Podcast appearances and mentions of minda harts

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. Minda's Website: https://www.mindaharts.com/ Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," and get defensive? Or do you say, "Let me consider what you're saying. Tell me more. Let me ask some questions." These behaviors keep showing up at work, and people don't always realize how detrimental they can be. Erin: Everybody's different. I'm thinking about two people who support my business. One is more on the sensitivity side. If something gets messed up, I know I need to say, "Dude, no big deal at all." And when something is done well, I need to say the thing that's already inside my head: "You crushed it." The other person is about as far from sensitive as you can imagine. For her, follow-through probably matters more. She's my operations person. It's more like, "Erin, you said you were going to send me three videos. Send me the three videos." Understanding those people is really important. How to Rebuild Trust After You Mess Up Erin: Rebuilding trust is always a big one. Let's say you screwed something up with a client, customer, or major project. What are some ways to rebuild trust that people may not think of? Minda: One trust language that matters here is demonstration. Do our actions align with our values? I can tell you all day that I'm going to make the tacos the way you expect them every time you come to the taco truck. But if every time you come, they're made differently, I'm not demonstrating that you can trust this place. When we make a mistake, we can acknowledge it. "You know what? We have a new cook. We're training them today. But we value you as a customer." Then we pay attention. "Oh, you like your cheese sprinkled this way? Now that I know that, I want to demonstrate that you can trust us. Next time you come, I'm going to check the bag before you leave." It's the show and the tell. A lot of times in life, we want to skip over the repair part. We say, "I said I'm sorry. Move on." But rebuilding trust requires demonstration over time. I believe if trust can be broken, it can be rebuilt, if it's not egregious. But it requires action. Trust is a noun and a verb. Erin: It takes patience. When we mess up, we want instant gratification. We want the wound to be healed right away. In a big corporation, it might be, "We'll give you a fee holiday," because we want something tangible and quick. But if you slow down and accept that it may be uncomfortable for a little while, then next week you can show up differently. You can go above and beyond. You can demonstrate the repair. Minda: Absolutely. And we also have to give people the opportunity to rebuild. If we've been burned in our personal or professional lives, sometimes we come into the next situation with our defenses up. You may be the best boss I've never had yet, but if I'm still holding onto hurts and broken promises from my last situation, I'm not going to get the best out of the situation with you, and you're not going to get the best from me. So we also have to be self-aware. Is this person really eroding trust, or am I bringing baggage from past experiences? Erin: Right. It's easy to tell stories like, "The boss is mad at me because I got a three-word email." But maybe the boss is running to another meeting and isn't actually worried about the mistake you made. What to Do When You Break Trust With Your Boss Erin: Let's say you mess something up with your boss. Maybe you botch a report, lose a customer, or mess up some technology. Beyond demonstrating that you can get it right next time, what else helps? Minda: Remember that your boss is human too. They have expectations you may not be aware of, especially if you're new to the team. You might say, "I know expectations can change depending on priorities, and I want to make sure we're aligned. I really enjoy working on your team, and I want our working relationship to be strong. What do you need from me to do your best work?" Success is not a solo sport. When you ask that kind of question, they may not say, "Transparency is important to me," or, "Follow-through is important to me," but they'll tell you something that reveals what matters. Then you can make a mental note. If you say you'll get something done by five and you can't, don't workplace ghost them. Follow up and say, "I know the deadline is approaching. Could I get an extension of one hour? I'll get it to you shortly." That keeps trust on the tracks. We create narratives in our heads that people will be upset with us, but most people just want honesty. We all bump up against deadlines. We all make mistakes. The issue is how we communicate it. The Leadership Mistake That Drives Minda Crazy Erin: What gets under your skin? What's your biggest leadership pet peeve? What's the simple thing leaders do wrong that you wish they'd change? Minda: I really value transparency, which is clarity and honesty. What gets under my skin is when leaders act like employees are stupid. We see the smoke coming out of the chimney. We hear the alarms going off. Then you come and tell us, "There's nothing to worry about. Nothing to see here." You may not know why the smoke is happening. You may not know why the alarms are going off. But acknowledge it. Say, "I know you've smelled the smoke. I've smelled it too. I don't know exactly what's causing it, but once I do, I'll let you know." That feels better and keeps trust intact more than pretending nothing happened. Don't pretend we didn't just do a reorganization. Don't pretend we didn't just lay off half the team. Let's humanize it. People are human first and colleagues second. Sometimes leaders think they can't be honest because they're privy to certain information. Then say that. "I don't have all the information right now, but I understand how this might make you feel. If you have questions, book time with me and let's talk it through." That feels much better than watching someone's work friend get laid off after ten years and then pretending nothing happened. Erin: I love that. Stop thinking your employees are stupid. The bar is low, isn't it? Minda: It's so low. Don't Outsource Your Humanity Erin: I saw a post where someone asked you a question about AI, and the gremlin that came out of you was, "Don't outsource your humanity." What caused that? Minda: Someone asked me about using AI in workplace communication. I think it's important to use the tools available to us. But what can happen is I put my thoughts into an agent, then I email you. Then you put your thoughts into an agent, and now you're emailing me back. At that point, we've taken ourselves out of it. It's just two agents talking to each other. There's no nuance. The tools don't understand the history of what happened in the meeting. They're getting it from one angle. So before you press send, just because the grammar is great and the message is direct, take another look. Think about the nuance. Think about the relationship. When this person finishes reading the email, how are they going to feel? What is the relationship going to feel like? If we're just two agents talking to each other, we may not be building trust. We may be eroding it. That's why I said, "Don't outsource your humanity." Erin: Preaching to the choir. I'm an authenticity girl. Sounding smart is now suspicious. Stop sounding smart. How to Give Tough Feedback Without Eroding Trust Erin: Can we talk about giving tough feedback? Whether it's an annual review or on the fly, I think the feedback sandwich is over. Maybe that worked when people didn't know they were being sandwiched, but now we all know. How do you give transparent feedback while still building trust? Minda: One thing I created is a game called The Trust Catalyst, which helps people practice these conversations so they don't erode trust. If we're doing a one-on-one or year-end review, I'm not going to start by launching into feedback. If you sit down or appear on Zoom, and the first thing I say is, "That report you did last week should have been done differently," you're immediately thinking, "I didn't know this was a problem." That sets the tone for the whole meeting. Think of the seven trust languages as tools. If you have a nail, you're not going to grab a wrench first. You're going to grab the right tool. Maybe you start with acknowledgement. Maybe you start with sensitivity because you know this person has had a rough year. When you do get to feedback, make sure it's meaningful and gives the person an opportunity to grow. It's not just what you say. It's how you say it. You can say, "We need to meet these deadlines more consistently. Is there something you need from me so we can make sure you hit this mark three weeks from now?" That sounds very different from making someone feel like they may not have a job by the end of the week. I always go back to the double E's. Is what I'm about to say going to enhance this relationship or erode it? Think about what you want the end of the conversation to look like. Do you want the person to feel down and out, waiting to turn off the camera? Or is there a way that when you see each other later, the relationship still feels intact? Growing up, my mom and dad could say the exact same thing to me, but when my dad said it, I wanted to spiral down the wall because his delivery was harsh. My mom could say the same thing, and I would receive it because I knew she was telling me in a way that helped me grow. That's something leaders and colleagues can do better. When Your Peer Becomes Your Employee Erin: Here's a sticky situation: your peer becomes your employee. You get promoted, and Joe, who used to be your sidekick and confidant, is now reporting to you. How do you build this new level of trust when the relationship changes? Minda: That happens a lot, and it can be sticky depending on which side of the friendship you're on. A big part of it is transparency. Talk about the elephant in the room. You might say, "I know we have a great working relationship, and now I'm in this leadership position. There may be times when I have to put certain priorities first, but I want you to know you can always come to me. I hope we can have two relationships: our working relationship and our friendship. There may be times when I have sensitive information I can't talk about like I could before, but I hope we can find that balance." I would much rather someone be transparent with me and create that sense of security than pretend I don't exist anymore or start acting weird. Nine times out of ten, if people would communicate instead of being conflict avoidant, we could have better relationships. We create narratives that it can't work, but why not talk about how it can work? Say, "If it ever feels like our friendship isn't there, or I'm acting differently because I'm in this role, tell me. I value that." We have to say what we mean without being mean. Erin: Exactly. Say the thing you're already going to say to your coach or your partner. Why not say it to the actual person? Minda: Yes. Because now I have that information. I may think everything is fine, but you may feel like, "We used to talk every day, and now we only talk once a month." You might assume I don't care as much now that I have this leadership title, when really, I'm just busy and hadn't thought about it. Again, many of these things are communication issues before they become trust issues. Green-Lighting Yourself Erin: You haven't just focused on trust. You're also a filmmaker, and part of that is telling stories about real-life situations, friendships, and the things that make life beautiful and complicated. So many people listening are trying to make work suck less, but they're also looking for inspiration to do things that feel uncomfortable or outlandish. Can you talk about the filmmaking side? Minda: I never intended to be an author. I fell into it. So I would encourage people to remember that you can learn new things. During the pandemic, I started taking screenwriting classes because I knew I wanted to take the stories I'd been telling and share them in another medium. I wanted to be a better storyteller, and I'm a big advocate of investing in yourself. Whether I win an Oscar, a Webby, or nothing, I wanted to enhance that skill. I also thought about the intellectual property I have and how I could tell those stories in different ways. I started taking classes about six years ago. At some point, I said, "I'm not going to wait for the green light from somebody else. I'm going to green light myself." So I started making short films. I kept taking coursework, reading books, finding my crew on social media, and asking people around. Now I'm four short films in, and they've been in many festivals. It feels good to uncover a new area of my life that I'm good at. Maybe I'll win Oscars in the future. Maybe I won't. But I'm enjoying this part of my life because it's another way to get stories heard by people who may never read my books. Erin: You said something so simple: "I took a class." So many times we act like we don't even know where to start. But there's a class for everything. Minda: Everything. Erin: Just take the class. Get curious. Minda: I'll tell you and your listeners a secret. Since I was a teenager, I've always wanted to take piano lessons. Every year, I'd put it on the vision board: "Take piano lessons." And I never did. But later today, I'm taking my first piano lesson. I may end up in a recital with preschoolers, but this is for me. Sometimes we just have to do things for us. Minda's "Buck That" Story Erin: We always ask people for their "buck that" story. It's a time when you bucked the norm, went against the grain, and something good happened as a result. Do you have one? Minda: Yes. It's the intersection where I sit now. I was in corporate America for 15 years, and in 2015, I started this dinosaur thing called a blog. I was frustrated about the workplace I was in. There was no trust anywhere. The blog was a way for me to talk about what I was experiencing, not from a "woe is me" place, but from a place of, "If anybody else is feeling this way, here are the tips I wish I had used or that I'm working through." Every Monday, I put out a memo. Eventually, those memos became my first bestselling book, The Memo. I had no idea that would happen. Now I'm on book four and making films. So sow those seeds. Take the step. I left a very stable job, and I was terrified. I'm type A. I love stability because I didn't have a lot of it growing up. I thought, "Give me the gold watch. I'm here forever." Taking that leap, betting on myself, and bucking the system showed me that success isn't just one way. I think I'm a constant "buck that" girl now. That's just how I live. Erin: Once you buck it once and it works out, that's the end of the story. That's why we love to share these stories for people who are holding themselves back. One Last Tip to Make Work Suck Less Erin: What's your one last tip to make work suck less? Minda: Ask yourself, "What do I want out of work?" Sometimes we do things at work to make work work for everybody else, but we never consider what it needs to look like for us. Once you understand what you need, you can ask for it more clearly. Not what the person next to you wants. Not what someone on Microsoft Teams wants. What is really going to make you say, "This was worth the ride"? We should remember that we are good enough to deserve the best workplace possible.

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. Minda's Website: https://www.mindaharts.com/ Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," and get defensive? Or do you say, "Let me consider what you're saying. Tell me more. Let me ask some questions." These behaviors keep showing up at work, and people don't always realize how detrimental they can be. Erin: Everybody's different. I'm thinking about two people who support my business. One is more on the sensitivity side. If something gets messed up, I know I need to say, "Dude, no big deal at all." And when something is done well, I need to say the thing that's already inside my head: "You crushed it." The other person is about as far from sensitive as you can imagine. For her, follow-through probably matters more. She's my operations person. It's more like, "Erin, you said you were going to send me three videos. Send me the three videos." Understanding those people is really important. How to Rebuild Trust After You Mess Up Erin: Rebuilding trust is always a big one. Let's say you screwed something up with a client, customer, or major project. What are some ways to rebuild trust that people may not think of? Minda: One trust language that matters here is demonstration. Do our actions align with our values? I can tell you all day that I'm going to make the tacos the way you expect them every time you come to the taco truck. But if every time you come, they're made differently, I'm not demonstrating that you can trust this place. When we make a mistake, we can acknowledge it. "You know what? We have a new cook. We're training them today. But we value you as a customer." Then we pay attention. "Oh, you like your cheese sprinkled this way? Now that I know that, I want to demonstrate that you can trust us. Next time you come, I'm going to check the bag before you leave." It's the show and the tell. A lot of times in life, we want to skip over the repair part. We say, "I said I'm sorry. Move on." But rebuilding trust requires demonstration over time. I believe if trust can be broken, it can be rebuilt, if it's not egregious. But it requires action. Trust is a noun and a verb. Erin: It takes patience. When we mess up, we want instant gratification. We want the wound to be healed right away. In a big corporation, it might be, "We'll give you a fee holiday," because we want something tangible and quick. But if you slow down and accept that it may be uncomfortable for a little while, then next week you can show up differently. You can go above and beyond. You can demonstrate the repair. Minda: Absolutely. And we also have to give people the opportunity to rebuild. If we've been burned in our personal or professional lives, sometimes we come into the next situation with our defenses up. You may be the best boss I've never had yet, but if I'm still holding onto hurts and broken promises from my last situation, I'm not going to get the best out of the situation with you, and you're not going to get the best from me. So we also have to be self-aware. Is this person really eroding trust, or am I bringing baggage from past experiences? Erin: Right. It's easy to tell stories like, "The boss is mad at me because I got a three-word email." But maybe the boss is running to another meeting and isn't actually worried about the mistake you made. What to Do When You Break Trust With Your Boss Erin: Let's say you mess something up with your boss. Maybe you botch a report, lose a customer, or mess up some technology. Beyond demonstrating that you can get it right next time, what else helps? Minda: Remember that your boss is human too. They have expectations you may not be aware of, especially if you're new to the team. You might say, "I know expectations can change depending on priorities, and I want to make sure we're aligned. I really enjoy working on your team, and I want our working relationship to be strong. What do you need from me to do your best work?" Success is not a solo sport. When you ask that kind of question, they may not say, "Transparency is important to me," or, "Follow-through is important to me," but they'll tell you something that reveals what matters. Then you can make a mental note. If you say you'll get something done by five and you can't, don't workplace ghost them. Follow up and say, "I know the deadline is approaching. Could I get an extension of one hour? I'll get it to you shortly." That keeps trust on the tracks. We create narratives in our heads that people will be upset with us, but most people just want honesty. We all bump up against deadlines. We all make mistakes. The issue is how we communicate it. The Leadership Mistake That Drives Minda Crazy Erin: What gets under your skin? What's your biggest leadership pet peeve? What's the simple thing leaders do wrong that you wish they'd change? Minda: I really value transparency, which is clarity and honesty. What gets under my skin is when leaders act like employees are stupid. We see the smoke coming out of the chimney. We hear the alarms going off. Then you come and tell us, "There's nothing to worry about. Nothing to see here." You may not know why the smoke is happening. You may not know why the alarms are going off. But acknowledge it. Say, "I know you've smelled the smoke. I've smelled it too. I don't know exactly what's causing it, but once I do, I'll let you know." That feels better and keeps trust intact more than pretending nothing happened. Don't pretend we didn't just do a reorganization. Don't pretend we didn't just lay off half the team. Let's humanize it. People are human first and colleagues second. Sometimes leaders think they can't be honest because they're privy to certain information. Then say that. "I don't have all the information right now, but I understand how this might make you feel. If you have questions, book time with me and let's talk it through." That feels much better than watching someone's work friend get laid off after ten years and then pretending nothing happened. Erin: I love that. Stop thinking your employees are stupid. The bar is low, isn't it? Minda: It's so low. Don't Outsource Your Humanity Erin: I saw a post where someone asked you a question about AI, and the gremlin that came out of you was, "Don't outsource your humanity." What caused that? Minda: Someone asked me about using AI in workplace communication. I think it's important to use the tools available to us. But what can happen is I put my thoughts into an agent, then I email you. Then you put your thoughts into an agent, and now you're emailing me back. At that point, we've taken ourselves out of it. It's just two agents talking to each other. There's no nuance. The tools don't understand the history of what happened in the meeting. They're getting it from one angle. So before you press send, just because the grammar is great and the message is direct, take another look. Think about the nuance. Think about the relationship. When this person finishes reading the email, how are they going to feel? What is the relationship going to feel like? If we're just two agents talking to each other, we may not be building trust. We may be eroding it. That's why I said, "Don't outsource your humanity." Erin: Preaching to the choir. I'm an authenticity girl. Sounding smart is now suspicious. Stop sounding smart. How to Give Tough Feedback Without Eroding Trust Erin: Can we talk about giving tough feedback? Whether it's an annual review or on the fly, I think the feedback sandwich is over. Maybe that worked when people didn't know they were being sandwiched, but now we all know. How do you give transparent feedback while still building trust? Minda: One thing I created is a game called The Trust Catalyst, which helps people practice these conversations so they don't erode trust. If we're doing a one-on-one or year-end review, I'm not going to start by launching into feedback. If you sit down or appear on Zoom, and the first thing I say is, "That report you did last week should have been done differently," you're immediately thinking, "I didn't know this was a problem." That sets the tone for the whole meeting. Think of the seven trust languages as tools. If you have a nail, you're not going to grab a wrench first. You're going to grab the right tool. Maybe you start with acknowledgement. Maybe you start with sensitivity because you know this person has had a rough year. When you do get to feedback, make sure it's meaningful and gives the person an opportunity to grow. It's not just what you say. It's how you say it. You can say, "We need to meet these deadlines more consistently. Is there something you need from me so we can make sure you hit this mark three weeks from now?" That sounds very different from making someone feel like they may not have a job by the end of the week. I always go back to the double E's. Is what I'm about to say going to enhance this relationship or erode it? Think about what you want the end of the conversation to look like. Do you want the person to feel down and out, waiting to turn off the camera? Or is there a way that when you see each other later, the relationship still feels intact? Growing up, my mom and dad could say the exact same thing to me, but when my dad said it, I wanted to spiral down the wall because his delivery was harsh. My mom could say the same thing, and I would receive it because I knew she was telling me in a way that helped me grow. That's something leaders and colleagues can do better. When Your Peer Becomes Your Employee Erin: Here's a sticky situation: your peer becomes your employee. You get promoted, and Joe, who used to be your sidekick and confidant, is now reporting to you. How do you build this new level of trust when the relationship changes? Minda: That happens a lot, and it can be sticky depending on which side of the friendship you're on. A big part of it is transparency. Talk about the elephant in the room. You might say, "I know we have a great working relationship, and now I'm in this leadership position. There may be times when I have to put certain priorities first, but I want you to know you can always come to me. I hope we can have two relationships: our working relationship and our friendship. There may be times when I have sensitive information I can't talk about like I could before, but I hope we can find that balance." I would much rather someone be transparent with me and create that sense of security than pretend I don't exist anymore or start acting weird. Nine times out of ten, if people would communicate instead of being conflict avoidant, we could have better relationships. We create narratives that it can't work, but why not talk about how it can work? Say, "If it ever feels like our friendship isn't there, or I'm acting differently because I'm in this role, tell me. I value that." We have to say what we mean without being mean. Erin: Exactly. Say the thing you're already going to say to your coach or your partner. Why not say it to the actual person? Minda: Yes. Because now I have that information. I may think everything is fine, but you may feel like, "We used to talk every day, and now we only talk once a month." You might assume I don't care as much now that I have this leadership title, when really, I'm just busy and hadn't thought about it. Again, many of these things are communication issues before they become trust issues. Green-Lighting Yourself Erin: You haven't just focused on trust. You're also a filmmaker, and part of that is telling stories about real-life situations, friendships, and the things that make life beautiful and complicated. So many people listening are trying to make work suck less, but they're also looking for inspiration to do things that feel uncomfortable or outlandish. Can you talk about the filmmaking side? Minda: I never intended to be an author. I fell into it. So I would encourage people to remember that you can learn new things. During the pandemic, I started taking screenwriting classes because I knew I wanted to take the stories I'd been telling and share them in another medium. I wanted to be a better storyteller, and I'm a big advocate of investing in yourself. Whether I win an Oscar, a Webby, or nothing, I wanted to enhance that skill. I also thought about the intellectual property I have and how I could tell those stories in different ways. I started taking classes about six years ago. At some point, I said, "I'm not going to wait for the green light from somebody else. I'm going to green light myself." So I started making short films. I kept taking coursework, reading books, finding my crew on social media, and asking people around. Now I'm four short films in, and they've been in many festivals. It feels good to uncover a new area of my life that I'm good at. Maybe I'll win Oscars in the future. Maybe I won't. But I'm enjoying this part of my life because it's another way to get stories heard by people who may never read my books. Erin: You said something so simple: "I took a class." So many times we act like we don't even know where to start. But there's a class for everything. Minda: Everything. Erin: Just take the class. Get curious. Minda: I'll tell you and your listeners a secret. Since I was a teenager, I've always wanted to take piano lessons. Every year, I'd put it on the vision board: "Take piano lessons." And I never did. But later today, I'm taking my first piano lesson. I may end up in a recital with preschoolers, but this is for me. Sometimes we just have to do things for us. Minda's "Buck That" Story Erin: We always ask people for their "buck that" story. It's a time when you bucked the norm, went against the grain, and something good happened as a result. Do you have one? Minda: Yes. It's the intersection where I sit now. I was in corporate America for 15 years, and in 2015, I started this dinosaur thing called a blog. I was frustrated about the workplace I was in. There was no trust anywhere. The blog was a way for me to talk about what I was experiencing, not from a "woe is me" place, but from a place of, "If anybody else is feeling this way, here are the tips I wish I had used or that I'm working through." Every Monday, I put out a memo. Eventually, those memos became my first bestselling book, The Memo. I had no idea that would happen. Now I'm on book four and making films. So sow those seeds. Take the step. I left a very stable job, and I was terrified. I'm type A. I love stability because I didn't have a lot of it growing up. I thought, "Give me the gold watch. I'm here forever." Taking that leap, betting on myself, and bucking the system showed me that success isn't just one way. I think I'm a constant "buck that" girl now. That's just how I live. Erin: Once you buck it once and it works out, that's the end of the story. That's why we love to share these stories for people who are holding themselves back. One Last Tip to Make Work Suck Less Erin: What's your one last tip to make work suck less? Minda: Ask yourself, "What do I want out of work?" Sometimes we do things at work to make work work for everybody else, but we never consider what it needs to look like for us. Once you understand what you need, you can ask for it more clearly. Not what the person next to you wants. Not what someone on Microsoft Teams wants. What is really going to make you say, "This was worth the ride"? We should remember that we are good enough to deserve the best workplace possible.

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In this episode of DEI After 5, I'm joined by Minda Harts to talk about what trust really looks like at work—and how to rebuild it when it's been strained. We unpack her 7 Trust Languages framework and the everyday behaviors that shape credibility, psychological safety, and team culture. If you're leading through change or trying to strengthen relationships on your team, this conversation will give you clear language and practical ways to move forward. 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, I dive into Minda Harts' powerful book The Memo, specifically exploring the chapter "Invest in Yo'self." This chapter is a call to action for women of color to prioritize their own growth, well-being, and career development. Self-investment is non-negotiable and professional development will pay dividends in your career. Your mental and physical health are investments too! What's one area of your life or career where you've been hesitant to invest in yourself? How can you reframe self-investment as a strategic career move rather than an indulgence?You might also like It's About Damn Time by Arlan Hamilton: https://www.honeyandhustle.co/i-read-a-chapter-of-its-about-damn-time-by-arlan-hamilton-for-you/Thanks for listening! Let's keep the convo going: Join the community, Please Hustle Responsibly: https://pleasehustleresponsibly.com/Find all episodes here: https://www.honeyandhustle.coYouTube: https://www.youtube.com/c/AngelaHollowellLinkedIn: https://www.linkedin.com/in/angelahollowell/Twitter: https://twitter.com/honeyandhustleMentioned in this episode:Get your free lesson from CommunityOS here: https://www.communityos.xyzSubscribe to the newsletter today: www.pleasehustleresponsibly.com

300,000 Black women have been pushed out of the workforce. The system labels them "aggressive" when they speak, "not a team player" when they set boundaries, "difficult" when they advocate for themselves. These aren't random incidents; they're the deliberate mechanisms that systematically remove Black women from positions of power and influence. Minda Harts has documented this structural violence across thousands of women's experiences and built a framework to navigate it with clarity. As a bestselling author, workplace consultant, and NYU professor, she created The Seven Trust Languages®, a system that gives women the precise vocabulary to identify where and how they're being strategically undermined at work in real time. She's the author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table, Right Within: How to Heal from Racial Trauma in the Workplace, You Are More Than Magic, and Talk to Me Nice: The Seven Trust Languages for a Better Workplace. Recognized by LinkedIn as the #1 Top Voice for Equity in the Workplace and by Business Insider as one of the 100 People Transforming Business, Minda is the founder of The Memo LLC and Queen of Harts Productions. She works with Fortune 500 companies to rebuild trust and teaches the next generation of leaders at NYU's Wagner School of Public Service. In this conversation, Minda shows you how to see the patterns, name what's happening, and make strategic choices that protect your power.   You can find Minda Hart's work here: Website: https://www.mindaharts.com/ Instagram: https://www.instagram.com/mindaharts/?hl=en YouTube: https://www.youtube.com/@OfficialMindaHarts LinkedIn: https://www.linkedin.com/in/mindaharts/ Facebook: https://www.facebook.com/MindaHarts/ ----more---- Tools and stories to help you choose yourself in a world that socializes you not to. The Shop: Discover exclusive tools, curated workshops, and guides for the radical woman ready to step fully into her power. https://www.charliestoolbox.com/shop Substack Newsletter: Read deep dives and stories about women choosing themselves, money, self-trust, and building power outside of old systems. https://charliestoolbox.substack.com/ Website: Find more resources, learn about our methodology, and explore all our offerings in one place. https://www.charliestoolbox.com/ The Podcast: Listen to real conversations with women who've built lives beyond approval, expectation, and limits. https://charliestoolbox.podbean.com/ Your sovereignty is your foundation. My role is to help you use it as a launchpad. **Follow for Daily Inspiration:** - TikTok: https://www.tiktok.com/@charliestoolbox - Instagram: https://www.instagram.com/charliestoolbox/ - LinkedIn: https://www.linkedin.com/company/charliestoolbox   Take Action Now: Hit subscribe if you're ready to stop waiting for permission and start choosing yourself. New episodes drop weekly with tools for building a life that's authentically felt and beautifully lived.

Welcome back to Stoppage Time with Uncle Rob! This week's episode takes us into one of the most important skills we can develop in today's chaotic information universe—the art of becoming a “Critical Ignorer.” Inspired by my recent conversation with scientific researcher, author, and social-science communicator Matthew Facciani (a.k.a. the Bill Nye of the Social Sciences), this Stoppage Time dives deep into how we can better protect our minds from the nonstop flood of mis- and disinformation surrounding us.In a world where trusted sources have faded and algorithms serve us endless noise, we're left to decide for ourselves what's real, credible, or even human-generated. But as Matthew reminds us, it's not just about being a critical thinker anymore—it's about mastering what we allow into our brains in the first place. Today, I share the simple but powerful techniques I've used since 2020 to guard my attention, reduce digital clutter, and stay intentional about the information I consume. And, unexpectedly, I learned during our conversation that one of my habits is actually a scientifically recognized strategy!I also reflect on why these lessons connect so profoundly with another recent episode featuring Minda Harts, where we explored trust—how we build it, how we lose it, and why it matters. Taken together, these conversations offer a roadmap for navigating life as entrepreneurs, leaders, investors, and conscious humans in an overloaded, combative media landscape.If you've ever asked yourself, “Can I trust this? Should I even pay attention to it?”—this episode is for you.If you've ever felt overwhelmed by the constant buzz of information—this episode is for you.And if you want to understand yourself, others, and your digital world with more clarity—this episode is definitely for you.Grab a warm drink (I've got my heater going here in chilly, pre-winter Los Angeles), settle in, and join me on the journey toward peace, discernment, and a little more intentionality as we all practice becoming better critical ignorers.Peace, joy, love… and a whole lot of discernment.Peace out!

Trust is the backbone of every personal brand, whether you name it or not. It shows up in how you communicate, how consistently you follow through, how you handle hybrid work, and how you show sensitivity—or don't—when people need it most. In a workplace culture filled with mixed signals, missed expectations, and performative “niceness,” trust has become the true measure of credibility. It determines whether people feel grounded with you or guarded around you, whether they choose to follow your lead or quietly disengage. And as Paula and Minda explore, trust isn't a luxury; it's the signal that shapes your reputation long before you enter the room.In this episode Paula sits down with bestselling author and workplace equity leader Minda Harts to unpack how trust shapes personal brands, leadership, and the everyday interactions that define your credibility. They break down how trust erodes in the quiet moments, what the Seven Trust Languages® reveal about what people actually need from you, and how to repair credibility once it's been damaged. Together, they explore how trust influences hybrid communication, cross-generational dynamics, allyship, and the values-based behaviors that make a leader believable. If you care about how you're perceived, how you lead, and how your brand lives in the minds of others, this conversation gives you the framework to strengthen every relationship you touch.1:15  – Three words to describe Minda right now, current hype songs, the self-quote on her mind these days, and the repeat track of her trust brand playlist3:34 – Why Minda's latest book, Talk to Me Nice, matters in this moment4:44 – How Minda's personal brand has evolved (but not pivoted) to leading conversations about trust6:50 – The communication crisis in the workplace and its impact on trust within organizations8:41 – Quick rundown of Minda's Seven Trust Languages® framework 9:50 – Examples of why security is one of the most important trust languages today13:43 – Examples of trust violations that can damage your relationships and reputation17:32 – How managers in the workplace can begin to repair broken trust20:20 – The first step you can take to demonstrate trust and credibility23:16 – Follow-through as the key to building trustworthiness in a hybrid work situation (i.e., when you're not in the same room)27:22 – Why it's more important than ever to intentionally build trust31:55 – The difference between being performative and being demonstrative in allyship36:36 – Who's on Minda's personal trust squad and celebrities whose brands scream trustworthiness40:20 – What celebrity trust violations can teach others about values and brand alignment42:27 – Workplace best friends in the heads of Paula and MindaMentioned In Talk to Me Nice: How Trust Shapes Your Personal Brand with Minda HartsMindy HartsUsing Branding to Empower Women of Color for Success in the Workplace with Minda HartsHow to Assemble and Leverage Your Personal Board of DirectorsSponsor for this episodePGE Consulting Group LLC empowers individuals and organizations to lead with purpose, presence, and impact. Specializing in leadership development and You know I love conferences. They're where credibility, connections, and opportunities collide, but showing up isn't enough. That's why I created Paula's Playbook: Engage Your Hustle - Conference Edition.Check it out at paulaedgar.com/digital-products and get ready to stop blending and start branding at conferences.

Hey hey, Happy Friday, and welcome back to Stoppage Time with Uncle Rob — our weekly Friday ritual to pause, reflect, and connect.This week, Uncle Rob dives deep into one powerful theme that shaped both his professional and personal life: TRUST.From an inspiring conversation with best-selling author and workplace culture expert Minda Harts — exploring the seven trust languages and what it means to build genuine, trust-centered workplaces — to a heartfelt moment celebrating his grandson Leo's first birthday in Griffith Park, Uncle Rob discovers how trust weaves through every part of life.Through laughter, love, and reflection, he connects these moments to a larger question: how do we rebuild trust in each other, in our communities, and in our shared truths during a time when distrust seems to rule our world?Join the conversation as Uncle Rob unpacks lessons from Minda's wisdom, moments of family joy, and his own reflections on the state of our society — all reminding us that trust isn't just a concept… it's the foundation of who we are together.Watch, listen, and take a pause with Uncle Rob — because a little reflection can go a long way toward leaving the world better than we found it.

Is trust dead at work? Maybe it is. Do you trust the folks you work with? Maybe not. Bestselling author, workplace culture expert and filmmaker Minda Harts says it doesn't have to be. In this episode, she joins Rob, to explore the real reasons trust breaks down in organizations—and what leaders can do to rebuild it. From generational differences to communication gaps, Minda shares practical insights from her own life and her new book, “Talk to Me Nice, The Seven Trust Languages for a Better Workplace.” She reveals how these “7 Trust Languages” can transform your teams, our leadership and our work cultures. Whether you're a leader, manager, or team member, this is a must-listen if you want to create a workplace where people feel heard, respected, and valued or if you want to ensure you are seen and valued in your career.Feel free to follow and engage with MINDA here:LinkedIn: https://www.linkedin.com/in/mindaharts/Instagram: https://www.instagram.com/mindaharts/Website: https://www.mindaharts.com/We're so grateful to you, our growing audience of entrepreneurs, investors and community leaders interested in the human stories of the Entrepreneurial Thinkers behind entrepreneurial economies worldwide.As always we hope you enjoy each episode and Like, Follow, Subscribe or share with your friends. You can find our shows here, and our new Video Podcast, at “Entrepreneurial Thinkers” channel on YouTube. Plug in, relax and enjoy inspiring, educational and empowering conversations between Rob and our guests.¡Cheers y gracias!,Entrepreneurial Thinkers Team.Chapters00:00 The Importance of Trust in the Workplace07:55 Building Trust Through Communication13:29 The Role of Generational Differences in Trust21:31 Understanding Trust Languages25:59 Implementing Trust Languages for Better Relationships34:04 The Impact of Leadership on Workplace Culture36:28 Innovative Approaches to Building Trust38:57 Navigating Societal Extremes and Workplace Dynamics41:36 The Crossroads of Progress and Regression47:34 Minda's Creative Journey: From Writer to Filmmaker57:42 Empowering Employees to Challenge the Status Quo

In this episode of the Persistence Playbook, host Brett McDermott sits down with acclaimed writer and speaker Minda Harts to uncover the secrets to building a thriving workplace culture. Why is trust the most valuable currency for modern leaders? Minda introduces her revolutionary "Seven Trust Languages" framework, giving you the playbook to defeat workplace resistance and empower your team to do their best work.Whether you're a seasoned executive or a solopreneur aiming to grow, this is a must-listen on how to create a foundation of trust that drives productivity and retention.Key TakeawaysTrust is a global language—it's as important in the workplace as it is in your personal life.Micromanagement and a lack of transparency can quickly erode trust, creating anxiety and ambiguity for employees.The power of specificity: Acknowledging an employee's contributions with specific, heartfelt praise is a free and effective way to build morale.Leaders must demonstrate, not just declare their values, backing up their words with consistent actions.Workplace trauma can occur when employees feel unsafe, unseen, or blocked from growth.

Have you ever dealt with a workplace bully who made you feel invisible, undervalued, or out of place?In this episode, we dive into The Memo by Minda Harts—a powerful guide that shines a light on the realities that women, especially women of color, face in the workplace. Harts shares actionable strategies for navigating bias, breaking through barriers, and demanding the seat at the table you deserve. Her work is both a wake-up call and a blueprint for creating workplace equality, making this conversation essential for anyone committed to building a more inclusive professional world.Learn more about Minda Harts:Minda's Website = https://www.mindaharts.com/Minda's Podcast- Secure The Seat = https://www.mindaharts.com/podcastMinda's latest book - Talk To Me Nice = https://www.mindaharts.com/talktomeniceSign up for Jenn Cassetta's newsletter for a boost of badassery to your inbox and never miss an episode: pages.jennifercassetta.com/newsletter

Are you doing everything right at work, meeting deadlines, showing up, delivering results, and still feeling stuck? This week, we're welcoming back one of our favorite voices on workplace equity, Minda Harts, to dive into a topic that impacts every professional woman: trust. Trust at work isn't just about your manager believing in you. It's the key to feeling valued, getting promoted, and even building long-term wealth.  ✨ Plus, stick around for a special segment with Armoire CEO Ambika Singh, who shares how fashion rental can cut the cost (and the guilt) of getting dressed. Sign up here for up to 60% off your first month of membership + two free bonus items! In this episode, we discuss: What trust really looks like in a healthy workplace How to rebuild it when it's been broken Why women of color face unique challenges with trust at work Scripts and strategies to help you advocate for yourself And how AI, layoffs, and hybrid work are shifting the trust dynamic

What's the real cost of broken trust at work? And how do introverts navigate environments that weren't built with them in mind?In this episode of The Ambitious Introvert®, I'm joined by Minda Harts — speaker, professor, and bestselling author of Talk To Me Nice. Minda is on a mission to restore trust in the workplace, and she's created a framework of “trust languages” that can radically shift communication, performance, and inclusion in any organization.Minda shares practical insights on navigating office dynamics, giving and receiving feedback, and creating work environments where everyone can feel seen and supported.Whether you're leading a team or leading yourself, this episode is full of ideas  you'll want to bring to your next 1:1 or leadership meeting.Why trust isn't optional, it's foundational. When it's present, productivity and retention soar.How Minda's 7 Trust Languages give leaders and teammates a shared vocabulary for building strong relationships.Why introverts thrive when they understand their needs and communicate them clearly (without pretending to be extroverts).Why feedback should be a conversation, not a monologue — and done well, it prevents 80% of avoidable workplace exits.How the future of work is deeply human. Traits like empathy, safety, and trust aren't soft, they're strategic.If you've ever felt unseen, unheard, or unsure how to rebuild trust at work, this episode is for you.LINKS AND RESOURCES:

In this episode, workplace consultant Minda Harts shares her tips on how to build trust in your organization. Building off the ideas in her new book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, Minda has advice for both employees and managers. You'll leave with a better understanding of how clear […] The post Build Trust in Your Workplace with the Power of Words appeared first on The Conferences for Women.

Minda Harts: Talk to Me Nice Minda Harts is a bestselling author, workplace consultant, and sought-after keynote speaker who is redefining what it means to build trust in the workplace. As the bestselling author of The Memo, Right Within, and You Are More Than Magic, Minda has empowered thousands to be their own best advocates and navigate workplace challenges with confidence. She has just released her newest book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace. Sometimes we assume that we're helping by shielding people from difficult news. But as we all know, virtually everyone wants transparency from leaders. In this conversation, Minda shows us how to get better at it. Key Points You're not helping by shielding people from difficult conversations. Most everyone assumes baseline behaviors of employees. Employees expect reciprocity through transparency. We often think about transparency with information that's known. Just as important is clarity about what's not known. Even when you can't share news, you can put time and resources into what will help people handle a new reality when it arrives. Transparency provides clear, honest, and timely information. Promote transparency in roles. A job description is a helpful starting point for this. Good intentions do not mean good impact. When changes happen, communicate them as quickly as practical. Resources Mentioned Talk to Me Nice: The Seven Trust Languages for a Better Workplace* by Minda Harts Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Path Towards Trusting Relationships, with Edgar Schein and Peter Schein (episode 539) How to Help Difficult Conversations Go Better, with Sheila Heen (episode 655) Preparing for a Conversation with Someone You Don't Trust, with Charles Feltman (episode 708) Expert Partner Are you a talent development or human resources leader seeking a coach for an internal client? Coaching for Leaders has partnered with some of the top coaches in the world, including a number of past podcast guests. Help us make an introduction by visiting our Expert Partners Page and telling us what you're seeking in a coach. Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

This week’s BA Q&A, Mandi is joined by powerhouse author, filmmaker, and workplace equity consultant Minda Harts to talk about how we build trust, advocate for ourselves, and demand more from the spaces we show up in—especially as women of color. Minda opens up about her latest book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, and why understanding how we give and receive trust is essential—not just at work, but in every area of life. If you’ve ever struggled with speaking up, setting boundaries, or navigating relationships in high-stakes environments, this conversation is for you. Highlights!: Why trust (not talent), is the real currency of leadership How to communicate your value and protect your peace What inspired Minda's seven trust languages The connection between storytelling and equity in film and media

In this episode, Jennifer welcomes workplace consultant, bestselling author, and advocate Minda Harts to explore why trust is the true currency of equity and belonging. Drawing on insights from her new book, Minda introduces the “Seven Trust Languages,” a groundbreaking framework that helps leaders and teams build authentic, sustainable trust at work. Together they unpack how trust gaps often come down to unmet expectations, why transparency isn't about revealing everything but about honest communication, and how trust especially impacts underrepresented employees navigating systemic bias. This conversation offers a timely, practical blueprint for making workplaces more human, resilient, and inclusive. 

How do we build trust in a world where everyone is overwhelmed, distracted, or afraid of saying the wrong thing?In this week's episode, Melanie sits down with Minda Harts—author, workplace advocate, and trusted advisor to global brands like Nike and JPMorgan Chase. Minda shares her journey from corporate life to bestselling author and speaker, and why trust (not talent or titles) is the true foundation of leadership.They discuss how small moments shape trust, the hidden impact of silence, and what Minda calls the “trust languages” that every team should understand. If you've ever felt unseen or uncertain about how to speak up at work, this conversation will leave you inspired and equipped with the tools to start.

Operating without trust in HR is almost IMPOSSIBLE. The even crazier part is that trust can be destroyed instantly if you say or do the wrong thing! I mean, I've never met a human being who says they love micromanagement. In this season finale, Minda Harts and I are dragging trust issues into the light!  We're dissecting her Seven Trust Languages, why “transparent” leadership feels like a bad magic trick, and how to rebuild trust after your org set it on fire.  Remote teams, chaotic offices, leaders who think trust = “just do what I say”—we've got the receipts and the solutions.   Multi-state compliance is a nightmare—but SixFifty makes it easy. Get instant answers to employment law questions, generate a compliant multi-state handbook in minutes, and stay ahead of changing laws with automated updates. Visit ⁠⁠⁠⁠⁠⁠⁠⁠SixFifty.com⁠⁠⁠⁠⁠⁠⁠⁠ to learn more! Whether you're scaling fast or filling a critical role, Oyster helps you tap into the global talent pool and navigate international hiring with confidence. Hire full time talent or work flexibly with contractors- hire remotely, manage payroll, and ensure compliance ethically, with real employment experts by your side. Visit ⁠⁠⁠⁠oysterhr.com⁠⁠⁠⁠ to learn more! 0:02:10 - One Thing About Work Minda Wishes More Leaders Understood 0:06:11 - Symptoms of a Communication Crisis at Work 0:11:11 - How Do you Repair Trust When It's Broken? 0:16:03 - Trust Violations and Their Impact 0:19:43 - Exploring the Seven Trust Languages 0:27:58 - The Moment Minda Was Inspired to Develop The Seven Trust Languages 0:36:46 - Manifesting Trust in the Remote World 0:44:16 - Practical Steps to Take to Enhance Trust in Your Org 0:48:38 - The Future of Trust in Workplace Culture And if you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/   And if you love the podcast, be sure to check out  https://www.youtube.com/@ihateit-here for even more exclusive insider content! Follow Minda: LinkedIn: https://www.linkedin.com/in/mindaharts/ Follow Hebba:  YouTube: https://www.youtube.com/@ihateit-here/videos LinkedIn: https://linkedin.com/in/hebba-youssef Twitter: https://twitter.com/hebbamyoussef

Grab your earphones! Get ready to listen and learn!

This week, Money Rehab is hosted by Minda Harts, bestselling author and expert who helps organizations build cultures of trust and belonging through her speaking, writing, and innovative Trust Catalyst game. In each episode this week, she's focusing on one of the seven “trust languages” she's determined to be essential to a healthy workplace. Did you know that what you're telling your coworkers might be completely overshadowed by what you're... not saying? Today, Minda is joined by body language expert Linda Clemons who shares the nonverbal cues you should— and shouldn't— be using to succeed at work. Learn more about Linda's work here. Pre-order Minda's upcoming book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, here. Follow Minda on LinkedIn here. Learn more about Minda's work here. All investing involves the risk of loss, including loss of principal. Brokerage services for US-listed, registered securities, options and bonds in a self-directed account are offered by Open to the Public Investing, member FINRA & SIPC. Public Investing offers a High-Yield Cash Account where funds from this account are automatically deposited into partner banks where they earn interest and are eligible for FDIC insurance; Public Investing is not a bank.

This week, Money Rehab is hosted by Minda Harts, bestselling author and expert who helps organizations build cultures of trust and belonging through her speaking, writing, and innovative Trust Catalyst game. In each episode this week, she's focusing on one of the seven “trust languages” she's determined to be essential to a healthy workplace. So far this week, Minda has been joined by two academic experts on trust. Today, she's joined by another kind of expert — though, his expertise comes not from studying trust, but from living it. Today, Minda is joined by Carl Lentz to talk about the trust language “transparency.” You may know Carl from his time as the Lead Pastor of the church Hillsong, where he was a spiritual advisor to many, including celebrities like Justin Bieber. In this conversation, Carl shares his advice on how leaders can repair trust once it's been lost, and gives the exact language you can use when trying to earn someone's trust back.  Listen to Carl's podcast here. Pre-order Minda's upcoming book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, here. Follow Minda on LinkedIn here. Learn more about Minda's work here. All investing involves the risk of loss, including loss of principal. Brokerage services for US-listed, registered securities, options and bonds in a self-directed account are offered by Open to the Public Investing, member FINRA & SIPC. Public Investing offers a High-Yield Cash Account where funds from this account are automatically deposited into partner banks where they earn interest and are eligible for FDIC insurance; Public Investing is not a bank.

This week, Money Rehab is hosted by Minda Harts, bestselling author and expert who helps organizations build cultures of trust and belonging through her speaking, writing, and innovative Trust Catalyst game. In each episode this week, she's focusing on one of the seven “trust languages” she's determined to be essential to a healthy workplace. Today, Minda is joined by Rachel Botsman to talk about the trust language “psychological security,” and much more. Rachel is a world-renowned expert on trust; she didn't just write the book on trust— she's written three. In this conversation, Rachel shares key insights from the stories she's uncovered in her research about how to build trust at work, tips for creating a workplace environment with psychological security, and best practices for handling some common workplace scenarios where trust issues might arise. Find Rachel's latest audiobook here. Subscribe to Rachel's newsletter here. Pre-order Minda's upcoming book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, here. Follow Minda on LinkedIn here. Learn more about Minda's work here.

This week, Money Rehab is hosted by Minda Harts, bestselling author and expert who helps organizations build cultures of trust and belonging through her speaking, writing, and innovative Trust Catalyst game. In each episode this week, she's focusing on one of the seven “trust languages” she's determined to be essential to a healthy workplace. Today, Minda is joined by Simon Sinek to talk about the trust language “follow-through.” In addition to being a renowned author and speaker, Simon is a sought-after expert on helping executives become better leaders— and today, he is passing those skills onto us. Simon gives step-by-step advice on how leaders should tackle common situations at work where trust hangs in the balance; like, how to announce an ambitious new initiative, or, how to respond when a colleague is struggling with their role within the team. Plus, Simon gives the best analogy on leadership we've ever heard (and it involves brushing your teeth). Listen to Simon's podcast here. Learn more about Simon's work here. Pre-order Minda's upcoming book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, here. Follow Minda on LinkedIn here. Learn more about Minda's work here.

This week, Money Rehab is hosted by Minda Harts, bestselling author and expert who helps organizations build cultures of trust and belonging through her speaking, writing, and innovative Trust Catalyst game. This week, Minda does a deep dive on trust. She interviews fascinating guests on how to build trust in the workplace, how to rebuild trust once it's lost, and why trust is a business imperative. But first, you need to get to know Minda. So, in today's episode, Money Rehab's Executive Producer Morgan Lavoie sits down with Minda to learn Minda's seven "trust languages" for a better workplace, why there is a trust crisis workplace culture, and how to mend trust issues. Pre-order Minda's upcoming book, Talk to Me Nice: The Seven Trust Languages for a Better Workplace, here. Follow Minda on LinkedIn here. Learn more about Minda's work here.

This episode of Care More Podcast features host Reggie Butler in conversation with Minda Harts, thought leader and author of four books, including The Memo, Right Within, You Are More Than Magic, and Talk to Me Nice. Minda shares how she found her voice through storytelling after her mental health deteriorated in corporate America. Through blogging, she found that her experiences resonated with many others who felt they couldn't speak up. This episode explores the power of storytelling and offers advice for those wanting to share their own stories, including: Find your platform: Not every platform is right for everyone. Experiment to find the platform where you feel most comfortable. Tell your authentic story: Don't try to be someone you're not. Be true to yourself and your experiences. Remember the impact: Your story can inspire and empower others. Consider your future audience: What do they need to hear? Be vulnerable: Vulnerability is a strength, not a weakness. Reframe negative stories: Even difficult experiences can be reframed to find the good. Visual storytelling: Video is powerful and can help you connect with your audience. Reggie and Minda also discuss the importance of consistency in content creation, dealing with negative feedback, and finding the best version of yourself. They emphasize that everyone has a story to tell and encourage listeners to share their stories authentically.  Tune in to this inspiring conversation and discover the power of storytelling!

It's our 100th episode and we're doing something extra special! We made a compilation of our most loved episodes highlighting pearls of wisdom that have changed all of our lives! Joining Amina AlTai in this milestone 100th episode are distinguished guests, Gay Hendricks, Kelly Diels, Arij Mikati, Sarah Tacy Tangredi, Liz Moody, Dr. Aviva Romm, Brittany Martin, and Minda Harts. Each of these remarkable individuals brings a unique blend of wisdom and experience to the conversation, offering valuable insights into personal growth, economic justice, and entrepreneurship.  The key moments in this episode are:  00:01:27 - Overcoming Upper Limit Problems with Gay Hendricks  00:06:31 - Achieving Economic Justice with Kelly Diels  00:11:29 - Embracing Faith and Manifestation with Arij Mikati  00:17:05 - Nervous System Regulation with Sarah Tacy Tangredi 00:22:09 - Setting Boundaries and Zooming Out with Liz Moody  00:26:00 - The Hungry Ghost with Dr. Aviva Romm 00:31:11 - Leading with Integrity and Systematizing Challenger Safety with Brittany Martin  00:35:40 - Permission to Address Workplace Trauma with Minda Harts   Connect with our guests Gay Hendricks: @hendricks.gay Kelly Diels: @kelly.diels Arij Mikati: @arijmikati Sarah Tacy Tangredi: @SarahTacyT Lizy Moody: @LizMoody  Dr. Aviva Romm:  @dr.avivaromm Brittany Martin: @brittalynnmartin Minda Harts: @mindaharts   Connect with Amina AlTai Website: aminaaltai.com Instagram: @aminaaltai TikTok: @theaminaaltai Linkedin: linkedin/in/aminaaltai   

Hey BA fam! In this throw-back episode, Mandi is joined by Minda Harts, the CEO of The Memo, a career development platform for women of color. Minda is also Professor of Public Service at NYU Wagner, and the author of "The Memo", "Right Within", and "You Are More Than Magic". In this episode, the ladies talk about finding your own path to success-- at school, at work, at home, and beyond. We want to hear from you! Drop us a note at brownambitionpodcast@gmail.com or hit us up on Instagram @brownambitionpodcast Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hey BA fam! In this throw-back episode, Mandi is joined by Minda Harts, the CEO of The Memo, a career development platform for women of color. Minda is also Professor of Public Service at NYU Wagner, and the author of "The Memo", "Right Within", and "You Are More Than Magic".In this episode, the ladies talk about finding your own path to success-- at school, at work, at home, and beyond.We want to hear from you! Drop us a note at brownambitionpodcast@gmail.com or hit us up on Instagram @brownambitionpodcast Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee omnystudio.com/listener for privacy information.

In this episode of HR Sound Off, I'm thrilled to welcome Kim Blue, Chief Executive Officer at K Blue Consulting. Kim takes us through her inspiring HR journey, from her corporate beginnings to becoming an entrepreneur and a leader in Fractional HR. She shares valuable insights on how to articulate boundaries for better work/life integration and the importance of evolving as a strategic partner in HR. Kim also gives us a peek into her favorite reads, including Atlas of the Heart, the Wall Street Journal, and Harvard Business Review. Plus, she offers special shoutouts to Minda Harts and Dr. Meisha-ann Martin, two thought leaders who continue to inspire her. One of the highlights of our conversation is Kim's take on a common HR misconception—HR is often seen as the bottleneck in processes, but she's excited about the evolution of the field. "pivot past the discord," Kim says, as she looks forward to the future of HR.

Minda Harts is an influential author and speaker known for her bestsellers "The Memo" and "Right Within," along with the YA book "You Are More Than Magic." She is a respected voice in advocating for women of color, self-advocacy, and rebuilding trust in the workplace. Minda's impact extends to major conferences and companies, including Nike, Zoom, Best Buy, Google, and the Aspen Ideas Festival. As an NYU assistant professor and founder of the Memo LLC, she actively shapes future leaders and empowers professionals. Her expertise has been honored by LinkedIn as the top voice for equity in the workplace in 2020 and by Business Insider as one of the top 100 people transforming businesses in 2022. Currently, Minda is dedicated to her new book, delving into the essential topic of rebuilding trust in the workplace.   The key moments in this episode are: 00:08:25 - Healing from Workplace Trauma  *Please note, Amina mentions Kenneth Jones, but she meant Keith Jones 00:13:33 - Embracing Freedom in the Workplace  00:18:58 - Tactics for Building Trust  00:29:43 - Removing Barriers and Creating a Supportive Environment    Connect with Minda Harts Instagram: @mindaharts X: @mindaharts LinkedIn: linkedin.com/in/mindaharts Website Mindaharts.com   Connect with Amina AlTai Website: aminaaltai.com Instagram: @aminaaltai TikTok: @theaminaaltai Linkedin: linkedin/in/aminaaltai 

Lauren Wesley Wilson: What Do You Need? Lauren Wesley Wilson is a leading thought leader on media relations, diversity and inclusion, and crisis communications. At 25, she became the founder and CEO of ColorComm Corporation. Prior to that, Lauren worked as a communications strategist at a prestigious crisis communications firm in Washington, D.C. Lauren has been featured in The Washington Post, Forbes, and People, as well as on MSNBC and CNBC, and more. She has been recognized by PR Week's 50 Most Powerful in PR, Ad Age's Women to Watch, and New York Women in Communications. She is the author of What Do You Need?: How Women of Color Can Take Ownership of Their Careers to Accelerate Their Path to Success*. Many of us wish to be good allies in the workplace, especially to those who are underrepresented. Yet, what we assume that means isn't always what's most wanted or needed. In this conversation, Lauren and I discuss what leaders and peers can do to be better allies. Key Points Instead of asking “How can I help?” consider, “What do you need?” That's more likely to generate specific actions. Women of color feel like they are putting in tons of work into relationships with the majority culture, but it often feels unreciprocated. White folks think of allyship as speaking out against discrimination. Women of color say it's way more critical to advocate for new opportunities. Tie allyship to economic goals: conference attendance, nominations for recognition, inclusion on high-profile committees, and position/promotion considerations. Make invitations to people of color to be at the table. This contributes more substantially than proclamations of support. When you make a mistake, apologize, own it, and move on. Don't tell a story to explain yourself. Resources Mentioned What Do You Need?: How Women of Color Can Take Ownership of Their Careers to Accelerate Their Path to Success* by Lauren Wesley Wilson Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way Managers Can be Champions for Justice, with Minda Harts (episode 552) End Imposter Syndrome in Your Organization, with Jodi-Ann Burey (episode 556) How to Respond Better When Challenged, with Dolly Chugh (episode 615) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

About This EpisodeAs a bestselling author, keynote speaker, and award-winning thought leader, Minda Harts is no stranger to boldness. Minda's compelling story serves as a catalyst for uncomfortable yet necessary conversations around race, diversity, and leadership. Her openness about her experiences encourages others to approach these sensitive topics with vulnerability, empathy and respect, promoting understanding and actionable change. Through her work, she exemplifies the importance of normalizing discussions around equity and inclusion to restore the humanity that we all share. This episode, rich in insights and perspectives, calls upon each listener to take part in fostering environments that support diversity and empowerment. By embracing empathy and taking small yet significant actions, we can contribute to creating a world that is inclusive, respectful, and equitable for all. About Minda HartsMinda Harts is the bestselling and award-winning author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table as well as Right Within: How to Heal from Racial Trauma in the Workplace, and her first YA book, You Are More Than Magic. She is a highly sought-after speaker and thought-leader, frequently presenting on the topics of advancing women of color, leadership, diversity, and management at companies like Nike, Google, JP Morgan, Aspen Ideas Festival, Dreamforce, The Atlantic Festival, Forbes Inclusion in The Workplace, and DraftKings to name a few. Minda is an assistant professor of public service at NYU's Robert F. Wagner Graduate School of Public Service and the founder of The Memo LLC, a career development company. In 2020, Minda was named by LinkedIn as the #1 Top Voice for Equity in the Workplace. In 2022, she was named by Business Insider as one the top 100 People Transforming Business. She has a weekly career podcast for women of color, titled Secure the Seat. Additional ResourcesWebsite: www.mindaharts.comLinkedIn: @MindaHartsInstagram: @MindaHartsTwitter: @MindaHarts

In recognition of Black History Month, we are revisiting some of our favorite episodes.We sit down with Minda Harts, author of "The Memo," "Right Within," and "You Are More Than Magic," to discuss the pain of being marginalized at work, the problems with the business case for diversity, and having courage for the sake of others.

Rerelease: How to Create a Workplace Where Everyone Can Belong with Minda HartsIn each episode, I have rereleased carefully selected podcast episodes that will help you nail your next executive-level job interview and land the high-level leadership role you already deserve. While this final episode in the series isn't specifically about interviewing, it does touch on one of the most important parts of my Executive Interview Strategy: Belonging. Because the best thing you can do when you walk into an executive-level interview is believe that you belong there. But really, truly believing you belong can be hard for women – especially for Women of Color. So in this episode of Women Changing Leadership with Stacy Mayer, I am bringing you an interview with the brilliant Minda Harts. Minda is a former corporate leader turned speaker, award-winning author, and all-around brilliant thought leader who is on a mission to improve racial equity in the workplace. In this episode, Minda and I discuss the trauma Women of Color often experience in the workplace, how corporate leaders can truly commit to racial equity and create a workplace that works for everyone, and more.Unlock the missing piece in your leadership development. Take the quiz: www.ReadytoBePromoted.com

In this episode, we are honored to have Minda Hartz, celebrated author, and influential speaker, known for best-sellers "The Memo" and "You Are More Than Magic."Minda Harts is a respected voice in advancing women of color, self-advocacy, and restoring trust in the workplace.Her book "The Memo" has been dubbed the "Lean In for women of color" and earned her recognition as LinkedIn's number one top voice for equity in the workplace in 2020.Minda has been featured in Business Insider as one of the top hundred people transforming business.

Your voice is a significant part of your brand. But what is the impact of not having a voice in the workplace?Many Black and Brown women feel unheard and undervalued at work. Their stories of experiencing unfriendly, biased, and/or disadvantageous environments are often ignored or discredited.As someone who was never the most boisterous in the room, Minda Harts used to feel like she lacked a voice. Her profound brand has continued to grow and evolve as a workplace and equity consultant, bestselling author, and speaker.  Now, through her books and consultations, she's helping Black and Brown women figure out how to empower themselves for success in the workplace. And she's on the show to talk about the experiences of women of color at work and what can be done about it.In this episode of the Branding Room Only podcast, you'll learn about how Minda built her brand to showcase the workplace traumas experienced by women of color and help facilitate the healing process. You'll also hear about what it means to be an ally and a better leader, the need for authenticity in your branding and work environment, the importance of building more equity in inequitable spaces, and how it all leads to the elevation and evolution of brands (both personally and professionally).1:39 - Part of Minda's personal brand, her three-word description for herself and Beyonce, and what might be at the root of slander against Beyonce 5:04 - How Minda realized she had a voice and a brand 7:32 - How the disconnect with the brand of Black women in the workplace ties into Minda's brand and her first book, The Memo13:22 - The Audre Lorde quote that's Minda's go-to mantra, why her second book Right Within made me cry, and why it was hard for her to write it19:20 - How Beyonce and Drake pick up and energize Minda and the space that women of color have to enter to know that they're enough22:09 - The journey Minda took to build her brand and the necessity to elevate and evolve your brand over time26:34 - How those who want to advance equity can use their understanding of women of color to be better leaders with better brands30:18 - The branding mistake everybody made after George Floyd's murder and why identity doesn't equal having expertise34:58 - The audacious expectation that Black and Brown women speakers (especially those early in their careers) must be careful of39:14 - Why working with a brand consultant was the best thing Minda did when she started (despite having fewer resources at the time)41:54 - What Minda does for fun that not many people know about, the core value she'll never compromise on, and the secret sauce to her magic with othersMentioned In Using Branding to Empower Women of Color for Success in the Workplace with Minda HartsStephen A. Hart | LinkedIn2024 Intention and Goal Setting WebinarConnect with Minda HartsThe Memo, Right Within, and Discover how to transform your women's affinity group into a dynamic force that aligns with your organization's mission and empowers women to thrive in leadership roles. Don't miss this opportunity to reshape the future of women's leadership within your organization.February 13 - 12 to 1 pm ETRegister for Is Your Women's Group Winning? at https://www.paulaedgar.com/events/

Minda Harts was almost crushed by her experiences as a woman of color in corporate America.  She battled it out in silence for many years and then decided that her story needed to be told.  And tell it she has. Minda is a bestselling and award-winning author of three books on getting a Seat at the Table. In this episode, she tells us what we need to do to be better. Visit Minda's website where you can find her books. Learn more about Scaling the Glass Cliff.

In today's episode, I speak with Minda Harts. She is an award winning speaker, author, podcaster, and workplace consultant. We focus our conversation on toxic workplaces, leadership, healing, and two of her books: The Memo and Right Within. Minda speaks on advancing equity in the workplace, leadership, and career development. She has written three bestselling and award-winning books called The Memo, Right Within, and You Are More Than Magic. She is currently writing her fourth. She is an assistant professor of public service at NYU's Robert F. Wagner Graduate School of Public Service. In 2020, she was named by LinkedIn as the #1 Top Voice for Equity in the Workplace. In 2022, she was named by Business Insider as one the top 100 People Transforming Business. She hosts a podcast Secure The Seat.

The publishing industry is notorious for a lack of diversity. In 2016 The Bookseller examined the lists of the UK's most established publishing houses and found that there were fewer than 100 books published by authors of colour.   In 2021, out of a total of 4,017 authors and illustrators featured across 33 catalogues from the UK's top five publishers and selected independent presses, 2.5% were Black British, when compared to the overall output.   These numbers speak for themselves.  In this episode I am interviewing my friend and three times published bestselling author Minda Harts on how to write a book and get it published. We will also be unpacking how to tackle inequality in publishing.   I really think we all can play a role in either perpetuating or tackling the inequality in publishing through the books we purchase the content we consume. All of our choices either disrupt or contribute to the inequality in publishing. If we truly want to consume the best content, then we need to level the playing field so that all the talented voices can be heard.     Minda Harts Michelle King - How Work Works    

Career advice for women often assume all women can follow the same rules to get the same results. Find out what Minda Harts; author of the Memo has to say about it Here's some key topics covered from this episode: – What this book has to offer that we can't get anywhere else – What … The Authority Series: Minda Harts on Securing A Seat At The Table Read More » The post The Authority Series: Minda Harts on Securing A Seat At The Table appeared first on Element of Inclusion.

We sit down with Minda Harts, author of "The Memo," "Right Within," and "You Are More Than Magic," to discuss the pain of being marginalized at work, the problems with the business case for diversity, and having courage for the sake of others.

This week, Mario and Twenty unveil the origin, confirm the meaning, and assess the value of Take For Granted. Watch as Mario and Twenty are joined by bestselling and award-winning author Minda Harts to find out what the granted in take for granted truly means, the history may surprise you. We also list some ways to notice if you've ever been taken for granted. Minda Harts is the bestselling and award-winning author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table as well as Right Within: How to Heal from Racial Trauma in the Workplace, and her first YA book, You Are More Than Magic. She is a highly sought-after speaker and thought leader, frequently presenting on the topics of advancing women of color, leadership, diversity, and management at companies like Nike, Google, JP Morgan, Aspen Ideas Festival, Dreamforce, The Atlantic Festival, Forbes Inclusion in The Workplace, and DraftKings to name a few. Minda is an assistant professor of public service at NYU's Robert F. Wagner Graduate School of Public Service and the founder of The Memo LLC, a career development company. In 2020, Minda was named by LinkedIn as the #1 Top Voice for Equity in the Workplace. In 2022, She was named by Business Insider as one the top 100 People Transforming Business. Additionally, Minda was chosen by Marie Claire Magazine in 2022 to participate in Power Trip, where the year's Top Women Movers and Shakers participate in an all-expense paid trip to network with each other. She has a weekly career podcast for women of color, titled Secure the Seat. You can find all things Minda Harts at www.mindaharts.com SUBSCRIBE: https://www.youtube.com/c/TheUnderdog 0:00 Mario Takes A Tumble 1:11 Intro 1:43 Roll Call: Purple Just in Case 3:44 Welcome Minda Harts 7:53 That's All I Have To Say About Take For Granted 11:41 Confirm the Meaning: Merriam Webster Dictionary and Dictionary(dot)com 21:04 Unveil The Origin - To Be True 30:32 Unveil The Origin - 25 Awesome Things We Take For Granted 35:28 Unveil The Origin - 14 Signs You're Being Taken For Granted 43:54 Assess The Value 47:17 Dictionary of Misinformation: Cup Runneth Over Follow Appraise The Phrase: Official Site: ➡️ https://appraisethephrase.com/ ATP YouTube: ➡️ https://www.youtube.com/channel/UClhOT41ItFBzpXanbzfT0oQ (Shorts and exclusive clips) Twitter: ➡️ https://twitter.com/TheATPShow Instagram: ➡️ https://www.instagram.com/theappraisethephraseshow TikTok: ➡️ https://www.tiktok.com/@appraisethephrase

You've got something to say and you know it! But what happens when the world tries to make you feel small? How do you rise against the noise of society? What do you do when you feel like no one is listening? Minda Harts is here to help! Our guest this week is a disruptive voice and champion for women who are ready to rise! Get ready to put your perspective to work and make your mark as a thought leader!About Minda HartsMinda Harts is the bestselling and award-winning author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table as well as Right Within: How to Heal from Racial Trauma in the Workplace, and her first YA book, You Are More Than Magic. She is a highly sought-after speaker and thought-leader, frequently presenting on the topics of advancing women of color, leadership, diversity, and management at companies like Nike, Google, JP Morgan, Aspen Ideas Festival, Dreamforce, The Atlantic Festival, Forbes Inclusion in The Workplace, and DraftKings to name a few. Minda is an assistant professor of public service at NYU's Robert F. Wagner Graduate School of Public Service and the founder of The Memo LLC, a career development company. In 2020, Minda was named by LinkedIn as the #1 Top Voice for Equity in the Workplace. In 2022, She was named by Business Insider as one the the top 100 People Transforming Business. Additionally, Minda was chosen by Marie Claire Magazine in 2022 to participate in Power Trip, where the year's Top Women Movers and Shakers participate in an all-expense paid trip to network with each other. She has a weekly career podcast for women of color, titled Secure the Seat.—————————Listen to The Great Girlfriends Show - HERE Shoot an email over or drop a DM directly to Sybil ON IG @sybil_amutiFollow now

Dolly Chugh: A More Just Future Dolly Chugh is a social psychologist and management professor at the New York University Stern School of Business where she teaches MBA courses in leadership and management. She was one of six professors chosen from thousands at NYU to receive the Distinguished Teaching Award in 2020 and one of five to receive the Dr. Martin Luther King Jr. Faculty Award in 2013. She has been named an SPSP Fellow, received the Academy of Management Best Paper award, and been named one of the top 100 Most Influential People in Business Ethics by Ethisphere Magazine. Her first book, The Person You Mean to Be has received rave praise from Adam Grant, Angela Duckworth, Liz Wiseman, Billie Jean King, and many others. She is the author of A More Just Future: Psychological Tools for Reckoning with our Past and Driving Social Change. All of us know that we will be challenged by others. Sometimes how we see ourselves limits what we could do to change our behavior. In this conversation, Dolly and I discuss how we can do better and the mindset and actions that will help us move forward. Key Points There's no such thing as bad weather, only unsuitable clothing. Nostalgia feels good to many of us, but can get in the way of us seeing the “ands” in situations and experiences. When we are challenged, especially in the context of identity, our tendency is either to deny, distance, or dismantle. Feeling of guilt and shame are indicators that there is an opportunity to change. The goal is not to avoid them, but to use them as a starting point for different behavior. Use values affirmations to give you a booster shot to prepare for the inevitable challenges ahead. These affirmations will help you respond in a more healthy way for everyone. Resources Mentioned Dear Good People newsletter by Dolly Chugh TED talk: How to let go of being a "good" person -- and become a better person by Dolly Chugh The Person You Mean to Be* by Dolly Chugh A More Just Future* by Dolly Chugh Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Way Managers Can be Champions for Justice, with Minda Harts (episode 552) How to Help People Engage in Growth, with Whitney Johnson (episode 576) How to Solve the Toughest Problems, with Wendy Smith (episode 612) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Daphne E. Jones: Win When They Say You Won't Daphne E. Jones has 30 years of experience in general management and executive level roles at IBM, Johnson & Johnson, Hospira, and General Electric but began her career as a secretary. At GE, she served as Senior Vice President for Future of Work, Senior Vice President & Chief Information Officer for Product Engineering, Imaging, and Ultrasound, and as Senior Executive & Chief Information Officer for Global Services, all of which composed a $13 billion segment of GE Healthcare. She serves on the board of directors for AMN Healthcare, Inc., Barnes Group Inc., and Masonite International Corp. She is the recipient of numerous domestic and international awards and recently started a company that teaches leaders how to prepare to serve on boards. She is the author of Win When They Say You Won't: Break Through Barriers and Keep Leveling Up Your Success*. In this conversation, Daphne invites us to look at ourselves through the lens of a product, just as others will view us. We discuss the three critical elements of how stakeholders view you. Plus, Daphne and I explore the steps you can take to improve how you're perceived through the different lenses that stakeholders see us through. Key Points Stakeholders are crucial for your success and it's helpful for you to view yourself in their eyes (and yours) as a product. Three elements are key: performance is doing your job well, imagine is how people describe you, and exposure is who knows you. When you get radio silence in the context of happenings inside of your organization, that's an indicator you are underexposed. Caution: you can also be overexposed. Map your stakeholders in the context of their influence in your work and their interest in how it support their own objectives. Mentors will make suggestions of things you should try. Find the part that will work for you and move on the advice. Resources Mentioned Win When They Say You Won't: Break Through Barriers and Keep Leveling Up Your Success* by Daphne E. Jones To receive a free workbook, send receipt of your book purchase to daphne@daphneejones.com Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Deal with Opponents and Adversaries, with Peter Block (episode 328) What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398) How to Support Women of Color, with Minda Harts (episode 506) The Art of Mentoring Well, with Robert Lefkowitz (episode 599) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Every Thursday in August, you'll hear Even Better on Vox Conversations, a special series focused on helping people live better lives individually and collectively. In the second episode, host Julia Furlan talks with author and CEO Minda Harts about how to fight for equality in the workplace. Harts's work has focused on empowering people, particularly women of color, to find their voice and secure a seat at the table. Julia and Minda discuss the failures of "Lean In" to meaningfully address these issues, how to overcome common workplace obstacles and stereotypes, and how to achieve success through enrolling your coworkers and colleagues in the project of creating a truly equitable and respectful workplace. Host: Julia Furlan (@juliastmi) Guest: Minda Harts (@MindaHarts), author; founder and CEO of The Memo References:  You Are More Than Magic: The Black and Brown Girls' Guide to Finding Your Voice by Minda Harts  The Memo: What Women of Color Need to Know to Secure a Seat at the Table by Minda Harts Lean In: Women, Work, and the Will to Lead by Sheryl Sandberg   Even Better is here to offer deeply sourced, actionable advice for helping you live a better life. Follow Even Better at vox.com/even-better. Enjoyed this episode? Rate Vox Conversations ⭐⭐⭐⭐⭐ and leave a review on Apple Podcasts. Subscribe for free. Be the first to hear the next episode of Vox Conversations by subscribing in your favorite podcast app. Support Vox Conversations by making a financial contribution to Vox! bit.ly/givepodcasts This episode was made by:  Producer: Erikk Geannikis Editor: Amy Drozdowska Engineer: Patrick Boyd Deputy Editorial Director, Vox Talk: Amber Hall Learn more about your ad choices. Visit podcastchoices.com/adchoices