Podcasts about middle managers

AI is tearing through corporate America — and this time, it's coming for white-collar jobs. Tens of thousands of office workers are being laid off as automation and efficiency pressures reshape how companies operate. Amazon's latest restructuring shows that the era of middle management may be ending, while new data reveals why strong employee experience is the single biggest factor keeping talent from walking out the door. Meanwhile, JPMorgan CEO Jamie Dimon doubles down on the return to office, arguing that mentorship and innovation depend on proximity. Yet, as companies slash management layers to cut costs, research from HR Dive warns productivity and culture are taking a hit. And in the background, a new hiring trend is emerging — one where skills matter more than age, giving older workers a second act in the modern workplace. Across these stories, a clear signal emerges: the future of work is being rebuilt in real time — flatter, faster, and more human than before.

In this episode, we dive into how advisory boards can be a game-changer for small businesses with Barbara Taylor and Ed Henkler . Unlike corporate boards, these groups are built on relationships and connections—bringing together people who share their expertise, networks, and insights to help a business grow. We'll discuss how to form an advisory board, the role connections play in bringing the right people to the table, and the impact these relationships can have on guiding strategy, opening doors, and creating new opportunities. If you're a small business owner looking for guidance, or a professional considering how your network could make a difference, this episode shows how advisory boards turn connections into lasting business growth.Barbara Taylor, CPCU, offers 20+ years of expertise in business coaching, talent management leadership development and performance management. Barbara has built a reputation for designing creative leadership development programs.She has designed and implemented effective talent management strategies for numerous Fortune 500 clients including L'Oreal, Comcast, GlaxoSmithKline, AstraZeneca, L3, Goodwill and The Kellogg Company.Currently, Barbara is a business partner of JanBara & Associates, a coaching and executive development firm specializing in accelerating the performance of people and organizations. The JanBara partners believe that purposeful human performance is the greatest contributing factor to a company's success. Barbara has co-created two leading-edge leadership programs: Silo-Busting Networking and Strategic Thinking for Middle Managers.Ed Henkler is a social entrepreneur who is passionate about improving the quality of life and employability of people who are blind or visually-impaired. He believes there is a business ROI to hire people with disabilities. He is working with several veteran-owned businesses which focus on increasing the meaningful employment of veterans, military spouses, and people with disabilities.Music by: ⁠⁠⁠⁠jorikbasov⁠⁠⁠⁠ from ⁠⁠⁠⁠Pixabay⁠⁠⁠⁠Contact InformationBarbara Taylor- btaylor@janbara.comEd Henkler- edhenkler@theblindguide.com or theblindguide.comBenny Carreon- Velocity Technology Group- benny@velocitytechnology.groupDennis Jackson-WorX Solution- dennisj@worxsolution.com

In this episode, we dive into how advisory boards can be a game-changer for small businesses with Barbara Taylor and Ed Henkler . Unlike corporate boards, these groups are built on relationships and connections—bringing together people who share their expertise, networks, and insights to help a business grow. We'll discuss how to form an advisory board, the role connections play in bringing the right people to the table, and the impact these relationships can have on guiding strategy, opening doors, and creating new opportunities. If you're a small business owner looking for guidance, or a professional considering how your network could make a difference, this episode shows how advisory boards turn connections into lasting business growth.Barbara Taylor, CPCU, offers 20+ years of expertise in business coaching, talent management leadership development and performance management. Barbara has built a reputation for designing creative leadership development programs.She has designed and implemented effective talent management strategies for numerous Fortune 500 clients including L'Oreal, Comcast, GlaxoSmithKline, AstraZeneca, L3, Goodwill and The Kellogg Company.Currently, Barbara is a business partner of JanBara & Associates, a coaching and executive development firm specializing in accelerating the performance of people and organizations. The JanBara partners believe that purposeful human performance is the greatest contributing factor to a company's success. Barbara has co-created two leading-edge leadership programs: Silo-Busting Networking and Strategic Thinking for Middle Managers.Ed Henkler is a social entrepreneur who is passionate about improving the quality of life and employability of people who are blind or visually-impaired. He believes there is a business ROI to hire people with disabilities. He is working with several veteran-owned businesses which focus on increasing the meaningful employment of veterans, military spouses, and people with disabilities.Music by: ⁠⁠⁠⁠jorikbasov⁠⁠⁠⁠ from ⁠⁠⁠⁠Pixabay⁠⁠⁠⁠Contact InformationBarbara Taylor- btaylor@janbara.comEd Henkler- edhenkler@theblindguide.com or theblindguide.comBenny Carreon- Velocity Technology Group- benny@velocitytechnology.groupDennis Jackson-WorX Solution- dennisj@worxsolution.com

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.

Send us a textPower is shifting, and the cracks are showing. We open with a stark look at UK politics and ask why half of Conservative members still reject a Black woman leading then widen the lens to the monarchy's legitimacy crisis and Sarkozy's prison sentence for conspiracy, drawing a blunt line between optics, accountability, and who is allowed to hold power without question. From crown jewels to courtrooms, we trace how status shields certain people until it doesn't, and how public institutions try to survive by sacrificing titles instead of tackling culture.Then we bring it home to work. The “bonfire of the middle managers” is real: companies are delayering to move faster, often leaning on AI while burying staff in needless approvals. We break down when middle management is essential and when it becomes a wall. If you're stuck behind layers, you'll get practical questions to ask at interview and inside your team to test whether a structure enables delivery or protects turf.Soft skills are having a moment, but too often they're measured as vibes, not behaviours. We dig into how bias especially for Black women turns “be collaborative” into “be palatable,” and we reset the definition with tangible, observable actions: stakeholder updates, expectation setting, de‑escalation, influence without authority. We also confront maternal bias with facts and tactics, from evidencing workload allocation to securing written promotion criteria. If you've felt your opportunities shrink after motherhood, you're not imagining it and you're not powerless.A powerful listener dilemma anchors the episode: a high performer facing ADHD burnout, extreme hours, and stalled pay. We offer scripts and steps to protect health and momentum: formal neurodiversity disclosure, occupational health adjustments, medical time off to reset, and a targeted job search focused on real flexibility and fair measurement. Ambition isn't the problem; the design is. Map the gatekeepers, track outcomes, and be ready to change the room if the pattern won't change.Stay to the end for a candid riff on envy, boundaries, and guarding your joy as you grow. If this resonates, follow, share with a friend who needs a nudge, and leave a review—it helps more people find the tools to navigate and elevate.Sponsorships - Email me: hello@toyatalks.com Cc: toyawashington10@gmail.comTikTok: toya_washington Twitter: @toya_w (#ToyaTalksPodcast) Snapchat: @toyawashington Instagram: @toya_washington & @toya_talks www.toyatalks.comhttps://toyatalks.com/ Music (Intro and Outro) Written and created by Nomadic Star Stationary Company: Sistah Scribble Instagram: @sistahscribble Website: www.sistahscribble.com

This week we've got reddit questions, new events, and old events. Here are the things we talked about in this episode! https://www.theguardian.com/commentisfree/2025/oct/05/archbishop-of-canterbury-sarah-mullally-changehttps://en.wikipedia.org/wiki/Jenny_Geddeshttps://en.wikipedia.org/wiki/Gianfranco_SanguinettiIntro Music by Amaryah ArmstrongOutro music by theillogicalspoon https://theillalogicalspoon.bandcamp.com/track/hoods-up-the-low-down-technified-bluesSupport The Magnificast on Patreonhttp://patreon.com/themagnificastGet Magnificast Merchhttps://www.redbubble.com   

Join Tom Fox as he welcomes back Evie Wentink back to the FCPA Compliance Report. Evie shares her journey from a compliance professional to an innovator in the field, discussing her unique approach to compliance training and the role of middle managers. With nearly two decades of experience, Evie has transformed her career by leveraging social media to create engaging content that inspires compliance professionals worldwide. Discover how Evie's innovative strategies are reshaping the compliance landscape and learn about her new venture, Ethical Edge Experts LLC. Key takeaways: –

Pastor Katy preaches this Sunday. Join us for worship every Sunday at 9:00 and 10:30 am or live-streaming on our website at 9:00 am.

In this episode, Kaila and Kyle discuss the current trend of laying off middle managers and the flattening of organizations, the impact this can have on individuals, and why we can't forget the key roles that middle managers have in your career. 00:00 Intro 01:43 Who are the middle managers? 04:15 Stats illustrating the decline of the middle manager 06:40 How an absence middle managers can hinder your career 11:09 The goal of a middle manager, and what happens when they disappear 18:44 Why companies should realize the importance of a middle manager 23:45 What to do if you see a flattening of your organization This episode was sponsored by Udemy. Try a free 14-day trial at Udemy now at udemy.com/personal-plan and use code PMLE14. Want to get all of Kaila & Kyle's career resources? Subscribe to Per My Last Email: https://www.permylastemailshow.com/  Watch Per My Last Email on YouTube:   @PerMYLastEmailShow Follow Per My Last Email Instagram: @permylastemailshow TikTok: @permylastemailshow Twitter: @permylast_email Have a question for us? Send us an email or voice note to permylastemail@morningbrew.com Learn more about your ad choices. Visit megaphone.fm/adchoices Each week on Per My Last Email, Morning Brew's resident career experts Kaila and Kyle – whose careers have collectively spanned the corporate, government, nonprofit and startup sectors – debate the trickiest challenges in work life, and share tactics on how to overcome them. Share the show with a friend, and leave us a review on your favorite podcast app! Learn more about your ad choices. Visit megaphone.fm/adchoices

31% of employees say they're actively working against their company's AI initiatives. Middle managers can bridge the gap. Learn more about your ad choices. Visit podcastchoices.com/adchoices

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

What if the real power in your organization isn't at the top—but in the middle? In this quick-hit episode of The Overlap Podcast, Sid Sexton and Keith Glines challenge the traditional view of leadership by spotlighting middle management as the new frontier of influence. With AI, automation, and lean business structures reshaping organizations, the middle is where the real opportunities live. Whether you're a department head, team leader, or small business owner, this conversation uncovers how middle managers can move beyond “just doing the work” to driving innovation, efficiency, and culture across the organization.   What You'll Learn Why the C-Suite as we know it may be on its way out How middle managers hold the keys to modern business transformation Simple automation tactics that can make you a hero in your role The untapped agency and influence most people ignore in their jobs Why clarity breaks are a secret weapon for solving the right problems How to reframe your role so it's about leadership, not just labor   Key Topics Discussed The flattening of organizational structures and what that means for managers Why solving problems is the job—not waiting on leadership for direction The mindset shift from “waiting for orders” to “owning outcomes” Real-world examples of how small automation wins can change everything Why most people abdicate responsibility (and how to stop) The overlap between business leadership, fitness, and personal agency   Quotes Worth Remembering “If you look at the people that really have an opportunity to shine, it's in that middle management role.” — Keith Glines “The folks closest to the action need to be the ones making the plan.” — Sid Sexton “If you learn to add automation into your role, you become invaluable.” — Keith Glines “Solving problems is the job. That's why you were hired.” — Sid Sexton “You have way more power than you think—you just keep giving it away.” — Sid Sexton   Sponsor Spotlight C2 Wealth Strategies – Financial planning tailored to your goals and future. Visit C2 Wealth Roadmap for Growth – Build scalable systems for any small service business. Visit Tree Business Content Fresh – Social media growth experts who drove a 2,235% increase for this podcast. Visit Content Fresh Barranco & Associates – Beyond taxes: full-scale financial consulting for long-term peace. Visit Barranco & Associates   Resources & Links Listen to EP180: Culture Carry Over – How Discipline Shapes Every Area of Life Sponsors page: overlaplife.com/sponsors   Conclusion The myth that only the CEO or owner can make lasting change is broken. Middle managers today have more leverage than ever—if they'll step into it. From adopting automation to taking clarity breaks, the power is in owning the role, not waiting for direction. Sid and Keith remind us: leadership doesn't require a corner office—it starts with solving problems where you are. Enjoyed this episode? Share it with a colleague in management who needs encouragement, subscribe to the show, and leave a review so more people can discover The Overlap Podcast.

Chip Conley is the founder of Joie de Vivre hotels, the second-largest boutique hotel brand in the world. At age 52, he joined Airbnb as Head of Global Hospitality and Strategy, reporting to CEO Brian Chesky, who was 21 years younger. He earned the title of Airbnb's “Modern Elder” by guiding the young founders on leadership and culture while learning Silicon Valley's tech mindset himself. Today, Chip leads the Modern Elder Academy, the world's first midlife wisdom school, and is the author of best-selling books like Wisdom@Work and Peak. He champions the idea that age and experience are assets—and that midlife can be a launchpad for renewed purpose and impact.In this conversation, we discuss:1. The reality of Brian Chesky in “founder mode”—the good, bad, and stressful2. How Chip went from running 52 boutique hotels to becoming Airbnb's in-house mentor in his 50s3. The “mentor and intern” mindset: how to simultaneously teach others and stay curious like a beginner4. Why AI might actually favor older workers (hint: human wisdom vs. artificial intelligence)5. His framework for navigating midlife transitions and finding meaning after 406. Specific tactics for older professionals to thrive in tech companies7. Surprising data that midlife is often the happiest time of life—and how to leverage your 40s, 50s, and beyond8. Chip's formula for managing anxiety and fear (and how to regain control when worry strikes)—Brought to you by:Great Question—Empower everyone to run great research: https://www.greatquestion.com/lennyVanta—Automate compliance. Simplify security: https://vanta.com/lennyCoda—The all-in-one collaborative workspace: https://coda.io/lenny—Transcript: https://www.lennysnewsletter.com/p/chip-conley —My biggest takeaways (for paid newsletter subscribers): https://www.lennysnewsletter.com/i/168435278/my-biggest-takeaways-from-this-conversation—Where to find Chip Conley:• LinkedIn: https://www.linkedin.com/in/chipconleysf/• Website: https://chipconley.com/• Modern Elder Academy: https://www.meawisdom.com/• Podcast: https://www.meawisdom.com/podcast/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Chip Conley(04:09) Chip's journey with Airbnb(10:35) Insights on working with Brian Chesky(19:56) The value of intergenerational collaboration(25:57) Addressing ageism in tech(41:33) Chip's early career and founding Joie de Vivre(43:54) A life-changing near-death experience(46:39) The importance of company culture(55:57) The Modern Elder Academy(59:21) The upside of aging(01:06:53) AI in daily life(01:09:14) Lightning round and final thoughts—Referenced:• Brian Chesky on LinkedIn: https://www.linkedin.com/in/brianchesky/• Brian Chesky's new playbook: https://www.lennysnewsletter.com/p/brian-cheskys-contrarian-approach• Natalie Tucci on LinkedIn: https://www.linkedin.com/in/natalietuccishoff/• Laura Modi on LinkedIn: https://www.linkedin.com/in/laurahughes6/• How to build a cult-like brand | Laura Modi (Bobbie): https://www.lennysnewsletter.com/p/from-growth-to-slowth-the-making• George Tenet: https://en.wikipedia.org/wiki/George_Tenet• Joie de Vivre Hospitality: https://www.hyatt.com/jdv-by-hyatt/en-US• Fest300: https://en.wikipedia.org/wiki/Fest300• John Q. Smith on LinkedIn: https://www.linkedin.com/in/johnqsmith/•Will A.I. Replace New Hires or Middle Managers?: https://www.nytimes.com/2025/07/07/business/ai-job-cuts.html• Burning Man: https://burningman.org/• Sheryl Sandberg on LinkedIn: https://www.linkedin.com/in/sheryl-sandberg-5126652/• Bill Graham: https://en.wikipedia.org/wiki/Bill_Graham_(promoter)• Maslow's hierarchy: https://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs• Measuring what makes life worthwhile: https://www.ted.com/talks/chip_conley_measuring_what_makes_life_worthwhile• Jonathan Mildenhall on LinkedIn: https://www.linkedin.com/in/mildenhall/• Becca Levy's website: https://becca-levy.com/• Kabuki Springs & Spa: https://kabukisprings.com/• How positive age beliefs can support positive health outcomes with Becca Levy, PhD: https://www.ama-assn.org/delivering-care/population-care/how-positive-age-beliefs-can-support-positive-health-outcomes-becca• The U-shape of Happiness Across the Life Course: Expanding the Discussion: https://pmc.ncbi.nlm.nih.gov/articles/PMC7529452/• The Midlife Unraveling: https://brenebrown.com/articles/2018/05/24/the-midlife-unraveling/• Four Seasons: https://www.fourseasons.com/• Blue Zones: https://www.bluezones.com/• The Esalen Institute: https://www.esalen.org/• Wisdom Well blog: https://www.meawisdom.com/wisdom-well/• Elizabeth Gilbert TED Talk: Your elusive creative genius: https://www.ted.com/talks/elizabeth_gilbert_your_elusive_creative_genius• Ted Lasso on AppleTV+: https://tv.apple.com/us/show/ted-lasso/umc.cmc.vtoh0mn0xn7t3c643xqonfzy• I'll Push You: https://www.illpushyou.com/• Vuori shorts: https://vuoriclothing.com/collections/shorts• Fly Ranch: https://flyranch.burningman.org/—Recommended books:• Wisdom at Work: The Making of a Modern Elder: https://www.amazon.com/Wisdom-Work-Making-Modern-Elder/dp/0525572902• Range: Why Generalists Triumph in a Specialized World: https://www.amazon.com/Range-Generalists-Triumph-Specialized-World/dp/0735214484• Peak: How Great Companies Get Their Mojo from Maslow: https://www.amazon.com/Peak-Great-Companies-Their-Maslow/dp/0787988618• Learning to Love Midlife: 12 Reasons Why Life Gets Better with Age: https://www.amazon.com/Learning-Love-Midlife-Reasons-Better/dp/0316567027• Man's Search for Meaning: https://www.amazon.com/Mans-Search-Meaning-Viktor-Frankl/dp/0807060100/• Emotional Equations: Simple Steps for Creating Happiness + Success in Business + Life: https://www.amazon.com/Emotional-Equations-Creating-Happiness-Business/dp/1451607261/• Big Magic: Creative Living Beyond Fear: https://www.amazon.com/Big-Magic-Creative-Living-Beyond/dp/1594634726—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

What's the #1 thing holding you back from leading confidently? Take the free quiz to find out: https://womenoffaithinleadership.com/quiz/   Have you ever felt stuck between a rock and a hard place in your leadership role? One moment, you're fielding expectations from senior leadership, and the next, you're navigating tension within your team. If you're a middle manager or in any leadership role where you're both leading up and managing down, this episode is for you. Middle management is one of the most challenging places to lead from. You're not “at the top,” but you're also not “just a leader” anymore. You carry the weight of implementing company-wide decisions, while still advocating for your employees and customers. You're both bridge and buffer. The challenge? When things go wrong, you're often the one stuck trying to defend a policy you didn't create, or explain decisions that you weren't part of. But here's the truth: God has positioned you here on purpose.And there is a way to lead with integrity, grace, and strength, even in the tension. In this episode, I walk through 3 biblical and practical strategies to lead both up and down—without losing yourself in the process. Reflection/Action Steps in the episode: 1. Reflection: Where in your leadership are you prioritizing image over integrity? 2. Action Step: Practice “translating” big-picture leadership goals into meaningful, actionable direction for your team. And when speaking up to senior leaders, bring solutions, not just problems. 3.Prayer Prompt: “God, help me to lead faithfully in the unseen. When I feel stretched thin, remind me that my strength comes from You, not from others' recognition.” Book mentioned: John Maxwell 360 degree leader: https://amzn.to/4o2htXM  Subscribe to the Weekly Newsletter Subscribe to the weekly newsletter for faith-based leadership tips, inspiring stories, early bird event invites, and exclusive updates. Get the tools you need to lead with confidence and grace! Subscribe here: https://pages.womenoffaithinleadership.com/51175/newsletter Take the Free Confidence Quiz Find out what the #1 thing is that's holding you back from leading confidently with this short and free quiz! Take the free quiz here: https://womenoffaithinleadership.com/quiz/ Have a listener question? Submit it at https://womenoffaithinleadership.com/podcast Join the Free Community for Female Christian Leaders Join a community of women who are all navigating the same challenges as you are. Let's share, connect and support one another. Join here: https://www.facebook.com/groups/womenoffaithinleadership

Why should employees articulate your company's purpose - and not just the firm's CEO? In this SHORT LISTEN Breakthroughs speaks with Pauline Asmar, a doctoral researcher at HEC Paris, whose groundbreaking work reframes how purpose actually works inside companies. Drawing on data from nearly 60,000 employees across 469 firms, Asmar reveals that it's the middle managers who translate abstract mission statements into daily motivation - not the top brass. We discuss why this “purpose dialogue” at management/worker level is emerging as a vital new lever for team commitment, how companies can fail despite having purpose statements, and what happens when leaders just parrot slogans instead of listening. Plus, how purpose-washing creates skepticism, and what can be done about it. For the full version, go to https://shows.acast.com/knowledgehec/episodes/not-just-parrots-how-middle-managers-bring-purpose-to-life. Hosted on Acast. See acast.com/privacy for more information.

Why should employees articulate your company's purpose - and not just the firm's CEO? In this episode of Breakthroughs, we speak with Pauline Asmar, a doctoral researcher at HEC Paris, whose work reframes how purpose works inside companies, at the level of the teams. The research is co-authored by HEC Professor and Purpose Chair director Rodolphe Durand. Drawing on data from nearly 60,000 employees across 469 firms, Asmar reveals that it's the everyday managers who translate abstract purpose statements by the top brass into daily motivation. We discuss why this “purpose dialogue” at management/worker level is emerging as a vital new lever of team commitment, how companies can fail despite having purpose statements, and what happens when leaders just parrot slogans instead of listening and engaging. We also discuss how purpose-washing creates skepticism, and what can be done about it. Hosted on Acast. See acast.com/privacy for more information.

Episode 622: Neal and Toby talk about the Trump Administration banning Chinese buyers from acquiring US farmlands. Then, Robinhood is offering faux equities as tokens and OpenAI is not happy about it. Also, middle managers are being axed which means top managers are adopting more workers. Plus, a polymarket controversy over whether President Zelenskyy wore a suit or not. Finally, a wrap up of more headlines.  Meet your local home loan expert at ⁠⁠https://mortgagematchup.com/?utm_source=morning_brew&utm_medium=podcast  Join us for trivia night! https://mbd-trivianight-july15.splashthat.com/ Subscribe to Morning Brew Daily for more of the news you need to start your day. Share the show with a friend, and leave us a review on your favorite podcast app. Listen to Morning Brew Daily Here:⁠ ⁠⁠https://www.swap.fm/l/mbd-note⁠⁠⁠  Watch Morning Brew Daily Here:⁠ ⁠⁠https://www.youtube.com/@MorningBrewDailyShow⁠

Today, we're joined by Helen Young-McLaughlin, and we're discussing How to Turn Middle Managers Into Your Company's Secret Weapon. Helen is CEO of Helen Young Coaching & Consulting and Founder of The Leverage Academy is a 6-month management development program designed specifically for middle and emerging managers. She coaches managers and leaders on how important empathy, listening, and effective communication is to the health of any organization.  Helen is an ICF-certified coach who brings more than 25 years of experience and a unique blend of coaching, counseling, and consulting skills to help middle managers become their company's most valuable assets. Her coaching process has helped companies reduce turnover, transform morale, improve relationships, and elevate both hard and soft skills. I'm excited to have her on the show to learn how to Turn Middle Managers Into Your Company's Secret Weapon. Show resources: helenyoungcoaching.com Helen Young-McLaughlin on LinkedIn Sponsors: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cadre of Men⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Farrow Skin Care⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Salty Sailor Coffee Company⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Leader Connect⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Qualified Leadership Series⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ____ Get all of Jon Rennie's bestselling leadership books for 15% off the regular price today! ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HERE Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome true believers to X-Men Horoscopes where each week our host Lodro Rinzler is in conversation with a special guest to discuss the X-Men issue that aligns with a significant month and year from their life and what that issue reveals about their future. This week we have the incredible opportunity to sit down with THE JOE KELLY who many listeners will know from his awesome run writing X-Men and Deadpool in the 90s. We go in-depth about those runs, his deep love of Maggot, the story of how he quit Marvel and a preview of what's to come in his current era writing Spider-Man. Also in this episode: Joe has a weird birth certificate and a get out of hell free card The reveal of his favorite Spider-Man villain How Cecilia Reyes will be a hero no matter where she is Rogue loves talking about stealing Carol Danver's life Blob and Unus the Untouchable join the X-Men?! X-Villain Lucifer's secret power is matchmaking Storm is constantly using her powers to make her hair look fantastic All this plus the Untold Story of how Professor X lost the use of his legs! What does any of this mean for Joe's future? And how does it map to his own struggle with imposter syndrome? Tune in to find out! Joe Kelly is a critically acclaimed comic book writer known for his emotionally resonant storytelling and genre-defying creativity. Rising to prominence in the late 1990s with his influential run on Deadpool, Joe has since left his mark on major titles such as Daredevil, X-Men, and Spider-Man. As a founding member of the Man of Action collective, he co-created the globally popular Ben 10 and Generator Rex animated series. His work often blends humor, heart, and high stakes, with creator-owned projects like I Kill Giants—adapted into a feature film—cementing his reputation as a writer unafraid to tackle profound emotional themes through fantastical narratives. More of Lodro Rinzler's work can be found here and here and you can follow the podcast on Instagram at xmenpanelsdaily where we post X-Men comic panels...daily. Have a question or comment for a future episode? Reach out at xmenhoroscopes.com

In this re-release of my conversation with Amy Waninger, we're revisiting a topic that's even more urgent today than when we first recorded it: the vital role middle managers play in building inclusive, psychologically safe workplaces—and the real cost when they're left out of the conversation.The Reality Behind the RhetoricIt's easy to talk about inclusion at the top. Executive teams set strategic priorities, launch statements, and announce new initiatives. But the real test of whether those values translate into everyday action? That falls to middle managers.They're the ones leading the one-on-ones, navigating interpersonal tensions, and trying to keep teams engaged—all while fielding pressure from above and burnout from within. And when they aren't equipped or supported to lead inclusively, the gap between what's said and what's done starts to widen.The Disconnect We're Not Talking AboutAs Amy and I discussed, the DEI goals that sound good in the boardroom often miss the mark on the ground. Middle managers are expected to deliver results, keep their teams motivated, and somehow embody organizational values—without a clear roadmap or the breathing room to figure it out. No wonder so many feel overwhelmed, unclear, or caught in the middle.And now, with formal DEI programs under scrutiny or disappearing entirely, many organizations are quietly shifting the burden of inclusion to people who are already stretched thin. That's not a strategy. It's a setup.Empowerment ≠ Expectations Without SupportIf we want DEI—or more broadly, inclusion, safety, and belonging—to take root, we have to stop treating middle managers like afterthoughts. Instead, we need to empower them with:* Practical, action-focused training that helps them build inclusive habits into how they lead—not just what they know.* Clear expectations and aligned incentives so inclusion isn't treated as "extra" work.* Ongoing coaching and peer learning to normalize the messiness of leading people through real-life challenges.* Resources and tools that take the guesswork out of hard conversations.* Recognition that reinforces that people leadership is culture work—and it matters.This isn't about turning middle managers into DEI experts. It's about helping them become the kind of leaders people trust. That's what psychological safety looks like in practice.What This Means for the Work AheadThe middle manager burnout I've been speaking about lately? It's tied directly to this gap. We keep asking managers to do more without giving them the conditions to do it well. If we want accountability, we need alignment. If we want impact, we need investment. And if we want culture change, we need to start with the people holding the line.Amy's insights remain incredibly relevant—and if anything, the stakes have gotten higher. Let's not keep putting the weight of inclusion on the shoulders of people we aren't willing to support.✨ Want to dig deeper into this conversation and learn how to support your middle managers? This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

 In this episode, Aaron breaks down what it actually means to build a real leadership team — not just taskmasters or title-holders. Inspired by the book Traction, he shares the importance of vision, buy-in, and defining core values that truly guide hiring, culture, and execution. From calling out weak leadership habits to sharing the questions that align your team for the long haul, this episode is a must-listen for any business owner trying to scale without losing direction. Topics Covered: What a real leadership team looks like (and what it's not) The danger of leading without clear vision How to define core values that actually matter Why you need buy-in—not obedience—from your team How core values can simplify hiring, firing, and culture The AC Method is hosted by Aaron Clippinger and sponsored by SquareCoil.Learn more at https://www.squarecoil.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Think being a manager today is just about getting work done? Think again. In this LinkedIn Live conversation, Kamaria and I break down how the manager role has exploded into counselor, coach, strategist, and enforcer – often without any training or support. We get real about why managers are caught in the middle of competing demands, why most people want to become managers for the wrong reasons, and the loneliness that comes with the territory. Plus, we tackle the uncomfortable truth about why organizations invest in senior leaders but leave front-line managers to figure it out alone. If you've ever felt overwhelmed by the expectations placed on managers today, this conversation will validate your experience and give you perspective on what needs to change. Follow The Made Leader for more leadership insights and strategies. For links mentioned, visit www.growthsignals.co

Welcome to this week's episode of DEI After 5. Today, I decided to shift our focus slightly while still staying within the realm of diversity, equity, and inclusion (DEI). Specifically, I want to delve into the inclusion aspect and address a pressing issue I've been noticing: burnout among first-line and middle managers.Through my recent webinars, client conversations, and surveys, I've identified that burnout is less about the workload and more about the organizational culture. Middle managers, in particular, are feeling emotionally exhausted and unsupported. They are tasked with creating environments of psychological safety and inclusion but often don't receive the same support from their higher-ups.Three key themes have emerged:* Emotional Exhaustion and Lack of Support: Many middle managers feel they are not getting the support they need, which adds to their emotional burden.* Misalignment Between Actions and Words: There's a disconnect between what organizations say and what they do, leading to a lack of trust and increased burnout.* Need for Connection: Middle managers crave opportunities to connect, brainstorm, and realize they are not alone in their struggles.To address these issues, I suggest the following actionable steps:* Model the Pause: Leaders should demonstrate the importance of taking breaks and reflecting, setting an example for their teams.* Two-Way Feedback Loops: Create environments where feedback is encouraged and valued, and ensure it's not just top-down but also bottom-up.* Shift from Wellness Perks to a Culture of Wellness: Move beyond superficial wellness perks and foster a genuine culture of wellness within the organization.Additionally, always ask your team members, "What can I do to help you be successful here?" This shows that you value them as individuals and are committed to their growth and well-being.I hope these insights and tips help you build a more inclusive and psychologically safe environment within your organization. We'll continue to explore these topics in future episodes. Feel free to leave us a message with any topics you'd like us to cover. DEI After 5 is a reader-supported publication and podcast. To receive new posts and support my work, consider becoming a free or paid subscriber. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

How do you reduce middle managers without harming productivity or employee development? Which middle managers should you keep?

Welcome to ohmTown. The Non Sequitur News Show is held live via Twitch and Youtube every day. We, Mayor Watt and the AI that runs ohmTown, cover a selection of aggregated news articles and discuss them briefly with a perspective merging Science, Technology, and Society. You can visit https://www.youtube.com/ohmtown for the complete history since 2022.Articles Discussed:Taylor Swiftly buys back her own music catalog.https://www.ohmtown.com/groups/stockmarketeers/f/d/taylor-swift-has-bought-back-her-own-music-making-her-catalog-among-the-most-valuable-of-all-time/An Electronic Poker Tablehttps://www.ohmtown.com/groups/roundersgear/f/d/electronic-poker-table-on-display-at-wsop-raises-stakes-in-automation-of-las-vegas/The Chrysler Building is for Salehttps://www.ohmtown.com/groups/mobble/f/d/the-chrysler-building-has-towered-above-new-york-city-for-nearly-a-century-now-the-art-deco-skyscraper-is-for-sale/Disney Plus Perkshttps://www.ohmtown.com/groups/nonsequiturnews/f/d/disney-plus-new-perks-pile-on-discounts-and-other-bonuses/Middle Managers getting the Middle Fingerhttps://www.ohmtown.com/groups/nonsequiturnews/f/d/middle-managers-beware-the-great-flattening-layoff-trend-has-moved-beyond-big-tech-and-into-retailers-like-walmart/Final Frenchtasy Subgenrehttps://www.ohmtown.com/groups/warcrafters/f/d/clair-obscur-expedition-33-didnt-invent-final-frenchtasy-or-the-jrpg-the-newly-dubbed-subgenre-has-a-long-and-complicated-history/A Fake Facebook Eventhttps://www.ohmtown.com/groups/technologytoday/f/d/a-fake-facebook-event-disguised-as-a-math-problem-has-been-one-of-its-top-posts-for-6-months/The Market for a New Router is Troubledhttps://www.ohmtown.com/groups/smacktalk/f/d/in-the-market-for-a-new-router-here-are-13-models-to-avoid-according-to-the-fbi/Not the BEES!

ยุคสมัยเปลี่ยนไป เทคโนโลยีเข้ามามีบทบาทมากขึ้น คนรุ่นใหม่มีวิธีคิดเรื่องการทำงานต่างออกไป หัวหน้างานที่ยังยึดติดกับการควบคุมสั่งการแบบเดิมๆ อาจเจอกับความท้าทายครั้งใหญ่ เพราะองค์กรหลายแห่งเริ่มปรับโครงสร้างให้แบนราบลง AI และระบบอัตโนมัติเข้ามา ทำหน้าที่แทนงานประสานงานและควบคุมแบบเดิม คำถามคือ ถ้าไม่ปรับตัว หัวหน้างานยุคใหม่จะยังมีที่ยืนในองค์กรหรือไม่? โดยเฉพาะอย่างยิ่ง หัวหน้าคนกลาง (Middle Manager) . มารับฟังกันว่าหัวหน้าคนกลางยุคใหม่ ต้องเจอกับความท้าทายใดบ้างและต้องปรับตัวอย่างไร ต้องพัฒนาทักษะอะไร บทบาทจะเปลี่ยนไปอย่างไรและจะสร้างคุณค่าให้ตนเองอย่างไร จึงจะอยู่รอดในยุคนี้ . . #ธุรกิจ #หัวหน้า #บริหาร #พอดแคสต์ #podcast #missiontothemoon #missiontothemoonpodcast

ยุคสมัยเปลี่ยนไป เทคโนโลยีเข้ามามีบทบาทมากขึ้น คนรุ่นใหม่มีวิธีคิดเรื่องการทำงานต่างออกไป หัวหน้างานที่ยังยึดติดกับการควบคุมสั่งการแบบเดิมๆ อาจเจอกับความท้าทายครั้งใหญ่ เพราะองค์กรหลายแห่งเริ่มปรับโครงสร้างให้แบนราบลง AI และระบบอัตโนมัติเข้ามา ทำหน้าที่แทนงานประสานงานและควบคุมแบบเดิม คำถามคือ ถ้าไม่ปรับตัว หัวหน้างานยุคใหม่จะยังมีที่ยืนในองค์กรหรือไม่? โดยเฉพาะอย่างยิ่ง หัวหน้าคนกลาง (Middle Manager) . มารับฟังกันว่าหัวหน้าคนกลางยุคใหม่ ต้องเจอกับความท้าทายใดบ้างและต้องปรับตัวอย่างไร ต้องพัฒนาทักษะอะไร บทบาทจะเปลี่ยนไปอย่างไรและจะสร้างคุณค่าให้ตนเองอย่างไร จึงจะอยู่รอดในยุคนี้ . . #ธุรกิจ #หัวหน้า #บริหาร #พอดแคสต์ #podcast #missiontothemoon #missiontothemoonpodcast

The shift from managing individual contributors to overseeing other managers is one of the toughest transitions in leadership. Chris Williams, former Microsoft HR VP, explores why this change is so challenging and how organizations can better support these key leaders.Chris dives into the unique struggles faced by second-level managers, including finding mentorship and translating vague strategic objectives into actionable plans. He emphasizes the importance of building influence across organizational boundaries through genuine connections with colleagues, which proves invaluable during tough decisions. This episode offers practical advice for those navigating this difficult leadership transition.Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Chris on LinkedInCheck out Chris' websiteSupport the show

Get ready for a high-vibe convo with Carajane Searcy Moore ✨—President & Partner at Hunt Big Sales—who shares how she stepped into unexpected leadership and found her groove. Carajane joins Rosie to unpack what it really means to "step up and step in" (spoiler: it's not just a buzz phrase) and why clarity beats chaos every time. From redefining middle management to her genius “black pen, red pen” method, this episode is full of practical takeaways, powerful stories, and yes—a mic drop moment you won't forget

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.

This episode is dedicated to middle managers, who face unique pressures in the "messy middle" between upper management's demands and their teams' needs. Shelby and Belinda know from personal experience that being a middle manager is tough. Drawing from their own experiences, they offer practical advice on navigating the messy middle.In this episode:Balancing support for your team with helping your boss look goodAdapting your management style to meet the momentChallenging times are when you build your leadership skillsStaying focused on the mission rather than getting caught up in "what-if" scenariosSupport the podcast:If you enjoyed this episode, then subscribe to the Leadership Tea Podcast so you'll know when we drop a new episode. Please leave us a review on Apple Podcasts; it can help us reach more listeners!We encourage you to watch us on YouTube, where you can also leave your comments or suggestions for future topics.Send us a comment!We publish new episodes every other Wednesday. Subscribe to the Leadership Tea Podcast Watch the podcast on YouTube! Follow us on Instagram @Leadership_Tea for more inspiration and insights. Get your FREE copy of our Strategic Change WorkbookLearn more about us at stirringsuccess.com

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.

Welcome back to another episode of the unSeminary podcast. Today, we're talking with Diana Rush, the Senior Director of Build Community at Eastside Christian Church, a multisite church with locations in California, Nevada, and Minnesota. Are you a middle manager in a church trying to balance the pressures from both your senior leadership and your […]

In the final episode of The Evolving Workplace series, Wayne Turmel dives into the critical challenges facing today's leaders. As workplaces continue to evolve, middle managers find themselves caught between organizational expectations and employee needs. Wayne unpacks five key trends shaping the future of work, from navigating AI's impact to bridging generational divides and redefining professionalism in a hybrid world. He also highlights the importance of coaching at a distance, adapting leadership styles, and embracing flexibility in an ever-changing work environment. If you're leading a team—whether remote, hybrid, or in-person—this episode is packed with insights to help you stay ahead. Episode Highlights:

Welcome to the award-winning FCPA Compliance Report, the longest-running compliance podcast. In this episode, Tom welcomes Jonathan Marks, who discusses the role of internal audit in export control compliance. Jonathan starts by defining export controls and their significance: regulations governing the export, re-export, and transfer of goods, technology, and services across borders to protect national security and enforce foreign policy. As a Compliance Profession, you should recognize the severe impacts of operational disruptions, supply chain issues, and national security risks resulting from non-compliance, emphasizing the need for comprehensive compliance frameworks. Internal audit responsibilities are expanded, stressing the necessity of robust policies, clear responsibilities, consistent employee training, and thorough risk assessments. Jonathan discusses practical internal audit strategies, including evaluating high-risk transactions, identifying compliance gaps, and regularly monitoring and testing compliance controls through transaction testing, data analytics, third-party due diligence, and incident response mechanisms. Jonathan underscores the importance of collaboration between internal audit, legal, compliance, and supply chain teams to ensure an integrated and proactive compliance approach, thereby mitigating risks and strengthening corporate governance. Key highlights: Understanding Export Controls and Compliance Role of Internal Audit in Export Controls Key Areas for Internal Audit Focus Testing and Monitoring Controls Resources: Jonathan Marks on LinkedIn Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the award-winning FCPA Compliance Report, the longest running podcast in compliance. In this episode, Tom welcomes back Corporate Transparency Act expert and maven Jonathan Wilson for a look at judicial insights and recent developments in the Corporate Transparent Act (CTA) litigation.  Tom and Jonathan discuss the recent developments, including a preliminary injunction by Judge Kernodle in the Smith v. Treasury case, and its implications on CTA enforcement. Important differences between this injunction and previous ones, such as the Texas Top Cop Shop case, are highlighted. Wilson offers insights into the constitutional debates, particularly regarding the Commerce Clause, and reviews key decisions from federal district courts, including the persuasive Boyle decision from the District of Maine. They also touch on upcoming appeals and the potential impacts on the CTA's nationwide enforcement. Key Highlights  ·       Current Status of the Corporate Transparency Act ·       Judge Kernodle's Injunction and Legal Arguments ·       Supreme Court's Involvement and Implications ·       Analysis of the Boyle Decision ·       Procedural Updates and Future Outlook Resources Jonathan Wilson on LinkedIn FinCEN Report Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge by clicking here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the award-winning FCPA Compliance Report, the longest-running podcast in compliance. In this episode, Tom welcomes Kevin Carroll, now a partner at Fluet, to discuss national security issues to date under the Trump Administration. Kevin Carroll discusses his move to Fluet Law, a national security law firm. He delves into the ongoing chaos in national security, ranging from employees' concerns over legal processes at the Agency for International Development and the FBI to the unprecedented moves of the Trump administration in reprioritizing enforcement efforts. Kevin emphasizes the criticality of maintaining international alliances and intelligence-sharing, especially amidst controversial DOJ staffing and enforcement decisions. They also touch on the potential ramifications for U.S. companies engaged in foreign trade and anti-corruption enforcement. Don't miss Kevin's expert insights on the delicate balance of national security and legal frameworks in uncertain times. Key highlights: 00:11 Kevin's New Professional Chapter 00:35 National Security Concerns 02:11 Law Enforcement Priorities 04:52 International Relations and Security 14:04 Corporate Legal Risks Abroad 17:15 USAID and Export Control Resources: Kevin Carroll on LinkedIn Fluet  Kevin Carroll on Fluet Law Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us a textHave you ever watched a female senior leader in action and thought, 'I could do that... if only I knew how to get there'?In this powerful episode, we explore why right now is your moment to claim your seat at the senior leadership table. If you've ever looked at senior leadership positions and thought, "Could that be me?" – this episode will transform how you see your leadership potential.What You'll Discover:Why the evolving leadership landscape is creating unprecedented opportunities for women leadersHow your perceived "weaknesses" might actually be your greatest leadership strengthsThe inspiring journey of Kat Cole from waitress to CEO, and what it teaches us about authentic leadershipThree practical "Power Moves" you can implement tomorrow to start commanding executive presenceA transformative visualization exercise to connect with your future senior leader selfTake Action Now:Ready to accelerate your leadership journey? Schedule your FREE leadership strategy call with Kele. Limited spots are available – grab yours at the link below!

Welcome to the award-winning FCPA Compliance Report, the longest running podcast in compliance. In this episode, Tom welcomes back Mike Huneke and Brent Carlson for a special 2-part podcast series on the  bombshell AI advancements announced by DeepSeek on President Trump's inauguration day. In Part 1, we reviewed the business and compliance implications and in this Part 2, they consider the Sputnik Moment which has occurred.  In this episode, we delve into the concept of the 'Sputnik moment' as it relates to the global race to dominate artificial intelligence (AI) technology in the 21st century. Our discussion highlights the economic and military applications of AI and its significance for the United States. The conversation touches on the role of compliance, enforcement, and the evolving regulatory landscape, including recent developments like the AI diffusion framework. The episode also explores the increasing responsibilities placed on U.S. companies and their compliance teams, especially concerning export controls and national security standards.  Key Highlights  ·       Economic and Military Implications of AI ·       Compliance and Enforcement Challenges ·       The Role of Compliance Teams ·       Board of Directors' Responsibilities Resources Mike Huneke Hughes Hubbard & Reed website Brent Carlson on Linkedin A Fresh Look at US Export Controls and Sanctions DeepSeek Finds US Export Controls at a New ‘Sputnik Moment' in Bloomberg.Law Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge by clicking here. Learn more about your ad choices. Visit megaphone.fm/adchoices

This is KCBS Radio's daily Tech and Business Report. Today, KCBS Radio news anchor Holly Quan spoke with Bloomberg's Spencer Soper. Amazon's latest round of belt-tightening could end up taking a toll on middle managers at the company. You can hear our Tech and Business Report weekdays at 12:30 pm on KCBS Radio and for more, tune into Bloomberg Technology weekdays at 8 am.

Japan has some set pieces around leadership.  The Middle Manager boss sits at the head of an array of desks arranged in rows, so that everyone in the team can be seen.  This is important because this is how the boss knows who is working well in the team and who isn't.  They can be observed every day, all day long.  What time they arrive and what time they leave, who is late back from lunch – it is all there in front of the boss.  Meetings are easily arranged and follow up is a shout away – “Suzuki, what is happening with that report?”.  Now many of the team are at home, away from the constant surveillance of the boss.  The boss has little idea how they spend their days and our clients tell us many Middle Managers  are still struggling to supervise the diaspora. In many cases, the day would start with the chorei, the morning huddle, getting the team together to go through what is on for that day.  These meetups can continue even when everyone is at home. During Covid, we moved it online. Everyone had to be on camera at 9.00am, dressed for business, rather than in a T-shirt.  If they didn't come on camera that was a red flag.  There may have been some depression issues bubbling away in the background, as the isolation started to get to people. They began to withdraw.  One of my team didn't come on camera for three days in a row, saying there was an issue with the laptop webcam.  Was there really an issue?  How would I know that was the case, sitting in my study, at my home?  I immediately started organising another laptop to be sent out. I need to see everyone's face every day, to check how they are doing.  In the end, it was a technical issue around the privacy settings in Teams.  The point though is, I didn't really know what was going on.  I have to be continuously keeping an eye out for the emergence of any stress or depression in my team. At the chorei we would go through good news reports, the vision, mission, values, the Dale Carnegie Principle for that day, who we are visiting virtually or otherwise and who was visiting us, each person's top three priorities for the day and a motivational quote.  The whole thing took about ten minutes.  I usually spent another ten minutes talking about things like taking care of your health, standing up regularly because we tend to sit for too long, issues around coordination which have arisen, the latest news in our business, the cash flow situation and recognising good work.  We also had Coffee Time With Dale at 3.00pm every day for anyone who wants to just shoot the breeze and catch up with colleagues, they don't physically meet anymore.  It wasn't that popular so we dropped it. The meeting cadence with direct reports continued online but it was easy for this to fade or drift.  People's new work from home schedules seem to make it harder to connect.  Back in February 2020, when we started working from home, it had a temporary feel about it.  On reflection, I didn't immediately embed some processes I should have.  These direct report meetings were a discipline I found I had to really enforce, because many of my staff seem to possess ninja level skills at avoiding talking with boss. I usually want stuff from them, I want it yesterday and I am very demanding. Talking with me is probably a pain, so some are quite creative in escaping the supervision.  The biggest issue was coordination across the whole business, as we all descended into our little pockets of responsibility and started losing sight of the big picture.  I had to spend a lot more time making sure that key information was being shared and that I was also sharing key information, rather than hogging it to myself.  This was a time consuming activity, but we dropped the ball a couple of times because it wasn't done properly.  Before I knew it, timelines started to drift, activities dropped out of completion sequence and confusion was not far behind. This was when I discovered just how detail challenged some people in the team actually were.  In the office it got covered off somehow.  Being subterranean, it wasn't noticeable. In isolation from each other however, wrong data inputs have a horrendous impact.  They spark a lot of effort to clean up the mess created. It draws people away from what they should be doing, dragging them into the morass of re-work. We tried to get around these coordination and communication issues by creating one truth. There was a live document in Teams that everyone could access and all changes were noted there.  As a training company, we had training events scheduled LIVE On Line or in the Super Safe Classroom, so we could see which ones were being executed, which were postponed, who was involved, etc.  A limited number of people were allowed to feed into this document to enforce accountability and control.  Today, with people at home, you may need a similar live document that tells everyone what is going on, which is being updated continuously as things change. GIGO (garbage in garbage out) is an issue for any document, so the details have to be monitored carefully. To overcome the isolation, one on one meetings were being held more frequently than when we were in the office.  However, I found it even harder than normal to get hold of people because they are often holding online meetings or were on the phone.  In the office, I could just walk over to their desk and signal to them to see me after they finished their call or grab them when they came back from their meeting.    I find our younger people are not phone savvy.  They don't check their phones for incoming calls they have missed. This wastes a lot of time trying to get hold of people, so I had to be pretty bolshie with them, about checking their phones for missed messages and to check their voice mail regularly.  It is a real pain, but sending emails or text messages as well seems to be the way to get their attention. Many people are still working from home and are liberated from the daily grind of commuting in Tokyo which is good.  They are not necessarily pouring this extra time into their work though. As the boss, I have had to become a much more “supervising” leader than before, which I actually hate.  There are many more moving pieces now due to the residue of Covid-19, so whether I like it or not, I have become more interventionist to make sure it all hangs together.  How about you?  Has this been your experience too?  

Welcome to the award-winning FCPA Compliance Report, the longest-running podcast in compliance. In this episode, Tom welcomes back Mike Huneke and Brent Carlson for a special two-part podcast series on DeepSeek's bombshell AI advancements announced on President Trump's inauguration day. In Part 1, they review the business and compliance implications, and in Part 2, they consider the Sputnik Moment that has occurred. In Part 1, they consider the immediate and significant repercussions in both the business and compliance landscapes. Key topics include the economic and geopolitical ramifications of DeepSeek's innovations, changes in export control policies, and the unique compliance challenges AI technology poses. The discussion also examines how corporations can recalibrate their risk frameworks, integrate high-probability standards, and leverage data analytics to handle millions of transactions in a global economy. Emphasizing the importance of comprehensive compliance programs, the episode provides actionable insights for compliance professionals navigating this evolving landscape. Key highlights: DeepSeek's AI Breakthrough Economic and Compliance Implications Export Controls and Legal Concerns Compliance Strategies and Risk Management Training and Organizational Culture Resources Mike Huneke Hughes Hubbard & Reed website Brent Carlson on LinkedIn A Fresh Look at US Export Controls and Sanctions DeepSeek Finds US Export Controls at a New ‘Sputnik Moment' in Bloomberg.Law Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the award-winning FCPA Compliance Report, the longest-running podcast in compliance. In this episode, Tom welcomes back Jonathan Wilson to discuss recent turbulent developments regarding the Corporate Transparency Act (CTA) at the Supreme Court. The conversation includes key legal battles in Texas involving injunctions against the CTA. They explore the Supreme Court's recent stay on a previous injunction, the new Smith v. Treasury case, and its implications. The hosts analyze the confusion and uncertainty surrounding compliance with the CTA and offer strategic advice to businesses during this chaotic period. They conclude with insights on the political and judicial landscape, potential future rulings, and the importance of the CTA in combating money laundering. Key highlights: Supreme Court's Recent Actions Smith v. Treasury Case Overview Discussion on Universal Injunctions Future Implications and Legal Advice Political Landscape and CTA Support Resources: Jonathan Wilson on LinkedIn FinCEN Report Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when you gut the glue holding your team together? Is middle management really dead weight, or are we cutting off the wrong limb? In this episode, Amy and Jason take on the hype around “The Great Flattening” and call out the risks of gutting the layer that keeps organizations running smoothly. Sure, middle managers have their flaws—what role doesn't? But eliminating them entirely isn't the brilliant shortcut some leaders think it is. They dig into how this trend often creates chaos, undermines team engagement, and leaves critical gaps in communication and strategy. Spoiler: quick fixes and vague promises of efficiency don't replace the value of solid leadership and strong relationships. With sharp insights and actionable advice, this conversation is a wake-up call for anyone buying into the flattening trend without a second thought. Skeptical? Maybe. But sometimes you need a little tough love to see what's really at stake. Get all of the show notes at RadicalCandor.com/podcast. Episode Links: Transcript What Do Managers Of Managers Do? | Radical Candor Podcast S4, Ep.16 Who Wants To Be A Manager? | Radical Candor Podcast S6, Ep.14 Should I Be A Manager? | Radical Candor Podcast S5, Ep.25 Middle Manager Hiring Has Plunged, And Those Jobs May Never Come Back | Business Insider Don't Eliminate Your Middle Managers | HBR Amazon's Great Un-bossing: Why Eliminating Middle Managers Could Hurt Employee Engagement

Imagine this scenario: Your company's executive team has just announced their new master plan for growing the business. Now it's your job, as a mid-level manager, to put it into practice. So where do you start? In this episode, strategy consultant Andrea Belk Olson explains how to make the most of a plan that you may or may not agree with and that you may or may not have had any input into. She also has advice about the questions you should ask yourself before taking action, how to handle resistance from people you manage, and what to do if the new strategy isn't working well. Key episode topics include: strategy, strategy execution, growth strategy, managing people, managing up. HBR On Strategy curates the best case studies and conversations with the world's top business and management experts, to help you unlock new ways of doing business. New episodes every week. · Listen to the full Women at Work episode: How to Manage: Executing Strategy (2024)· Find more episodes of Women at Work· Discover 100 years of Harvard Business Review articles, case studies, podcasts, and more at HBR.org]]>

Welcome to the award-winning FCPA Compliance Report, the longest-running compliance podcast. In this episode, Tom welcomes back Brent Carlson and Mike Huneke to discuss a crucial topic in corporate compliance: the return on investment (ROI) in export controls compliance. This pod reviews the challenges compliance professionals face in articulating the value proposition for investments in compliance programs. Brent and Mike highlight the misconceptions about compliance being merely a cost center and explore various ways to demonstrate its tangible benefits to executive teams and boards. The discussion also covers the impact of recent regulatory changes and geopolitical tensions and how companies can proactively address these shifts to ensure robust compliance and leverage new opportunities. By looking at past enforcement actions and drawing parallels with the evolution of the FCPA, the episode provides listeners with critical insights into the practical steps for enhancing compliance programs and the importance of staying ahead of regulatory expectations in a rapidly changing global trade environment. Key highlights: Setting the Stage for Compliance ROI Challenges in Export Controls Compliance Geopolitical Influences on Export Controls Comparing Export Controls to FCPA National Security and Economic Security Solutions and Strategies for Compliance Resources: Hughes Hubbard & Reed website Brent Carlson on Linkedin Mike Huneke on LinkedIn A Fresh Look at US Export Controls and Sanctions Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the award-winning FCPA Compliance Report, the longest-running podcast in compliance. In the first episode of the 2025 FCPA Compliance Report, Tom welcomes back Jonathan Wilson, founder and CEO of the FinCEN Report, to discuss recent legal machinations surrounding the Corporate Transparency Act (CTA). They delve into a December court ruling by the Eastern District of Texas, which issued a universal injunction against the CTA, claiming it oversteps Congress's authority under the Commerce Clause. The Fifth Circuit stay panel initially stayed this ruling but was later reinstated by the merits panel, leading the government to appeal to the Supreme Court. The episode also covers historical context, potential impacts on businesses, and predictions for future court actions regarding the CTA. Key highlights: Texas Top Cop Shop Case Overview Court Rulings and Injunctions Supreme Court Involvement Government Response and Filing Process Implications of Administration Change Resources: Jonathan Wilson on LinkedIn FinCEN Report Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the award-winning FCPA Compliance Report, the longest-running podcast in compliance. In this episode, Tom engages in a comprehensive discussion with Bruna Veiga about the evolution and significance of the compliance department in the financial markets in Brazil and globally. Bruna describes her journey, starting as a trainee and advancing to her current role as a Legal and Compliance Officer in fund management. She highlights the crucial role of combining regulations from different regions, particularly the rigorous frameworks in Brazil and the United States, to manage compliance effectively. The conversation delves into the historical development of compliance programs in Brazil, the challenges faced, and the similarities with the U.S. regulatory landscape. Bruna provides insights on managing compliance amidst evolving regulations, the importance of continuous learning, and establishing a culture that values ethical compliance. Key topics such as money laundering, AI governance, and compliance considerations in marketing are also explored, offering valuable strategies for compliance professionals to navigate these complex areas. Highlights in this episode: Development of Compliance in Brazil Navigating Multiple Regulations Hot Topics in Compliance: AI and Money Laundering Compliance Communication and Engagement Career Advice for Aspiring Compliance Professionals Resources: Bruna Veiga on LinkedIn Tom Fox Instagram Facebook YouTube Twitter LinkedIn For more information on the Ethico Toolkit for Middle Managers, available at no charge, click here. Check out the entire 3-book series, The Compliance Kids, on Amazon.com. For an audio/video version of the Compliance Kids book, Speaking Up is AWESOME, contact Tom Fox. Learn more about your ad choices. Visit megaphone.fm/adchoices

Unlock the true potential of middle management!

Join us for an enlightening discussion with Chris as we uncover the hidden complexities and unexpected realities of starting a farm business. Chris shares his unique journey, which began under the grim assumption of a limited lifespan due to health issues. This led him to neglect a detailed business plan initially, resulting in a steep learning curve. He emphasizes the crucial role of solid business foundations such as capital, labor, and clear goals, highlighting that the hands-on, visible aspects of farming are just a small fraction of what makes a farm successful. Chris candidly contrasts romanticized visions of farming with the logistical and strategic challenges faced in reality. We then shift focus to the broader challenges of being an entrepreneur, especially for those transitioning from technical roles to management positions. Chris discusses the pitfalls of such transitions, drawing parallels between middle managers and entrepreneurs overwhelmed by their new roles. Our conversation explores Blackbird and Sylvan Aquin's innovative approach to creating a sustainable business model that pays living wages by integrating agribusiness and agriculture. This approach helps offset the low margins in farming by leveraging higher-margin agribusiness activities, aiming to create a system where individuals don't have to be entrepreneurs to succeed. In the latter part of our episode, we tackle the larger socio-political implications of ethical business growth and the role of social entrepreneurship in challenging capitalism. Chris provides insights into the need for practical business acumen and realistic goals to achieve political and ethical objectives. We also discuss the importance of creating businesses that ethically redistribute wealth, building economic centers that can drive political change. Listen in as we explore the necessity of understanding business fundamentals, maintaining community accountability, and creating a culture of fairness to achieve meaningful progress and sustainable change. Purchase meat and eggs from the Blackbird Coop here: https://blackbirdcoop.com/ Check out Chris's book First Generation farming here: https://stan.store/sylvanaquafarms/p/first-generation-farming For sources and to read more about this subject, visit: www.agroecologies.org To support this podcast, join our patreon for early episode access at https://www.patreon.com/poorprolesalmanac For PPA Writing Content, visit: www.agroecologies.org For PPA Restoration Content, visit: www.restorationagroecology.com For PPA Merch, visit: www.poorproles.com For PPA Native Plants, visit: www.nativenurseries.org To hear Tomorrow, Today, our sister podcast, visit: www.tomorrowtodaypodcast.org/   Key Words: Farm Business, Ethics, Profitability, Entrepreneurship, Blackbird, Sylvanaqua, Agribusiness, Agriculture, Capital, Labor, Business Plan, Logistical Challenges, Strategic Realities, Romanticized Visions, Solid Business Foundations, Middle Managers, Technical Roles, Management, Sustainable Model, Living Wages, Capitalist Structures, Socio-Political Implications, Social Entrepreneurship, Political Change, Historical Successes, Modern Challenges, Community Accountability, Culture of Fairness, Left-Wing Politics, Ethical Business Choices, Economic Change, Equitable Societal Outcomes