ad choices. Visit megaphone.fm/adchoices

Why do so many organizational strategies end up as posters on walls rather than driving real change? In this episode, Dave and Peter dive deep with Mark Reich, who spent 23 years at Toyota before joining the Lean Enterprise Institute, to examine how Toyota's legendary Hoshin Kanri system transforms strategic thinking into coordinated action.This week´s takeaways:Systems Over Silos: Toyota's integrated management system creates both vertical alignment (connecting corporate objectives to frontline work) and horizontal alignment (ensuring cross-functional collaboration).Value-Creating Managers: Middle management layers should be redefined as value creators and people developers rather than eliminated or reduced.Improvement at the Gemba: Real progress happens by focusing improvements at the "gemba" (where work actually happens) with leadership's primary role being to remove burdens from frontline workers.Mark explains the fundamental difference between most companies' approach to strategy and Toyota's integrated management system. Unlike conventional top-down cascading goals, Hoshin Kanri creates alignment throughout the organization. The discussion explores practical aspects of strategy execution: separating strategic initiatives from daily management, structuring cross-departmental collaboration, and developing people at all levels. Whether you're struggling with siloed departments, disconnected leadership, or strategies that never fully materialize, this episode offers a blueprint for creating systems that align vision with execution while developing organizational capability.Resources: The Machine That Changed the World - by James P. Womack- https://www.goodreads.com/book/show/93903.The_Machine_That_Changed_the_World_ Managing Our Purpose - by Mark Reich- https://www.lean.org/store/book/managing-on-purpose/ Our Least Important Asset - by Peter Capelli- https://www.goodreads.com/book/show/75492283-our-least-important-asset?from_search=true&from_srp=true&qid=IGIsI50s8q&rank=1

Most people protect their identity. Andy Grove would rewrite his, again and again. He started as a refugee, became a chemist, turned himself into an engineer, then a manager, and finally the CEO who built Intel into a global powerhouse. He didn't cling to credentials or titles. When a challenge came up, he didn't delegate, he learned. This episode explores the radical adaptability that made Grove different. While his peers obsessed over innovation, he focused on something far more enduring: the systems, structures, and people needed to scale that innovation. Grove understood that as complexity rises, technical brilliance fades and coordination becomes king.  You'll learn how he redefined leadership, why he saw management as a creative act, and what most founders still get wrong about building great companies. If you're serious about getting better—at work, at thinking, at leading—this is the episode you'll be glad you didn't miss.  This episode is for informational purposes only and most of the research came from The Life and Times of an American by Richard S. Tedlow, Only the Paranoid Survive by Andy Grove, and Tom Wolfe's profile of Robert Noyce available here. Check out highlights from these books in our repository, and find key lessons from Grove here — ⁠⁠https://fs.blog/knowledge-project-podcast/outliers-andy-grove/⁠ (05:02 ) PART 1: Hungarian Beginnings(06:48) German Occupation(09:27) Soviet Liberation(11:01) End of the War(12:35) Leaving Hungary (14:10) PART 2: In America(16:50) Origin of Silicon Valley(20:04) Fairchild (22:54) PART 3: Building Intel(25:15) Becoming a Manager(29:39) Intel's Make-or-Break Moment(31:35) Quality Control Obsession(34:41) Orchestrating Brilliance(37:49) The Microprocessor Revolution and Intel's Growth(40:32) Intel's Growth and the Microma Lesson(30:51) The Grove Influence(47:00) The Birth of Intel Culture(49:42) ​​The Fruits of Transformation(50:43) The Test Ahead (53:07) PART 4: Inflection Points(55:23) The Valley of Death(58:26) The IBM Lesson(01:01:18) CASSANDRA's: The Value of Middle Management(01:04:09) Executing a Painful Pivot (01:08:25) Reflections, afterthoughts, and lessons Thanks to our sponsors for supporting this episode: MOMENTOUS: Head to ⁠⁠livemomentous.com⁠⁠ and use code KNOWLEDGEPROJECT for 35% off your first subscription.  NOTION MAIL: Get Notion Mail for free right now at ⁠notion.com/knowledgeproject Upgrade — If you want to hear my thoughts and reflections at the end of all episodes, join our membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/membership⁠⁠⁠⁠ and get your own private feed. Newsletter — The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠fs.blog/newsletter Learn more about your ad choices. Visit megaphone.fm/adchoices

In this sharp and thoughtful episode, Josh Anderson and Bob Galen debate the future of middle management. While movements like Corporate Rebels are calling to eliminate the layer entirely, Bob and Josh argue for something more nuanced: a transformation, not an execution. They explore what great middle managers actually look like, the leadership gaps that plague many orgs, and why flat structures aren't a silver bullet.You'll walk away with a modern blueprint for impactful middle leadership—one built on collaboration, development, and resilience—not control, micromanagement, or outdated org charts.What's the Future of Middle Management?Stay Connected and Informed with Our NewslettersJosh Anderson's "Leadership Lighthouse"Dive deeper into the world of Agile leadership and management with Josh Anderson's "Leadership Lighthouse." This bi-weekly newsletter offers insights, tips, and personal stories to help you navigate the complexities of leadership in today's fast-paced tech environment. Whether you're a new manager or a seasoned leader, you'll find valuable guidance and practical advice to enhance your leadership skills. Subscribe to "Leadership Lighthouse" for the latest articles and exclusive content right to your inbox.Subscribe hereBob Galen's "Agile Moose"Bob Galen's "Agile Moose" is a must-read for anyone interested in Agile practices, team dynamics, and personal growth within the tech industry. The newsletter features in-depth analysis, case studies, and actionable tips to help you excel in your Agile journey. Bob brings his extensive experience and thoughtful perspectives directly to you, covering everything from foundational Agile concepts to advanced techniques. Join a community of Agile enthusiasts and practitioners by subscribing to "Agile Moose."Subscribe hereDo More Than Listen:We publish video versions of every episode and post them on our YouTube page.Help Us Spread The Word: Love our content? Help us out by sharing on social media, rating our podcast/episodes on iTunes, or by giving to our Patreon campaign. Every time you give, in any way, you empower our mission of helping as many agilists as possible. Thanks for sharing!

"Do You Really Want to Scale?" – The Truth About Growth in Restoration. Bigger isn't always better. In this episode, we dismantle the most dangerous myths about scaling your restoration business—and show you a smarter path to growth. From bloated payrolls to zero-margin companies, we share real stories and give you a proven roadmap: Structure → Systems → Scale. You'll learn: ✅ Why chasing revenue often kills profit ✅ How to know if you're really ready to grow ✅ The 3 myths keeping contractors stuck What success actually looks like—and how to define it on your terms.

Summary  In this episode, the conversation delves into the intricacies of workplace culture, emphasizing the importance of leadership, purpose, and employee wellbeing. The speakers discuss how culture is shaped by the behaviours tolerated within an organization and the critical role leaders play in modelling desired behaviours. They explore the challenges faced by middle management and the necessity of empowering employees to take charge of their wellbeing. The discussion highlights the need for intentionality in fostering connections and trust within teams, ultimately leading to a stronger organizational culture.    Takeaways  Your culture is defined by the worst behaviour you tolerate. Purpose should be central to organizational culture. Leaders play a crucial role but are not the sole influencers of culture. Middle management faces unique challenges in today's work environment. Wellbeing initiatives must be integrated into the organizational culture. Building trust is essential for effective communication. Employees should be empowered to lead wellbeing initiatives. Intentionality in interactions fosters better connections. Storytelling can enhance the understanding of purpose in work. Giving employees a voice is key to building a strong culture.      Chapters  00:00 Understanding Workplace Culture 03:07 The Role of Purpose in Organizations 06:03 Leadership and Culture Dynamics 09:00 Middle Management Challenges 11:51 Wellbeing in the Workplace 14:47 Building Trust and Connection 18:11 Empowering Employees for Wellbeing 21:04 Creating a Strong Organizational Culture 

Greetings, Twenty-Siders! We’re still seeking out the very ill speaker while we take on some crazy cultists. (Get used to it, there are a ton of them!) Enjoy the Adventure…

Journey's End | Extreme MeasuresAmber is the color of your energy and all of that.Brother Date! Party drugs!

Chris Sims: Middle Management, The Forgotten Layer in Agile Transformations Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Chris Sims recounts his experience with a rapidly growing startup that decided to adopt Scrum to address slowing delivery. When a VP championed the initiative, Chris provided training that generated excitement at the team level. However, they overlooked a critical component: the middle management layer. As teams embraced Scrum, they found themselves caught between multiple sources of direction—their direct managers, project managers, and newly established Product Owners with backlogs. This created confusion as middle managers, who weren't included in the transformation discussions, continued operating in their traditional ways. The result was teams appearing busy yet delivering slowly. Chris emphasizes the importance of considering how management roles evolve during agile transformations, deliberately redefining job descriptions, and helping managers find ways to bring value in the new structure rather than undermining it unintentionally. Self-reflection Question: In your organization's agile transformation, how are you addressing the needs and concerns of middle managers whose roles might be significantly impacted? [Scrum Master Toolbox Podcast Recommends]

Send us a textJeff Sigel is an author, coach, and consultant who is passionate about creating better work environments and more fulfilling careers for middle managers everywhere. After over 20 years of corporate experience at Nabisco, The Hershey Company, grocery retailer Ahold, and the restaurant company Cracker Barrel, Jeff has shifted his focus to coaching mid-level leaders and supporting companies looking to empower their middle management teams. He is currently a consultant and coach focused on turning strategy into action by developing middle management excellence. His book, "The Middle Matters: A Toolkit for Middle Managers" was published in June 2024.A Few (Awesome) Quotes From This Episode“I spent a lot of years in middle management doing stuff wrong.”"These are the hardest skills that we actually have to learn to do our jobs—the so-called ‘soft skills.'""The goal of leadership is to create the conditions where you trust your team to function at a high level even when you are not there.”Resources Mentioned in This Episode Book: Leading YourselfAbout 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.

In this episode, Eric Stutzman and Chris Downey are joined by special guest and podcast producer Scott McKay—long-time listener and first-time co-host—to answer real questions gathered from middle managers across their organisation. The team dives deep into the realities, challenges, and responsibilities of middle management, including how to lead with care and clarity when you're not the one making the big decisions. Key topics include:

The financial reality nobody calculates: that's what this episode tackles head-on as we dig into the hidden costs of what I call "the middle management tax." For Black introverted women, every year spent in middle management when you're ready for executive leadership extracts a heavy toll – financially, professionally, and personally.  It's called the middle management tax. ______LET'S CONNECT!* Ready to implement these strategies? Join my free webinar on April 12th, From Invisible to Incredible: Strategies For Black Introverted Women To Get An Executive Promotion In 5 Months Or Less Path  where I'll share my complete executive sponsorship blueprint with specific implementation tools. Register here: https://services.thechangedoc.com/execpromotion**Leave the podcast a 5 start review (https://ratethispodcast.com/leadingherway) and help other introverted women find and join our community.***Connect with me on LinkedIn : www.linkedin.com/in/thechangedoc

Struggles of a Family Business | Disaster Podcaster Running a restoration company is hard. Running one with family? That's next-level. In this episode of Disaster Podcaster, Klark and Toby pull back the curtain on the unique challenges—and hidden blessings—of building a family business in the disaster restoration world. From blurred boundaries and generational clashes to deep-rooted trust and legacy-driven leadership, this conversation is raw, honest, and packed with real talk. Whether you're in business with your spouse, siblings, or kids or are thinking about it, this one's for you.

The RPGBOT.Podcast team dives headfirst into the chaos, corruption, and cosmic bureaucracy of Warhammer: 40,000 - Imperium Maledictum—where your worst day in HR is just the beginning. Links Imperium Maledictum Core Rulebook (affiliate link) Starter Set (affiliate link) Imperium Maledictum Digitals on DriveThru (affiliate link) In this episode, the RPGBOT hosts take a deep dive into the dark, dystopian world of Warhammer 40,000 through the lens of its RPG adaptation, Imperium Maledictum. The conversation blends humorous banter with insightful analysis, offering listeners both entertainment and education. The hosts start with an overview of the setting's lore, including the Emperor's role, the brutal nature of the Imperium, and the ever-present threat of Chaos. They explore the concept of Grimdark, the loss of advanced technology, and the unique role of the Eldar as twisted space elves. The discussion covers how these elements shape the game's tone and influence character creation. Further into the episode, the group breaks down the game's mechanics, including its D100 system, critical injuries, corruption and mutation, psychic powers, and the use of factions and patrons. They also touch on gameplay themes, such as horror, political intrigue, and the struggle of ordinary individuals caught in a merciless galaxy. Throughout the episode, the hosts celebrate the flexibility of Imperium Maledictum, brainstorming campaign ideas and character concepts, while emphasizing that storytelling and narrative immersion are central to the experience. Key Segments: 1. Warhammer 40K Lore Overview The Emperor's role as a guiding force in interstellar navigation. Humanity's decline in the face of ancient alien threats and rogue AI. The dark, magical nature of the Warp and the emergence of Chaos Gods. Eldar as corrupted, tragic analogs of fantasy elves. The Imperium as a bureaucratic and religious nightmare. 2. The Grimdark Tone “In the grim darkness of the far future, there is only war” – and it shows. Every victory feels like a loss; choices often have no good outcomes. The concept of technological regression and lost knowledge. Humanity's struggle framed as a desperate survival in an uncaring universe. 3. Game Mechanics Uses a D100 system with degrees of success for outcomes. Initiative is fixed, reducing bookkeeping during combat. Critical injuries, healing, and long-term character impact. Mutation and corruption as central elements—both physical and narrative. Psykers (psychic users) are powerful but dangerous to use. 4. Setting of Imperium Maledictum Focuses on the Mecarion Sector, conquered by Solar Mecarion. Earth (Terra) is portrayed as a decaying industrial monolith. Patrons (influential NPCs) shape missions and character growth. Factions within the Imperium provide unique gameplay hooks. 5. Themes and Campaign Ideas Encourages stories beyond combat—mystery, horror, political drama. Game supports both serious and comedic storytelling styles. Emphasis on ordinary characters in extraordinary situations. Ideas floated include office politics in a hive city and noir-style investigation Key Takeaways: Imperium Maledictum is a spiritual successor to Dark Heresy, steeped in lore and focused on immersive storytelling. The Emperor is vital not just spiritually, but also functionally, enabling warp travel. Warhammer 40K's aesthetics are intentionally excessive and impractical. The setting has shaped, and been shaped by, decades of science fiction and fantasy. Characters are vulnerable—critical injuries, mutation, and corruption are ever-present. Psykers function like wizards, with significant risks attached to their powers. Patrons and factions provide narrative depth and mission structure. Combat is strategic and punishing, but narrative drives the gameplay. The game encourages creativity in character creation, campaign themes, and tone. Scenarios can range from horror to satire, showcasing the game's flexibility. If you enjoy the show, please rate and review us on Apple Podcasts, Spotify, or your favorite podcast app. It's a quick, free way to support the podcast, and helps us reach new listeners. If you love the show, consider joining us on Patreon, where backers at the $5 and above tiers get ad free access to RPGBOT.net and the RPGBOT.Podcast, can chat directly to members of the RPGBOT team and community on the RPGBOT.Discord, and can join us for live-streamed recordings. Support us on Amazon.com when you purchase products recommended in the show at the following link: https://amzn.to/3NwElxQ How to Find Us: In-depth articles, guides, handbooks, reviews, news on Tabletop Role Playing at RPGBOT.net Tyler Kamstra Twitter: @RPGBOTDOTNET Facebook: rpgbotbotdotnet Bluesky:rpgbot.bsky.social Ash Ely Professional Game Master on StartPlaying.Games Twitter: @GravenAshes YouTube@ashravenmedia Randall James @JackAmateur Amateurjack.com Producer Dan @Lzr_illuminati

The RPGBOT.Podcast team dives headfirst into the chaos, corruption, and cosmic bureaucracy of Warhammer: 40,000 - Imperium Maledictum—where your worst day in HR is just the beginning. Links Imperium Maledictum Core Rulebook (affiliate link) Starter Set (affiliate link) Imperium Maledictum Digitals on DriveThru (affiliate link) In this episode, the RPGBOT hosts take a deep dive into the dark, dystopian world of Warhammer 40,000 through the lens of its RPG adaptation, Imperium Maledictum. The conversation blends humorous banter with insightful analysis, offering listeners both entertainment and education. The hosts start with an overview of the setting's lore, including the Emperor's role, the brutal nature of the Imperium, and the ever-present threat of Chaos. They explore the concept of Grimdark, the loss of advanced technology, and the unique role of the Eldar as twisted space elves. The discussion covers how these elements shape the game's tone and influence character creation. Further into the episode, the group breaks down the game's mechanics, including its D100 system, critical injuries, corruption and mutation, psychic powers, and the use of factions and patrons. They also touch on gameplay themes, such as horror, political intrigue, and the struggle of ordinary individuals caught in a merciless galaxy. Throughout the episode, the hosts celebrate the flexibility of Imperium Maledictum, brainstorming campaign ideas and character concepts, while emphasizing that storytelling and narrative immersion are central to the experience. Key Segments: 1. Warhammer 40K Lore Overview The Emperor's role as a guiding force in interstellar navigation. Humanity's decline in the face of ancient alien threats and rogue AI. The dark, magical nature of the Warp and the emergence of Chaos Gods. Eldar as corrupted, tragic analogs of fantasy elves. The Imperium as a bureaucratic and religious nightmare. 2. The Grimdark Tone “In the grim darkness of the far future, there is only war” – and it shows. Every victory feels like a loss; choices often have no good outcomes. The concept of technological regression and lost knowledge. Humanity's struggle framed as a desperate survival in an uncaring universe. 3. Game Mechanics Uses a D100 system with degrees of success for outcomes. Initiative is fixed, reducing bookkeeping during combat. Critical injuries, healing, and long-term character impact. Mutation and corruption as central elements—both physical and narrative. Psykers (psychic users) are powerful but dangerous to use. 4. Setting of Imperium Maledictum Focuses on the Mecarion Sector, conquered by Solar Mecarion. Earth (Terra) is portrayed as a decaying industrial monolith. Patrons (influential NPCs) shape missions and character growth. Factions within the Imperium provide unique gameplay hooks. 5. Themes and Campaign Ideas Encourages stories beyond combat—mystery, horror, political drama. Game supports both serious and comedic storytelling styles. Emphasis on ordinary characters in extraordinary situations. Ideas floated include office politics in a hive city and noir-style investigation Key Takeaways: Imperium Maledictum is a spiritual successor to Dark Heresy, steeped in lore and focused on immersive storytelling. The Emperor is vital not just spiritually, but also functionally, enabling warp travel. Warhammer 40K's aesthetics are intentionally excessive and impractical. The setting has shaped, and been shaped by, decades of science fiction and fantasy. Characters are vulnerable—critical injuries, mutation, and corruption are ever-present. Psykers function like wizards, with significant risks attached to their powers. Patrons and factions provide narrative depth and mission structure. Combat is strategic and punishing, but narrative drives the gameplay. The game encourages creativity in character creation, campaign themes, and tone. Scenarios can range from horror to satire, showcasing the game's flexibility. If you enjoy the show, please rate and review us on Apple Podcasts, Spotify, or your favorite podcast app. It's a quick, free way to support the podcast, and helps us reach new listeners. If you love the show, consider joining us on Patreon, where backers at the $5 and above tiers get ad free access to RPGBOT.net and the RPGBOT.Podcast, can chat directly to members of the RPGBOT team and community on the RPGBOT.Discord, and can join us for live-streamed recordings. Support us on Amazon.com when you purchase products recommended in the show at the following link: https://amzn.to/3NwElxQ How to Find Us: In-depth articles, guides, handbooks, reviews, news on Tabletop Role Playing at RPGBOT.net Tyler Kamstra Twitter: @RPGBOTDOTNET Facebook: rpgbotbotdotnet Bluesky:rpgbot.bsky.social Ash Ely Professional Game Master on StartPlaying.Games Twitter: @GravenAshes YouTube@ashravenmedia Randall James @JackAmateur Amateurjack.com Producer Dan @Lzr_illuminati

Hey humans! On this part one of a two part series, I had the pleasure of hosting a fantastic round table discussion with three amazing HR professionals - Jennifer Wright, Karen Brieger, and Kelly Oliver - where we dive into the world of data literacy in human resources. Each of my guests shared their unique HR journeys and how embracing data has been a game-changer in their careers.  We had a really honest conversation about how data literacy helps transform HR from being seen as just the "squishy people stuff" department to becoming a strategic business partner that directly impacts organizational success. You'll love hearing their personal stories - from Karen's boardroom moment that became her wake-up call, to Jennifer's transition from retail buying to HR leadership, and Kelly's perspective coming from sales operations into the people space, we explored how HR data directly connects to business outcomes when we know how to collect it, make sense of it, and present it effectively. We all shared some great real-world examples, and also talked about the importance of spreading data literacy beyond our HR teams to middle managers throughout our organizations, and the tech tools (like HR Bench) that have helped us all move from manual spreadsheets to more sophisticated analytics. Enjoy this part one and stay tuned next Tuesday for the follow up! Enjoy, Stacie More episodes at StacieBaird.com. LinkedIn Pages for each of my guests: Jennifer Wright Karen Brieger Kelly Oliver

"Why the Right 100 Jobs Beat the Wrong 500 Every Time" Ever feel like you're chasing jobs instead of profits? In this episode, we break down why choosing the right projects matters more than sheer volume. Discover how doing fewer high-value jobs can transform your disaster restoration business, boost profitability, reduce stress, and create happier clients and teams. Stop working harder—start working smarter. #RestorationLeadership #LeadByExample #DisasterRestoration Grab your Restoration AF Swag: https://restorationadvisers.bigcartel.com/ We invite you to join our Universe to explore what we are building and offer. Everything starts in our Academy. RBA. Join here free https://www.restorationadvisers.com/RBA-Academy Enrolling here you will see updates on our CATx (Commercial Restoration) opportunities as well as programs and courses around Middle Management and Leadership Development. CATx Info: https://www.restorationadvisers.com/catx Subscribe to this podcast. Reach out to us to schedule a 1:1 if you want to explore how we can help you grow your business to create wealth and freedom. We would love to chat. https://www.restorationadvisers.com/contact

BONUS: Why Your Teams Really Resist Change, The Neuroscience of Leadership That Nobody Taught You With Andra Stefanescu In this BONUS episode, we explore the challenges leaders face during transformations with leadership coach Andra Stefanescu. Drawing from her extensive research and coaching experience, Andra shares powerful insights on fostering psychological safety, understanding brain-based responses to change, and developing the emotional intelligence needed to lead effectively. She reveals practical frameworks and techniques that help leaders navigate resistance and build meaningful connections with their teams. The Leadership Challenge of Transformation "People are giving resistance... and in general, leaders are feeling overwhelmed in times of changes, whatever those changes are." Resistance and overwhelm are the two biggest challenges leaders face during transformations. Through her research and coaching work across different industries, Andra has found that leaders often feel powerless when their teams resist change. This resistance stems from basic psychological needs not being met. Leaders can overcome these challenges by understanding the different psychological needs of their team members and adapting their communication accordingly. By using specific frameworks, leaders can address resistance more effectively and rediscover their passion for leadership. Understanding the Brain's Response to Change "When something is changed, whatever that is... what your brain perceives is like a threat because the one question that we put all day long in our brains is: is this safe for me?" The brain naturally resists change because it prefers routine and automation. When facing transformation, people instinctively question whether the change is safe, which triggers resistance. This creates a challenging dynamic where leaders experiencing their own fear and resistance become less able to empathize with their team's concerns. Andra emphasizes the importance of leaders "putting their own mask on first" by acknowledging their own feelings and ensuring they're in the right state of mind before attempting to lead others through change. The Middle Manager's Dilemma "Middle managers are in the middle, they have high pressure from above, high pressure from down... And this is where they arrive in this powerless situation, where they ask themselves, how can I make this work?" One common scenario Andra encounters is middle managers feeling trapped between conflicting demands. They face pressure from upper management to implement changes quickly while experiencing resistance from their teams below. This position often leads to feelings of powerlessness and diminished job satisfaction. Andra notes that despite the depth of this challenge, it can be addressed through techniques that help leaders recalibrate themselves and improve communication with others. Fostering Psychological Safety Through Emotional Intelligence "Employees who report to have a leader with low emotional intelligence are four times more likely to leave the company within one year." Emotional intelligence is increasingly recognized as a critical leadership skill. Andra's research shows that 31% of employees who experience burnout report lacking support or recognition from leadership. She approaches developing emotional intelligence through guided self-reflection rather than external assessment, helping leaders gain insights about their communication patterns and relationships. Psychological safety doesn't happen by default—it requires active work and maintenance from leaders. The SCARF Model for Better Leadership "There are specific buttons that you press positively or negatively, and when you press them positively, you are most probably meeting also the psychological needs of the people." Andra recommends the SCARF model developed by Dr. David Rock as a practical framework for leadership communication. This model identifies five key domains that affect how people collaborate: Status, Certainty, Autonomy, Relatedness, and Fairness. By understanding and addressing these domains positively, leaders can better meet their team members' psychological needs. Additionally, she recommends the Process Communication Model (PCM), which helps leaders identify different personality types and adapt their communication accordingly. Connect Before Collaborate "Put the relationship above your agenda because it's more important to have a long-term relationship than to achieve whatever you wanted to go through with." One powerful principle Andra teaches is to connect before attempting to collaborate. Too often, leaders jump straight into tasks or discussions without first establishing a connection, failing to consider the other person's current state of mind. By asking simple questions like "What's on your mind today?" or "What is your intention for this meeting?", leaders can build psychological safety and maintain relationships that endure beyond immediate goals. This approach recognizes that workplace relationships should be viewed as long-term investments rather than transactional encounters. Sustainable Leadership Development "Ask: why do I get resistance? How can I communicate in a way that I get followers instead of resistance?" For sustainable growth, Andra encourages leaders to reflect on why they encounter resistance and how they might communicate differently to inspire followers instead. Self-awareness is crucial—leaders need to understand their own communication patterns and leadership styles before they can effectively influence others. By learning frameworks based on neuroscience and practicing new communication techniques, leaders can create environments where both they and their teams thrive during transformations. Recommended Resources To better understand how change affects our brain, Andra recommends Your Brain at Work by Dr. David Rock.   About Andra Stefanescu Andra is a leadership coach and facilitator specializing in brain-based ways to foster psychological safety and team collaboration. She helps leaders navigate transformation challenges with playful, neuroscience-driven techniques. Passionate about creating healthy workplace relationships, Andra empowers teams to resolve conflicts, make better decisions, and experience meaningful growth through customized training experiences. You can link with Andra Stefanescu on LinkedIn and follow Andra Stefanescu on Substack.

Leadership Failures on Restoration Projects: Are You Setting the Standard? In this episode of Disaster Podcaster, we tackle leadership in restoration projects—where accountability and leading by example make all the difference. Are you modeling the standards you expect from your team? Strong leadership isn't just about giving direction; it's about demonstrating the mindset, work ethic, and accountability that drive success. We'll share key strategies to foster a culture of responsibility and excellence, ensuring your team follows your lead. Are you the leader your team needs? Let's find out.

In this episode, the first of Season 2, Pascal welcomes Johnathan and Melissa, founders of the Raw Signal Group, to discuss the evolving landscape of management and leadership. Known for their impactful writings and expertise, Johnathan and Melissa share their insights on how leaders can navigate the turbulent shifts brought about by remote work, AI advancements, and geopolitical changes. They explore the concept of 'liminal space' in the workplace and the challenges faced by managers in constantly adapting to new norms. The conversation delves into the importance of middle management, the need for organizations to prioritize clarity and communication, and the critical role of one-on-one meetings in managing change effectively. They also highlight the pitfalls of relying solely on top-down directives and the importance of critical self-reflection for leadership development. The episode concludes with practical advice for leaders at all levels and a glimpse into the training and resources offered by the Raw Signal Group.Raw Signal Group: ↗ https://www.rawsignal.caRaw Signal Group's “The World's Best Newsletter”: ↗ https://www.rawsignal.ca/worlds-best-newsletter/Unmanageable - Leadership Lessons from an Impossible Year: ↗ https://www.amazon.com/Unmanageable-Leadership-Lessons-Impossible-Year/dp/0995964327/How F*cked Up Is Your Management - An Uncomfortable Conversation About Modern Leadership: ↗ https://www.amazon.com/How-cked-Your-Management-uncomfortable/dp/099596430000:00 Introduction to Season Two00:49 Meet Jonathan and Melissa00:55 Navigating the Liminal Space01:27 Challenges in Modern Leadership03:22 The Human Element in Tech05:49 The Role of Middle Management08:48 Effective Change Management10:53 Building Confidence in Leadership17:37 The Importance of One-on-Ones20:16 Overcoming Resistance to Change24:24 Creating a Narrative Hook for Change25:12 Responding to Overwhelming Change25:43 The Importance of Structure in Fast-Moving Organizations26:53 The Impact of Intentional Design in Management29:24 The Killer Competitor Exercise30:13 The Challenge of Stopping Activities32:20 The Importance of Trade-offs in Management36:07 The Future of Work and Management44:04 Practical Advice for Leaders in Liminal Spaces47:17 About Raw Signal Group and Conclusion

**Are You Running Your Restoration Business or Just Working in It?** In this episode of *Disaster Podcaster*, we dive into the mindset differences between restoration company owners. Are you a tech- or PM-minded owner focused on the work, or do you approach this as a true business leader? Could your mindset be holding you—or your team—back? We explore key frameworks and strategies to align your team, balance perspectives, and start rowing in the same direction. Don't let your strengths become roadblocks—tune in, reflect, and take action!

Send us a textIn this episode of Communicate to Lead, Kele Belton breaks down how to intentionally craft and communicate your authentic leadership brand to advance your career and increase your impact.Episode SummaryYour personal brand as a leader speaks before you do. But how do you ensure that it says exactly what you want it to?In this value-packed episode, communication and leadership consultant Kele Belton explores how women leaders can intentionally communicate their personal brand to elevate their leadership presence and create new opportunities. You'll discover the critical difference between "marketing yourself" and clearly communicating your authentic value, along with practical strategies to align how you're perceived with how you want to be known.What You'll LearnWhy your leadership brand is about consistently communicating your authentic value, not creating a perfect imageThe three essential pillars that form the foundation of a powerful leadership brand: Clarity, Consistency, and CredibilityHow to identify your unique leadership "sweet spot" where your strengths align with organizational needsPractical ways to demonstrate your brand through meetings, written communication, and project leadershipStrategic steps to audit, refine, and intentionally communicate your leadership brandResource MentionedFREE MASTERCLASS: "Ready to Break Free from Middle Management? Discover the 4 Mistakes Holding You Back from Senior Leadership" - https://thetailoredapproach.com/middle-management/ —------------------------------------------------Connect with Kele for more leadership insights: LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/ Instagram: https://www.instagram.com/thetailoredapproach/ Website: https://thetailoredapproach.com 

Ep #269: Why 'Middle Management Mentality' Is Keeping You Stuck in Your CareerYou're great at your job. You take ownership, hit your goals, and know you're capable of more. So why does it feel like you're spinning your wheels in middle management while other people seem to move up faster? Here's why: The way you think about your role might be keeping you stuck. I call it middle management mentality, and it happens when you unknowingly operate like a middle manager - even when you're more than ready for a higher-level leadership role. It sounds like: “I'll just wait for my boss to tell me what to do,” or “If I keep working hard, my results will speak for themselves.” This mindset makes total sense. It's what got you promoted in the past.  But the skills that made you successful in middle management are NOT the same skills that will get you into the executive suite. To get there, you have to start thinking and leading differently now. In this episode of Women Changing Leadership with Stacy Mayer, I'll show you how middle management mentality is keeping you in career limbo, how to break free from it, and what to do instead so you can step into your next-level leadership role - without waiting for permission.Unlock the missing piece in your leadership development. Take the quiz: www.ReadytoBePromoted.com

Ep #268: Stuck in Middle Management Hell? Here's How to Escape FASTLet's be honest: Middle management is kind of the worst, right? You're constantly caught in the middle - answering to leaders who don't always value your input while trying to motivate a team that doesn't always listen. You have some authority but not enough to make real change (the changes you really want to make). You're expected to own your work but don't always get recognized for it. And the worst part? It can feel like this is just how things are. But let me tell you something: this does not have to be your reality. Too many brilliant, hardworking women settle for middle management purgatory because they assume the only way out is to switch jobs, get lucky, or put in even more hours. But that's not the path to true leadership. You actually don't need to do more work to get yourself promoted to higher levels of leadership - you just need to position yourself differently. In today's episode, I'm breaking down how to shift from feeling stuck in middle management to becoming a leader who is seen, heard, and valued. I'll share real stories of women who landed the titles, pay, and recognition they deserved - not by working harder, but by using a simple strategy that made all the difference. Unlock the missing piece in your leadership development. Take the quiz: www.ReadytoBePromoted.com

As we launch season 5 of Disaster Podcaster, we start by helping everyone do a reset from 2024. A year we would like to all keep behind us. In today's episode, Toby and Klark explore some of the big issues we witnessed, some opinions and facts that contributed, and hopefully some good ideas on how to move to make a great 2025. We witnessed some that did not have the same results, so we shared those with you. Just like you, we all have new goals and dreams this year. We would love to share some of those with you. We invite you to join our Universe to explore some of the things we are building and offer. Everything starts in our Academy. RBA. Join here free-https://www.restorationadvisers.com/RBA-Academy Enrolling here you will see updates on our CATx (Commercial Restoration) opportunities as well as programs and courses around Middle Management and Leadership Development. Subscribe to this podcast. Reach out to us to schedule a 1:1 if you want to explore how we can help you grow your business to create wealth and freedom. We would love to chat. https://www.restorationadvisers.com/contact Here is the transcript for this episode.

This is 2025 and the most popular TV Show to Stream is Little House on the Prairie? Spirit Airlines makes a play to classy up the friendly skies. and why does Middle Management like meetings so much?

Amazon reduces its management structure, resulting in job cuts and potential savings. The company laid off workers in communications and sustainability teams and previously cut 200 positions in North America. CEO Andy Jassy aims to decrease middle management layers. Guidelines from Amazon Web Services instruct sales managers to increase direct reports and pause managerial hiring. Managers must now supervise at least eight team members, up from six. This shift transforms Amazon's management structure to a diamond shape, adjusting the ratio of individual contributors to managers by 15% by the end of the first quarter of 2025. Estimates suggest a decrease in managerial positions from over 105,000 to about 92,000, saving $2.1 to $3.6 billion annually. Jassy highlighted the importance of these changes for competitiveness and encouraged employee feedback on processes.Learn more on this news visit us at: https://greyjournal.net/ Hosted on Acast. See acast.com/privacy for more information.

In this episode, Dr. Grajdek highlights the critical role of middle managers as a bridge between leadership and employees. She addresses the challenges that are commonly faced by middle managers, including balancing organizational goals with team needs. Dr. Grajdek discusses ways to support middle managers through training, resources, and clear expectations. Furthermore, she also looks at emerging trends in middle management, emphasizing the need to empower these leaders for long-term organizational success. Tune in to learn more.  Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l

This week, I'm sitting down with Dr. Karen Hills Pruden, a powerhouse Leadership Strategist with over 30 years of expertise who knows how to transform careers and build impactful leaders. From struggling to find mentorship in middle management to investing $350/hour with a LinkedIn mentor, Dr. Pruden shares how that game-changing investment helped her secure a senior leadership role after a rigorous 4-month process. Now, she uses her proprietary frameworks—Amplify Your Value (APV), Learn. Practice. Teach (LPT), and Professional Equity (PE)—to equip businesses with tools to turn high-performing professionals into leaders who drive real results. Ready to take your leadership to the next level? Grab her FREE Leadership Framework Download here! Don't just lead—dominate!

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Stacey McKinnon is the chief operating officer of Morton Wealth, an RIA based out of California that oversees approximately $3 billion in assets under management for 1,300 client households. Stacey has spearheaded a leadership training program at Morton Wealth to support middle managers, many of whom transitioned from hands-on roles to managerial positions, equipping them with essential communication and management skills. This initiative was crucial as the firm's workforce doubled from 30 to 60 employees over four years, surpassing the capacity of senior leadership to manage a growing team. Listen in as Stacey shares how she tackled common managerial challenges at Morton Wealth by identifying problematic archetypes and integrating the Admired Leadership Program to elevate managerial skills across the board. She discusses the firm's shift from a rigid to a flexible client meeting schedule—facilitated by WorkBoard's OKR tools—to better accommodate the dynamic work environment and enhance client interaction. Stacey also reflects on personal productivity strategies and the invaluable leadership insights gained from U.S. Women's National Soccer Team Head Coach Emma Hayes, emphasizing the importance of nurturing a self-sustaining team that can thrive even in her absence. For show notes and more visit: https://www.kitces.com/418

This week Tammy, Scott & Karman dive into the role of a middle manager.  Their thoughts might surprise you...Who is a Middle Manager?What is their role?What skills do they need?Questions or topic suggestions? Let us know! podcast@becomemoregp.com   Connect with us on LinkedIn: https://www.linkedin.com/company/becomemoregp   Connect with Us:   Tammy K Rogers: https://www.linkedin.com/in/tammerarogersScott Burgmeyer:  https://www.linkedin.com/in/burgyProducer Karman Hotchkiss: https://www.linkedin.com/in/karman-hotchkiss/   Other Resources:  http://www.becomemoregp.com 

Feel like your career is at a standstill and you're not even sure why? Let's unravel what's keeping you stuck as a middle manager and how you can reach your full potential. LET'S CONNECT!Learn more about how I can help you become an elite executive here.If you found this episode helpful, rate the podcast 5 stars.

Gen Z would rather NOT take a middle management role at work, to avoid stress, even though it would come with a promotion-A staggering 52% of Gen Zers  -  born between the late 1990s and early 2000s — would likely refuse a middle management role at work due to the high stress and low pay that'd likely come with the promotion-The Zoomer swing away from in-office elevation has been dubbed the “conscious unbossing” movement. -Much like “quiet quitting”, which sees disgruntled 9-to-5ers do the bare minimum while on the clock, and the “Great Detachment” shift, a workplace craze calling overtaxed twenty-somethings to disengage from their dutiesPhoto Courtesy: Investopedia To subscribe to The Pete McMurray Show Podcast just click here

The city falling apart around them, hunters Faye, Morris, Buddy, Vivy, James, and Faye summon the power of 700-cubic-foot conflagrations and HR-approved language to seek answers in the Summit City Trust. It's all about rolling dice! “True Meta Inc.” is an actual-play Dungeons and Dragons podcast with a focus on story, character growth, and sweet, sweet combat. Come join us for your next adventure! Website: www.truemetainc.com/​ Social Media: @truemetainc

In the latest HR Leaders podcast episode, industry experts discussed empowering mid-level managers and enhancing their effectiveness within organizations. This session highlights strategies for aligning management practices with organizational goals, fostering growth, and ensuring sustained success in today's dynamic business environment.Top experts in HR, Talent Management, and Learning & Development shared their insights on creating supportive work environments, the importance of clear communication, and practical tools for prioritizing tasks and managing stress.

Star Wars: The Acolyte. Ever since Disney bought Lucasfilm, one of its main focuses has been on mining the Star Wars franchise for all it is worth and in that process the fan reaction to each new entry has been incredibly interesting to track. In this episode of The 602 Club host Matthew Rushing welcomes John Mills in a crossover with Aggressive Negotiations from The Nerd Party Network to talk about the lasts Star Wars series streaming on Disney Plus, The Acolyte. Host Matthew Rushing Co-Host John Mills Production Matthew Rushing (Editor and Producer) C Bryan Jones (Executive Producer) Matthew Rushing (Executive Producer)  Social Twitter: @The602Club Instagram: @the602clubtfm

Legendary leadership expert Ken Blanchard and Randy Conley talk about the backstory of the One Minute Manager. They also discuss seagull management, the power of simplicity and brevity, and how to stay fit, engaged, and contributing at age 85. Show Notes The Art of Leadership Live On The Rise Newsletter Preaching Cheat Sheet Watch on YouTube Follow @careynieuwhof Follow @theartofleadershipnetwork   This episode is sponsored by: COMPASSION As a pastor, I knew child sponsorship was an opportunity for my church to make an impact worldwide and I trusted Compassion International to make that happen. Learn more about hosting your own Compassion Sunday at http://compassion.com/carey   GLOO Take the pain out of communicating with your people, get free texting with our friends at Gloo. Check out http://gloo.us/freetexting   TIMESTAMPS: Co-authorship and Writing Process (00:07:40) The One Minute Manager (00:18:28) Spiritual Foundation of Leadership (00:24:23) Simplicity in Leadership (00:26:30) Development of Situational Leadership (00:29:10) Focus on Middle Management (00:35:32) Influencing Top Managers (00:37:19) Seagull Management (00:37:54) Creating Memorable Metaphors (00:39:21) Ego's Anonymous (00:41:27) Servant Leadership (00:48:44) Refiring at 85 (00:50:52) Longevity in an Organization (00:55:07) The One Minute Reprimand to Redirect (00:59:45) Fear and Trust (01:00:55) Unequal Treatment and Fairness (01:03:38) Leadership in Absence (01:05:53) Collaboration and Leadership (01:10:01)   Brought to you by The Art of Leadership Network