Podcasts about Middle management

Tammy J. Bond shares her frustration after hearing a story from a middle manager dealing with a chaotic environment. The core issue: senior leaders are prioritizing being liked and showing misplaced "compassion" over actual leadership, accountability, and clear expectations. This episode is a fierce examination of how this dynamic demoralizes middle managers, promotes a culture of mediocrity, and actively destroys team trust and performance. Tammy challenges both senior leaders to put on the "boss hat" and middle managers to lead down and courageously speak up. Key Takeaways for Leaders (At All Levels) Chaos is Contagious, and so is Mediocrity: When leaders above the middle manager avoid difficult decisions (like performance termination), they model that mediocrity is acceptable, frustrating the rest of the high-performing team. Friendship is Not a Strategy: Prioritizing feeling liked or showing "compassion" in a performance issue is a destructive leadership failure. Compassion for hurt is necessary; compassion for unacceptable performance is enabling. The Cost of Circumvention: When a senior leader oversteps a middle manager (e.g., going directly to the employee or giving them assignments) it shows a break in trust, a lack of respect, and a disconnect that breaks down the entire organizational structure. The 90-Day Rule: Leaders must be slow to hire and quick to fire. Performance issues should be addressed and resolved (via performance plan or termination) well within the initial 90-day evaluation period. The Middle Manager's Survival Guide Middle managers are often stuck: managing up, communicating down, and balancing two sides with no support. Here's how to navigate the tension: Lead Down and Pull People Closer: When the top is failing, focus your energy on your team. Allow a three-minute "whine 101" for them to voice frustration. Acknowledge, "Heard, understood," and then ask, "And now what?" to shift to solution mode. Courageously Manage Up: Do not suffer in silence. Use curiosity to address boundary violations with your boss. Try framing your question like this: "I'm just curious, help me understand what's missing in my management style that's causing you to go around me directly to my staff? Here's what it feels like, and here's how it impacts the team." Know When to Escalate: If the unhealthy and destructive behavior of your superior continues, you have a right to go to HR to have a conversation about the negative impact on the team and your ability to lead. A word from Tammy: I unapologetically ask bold questions and challenge assumptions to help leaders rethink what they thought was true! If this episode resonates with you and you need help having this conversation with your boss, reshare this episode, tag me in your post, and I will reach out to discuss a role-play strategy.

On this episode of Gov Tech Today, host Jennifer Saha sits down with Amy Tong, Senior Counselor to the Governor of California, to discuss groundbreaking efforts in government efficiency and transformation. Tong shares insights about her role and the state's 'E3' initiative, which stands for Efficient, Effective, and Engaged government. With a focus on challenges ranging from budget constraints to the integration of cutting-edge technology, this conversation unveils how California aims to create a lasting legacy of innovation and efficiency in public service. Key themes include the role of middle management in driving change, the necessity of grounding technological solutions in everyday operational needs, and the importance of industry partnerships. 00:00 Introduction and Guest Welcome00:24 Amy Tong's Role and Responsibilities01:01 Government Efficiency and Challenges07:01 Middle Management and Innovation09:56 Tech Solutions and Proof of Concept15:10 Philanthropy and State Budget16:40 California's Budget Challenges and Opportunities17:36 Creativity in Times of Financial Strain18:53 The Role of Industry Partners21:32 Personal Reflections and Future Plans25:20 Favorite and Least Favorite Jobs in Government29:36 Efficiency and Modernization in Government30:55 Conclusion and Final Thoughts

Dennis Stevens joins drunkenpm for a deep dive into the challenges faced by middle management in organizational change. Dennis argues that Agile and transformation efforts often fail because they treat middle managers as a roadblock, when in fact, these managers are simply victims of a badly designed system. The core idea is that companies shouldn't try to eliminate these roles but must instead design specific organizational "containers" and routines that force middle managers to leverage human nature (like self-interest and competition) to drive innovation. The goal is to shift strategy from a static plan to a dynamic process that lives in the interactions between people, ensuring all the work being done is strategically aligned, measurable, and ultimately successful. Key Takeaways Middle Management is the Constraint: Organizational change, adaptability, and innovation will either happen or stall at the middle management level. Systemic Failure: Middle managers are often marginalized as the "stepchild" and are expected to manage tasks and activities instead of creating the conditions necessary for teams to achieve outcomes. Strategy is Dynamic: Strategy doesn't happen when a leader speaks; it becomes real when people start talking to each other and applying it, which requires designing routines that create safety for delegation. Embrace Human Nature: Successful organizational design must leverage human nature, where competitiveness is the fuel, rather than relying on idealistic notions of "no ego, total alignment". Conditions Over Practices: The success of Agile is due to the environment and conditions created for the teams, not the specific practices (like stand-ups or language). A key function of management is to consciously create those conditions. Constraints Drive Innovation: Setting clear goals and enforcing constraints and consequences within the designed container will drive innovation by forcing teams to be efficient and reinvent, as opposed to operating without pressure. Key Moments 0:02:24 The Core Thesis: Stevens introduces the central argument: "If you're trying to change how an organization runs, middle management is where it will either happen or stall." 0:03:41 The Problem Defined: Stevens uses the "stepchild" analogy to describe the plight of middle managers: having "fake power," lacking strategy, and being blamed for a system that was not designed to support them. 0:08:50 The Root Cause: Stevens identifies the problem: it's not a failure of management but a failure of the organization to deeply understand the conditions necessary for teams to innovate coherently in a complex system. 0:15:26 The Anti-Commune Stance: Stevens argues against the idealistic view of self-organization, stating that to succeed at scale, a system must be built where competitiveness is the fuel, rather than expecting people "to not be people." 0:20:08 The Glue of Strategy: Stevens defines where strategy truly exists: "Strategy becomes real when people start talking to each other." He stresses the need to build routines that create safety for delegation. 0:30:46 Constraints & Innovation: Stevens explains that constraints drive innovation by forcing efficiency, while a lack of constraints leads to inefficiency and a lack of pressure to reinvent. Dennis's Article: Innovation By Design https://www.linkedin.com/pulse/innovation-design-orgwright-qeipe/?trackingId=6eh7kgcyKabru1Cdv4%2BERg%3D%3D Links from the Intro: Productivity Survival: https://www.tickettailor.com/events/markkilby/1905697 No One is Coming to Save You Amazon: https://tinyurl.com/yhdk785j Leanpub: https://leanpub.com/surfthechaos Contacting Dennis LinkedIn: https://www.linkedin.com/in/dennisstevens/ OrgWright: https://www.orgwright.com/ The Agile Network: https://tinyurl.com/2tywk29e Contacting Dave LinkedIn:https://www.linkedin.com/in/mrsungo/ Linktree: https://linktr.ee/mrsungo The Agile Network: https://tinyurl.com/y3rhnnxp

Send us a textIn this inspiring episode of Living the Dream with Curveball, we sit down with three-time bestselling author Troy Horne, who has sold over 287,000 books and has an impressive background as a performer. From competing on Star Search to showcasing his vocal talents on NBC's Sing Off and even singing on Monday Night Football, Troy shares his incredible journey and his mission to empower individuals over 40 to rediscover their passions and live their dreams. He discusses the importance of mindset and mental toughness, especially for young athletes, and how his personal experiences have shaped his writing. Troy offers valuable insights into overcoming societal expectations and the belief that it's too late to start something new. Join us as we explore the transformative power of self-belief and the steps necessary to pursue your dreams at any age. Tune in for an uplifting conversation that encourages listeners to embrace their potential and take action towards their aspirations.www.troyhorne.com

In this energizing episode of the Authors on Mission podcast, host Danielle Hutchinson sits down with Troy Horne—Broadway performer turned bestselling author—to explore how reinvention, collaboration, and courage can shape a powerful second act.Troy shares how writing for his son led to a series of impactful books, including The Basketball Bible and the Mental Toughness series. Now, with his upcoming release Middle Management, he's helping midlife readers rediscover purpose and direction.

Have you ever wondered what makes a great leader for a large, scaling company? In part two of our special series, Professor Robin Dunbar returns to explore the essential social skills needed to manage a growing organisation. Robin and host Susannah de Jager explore the psychological boundaries of group size, from the point where a CEO no longer recognises every employee to the limit of knowing 5,000 faces you've seen before. They discuss the challenges for founders who are emotionally attached to their "baby" and how this can impede necessary growth transitions.The conversation highlights the often-overlooked importance of soft skills in the hiring process, particularly for senior roles. Professor Dunbar challenges the traditional reliance on CVs and short interviews, advocating for a trial period to truly assess if a candidate will fit into the social fabric of the company. (00:00) - Welcome to Oxford+ (00:31) - The Importance of Recognising Everyone (01:31) - Transitioning Leadership Through Growth Phases (02:25) - Challenges for Founders in Organisational Growth (03:37) - Managing Large Organisations (04:31) - The Role of Middle Management (06:56) - The Importance of Soft Skills in Hiring (08:04) - Evaluating Candidates Beyond the CV (10:20) - The Potential of AI in Hiring Processes (11:07) - Compromises in Hiring Decisions Professor Robin Dunbar: A renowned professor who invented Dunbar's number, the concept that humans can only meaningfully connect with approximately 150 people. As a professor of evolutionary psychology at the University of Oxford, his research explores the behavioural, cognitive, and neuroendocrinological factors that influence social bonding. His work in evolutionary psychology and anthropology provides unique insights into how human dynamics influence group sizes and social structures in both historic and modern contexts, including business.Connect with Robin on LinkedInSusannah de Jager: Susannah is a seasoned professional with over 15 years of experience in UK asset management. She has worked closely with industry experts, entrepreneurs, and government officials to shape the conversation around domestic scale-up capital.Connect with Susannah on LinkedIn / Subscribe to the Oxford+ Newsletter for exclusive contentOxford+ is hosted by Susannah de Jager and supported by Mishcon de Reya and Oxford North.Produced and edited by Story Ninety-Four in Oxford.

Raising the next generation is not a top-down project. It lives or dies in the middle. From Acts 18, Pastor Adam shows how Aquila and Priscilla quietly took Apollos aside and turned raw zeal into sharp effectiveness. Along the way: Nokia vs. Toyota culture, Jethro's counsel to Moses (Exodus 18), the tragedy of Judges 2, Titus 1 order, and a USS Wisconsin illustration on “recommissioning” veterans to train the new crew. This sermon calls gifted Apolloses to be teachable and seasoned Aquilas/Priscillas to re-engage.Scriptures: Acts 18:24–28; Exodus 18:17–22; Acts 6:3–4; Romans 16:3–4; Judges 2:7–10; Titus 1:5; 1 Kings 12:8; Proverbs 20:5.00:00 Opening humor and setup01:24 Acts 18 and the Nokia vs. Toyota lesson05:16 Aquila & Priscilla take Apollos aside09:12 The role of middle management in ministry13:01 Obstacles: pride in Apollos, comfort in elders20:40 Judges 2 and the generational gap25:02 Teachability and drawing out counsel31:10 Wise correction and practical involvement34:46 USS Wisconsin illustration: recommission the veterans37:07 Testimony of Gus Carrillo & closing callShow NotesALL PROCEEDS GO TO WORLD EVANGELISMLocate a CFM Church near you: https://cfmmap.orgWe need five-star reviews! Tell the world what you think about this podcast at: • Apple Podcasts: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://apple.co/3vy1s5b • Podchaser: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.podchaser.com/podcasts/taking-the-land-cfm-sermon-pod-43369

Will AI replace middle managers, or will it make them more human than ever? In this episode, Knownwell CMO Courtney Baker, CEO David DeWolf, and Chief Product and Technology Officer Mohan Rao unpack AI's real impact on middle management. Is the leadership pipeline about to be disrupted? Or will we see a resurgence of mentorship, critical thinking, and apprenticeship models? Pete Buer continues his conversation with philosopher, author, and Forbes columnist Dr. Pia Lauritzen. They dive deep into the existential risks of AI and why existential, ethical, and epistemological questions must never be left to AI All of that PLUS Pete joins Courtney to review some AI news. This week they discuss a Wired article on how scientists are using AI to invent bizarre, yet effective experiments. The takeaway? AI isn't just about automation—it's about creative collaboration.  Don't miss insights on what leadership training might look like in an AI-first world, why critical thinking beats arithmetic, and how "question culture" could be the secret to better business decisions. Curious how AI is reshaping leadership and redefining what it means to manage? Try rethinking your organization's leadership journey from the ground up. Visit www.Knownwell.com/experience to explore real-time commercial intelligence—and join the conversation on LinkedIn to tell us how you think we should train the next generation of leaders. Watch this episode on YouTube: https://youtu.be/NG3fNH3aia8 

AJ Bruno, the CEO of $21M SaaS startup Quota Path, explains his company-wide experiment to make all of his employees vibe code. The results were shocking.   Thanks for tuning in! Catch new episodes every Sunday. Don't miss GTM2025 — the only B2B tech conference exclusively for GTM executives. Use code TOPLINE for 10% off your GA ticket. Subscribe to Topline Newsletter. Tune into Topline Podcast, the #1 podcast for founders, operators, and investors in B2B tech. Join the free Topline Slack channel to connect with 600+ revenue leaders to keep the conversation going beyond the podcast!   Chapters: 00:00 The Future of AI in Startups  00:52 Introduction to Top Line  05:08 Vibe Coding Fridays Explained  13:32 The Impact of AI on Company Culture  29:57 The Role of Managers in Modern Companies 33:36 Challenging Traditional Management Practices 34:13 The Role of Senior Managers and Getting Hands Dirty 35:38 The Value of Middle Management 45:54 The Impact of AI on Management Roles 52:20 The Bubble of AI Revenue Reporting 1:00:58 Predictions for the Future of Labor  

Troy Horne Broadway Star, Musician, Author, and DAD!Troy Horne is a three-time best-seller author-ing, Star Search contestant-ing, NBC's the Sing Off competing, Steve Miller and Gov't Mule band opening, RENT on Broadway Tom Collins performing, Father of three. As a self-published author he's sold over 287,800 copies of his non-fiction books. (Exiting third person ‘cause I wrote this. HA!) My mission is to help people over 40 live their dream. I wrote a book about it called Middle Management! If you're middle aged and would like some inspiration and motivation as well as some how to you should check it out.Links:https://awesomegang.com/troy-horne/https://www.instagram.com/troyhorneofficial/Tags:Career Transitions,Change Management,Empowering,Family,Personal Growth,Purpose,Troy Horne Broadway Star, Musician, Author, and DAD,Live Video Podcast Interview,Phantom Electric Ghost Podcast,Podcast,Podmatch,InterviewSupport 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/phantomelectricghostSubscribe to our Instagram for exclusive content:https://www.instagram.com/expansive_sound_experiments/Subscribe to our YouTube https://youtube.com/@phantomelectricghost?si=rEyT56WQvDsAoRprRSShttps://anchor.fm/s/3b31908/podcast/rssSubstackhttps://substack.com/@phantomelectricghost?utm_source=edit-profile-page

What happens when a doctor tells you to "just sit on the couch and don't do anything" because you're so burned out you might break? That's exactly what happened to Aaron Wagner during his darkest days as a middle manager. Today, he's transformed that pain into purpose, building Lead from WithN - a coaching practice that's revolutionizing how we support the forgotten leaders stuck in the middle.In this raw and transformative conversation, Aaron shares his journey from corporate burnout to becoming the champion that 70% of unsupported middle managers desperately need. We dive deep into his three-pillar Middle Manager Success Framework (Lead Yourself, Lead Others, Lead with Impact), explore the Working Genius model that's changing how teams function, and discover why traditional leadership books fail the people who need them most. Plus, Aaron opens up about his experience in my Art of Reinvention program and how it helped him see patterns in his life he'd never noticed before.Listen now to discover the framework that's saving careers and transforming corporate America from the inside out.In this episode, you'll learn:[03:29] Aaron's "stuck in the middle" origin story[07:04] The doctor visit that changed everything[08:27] The 90-day transformation period[11:41] The Middle Manager Success Framework explained[14:47] Breaking down the Working Genius Model[22:23] Aaron's Art of Reinvention experienceHere are the resources mentioned in the show:Follow @lead.fromwithn on InstagramFree Reinvention Breakthrough CallJoin the Art of ReinventionAre you enjoying the podcast? We'd be so grateful if you gave us a rating and review! Your 5 star ratings help us reach more businesses like yours and allows us to continue to deliver valuable content every single week. Click here to review the show on Apple podcast or your favorite platformSelect “Ratings and Reviews” and “Write a Review”Share your favorite insights and inspirationsIf you haven't done so yet, make sure that you subscribe to the show wherever you listen to podcasts and on Apple Podcast for special bonus content you won't get elsewhere.xo, Tracy MatthewsFollow on Social:Follow @Flourish_Thrive on InstagramFollow @iamtracymatthews  InstagramFollow Flourish & Thrive Facebook

In this conversation with Dominic George, Leadership Coach for Black Male Executives and author of a recently published book "The Authentic Edge Without Losing Yourself: A Leadership Guide for Black Men Moving from Middle Management to the Executive Table", we discuss how his movement anchored on faith and perseverance is helping leaders to rising through corporate ranks, breaking through barriers and leading with strategy, confidence, and authenticity.

The award-winning Compliance into the Weeds is the only weekly podcast that takes a deep dive into a compliance-related topic, literally going into the weeds to explore a subject more fully. Seeking insightful perspectives on compliance? Look no further than Compliance into the Weeds! In this episode, Tom Fox and Matt Kelly discuss the implications of reducing the number of middle managers in corporate America. Kelly's blog post, inspired by a Wall Street Journal article, serves as the foundation for a broader discussion on how the reduction of managers impacts corporate culture, employee dynamics, and compliance programs. They explore the reasons behind this trend, such as the desire for agility or cost-cutting, and its effects on communication, institutional knowledge, and the role of compliance officers. They also explore potential solutions, including the use of AI, enhanced training, and adaptive compliance strategies, to mitigate the risks associated with fewer middle managers. Key highlights: Corporate America's Managerial Shift Implications for Corporate Culture AI and Compliance Solutions Institutional Knowledge and Risks Compliance Takeaways and Final Thoughts Resources: Matt on Radical Compliance Tom Instagram Facebook YouTube Twitter LinkedIn A multi-award-winning podcast, Compliance into the Weeds was most recently honored as one of the Top 25 Regulatory Compliance Podcasts, a Top 10 Business Law Podcast, and a Top 12 Risk Management Podcast. Compliance into the Weeds has been conferred the Davey, Communicator, and W3 Awards for podcast excellence. Learn more about your ad choices. Visit megaphone.fm/adchoices

3 multi-millionaire founders give their practical insights on how to prepare for the rise of AGI and super intelligence. Thanks for tuning in! New episodes of Topline drop every Sunday and Thursday. Don't miss GTM2025 — the only B2B tech conference exclusively for GTM executives. Elevate your 2026 strategy and join us from September 23 to 25 in Washington, D.C. Use code TOPLINE for 10% off your GA ticket.  Stay ahead with the latest industry developments and emerging go-to-market trends with Topline Newsletter by Asad Zaman. Subscribe today.  Tune in to The Revenue Leadership Podcast every Wednesday, where host Kyle Norton talks with real revenue operators and dives deep into what it takes to succeed as a modern revenue leader. You're invited! Join the free Topline Slack channel to connect with 600+ revenue leaders, share insights, and keep the conversation going beyond the podcast! This episode is sponsored by UserEvidence. Want to know what actually moves the needle on trust? Download The Evidence Gap, a data-backed report on the customer proof that drives real results. Get it now at userevidence.com/evidence. Key chapters: (00:00) - Introduction (00:38) - Podcast Welcome and Host Introductions (00:48) - Episode Overview and Topics (01:39) - Personal Updates and Anecdotes (05:57) - AGI and Super Intelligence Are (maybe) Here (10:58) - AI's Impact on Business and Employment (14:17) - Is It Overhyped? (26:23) - Future of Middle Management (31:09) - Where Will AI Fit In? (38:14) - We're Robbing Young People (39:02) - The Grind Score: Measuring Work-Life Balance (42:36) - The Future of Work and AI's Impact (50:21) - Go-To-Market Tech Landscape and Consolidations (01:02:12) - Listener Question: Moving to Philadelphia

Send us a textMiddle management – it's not the glamorous corner office, and it's not the boots-on-the-ground work anymore… it's the in-between zone where careers either take off or burn out. In this episode, I'm joined by Jeff Sigel, an accomplished leader, middle management expert, and author of "The Middle Manager Mindset." We dig into the messy, magnificent role of middle managers and how organizations (and humans!) can better support and grow in that critical role.We tackle questions like:How do people really get promoted into management?What makes the middle manager role so uniquely difficult—and uniquely valuable?What are the three key identities managers must balance: doer, leader, and influencer?How do you manage up, down, and sideways without losing your sanity or your credibility?Why is learning from your mistakes not optional—but essential—as a manager?Whether you're a new manager, a seasoned leader trying to coach middle managers, or someone wondering why you're constantly stuck in the middle… this episode gives you practical, candid advice with a good dash of "oh, that's me."

Is mid-level management a stone you're ready to step off of? Making that move is difficult but doable, and Amy B and her three guests will direct, inspire, and reassure you. An executive coach validates the challenges of scoring a position that's scarce. Then, two COOs whose careers stagnated in mid-level management before accelerating again, recount the conversations, decisions, and networking that jump-started them.

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 ________

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

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 

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

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?

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