Podcasts about organizational

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/sociology

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/education

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/communications

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/popular-culture

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/book-of-the-day

Given the sometimes extraordinary politicization of culture, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries. Sesame Street's global success raises two questions. First, how does a US icon like Sesame Street spread around the world, gaining acceptance as a local cultural product? Second, how does the nonprofit that created it, Sesame Workshop, and its partners around the world navigate cultural differences, manage conflicts, and construct shared collective representations to create Sesame Street programs that resonate with local audiences? In Sesame Street Around the World: Culture, Politics, and Transnational Organizational Partnerships (Oxford UP, 2025), Dr. Tamara Kay answers these questions using data from seven years of intensive ethnographic fieldwork and 200 in-depth interviews with Sesame Workshop staff and international partners-including their real-time interactions-from seventeen countries within four regions around the world. Dr. Kay argues that Sesame Workshop's secret is its engagement in coproduction, meaning it works with partners as a transnational team to create local Sesame Street programs together. Through coproduction, Sesame Workshop and its partners create new collective identities by constructing value to align their interests and exchanging complex cultural knowledge to both customize and build alliances. She traces the successive processes of coproduction, beginning with the imagination of the cultural product, to its disassembly, reconstitution, and dissemination. Coproduction privileges the creation of new knowledge that emerges from transnational interaction, and uses that new knowledge to create a hybrid cultural product. The Sesame Street case grapples with and illuminates culture in transnational interaction, providing insight into a range of other transnational organizational partnerships and different kinds of hybrid cultural products. This interview was conducted by Dr. Miranda Melcher whose book focuses on post-conflict military integration, understanding treaty negotiation and implementation in civil war contexts, with qualitative analysis of the Angolan and Mozambican civil wars. You can find Miranda's interviews on New Books with Miranda Melcher, wherever you get your podcasts.

AI agents have taken on a growing share of software development work, so much so that the hardest problems are shifting away from code generation towards something new, context. The challenge is now contextualizing why systems work the way they do, how architectural decisions were made, and the sources of truth that exist outside of The post Organizational Context for AI Coding Agents with Dennis Pilarinos appeared first on Software Engineering Daily.

Successful… Until You're Not (Career Wake-Up Call) With guest expert, Lyndsay Dowd  Have you ever felt successful on the surface but quietly uncertain underneath? You can do everything right — perform at the top, stay loyal, build an impressive legacy — and still find your career suddenly disrupted. Organizational shifts, new leadership, and evolving expectations are creating career volatility even for the most decorated professionals. Many high performers are being caught off guard by shifts they never saw coming. In this episode, Blake sits down with leadership expert, speaker, and unapologetic disruptor Lyndsay Dowd to unpack why even the highest performers get blindsided, and what it actually takes to build real career security in uncertain times. Lyndsay spent 23 years climbing the ranks at IBM, then got fired just six months into her next role. That shove out of the nest, as she calls it, became the catalyst for everything that followed. Together, Blake and Lyndsay explore the critical difference between job security and true career security, why proactive visibility matters more than ever, and how to navigate career reinvention, whether you saw it coming or not. If you've been waiting until you "need" to take control of your career trajectory, this conversation is your wake-up call.   Episode Highlights Why Even Top Performers Get Blindsided  [06:29] – The hidden assumptions leaders make about career stability  [08:10] – How strong performance can create a false sense of security  [09:31] – Why there's no such thing as job security — only career security    Career Security vs. Job Security  [09:31] – The structural shift happening across today's workforce  [10:45] – Why traditional loyalty no longer guarantees protection  [11:30] – What career ownership actually looks like in practice   Building Visibility Before You Need It  [13:03] – Why LinkedIn is now a platform for expertise, not just resumes  [17:36] – Small, practical ways to start strengthening your professional presence  [21:00] – How to build authentic connection even when you're starting from scratch   The Emotional Side of Career Disruption  [22:27] – Why hustle culture conditioning makes it harder to change  [26:20] – What makes unexpected career change so destabilizing for high performers  [31:29] – How sharing your story creates psychological safety for you and your team   Future-Proofing Your Career [45:20] – The pros and cons list every leader should make before their next move  [48:36] – How building your brand now attracts the right aligned opportunities  [49:50] – Why starting a side hustle is one of the smartest career moves you can make   Powerful Quotes "There's no such thing as job security. There's only career security and you have to build that for yourself." –Lyndsay Dowd "As much as you think your company is loyal to you, they'll move you out in a heartbeat. So stop giving them your life, your health, your mental well-being. Only you can take care of that." –Lyndsay Dowd "Your page doesn't have to be perfect. Your website doesn't have to be built. You do not have to have an LLC or a mission — but you should start talking about what's important to you." –Lyndsay Dowd "When you don't communicate what is unique about who you are, how you create results, what you value — you create a huge burden for someone to figure it out. You're literally leaving them with hundreds of cameras and the hope that they pick you." –Blake Schofield "I got the shove out of the nest at 50. You are not too old, you are not too tired — you have plenty still to say, and you have wisdom the younger generations could really learn from." –Lyndsay Dowd   Resources Mentioned Drained at the end of the day & want more presence in your life? In just 5 minutes, learn your unique burnout type™ & how to restore your energy, fulfillment & peace at www.impactwithease.com/burnout-type   The Fastest Path to Clarity, Confidence & Your Next Level of Success:  executive coaching for leaders navigating layered challenges. Whether you're burned out, standing at a crossroads, or simply know you're meant for more—you don't have to figure it out alone.  Go to impactwithease.com/coaching to apply! Ready to Future-Proof Your Leadership?  Let's explore what's possible for your team.  Whether you're navigating rapid growth, culture change, or quiet disengagement…we can help with our high-touch, root-cause focused solutions that are designed to help grow resilient, aligned & empowered leaders who navigate uncertainty with confidence and create impact without burning out,  go to https://impactwithease.com/corporate-training-consulting/

Episode Overview How many insurance organizations have launched an AI pilot, watched it work in the lab, and then watched it quietly disappear in production? Today we're dismantling the myth that AI adoption is a technology problem—and making the case that it's a workflow problem. Guest Jake Sloan, VP of Global Insurance at Appian, is an operator first. He has run large-scale insurance operations, owned a $150M P&L, and delivered transformations that only happen when you understand how work actually moves—handoffs, exceptions, controls, and accountability. At Appian, he leads the insurance vertical for a process automation and low-code platform focused on claims, underwriting, and operational process orchestration. Key Topics • Pilot Purgatory: Why 90% of AI Projects Stall — Pilots work in controlled environments. Then reality hits: no data pipeline, no workflow integration, no governance, no frontline buy-in. Organizational alignment—not technology—is the breaking point. • The Orchestration Layer — Appian's core thesis: build an orchestration layer first. It sits between your legacy monolith and the next chapter. Additive, keeps work flowing during transformation, and creates the foundation where AI and automation actually stick. • Email as Infrastructure — Underwriters spend 40%+ of their day in inboxes. The AI mailbox use case embeds AI into a workflow that extracts data, routes work, makes decisions, and triggers actions. Underwriters gain 2–3 hours a day back. • Claims Velocity: Days to Hours — One global insurer went from 24–72 hours (FNOL to assignment) to minutes. Digital intake feeds orchestrated workflows. AI triages, categorizes severity, flags fraud risk. The adjuster gets a complete, pre-organized package. • Alignment = Culture, Not Just Tech — Appian's workshops put business, IT, data, and operations in one room to design the ideal state and work backward. Underwriters don't get replaced—they become superhuman. Admin work gets stripped away. • The Talent Problem Is a Workflow Problem — Entry-level insurance work is repetitive email categorization. When AI handles the mundane, these jobs become analytical and attractive again. The organizations winning reskill existing teams and position domain expertise as more valuable. • The 90-Day Deployment Mindset — Pick one workflow. Build the orchestration layer. Plug in AI. Show ROI in 90 days. Then iterate. Key Quotes -"When you go to scale it, it's like, well, we don't have the data pipeline. We don't have the workflow. We don't have the governance. We don't have the buy-in from the frontline team. And so it just stalls." -"It's not about the AI itself. It's about the workflow that the AI sits inside." -"We're not here to replace underwriters. We're here to make them superhuman." -"Get started. Don't let perfect be the enemy of good. Start with a use case, build the orchestration layer, plug AI into it, show value in 90 days." Resources • Appian: appian.com • Jake Sloan LinkedIn: https://www.linkedin.com/in/jacobpsloan] • Joshua R. Hollander, Host: https://www.linkedin.com/in/joshuarhollander/ • Horton International: https://www.horton-usa.com/ Subscribe & Follow Never miss an episode. Subscribe on Spotify, Apple Podcasts, YouTube. Follow the show on LinkedIn: https://www.linkedin.com/showcase/insurtech-leadership-show #InsurTech #Insurance #InsuranceInnovation #FutureOfInsurance #ExecutiveLeadership Subscribe & Follow Never miss an episode. Subscribe on your favorite podcast platform—Spotify, Apple Podcasts, YouTube. Follow the show on LinkedIn: https://www.linkedin.com/showcase/insurtech-leadership-show #InsurTech #Insurance #InsuranceInnovation #FutureOfInsurance #Leadership #ExecutiveLeadership

The Department of the Navy is conducting a departmentwide organizational review that could lead to significant restructuring of its civilian workforce and reductions in civilian personnel. The review is part of a broader Defense Department effort to reshape its civilian workforce and align personnel and resources with Defense Secretary Pete Hegseth's priorities under the National Defense Strategy. Federal News Network's Anastasia Obis has more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

TSN Director of Scouting Craig Button joined OverDrive to discuss the headlines around the trade deadline, the Maple Leafs' organization outlook, the future of Craig Berube and Brad Treliving, how Toronto can improve after the tough season, Morgan Rielly's stance, the buyers and sellers in the Canadian markets and more.

Over our last few episodes, we've been deep-diving into the concept of allostatic load—that cumulative, physiological wear and tear our bodies endure under chronic, unresolved stress. We've looked at how this weight falls heavily on women, particularly through menopause and the invisible labor that keeps our families and communities running. But today, I'm naming a major stress generator that's likely happening right inside your organization, often without a formal name or a line item on your P&L: organizational change. Every restructure, leadership transition, or strategic pivot is a stressor for your team because it challenges the way they work and what they believe. When change is managed poorly—with vague emails, shifting timelines, and zero psychological safety—it transforms from a transition into a chronic stress factor. This uncertainty is absorbed by your "unofficial change managers," the people already holding the emotional infrastructure of your culture together. Join me as we reframe change management not just as a communication strategy, but as a critical health infrastructure. Stacie For more episodes, visit StacieBaird.com.

In this HFS Research videocast with Mindsprint, Ashish Chaturvedi speaks with Rohit Sharma and Unnikrishnan Sasikumar on how supply chains are moving from visibility to intelligence amid disruption—shifting from AI pilots to outcome-led transformation (working capital, margin, customer experience). They explore what's driving demand today including real-time planning, control towers, supplier collaboration, predictive analytics and what's next: agentic AI for exception handling and the path to autonomous supply chains, grounded in trustworthy data foundations and an ecosystem approach across SAP/Microsoft cores plus specialist startups. Key discussion points include:Enterprise demand today is still centered on “visibility + decision support.” Most current programs focus on real-time planning, control towers, supplier collaboration, and AI-driven dashboards/analytics to enable faster decisions during disruption. Clear shift from tactical work to integrated, tech-enabled operations. Buyers are moving away from manual Excel forecasting and siloed portals toward integrated solutions that support automated exception handling (including agentic AI), plus broader ecosystem collaboration and traceability.A widening “spend today vs build tomorrow” gap is shaping strategy. Enterprises are still investing heavily in analytics modernization, cloud, and data foundations, while major tech vendors are pushing hard on generative AI and agentic architectures—creating a sequencing challenge. Trustworthy data is the gating factor for autonomous supply chains. The conversation emphasizes that without strong data foundations (freshness, accuracy, governance, and resolving conflicting data sources), autonomy can create bad decisions (e.g., stock-out risk when systems think safety stock exists). Organizational capabilities matter as much as technology. Beyond platforms and tools, capability building and guardrails (e.g., CoE / governance frameworks) are positioned as essential to unlock value from data and AI.The partner stack is hybrid: ERP core plus startup innovation. SAP and Microsoft are described as dominant “core” stacks, while many enterprises augment them with specialist startups/scale-ups for niche planning, visibility, risk, and sustainability, requiring an ecosystem approach.Progress is real, but not linear. Enterprises are still getting foundations right, even as the tech investment trajectory points clearly toward more autonomous, AI-driven supply chain operations.Read the HFS Horizons Report on Intelligent Supply Chain Services 2025: https://www.hfsresearch.com/research/hfs-horizons-intelligent-supply-chain-services-2025

Today we're joined by Sophia Kristjansson, Founder and CEO of Lexicon Lens, a boutique consulting firm that helps leaders close the persistent gap between strategy and execution—so plans don't just look good on paper, they actually turn into results.Sophia's WebsiteLinkedIn: https://www.linkedin.com/in/sophiakristjansson/With more than 25 years of experience guiding organizations through growth, change, and transformation, Sophia works closely with leadership teams to restore clarity, align people and process, and build traction when momentum starts to stall. She also teaches graduate courses in business strategy and organizational transformation at the University of DenverShe's a contributing author to Lives Lost and Leadership Found, edited by Ian Ziskin—who joined us a few episodes back.Why Strategy Fails at the Finish LineSophia, many organizations have smart strategies—but struggle with execution. From your experience, where do things most often break down between intention and action?Closing the Strategy–Execution GapAt Lexicon Lens, your work centers on alignment, collaboration, and leadership development. What are the first signs you look for that tell you a team is losing traction—and how do you help them regain momentum? Sophia shares these six signs:Misaligned success signals – Leaders focus on the wrong metrics, missing what truly indicates performance or risk.Organizational silos – Limited cross-functional visibility creates blind spots that hide emerging problems.Communication mistaken for clarity – Sending emails or memos is assumed to solve issues, without ensuring understanding or follow-through.Execution problems misdiagnosed – Symptoms are addressed instead of root causes, leading to recurring issues.Outdated mental models – Leaders rely on old assumptions and ways of thinking without realizing they no longer fit current realities.Human risk ignored – The people impact (capacity, morale, alignment, burnout) is not surfaced or discussed openly.These six signals indicate leaders may not be seeing the real problem. Bringing leaders together to surface these blind spots enables shared understanding, innovation, and collaboration—often prompting the realization that the issue isn't execution alone, but perception and alignment.Turning Ideas into Action in Complex EnvironmentsLeaders today are navigating constant change, competing priorities, and growing complexity. What practical frameworks or habits help leaders move from analysis paralysis to decisive action?Lessons from “Lives Lost and Leadership Found”You contributed to Lives Lost and Leadership Found, a book that explores how personal loss and reflection can deepen leadership capacity. How did that experience shape—or reinforce—your perspective on leadership, resilience, and execution?Teaching the Next Generation of LeadersYou teach graduate students in business strategy and organizational transformation. What do you see emerging leaders getting right—and where do they most need to develop skills to lead effectively in today's organizations?For leaders listening right now who feel stuck between a clear vision and uneven execution—what's one small, meaningful step they can take this week to move forward?

Why do we still struggle with resilience in 2026? Is it the growing complexity of systems, the pressure to ship fast, or a lack of education around resilient design? In this episode we welcome Adrian Hornsby from Resilium Labs to explore these questions and learn about chaos, complexity, and the importance of continuous learning!Adrian has learned his chaos engineering skills while working at AWS for many years. He shares insights from his upcoming book and his experience helping organizations embrace resilience as a continuous learning practice. We discuss:Why traditional chaos engineering assumptions break down when AI starts writing your code.The rise of AI-powered SRE agents—are they a blessing or a missed learning opportunity?Organizational challenges and the importance of tracking near misses.Links we discussedAdrians LinkedIn: https://www.linkedin.com/in/adhorn/Resilium Labs: https://www.resiliumlabs.com/Upcoming Book: https://leanpub.com/whywestillsuckatresilience

Layoffs, rapid change, public scrutiny, and crisis situations often reveal an organization's true ethical posture. This episode explores how ethical standards are tested, and sometimes abandoned, during periods of organizational pressure. Using I-O psychology frameworks, we examine ethical decision-making under uncertainty, competing stakeholder demands, and the long-term cultural consequences of short-term ethical compromises.  In this episode:  Dr. Emi Barresi, Lee Crowson, Natasha Desjardines, Nicolas Krueger, LindaAnn Rogers, Rich Cruz, Dr. Cam Dunson, Asif Haider.   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References Jin, Y., Pang, A., & Smith, J. (2018). Crisis communication and ethics: the role of public relations. The Journal of Business Strategy, 39(1), 43–52. https://doi.org/10.1108/JBS-09-2016-0095   Ludviga, I., & Kalvina, A. (2024). Organizational Agility During Crisis: Do Employees' Perceptions of Public Sector Organizations' Strategic Agility Foster Employees' Work Engagement and Well-being? Employee Responsibilities and Rights Journal, 36(2), 209–229. https://doi.org/10.1007/s10672-023-09442-9   Nhedzi, A., & Gombarume, C. (2021). A Moral Compass of the Organisation During Crisis: Exploring the ethics roles of Strategic Communication practice. African Journal of Business Ethics, 15(1), 28. https://doi.org/10.15249/15-1-275   Piotrowski, C., & Guyette, R. W. (2010). Toyota Recall Crisis: Public Attitudes on Leadership and Ethics. Organization Development Journal, 28(2), 89.   Pope, K. S. (2019). A Human Rights and Ethics Crisis Facing the World's Largest Organization of Psychologists: Accepting Responsibility, Understanding Causes, Implementing Solutions. European Psychologist, 24(2), 180–194. https://doi.org/10.1027/1016-9040/a000341   Schoofs, L., Fannes, G., & Claeys, A.-S. (2022). Empathy as a main ingredient of impactful crisis communication: The perspectives of crisis communication practitioners. Public Relations Review, 48(1), Article 102150. https://doi.org/10.1016/j.pubrev.2022.102150   Schowalter, A. F., & Volmer, J. (2024). Servant and Crisis Manager? The Association of Servant Leadership with Followers' Adaptivity and Proactivity. Journal of Leadership & Organizational Studies, 31(4), 433–452. https://doi.org/10.1177/15480518241287647   Zarzavadjian Le Bian, A., Tresallet, C., & Martinod, E. (2020). A crisis of ethics in the ethics of crisis. Journal of Visceral Surgery, 157(4), 365–366. https://doi.org/10.1016/j.jviscsurg.2020.07.002...

Did you know that Synchrony works with clients from four major Apostolic organizations and many independent churches? What does that even mean, and why does it matter when it comes to matching? In this solo episode, Megan explains a bit about how organizational and pastoral guidelines translate into the matching process. Interested in matchmaking? Ladies, our pipeline is currently closed to female applicants, but will re-open in the Spring. Visit our website to join the waiting list. Men can get started for free and meet their first match at no cost. Check https://www.synchronyproject.com to register. Men: Join the Discord server here! https://discord.gg/hqZmtuMws9 Get the From Singles, to Shepherds Info Guide Here! https://the-synchrony-project.mykajabi.com/from-singles-to-shepherds Contact: If you want to join the conversation about this topic and give your thoughts, reach out on Instagram, Facebook, YouTube, or at questions@synchronyproject.com. Learn more about our matchmaking services and dating resources at https://synchronyproject.com. Intro/Outro music by: Balloon Planet, "Write Your Own Story," https://artlist.io/royalty-free-music/song/write-your-own-story/135437

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Valenti and Rico wonder how the Lions expect to see better results through doing the same thing over and over again.

Mike and Rico take a few of your calls on their frustrations with the Lions.

This is the seventh episode in the reignited series "Coaching for Transformation". This series will focus on unpacking the coaching strategies that help leaders grow into the best versions of themselves.This conversation is hosted by Dario Minaya, with insights from Susan Minaya, COO, Chief Learning Strategist and Executive couch with Minaya Learning Global Solutions. This episode dives into being an organizational leader. Stay tuned to learn more.

Dr. Jennifer Fraser is the author of The Bullied Brain and The Gaslit Brain. It is her mission to educate people on how to recognize and name these behaviors and stay safe when they show up. Mentioned on the ShowDr. Jennifer Fraser's website: https://bulliedbrain.com/Read The Gaslit Brain: https://a.co/d/0fupTc7KGet Dr. Fraser's book The Bullied Brain: https://a.co/d/09JvZBgoJennifer Fraser, PhD is a regular contributor to Psychology Today: https://www.psychologytoday.com/us/contributors/jennifer-fraser-phdLearn more about BrainHQ training: https://www.brainhq.com/Timestamps(00:00:00) - Jennifer Fraser, PhD joins People Business with O'Brien McMahon(00:02:24) - Workplace dynamics: Personal agendas vs. Organizational agendas(00:06:09) - Denial: why do we think “this could never happen”?(00:11:48) - What does gaslighting look like and what is manipulative communication?(00:17:46) - What is happening in our brains when we are being gaslit?(00:23:25) - What is healthy self-esteem and status and what is unhealthy ego?(00:25:55) - Is “true” psychopathy a spectrum?(00:29:40) - DARVO: Denial; attack; reverse; victim; offender(00:35:30) - When is appropriate to terminate and when should a second chance be offered?(00:37:46) - How can workplace gaslighting be recognized earlier?(00:48:08) - What happens in the brain after gaslighting and bullying?(00:53:20) - How we should think about high status people in positions of power?(01:00:38) - Final thoughts from Jennifer Fraser, PhD

As the United States continues to experience democratic backsliding, people are looking for ways to rise to the moment. But what does it take for someone to stay true to their values and say, “no, I refuse to participate in this?” Organizational psychologist Sunita Sah joins host Alex Lovit to discuss why people have more trouble standing up to injustice than they think they will and how we can prepare ourselves to make difficult choices. Sunita Sah is professor of management and organizations at Cornell University's SC Johnson Graduate School of Management and the author of Defy: The Power of No in a World That Demands Yes. https://www.sunitasah.com/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

What happens when a global brand famous for saving the planet from itself decides to challenge the very DNA of corporate leadership?In this first episode of The Conscious Capitalists' Summer Series, hosts Timothy Henry and Kate Adams speak with Charles Conn, Chair of Patagonia, co-founder of Monograph, and former senior partner at McKinsey. Together, they explore how conscious enterprises can thrive in a world of radical uncertainty — from geopolitical shocks to disruptive technologies — by rethinking the way leadership works.Charles takes us inside Patagonia's approach to leading with purpose, agility, and trust, showing why the old top-down, control-heavy playbook is no longer fit for a future that demands resilience, innovation, and courage. From breaking hierarchies to empowering frontline teams, he reveals how to build organizations that adapt fast and stay true to their values.This is more than a conversation about business — it's a blueprint for a new era of leadership. Charles shares stories and strategies from the boardroom to the trailhead, illustrating how authenticity, curiosity, and conscious capitalism can create lasting impact in both business and society.Listeners will gain insights into:Why traditional leadership models are collapsing — and what's replacing themPatagonia's trust-first culture and how it fuels innovationHow conscious capitalism drives agility in uncertain marketsThe role of curiosity in making better decisionsPractical ways to shift from hierarchical control to empowered teamsBalancing purpose with performance without losing momentumHow leaders can thrive — not just survive — in disruptive timesWhether you're a CEO looking to future-proof your organization, a startup founder hungry for agile growth, or a leader seeking to balance profit with purpose, this episode offers a rare inside look at what it takes to lead consciously in the face of unprecedented change.**If you enjoy this podcast, would you consider leaving a review on Apple Podcasts/iTunes? It takes only a few seconds and greatly helps us get our podcast out to a wider audience.Please subscribe on Apple Podcasts / Spotify / Stitcher, or wherever you get your podcasts.For transcripts and show notes, please go to: https://www.theconsciouscapitalists.comThis show is presented by Conscious Capitalism, Inc. (https://www.consciouscapitalism.org/) and is produced by Rainbow Creative (https://www.rainbowcreative.co/) with Matthew Jones as Executive Producer, Rithu Jagannath as Lead Producer, and Nathan Wheatley as Editor.Thank you for your support!- Timothy & KateTime Stamps02:02 Introduction to Summer Series00:45 Understanding Radical Uncertainty01:40 Introduction of Kate Adams02:34 The Future of Conscious Enterprise03:57 Introduction of Charles Conn06:17 Rethinking Business Strategy09:17 Organizational and Leadership Changes13:19 Patagonia's Approach to Purpose and Strategy21:08 Leading Through Disruption27:57 Decision Making and Purpose34:48 Leadership for the Future

Visit Renew.org to sign up for our email newsletter and be the first to know about new content, books and resources.  https://renew.org/ Join RENEW.org at an upcoming event: https://renew.org/resources/events/ Join RENEW.org's Newsletter: https://renew.org/resources/newsletter-sign-up/ Aligning Your Church for Disciple Making: Five Shifts, One Mission This session is on aligning churches around Jesus' method of intentional, relational disciple making. They share personal ministry journeys and describe the challenge of shifting established, often attractional church systems toward obedience-based disciple making rooted in the Great Commission (Matthew 28) and maturity in Christ (Colossians 1). Using an iPhone vs. Android operating system metaphor, they argue disciple making can't be added as a side program but must reshape the whole church. They present research findings that fewer than 5% of U.S. churches have a culture rooted in Jesus-style disciple making and outline four core practices seen in exemplary churches: convictional leadership, a contextual and reproducible model, high expectations, and cultural alignment. 00:00 Welcome & Why Disciple-Making Alignment Matters 04:03 Jeff Story: From Slogans to a Disciple-Making Culture 08:23 Paul: Leaving Membership Metrics for Making Disciples 13:24 Training Process Overview + The iPhone vs. Droid ‘Operating System' Metaphor 18:59 State of Disciple-Making in North America + Jesus' Intentional Relational Method 21:40 The Great Commission Explained: ‘Make Disciples' and Obedience-Based Faith 27:09 Beyond ‘Evangelism' vs ‘Discipleship': One Mission—Salvation to Maturity 32:38 Bobby's Journey: Coleman, Church Systems, Disciple Shift, and Renew's Theology 41:07 Research Findings: Why Most Churches Aren't Disciple-Making Churches 44:57 The 4 Core Practices: Convictional Leadership, Model, Expectations, Alignment 50:09 Why Revelation's First 3 Chapters Matter Most (Jesus & the Churches) 52:38 Legacy Church Challenge: Shifting to a Discipleship Culture Without Blowing It Up 54:05 Defining a Disciple: Follow Jesus, Be Changed, Join the Mission 56:01 Personal Discipleship Story: Learning to Make Disciples Who Make Disciples 57:24 Why People Struggle to Disciple: The Baseball Analogy 01:00:15 Early Momentum & Staff Culture Change: Baptisms, Next Steps, Monday Stories 01:02:01 The Discipleship Mandate ‘Cumulative': Jesus, Church, NT, Leaders, Gathering 01:11:43 Alignment Killers: Competing Agendas, Wrong Metrics, Instant-Result Expectations 01:13:36 10 Levers to Use (Not Demonize): Large Church, Sunday, Pulpit, Tradition, Doctrine 01:23:20 Five-Part Roadmap: Missional, Theological, Philosophical, Organizational, Relational 01:27:57 Break, Then Missional Alignment Deep Dive: Love God, Love People, Then Make Disciples 01:32:38 Avoiding Counterfeit Missions: Tradition, Buildings, and Other Substitutes 01:33:20 C.S. Lewis on the Church's One Job: Make Disciples 01:34:12 Mission-Driven vs Member-Driven (and Keeping Jesus' Mission Central) 01:35:04 Theological Alignment: Why Clarity Is Kindness 01:36:52 Beyond ‘Essentials/Non-Essentials': A Better Doctrine Framework 01:42:29 A Replicable System for Teaching Core Doctrine (Catechism DNA) 01:44:35 Micro Groups & ‘Trust and Follow Jesus': Simple, Proven, Reproducible 01:47:42 Philosophical Alignment: The Jesus Way—Intentional, Relational, Transformational 01:52:29 Organizational Alignment: Leading Change Without Blowing Up the Church 02:00:26 Relational Alignment: Love, Conflict, and the Messiness of Real Discipleship 02:11:31 Next Steps & Final Charge: Join the Alignment Training + Keep Making Disciples https://renew.org/ Check out the following from RENEW.org: Events: https://renew.org/resources/events/ Videos: https://renew.org/media/videos/ Podcasts: https://renew.org/media/podcasts/ Articles: https://renew.org/articles/ Free eBooks: https://renew.org/resources/free-ebooks/ Books: https://renew.org/resources/books/ Audiobooks: https://renew.org/resources/audiobooks/ Sermon Tools: https://renew.org/resources/sermon-tools/ Job Board: https://jobs.renew.org/ Renew University: https://renewuniversity.org/ Real Life Theology Conversations: https://renew.org/rltc/ Sign up for our newsletter: https://renew.org/resources/newsletter-sign-up/ Get our Premium podcast feed featuring all the breakout sessions from the RENEW gathering early.  https://reallifetheologypodcast.supercast.com/  Be sure to like, subscribe and follow on social media!  You can find us on: Instagram: @the.renew.network  Facebook: Renew.org  Youtube: https://www.youtube.com/@RENEWnetwork Twitter: @therenewnetwork TikTok: the.renew.network  Rumble: https://rumble.com/c/RENEW

The Eikon team explores the nature of church as a community versus an organization, emphasizing relational depth, shared purpose, and the importance of doing life together. Michael, Jeff, and Gianna discuss biblical models, practical challenges, and the heart of authentic community in faith.Chapters00:00 Introduction and Greetings08:24 Rant on Donations and Tipping15:51 The Church as a Community26:49 Organizational vs. Relational Church Dynamics29:40 The Balance of Structure and Community32:33 Defining Church: Organization vs. Family36:48 The Role of Sundays in Church Life40:36 Love, Freedom, and the Nature of Relationships46:21 Family Dynamics in Church Community47:57 Membership: Transactional vs. Relational50:05 Outcomes of Community: Growth vs. Compliance51:29 The Challenge of Quantifying Community54:58 Creating a Family-Like Church Environment

In this episode of the By Any Means Coaches Podcast, Tyler and Coleman sit down with Dr. Job Fransen—skill acquisition researcher, professor at Charles Sturt University, and former consultant to the Oklahoma City Thunder—to unpack what skill actually is and how coaches can better design environments that develop adaptable players. Job draws a powerful distinction between technique and skill, reframing skill as adaptability within context rather than mechanical perfection. From perception-action coupling to the limits of “memory bank” thinking, this conversation challenges traditional motor learning narratives and encourages coaches to rethink how players truly self-organize under pressure.We also dive deep into the confidence–competence continuum and why intentional practice design matters more than specific drills. Job explains how drilling can boost short-term confidence while variable, high-error environments build long-term learning—and why elite coaches must learn to surf that continuum in real time. The conversation expands into group dynamics, team learning vs. individual development, practice quality, sparring partners, feedback culture, and why decontextualized “brain training” methods often fail to transfer to the game. This episode is a masterclass in blending research with real-world coaching intuition.00:00 Introduction and background 07:20 Defining skill vs. technique 09:46 Motor programs vs. perception-action coupling 14:19 The confidence–competence continuum explained 17:22 Drilling vs. learning-focused practice 21:02 Designing practice across a season 22:32 “Hinging points” and dynamic coaching 26:39 The role of intuition in coaching and learning 31:43 Being a “fly on the wall” in elite organizations 36:27 What coaches should avoid (decontextualized training) 40:14 Group training and upskilling the lowest-level player 46:59 Organizational culture and collective development 54:04 Trends in high-performing organizations 58:49 Individual development vs. team learning 01:02:27 The “superstar highway” paradox in team performance 01:05:14 Ecological dynamics and group research gaps 01:12:10 Where research has changed Job's mindBAM Coaches Platform: https://byanymeanscoaches.com/ BAM Books: https://byanymeanscoaches.com/blueprint-bookLearn more from Dr. Job Fransen:skillacq.comhttps://www.skillacq.com/online-pathway-programsjob.fransen@skillacq.comGoogle scholar page: https://scholar.google.com/citations?user=JCXMOrgAAAAJ&hl=nlSchool email: jfransen@csu.edu.auIf you enjoyed this episode, make sure to subscribe, leave a review, and share it with another coach who's serious about building adaptable, game-ready players. We'll see you in the next one.

In this episode, we discuss two areas of focus within a recently released white paper titled “Women in the Workplace in 2025: Utahns' Awareness, Understanding, and Attitudes.” This comprehensive report explores the realities facing Utah women and girls across four critical areas, but we'll just focus on two of them: Childcare/Pre-K Programs and Organizational Strategies & Workplace Culture.Based on an 83-item survey conducted from October 1 through November 19, 2025, the study includes insights from more than 5,200 Utahns across both representative and convenience samples. This marks the third consecutive year of data collection, allowing us to examine how perceptions and experiences have shifted since the 2023 and 2024 surveys. In this episode, we walk through some key findings to better understand the challenges, trends, and opportunities shaping the lives of Utah women and girls today. Dr. Susan Madsen, an Extension Professor of Leadership at Utah State University and the Founding Director of the UWLP and A Bolder Way Forward, is joined by two Bolder Way Forward leaders. First, Sheena Blauvelt, Executive Director of HR, USANA Health Services, and A Bolder Way Forward's Organizational Strategies & Workplace Culture spoke advisor. Also joining us is Lynne Burton, who served as A Bolder Way Forward's Childcare/Pre-K Programs Spoke Coordinator. Support the show

Tej Seth of Sumer Sports joins Jonathan and Daryl to talk about the Browns, what they need to do this offseason, the current status of the AFC North and more.

On Episode 44 of Mindful Warrior Radio, we welcome Daryl Nelson. Daryl has spent a decade in the NFL with the New England Patriots and Las Vegas Raiders, working inside some of the most demanding high-performance environments in professional sports. He began his career in athletic training with the New England Patriots, where he was part of two Super Bowl winning championship teams, before moving into senior leadership roles focused on how organizations can more intentionally develop and support their people—on and off the field. As Director of Organizational Development with the Patriots and later Director of Team Growth & Development with the Raiders, Daryl's work centered on the ecosystem that influences performance: players, coaches, staff, personnel, and support systems. His focus was on personal growth and professional development at every level of the organization, intentionally connecting mental health, performance psychology, leadership, and culture. Rather than treating these areas as separate, he helped build integrated systems that aligned people, communication, and structure so individuals and teams could grow together. Today, Daryl works as a consultant in human performance and organizational development, partnering with leaders to align people, systems, and strategy. His work is rooted in a simple belief: when individuals feel supported, communication is clear, and strong work is reinforced by sound structure, sustainable performance follows. Drawing from his experience inside high-performance systems, Daryl shares reflections that bring leadership back to what matters most: people, clarity, and the daily choices that sustain performance. Daryl offers his perspective on leadership, “Leadership is a people position. It's not a role you take because it pays more money—that's management. Leadership is a call to action to serve people, guide them, and put them in the best position to succeed. You win with people.” Daryl explains what truly sustains performance over time, “When people know what the goal is, what the intent is, and what the expectations are on the front end, it empowers them to take the right steps forward. Sustaining high performance is actually boring—it's built on mundane details. Clear vision allows people to stay focused on the process, day in and day out, getting one percent better every day.” Daryl shares how leadership directly shapes impact and culture, “The greatest leaders realize you win with people. That means celebrating individual wins, allowing people to feel seen, being vulnerable, and holding people accountable. Leadership requires emotional intelligence—it's knowing how to lead different people in different ways.” Daryl reflects on a simple shift leaders can make that creates immediate impact, “Say good morning. It's something so basic, but it signals something greater—that you are choosing people before tasks. Even on a bad day, you're choosing presence. That small pause becomes a seed that grows into trust, culture, and performance beyond what you could imagine.” To learn more about Mindful Warrior and Mindful Warrior Radio, follow us on Instagram @therealmindfulwarrior and visit www.mindfulwarrior.com.

In this episode of Ingenious Thinkers, Ken Tencer speaks with Janice Gassam Asare about the widening gap between technological capability and cultural readiness.AI is advancing quickly. Organizational culture, governance structures, and equity frameworks often are not. Janice explains why leaders must critically examine how emerging technologies can reinforce existing inequalities, why inclusive leadership requires structural commitment, and how organizations can avoid outsourcing ethical judgment to algorithms.This is a grounded and practical discussion about leadership accountability in the age of AI. Rather than framing innovation as inherently positive, the conversation invites leaders to slow down, assess impact, and build systems that reflect intentional values.Brought to you by Say Hi to the Future.Listen now and join the conversation.

207. Invisible Divides in the Workplace (with Ivonne Furneaux)   In this episode of The Visibility Factor podcast, Susan's guest is Ivonne Furneaux. She is a keynote speaker, workplace strategist and founder of emPower Up Consulting, where she helps organizations lead through change and close the invisible gaps that undermine trust, engagement and performance. With more than 20 years of experience inside complex, global organizations—including Target, UnitedHealth Group, WeightWatchers, OfficeMax and Anywhere Real Estate—Ivonne has led enterprise communications, employee experience, culture, change and Diversity, Equity & Inclusion during periods of transformation, uncertainty and growth. Grounded in both lived experience and formal training, Ivonne brings a human-centered approach to culture and communication. Using her proprietary “Ghost Gaps” concept and 4I Framework, she equips leaders and employees alike with actionable strategies to build more connected, engaged workplaces and careers. Ivonne Furneaux has a diverse background in corporate communications and DEI. The concept of 'ghost gaps' highlights invisible divides in the workplace. Workplace identity significantly impacts employee engagement and experience. Visibility in the workplace is crucial for connection and engagement. Organizational culture is shaped by the actions of all employees, not just leadership. The 4I framework can help organizations address ghost gaps effectively. Earning buy-in for change requires appealing to both hearts and minds. Sponsorship is more impactful than mentorship for career advancement. Transparency in communication builds trust within organizations. Investing in employees at all levels fosters loyalty and engagement. The book that Ivonne recommends is Fantasticland by Mike Bockoven Article that Ivonne wrote: https://www.linkedin.com/pulse/invisible-workplace-divides-sabotaging-employee-ivonne-furneaux-qhkhc Follow Ivonne on social media: Website: https://ivonnefurneaux.com  LinkedIn: https://www.linkedin.com/in/ivonnefurneaux/ YouTube: @IvonneFurneaux  Instagram: @ivonneinreallife Link to Order Your Journey to Visibility Workbook Thank you for listening to The Visibility Factor Podcast!    Check out my website to order my book and view the  videos/resources for The Visibility Factor book and Your Journey to Visibility Workbook. As always, I encourage you to reach out! You can email me at hello@susanmbarber.com. You can also find me on social media everywhere –Facebook, LinkedIn, and of course on The Visibility Factor Podcast! I look forward to connecting with you!          If you liked The Visibility Factor Podcast, I would be so grateful if you could subscribe and leave a review wherever you listen to podcasts! It helps the podcast get in front of more people who can learn how to be visible too!       

This episode is a must-listen for COOs, Agile Coaches, and Business Leaders who want to bridge the gap between "technical agility" and "business agility."When startups grow, they often bring in "responsible adults" who implement traditional playbooks in Finance, HR, and Legal. While well-intentioned, these silos often create a "factory mindset" that undermines the very agility that made the company successful.In this episode, Dave West is joined by Tyson Bertmaring, VP Partnership Success at Dyno Therapeutics and Yuval Yeret, Professional Scrum Trainer, to discuss how Dyno Therapeutics is taking a different path. By applying the Agile Product Operating Model (APOM) to General & Administrative (G&A) functions, Dyno is treating its organizational capabilities as a product to be engineered, not a hierarchy to be managed.What you'll learn:The Stewardship Mindset: Moving from local optimization (like chasing $10k in interest income) to systemic value (ensuring vendor reliability).The "Two Jobs" Challenge: Balancing "running the business" with "building a better system."G&A as a Service: Identifying essential services—like talent acquisition and contracting—and developing them into exceptional "internal products."More!Subscribe to the Professional Scrum Unlocked Substack for more insights on this episode and others!

Packed show today as it is being reported Tim Harris will be stepping down after this season. Anthony and Harrison discuss what this might mean short and long-term, and how Lakers fans will feel this shift. Then, they pick apart the speculation throughout this last weekend about LeBron James' Lakers future. They wrap with some words about All-Star Weekend and by answering questions from the live audience. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In this episode of The Health Literacy 2.0 Podcast, host Seth Serxner welcomes Jesse Gavin, Well-Being Officer at Baylor College of Medicine, to talk about building thriving, prevention-oriented cultures and the critical role of health literacy in organizational well-being strategies.Dr. Jesse Gavin shares his unique career journey - beginning with aspirations in veterinary medicine, pivoting to health promotion, and ultimately pioneering employee well-being at Baylor College of Medicine.With over 11 years of leading Baylor's acclaimed initiatives, Jesse Gavin brings award-winning experience and a passion for practical, people-centered innovation. His background spans roles in academia, major corporations, and third-party wellness organizations, recently culminating in a DrPH focused on the intersection of workplace well-being and public health.Seth and Jesse also discuss:Rooting Well-being in Core Values: Baylor's “thriving tree” approach ties every branch of well-being to institutional values like teamwork, respect, and integrity.Evolving from Siloes to Integration: Merging recognition programs, on-site wellness centers, and year-of-service awards under a unified mission fosters greater alignment and engagement.The Power of Personal Recognition: From e-cards to milestone panoramas, creating a culture of thanks builds daily motivation and connection—no job is too small to acknowledge.Demonstrating Value Without the ROI Burden: Consistent 2:1 ROI, national awards, and unsolicited stories of lives changed make the case for investing in people - beyond numbers alone.Engaging the Full Workforce: Flexibility is key—presentations are recorded, the team attends 4am meetings, and well-being is made accessible for all, from surgeons to support staff.Health Literacy as Essential Infrastructure: Education happens year-round, not just at open enrollment; from understanding urgent care vs. ER to navigating self-funded benefits, continual learning is the norm.Teaching, Not Just Doing: Beyond concierge services, employees are empowered to learn the why and how of navigating their care—moving from handholding to skill-building.Low/No Cost, High Impact: Health literacy and prevention don't have to break the bank. Simple, targeted presentations and resource sessions fill critical knowledge gaps at scale.Reducing Barriers and Building Relationships: Onsite screenings with actionable education, incentives for physician follow-up, and open communication channels drive engagement and long-term well-being.This episode demonstrates how organizational culture, strategy, and small but consistent actions can move the needle on health literacy and well-being - making lasting change accessible for all.Learn About EdLogicsWant to see how EdLogics' gamified platform can boost health literacy, drive engagement in health and wellness programs, and help people live happier, healthier lives?Visit the EdLogics website: www.edlogics.com.

Listen and Subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Most high performers think a “good” performance review is a win, until nothing changes afterward. If you're ready to convert performance into promotability and build a low-friction, high-yield career asset, explore Dr. Grace's mentorship program here: https://masteryinsights.com/mentorship-pc What is Proprioceptive Deficit in Organizations? Organizational proprioception is a framework that describes how leadership perceives your position relative to the market and mission, without needing to constantly monitor you. Proprioceptive deficit occurs when a high performer executes with excellence but remains unaware of how their actions impact adjacent departments, revenue streams, or enterprise-level outcomes. This deficit creates friction, and the leadership team perceives you as a disconnected limb rather than an integrated asset. Correcting proprioceptive deficit requires understanding your connection to the P&L statement and building cross-functional awareness that signals strategic alignment to decision-makers. Key Concepts: Performance vs. Promotability: The blind spot where mastery in your current role becomes a containment strategy rather than a ladder, because your tactical excellence creates a production gap the company cannot afford to lose. Return on Management (ROM): The hidden calculation leaders use: total value created divided by management energy consumed. High output with high friction equals low ROM—and low advancement potential. Narrative Ownership vs. Abdication: The strategic choice between dictating the interpretation of your contributions throughout the year or allowing leaders to default to recency bias and simplistic labels during your review. The Interpretation Layer: The mechanism of controlling not just what you achieved, but what that achievement meant at the market and enterprise level. Have you ever felt 'contained' by your own excellence? Tell me about the moment you realized your hard work wasn't the same thing as being promotable.   Show notes and free resources: https://CareerRevisionist.com/episode230 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Curiosity drives success in marketing and leadership.- Eating the frog means tackling the hardest tasks first.- Building relationships with finance is crucial for marketing leaders.- Organizational culture is defined by behaviors and values.- Experiential marketing is making a comeback in the digital age.- AI should enhance human engagement, not replace it.- Remote work requires new strategies for effective communication.- Marketing must focus on long-term value and customer lifetime.- Nonprofits need to communicate their impact effectively to engage donors.- The future of work will involve multi-generational collaboration.Chapters00:00 Introduction to Kim Storen and Her Journey02:50 The Impact of Early Experiences on Career Choices05:49 Curiosity and the Importance of Tackling Challenges08:57 Interviewing for Curiosity and Problem-Solving Skills12:10 Joining Zoom: A CMO's Perspective15:01 Building a Marketing Strategy at Zoom17:57 The Role of Finance in Marketing19:52 Defining Organizational Culture21:56 The Renaissance of Experiential Marketing24:52 The Cost of Community Engagement32:34 Navigating AI and Human Connection34:58 Adapting Marketing Strategies in a Hybrid World36:54 Measuring Experience Quality Beyond Attendance41:59 Shifting Focus from Presence to Progress45:11 Engaging Donors in a Hybrid Philanthropic Landscape48:32 The Future of Work and Multi-Generational Collaboration50:50 Defining Success and Career Advice 

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

How do you know whether your company's culture is happening by accident or being intentionally designed? That's the challenge we explore in this episode of Do Good to Lead Well, as I sit down with culture architects James D. White and Krista White, co-authors of the USA Today bestseller “Culture Design.”James and Krista share why now, more than ever, leaders can't afford to leave culture to chance. Their advice springs from decades of practical experience: culture isn't a poster on the wall—it's what people do when no one is looking.In a thought-provoking and engaging conversation, they answer timely questions from the audience including: How do you diagnose the real health of your culture? Can values become more than just “word salad?” What about the unique pressures of remote work, generational differences, or legacy cultures stuck in old patterns?Through stories and concrete examples, James and Krista reveal what organizations can actually do. They talk about running “archaeological digs” through interviews and surveys, turning employee feedback into actionable strategy, and the power of empathy. They explain how and why leaders should “listen with heart,” make time for micro-moments of connection, and value small steps over perfection.Perhaps the most powerful takeaway is that designing culture is ongoing work. It's about ensuring that how you operate matches what you say you value and having the courage to change, with empathy, when your organization needs it most.What You'll Learn- Culture is always there – whether you design it or not.- The importance of closing the “say-do” gap.- Empathy is a leadership superpower.- How to design your culture for both stability and change.- Why you want your values to be actionable and personal.- The key role of middle managers in fostering culture.- Honor the past, but don't cling to it.Podcast Timestamps(00:00) - The Inspiration and Meaning Behind "Culture Design"(05:47) - Intentional Culture: Design vs. Default(07:17) - Diagnosing Organizational Culture(16:00) - The Future Back Approach in Leadership(18:37) - Values: From Performative to Impactful(22:21) - Organizational vs. Individual Resilience(25:47) - Empathy as a Leadership Foundation(33:00) - Generational and Hybrid Workforce Dynamics(43:37) - Measuring, Supporting, and Sustaining Culture ChangeKEYWORDSPositive Leadership, Culture Design, Organizational Culture, Empathy, Resilience, Values, Change Management, Transformational Leadership, Inclusion, Organizational Stability, Leading with Integrity, Rituals, Future-back Methodology, Cross-generational Workforce, Remote Work, Hybrid work, Employee Engagement, AI adoption, Feedback Loops, Legacy Culture, CEO Success

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Anthony Tuggle. Senior executive, transformational advisor, and founder/CEO of Tag Us Worldwide. With more than 30 years of leading global operations at AT&T and other Fortune 10 organizations, Tuggle shares lessons in leadership, resilience, corporate success, personal health battles, entrepreneurship, and the importance of emotional intelligence in the AI era. His story blends professional excellence with survival, detailing how he overcame kidney failure, a transplant, dialysis, and even kidney cancer—while simultaneously rising to the executive ranks and later launching his own leadership transformation company.

In this episode, Julia speaks with Maria in the final conversation of the Trust series — turning attention to what happens to trust in a crisis, when plans fall away and decisions must be made quickly.Maria reflects on trust not as something that can be trained or demanded, but as something that is created over time through communication, shared values, and relationships. A crisis, she explains, does not create trust — it reveals it. In moments of pressure, leaders rely instinctively on the systems, cultures, and people they have already built.The conversation explores the nightmare scenario of crisis leadership: being trapped in a system you do not trust, surrounded by people you do not trust, guided by values you do not trust. Without psychological safety, transparency, and shared responsibility, stress rises, communication collapses, and people look for exits rather than solutions.Maria and Julia discuss what sustains trust under pressure: presence, consistency, honesty, and the courage to listen. They talk about trust as a two-way practice — trusting others to speak up, and being trustworthy enough to genuinely hear what is said, especially when it is uncomfortable.This episode is a reminder that trust is the greatest asset in a crisis — and that it can only be drawn on if it has been built, carefully and deliberately, long before the crisis begins.About the Guest: Maria is a Master Certified Coach (MCC), accredited by the International Coach Federation (ICF) with more than 4,000 coaching hours. She brings over 25 years of corporate and consulting experience, having held senior regional and global leadership roles in international organizations. Her career includes positions such as ManagingPartner at ecap;Group Head of Organizational, Learning & TalentDevelopment at J&P; Global HR Director at Vision; andEEMEA Training & Development Manager at Nielsen.She has also led Talent Acquisition for NCR across the MEA region and served as an Executive Leadership Trainer and Mentor at PwC.Maria holds a Bachelor's degree in Statistics and Insurance Studies from the University of Piraeus, a Postgraduate Diploma in Management from MIM, and a Master's degree in Human Resource Management from Middlesex University.

Show NotesMost organizations treat cybersecurity as a technology problem. They invest in layers of defense, run phishing tests, and deploy identity and access management tools. Yet headlines about breaches keep coming. Dr. Keri Pearlson, Senior Lecturer and Principal Research Scientist at the MIT Sloan School of Management, argues that the real opportunity lies not in more technology but in changing how people across the organization think about and value cybersecurity.In this episode of the Human-Centered Cybersecurity Series, co-hosted by Julie Haney, Computer Scientist and Lead of the Human-Centered Cybersecurity Program at the National Institute of Standards and Technology (NIST), Dr. Keri Pearlson introduces her framework for cybersecurity culture built around values, attitudes, and beliefs. Rather than simply training employees on what to do, the focus shifts to shaping why they do it. When people genuinely believe cybersecurity matters, they take action without waiting for mandates or programs to tell them how.Dr. Pearlson shares vivid examples from her research: a CISO who hired a marketing professional to run the cybersecurity culture program, a CEO who opens every all-hands meeting with a five-minute cybersecurity story, and organizations that use creative rewards like chocolate chip cookies and digital badges to reinforce positive behaviors. She also outlines a five-stage maturity model for cybersecurity culture, from ad hoc efforts all the way to a dynamic culture that self-regulates as new threats like AI-driven vulnerabilities emerge.The conversation also tackles the relationship between organizational culture and cybersecurity culture, the role of group-level accountability, and why consequences matter just as much as rewards. Dr. Pearlson makes the case that cybersecurity should move from being viewed as an infrastructure play to a strategic advantage, one that can attract customers, reduce costs, and build competitive differentiation.For any leader looking to move the needle on security culture, this episode offers a research-backed roadmap and practical steps that anyone can take starting tomorrow.HostSean Martin, Co-Founder at ITSPmagazine, Studio C60, and Host of Redefining CyberSecurity Podcast & Music Evolves Podcast | Website: https://www.seanmartin.com/Guest(s)Dr. Keri Pearlson, Senior Lecturer and Principal Research Scientist at MIT Sloan School of Management | On LinkedIn: https://www.linkedin.com/in/kpearlson/Julie Haney (Co-Host), Computer Scientist and Lead, Human-Centered Cybersecurity Program at National Institute of Standards and Technology (NIST) | On LinkedIn: https://www.linkedin.com/in/julie-haney-037449119/ResourcesLearn more about Dr. Keri Pearlson's research: https://mitsloan.mit.edu/faculty/directory/keri-pearlsonLearn more about the NIST Human-Centered Cybersecurity Program: https://csrc.nist.gov/projects/human-centered-cybersecurityCybersecurity at MIT Sloan (CAMS): https://cams.mit.edu/The Future of Cybersecurity Newsletter | https://www.linkedin.com/newsletters/7108625890296614912/More Redefining CyberSecurity Podcast episodes | https://www.seanmartin.com/redefining-cybersecurity-podcastRedefining CyberSecurity Podcast on YouTube | https://www.youtube.com/playlist?list=PLnYu0psdcllS9aVGdiakVss9u7xgYDKYqKeywordsdr. keri pearlson, julie haney, mit sloan, nist, sean martin, cybersecurity culture, security culture, values attitudes beliefs, cyber resilience, human-centered cybersecurity, security awareness, phishing, cybersecurity maturity model, security behavior, cybersecurity strategy, redefining cybersecurity, cybersecurity podcast, redefining cybersecurity podcast Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Nobody likes meetings. But there's a good reason for that. Organizational behavior expert Dr. Rebecca Hinds, author of the new book Your Best Meeting Ever, explains why most meetings are a massive waste of time and what to do about it. She shares a simple test to determine if a meeting actually deserves to be on your calendar. Plus, Jason also discovers something uncomfortable about his own approach to meetings. Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode 3 Polymathic Perspective Podcast | Dov Baron When Systems Lose Coherence Before They Collapse What if the world isn't collapsing, but losing coherence, and our leaders are mistaking relief for evolution? Episode Description  What happens before systems collapse? Not chaos. Not moral failure. Not even bad leadership. They lose coherence. . In the first episode of The Polymathic Perspective Podcast, Dov Baron introduces the lens that will define this show: coherence as the invisible regulator beneath power, identity, culture, economics, and leadership. . Starting with a moment at Davos in January 2026, when Canadian Prime Minister Mark Carney named what many felt but couldn't articulate, the fading of the rules-based order, Dov examines why the world exhaled. Not in agreement, but in relief. . This episode is not about politics. It's about emotional regulation at scale. Dov shows how systems under stress do not seek truth or transformation. They seek stabilization. And why that instinct, while human, quietly prevents real succession. . Through a polymathic lens, this episode connects: Nervous systems Identity formation Organizational behavior Capitalism Global geopolitics Not as metaphors, but as the same pattern playing out at different scales. . You'll hear why Mark Carney and Donald Trump, despite appearing oppositional, are responding to the same collapse of coherence, one through reassurance, the other through rupture. Different styles. Same function. . And why neither approach, on its own, produces evolution. . This is not a call to sides. It's a call to perception. In This Episode, You'll Explore • Why systems lose coherence long before they collapse • Why anxiety seeks regulation, not truth • How relief can feel like leadership without being transformation • The difference between stabilization and succession • Why capitalism is opportunistic, not moral, and why that matters • How inclusion, sustainability, and ethics only move when they become legible to markets • Why nostalgia is not a strategy, at any scale • What "identity-level succession" actually means, in plain language • How individuals repeat the same pattern as nations when they outgrow old rules • Why polymathic thinkers see patterns others experience as noise

a16z general partner David Haber spoke with Goldman Sachs CEO David Solomon and a16z cofounder Ben Horowitz on the current macro environment, enterprise AI adoption, and crypto and AI policy. Solomon describes what he calls the "sweetest spot" he's seen in 40 years and explains Goldman's "One GS 3.0" initiative to reimagine core processes with AI. Horowitz discusses why "leads aren't what they once were" in AI and how a16z grew from a startup VC to capturing 18% of all US venture capital. Resources: Follow David Solomon on X: https://twitter.com/DavidSolomonFollow Ben Horowitz on X: https://twitter.com/bhorowitzFollow David Haber on X: https://twitter.com/dhaber Timestamps: 00:00 — Introduction02:09 — Goldman's Evolution from Partnership to Public Company08:54 — How a16z Went from Top Tier to 18% of All US Venture Capital15:33 — "As Sweet a Spot" as Solomon Has Seen in 40 Years19:00 — M&A Outlook: "Whatever the Question Is, the Answer Is Maybe"21:33 — Why Leads Aren't What They Once Were in AI23:03 — Crypto Policy: The Genius Act and Clarity Act25:24 — AI Policy: "Don't Regulate Math"28:03 — One GS 3.0: Reimagining Processes with AI32:54 — Will AI Agents Change Investing?34:00 — Favorite DJ Stay Updated:If you enjoyed this episode, be sure to like, subscribe, and share with your friends!Find a16z on X: https://twitter.com/a16zFind a16z on LinkedIn: https://www.linkedin.com/company/a16zListen to the a16z Podcast on Spotify: https://open.spotify.com/show/5bC65RDvs3oxnLyqqvkUYXListen to the a16z Podcast on Apple Podcasts: https://podcasts.apple.com/us/podcast/a16z-podcast/id842818711Follow our host: https://x.com/eriktorenbergPlease note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see http://a16z.com/disclosures. Stay Updated:Find a16z on XFind a16z on LinkedInListen to the a16z Show on SpotifyListen to the a16z Show on Apple PodcastsFollow our host: https://twitter.com/eriktorenberg Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

*Content Warning: institutional betrayal, sexual violence, stalking, on-campus violence, intimate partner violence, gender-based violence, stalking, rape, and sexual assault.Free + Confidential Resources + Safety Tips: somethingwaswrong.com/resources   Follow Dr. Nicole Bedera: Website: https://www.nicolebedera.com/  Blue Sky: https://bsky.app/profile/nbedera.bsky.social  Book: On The Wrong Side - How Universities Protect Perpetrators and Betray Survivors of Sexual Violence: https://www.nicolebedera.com/about-1  SWW Sticker Shop!: https://brokencyclemedia.com/sticker-shop SWW S25 Theme Song & Artwork: The S25 cover art is by the Amazing Sara Stewart instagram.com/okaynotgreat/ The S25 theme song is a cover of Glad Rag's U Think U from their album Wonder Under, performed by the incredible Abayomi instagram.com/Abayomithesinger. The S25 theme song cover was produced by Janice “JP” Pacheco instagram.com/jtooswavy/ at The Grill Studios in Emeryville, CA instagram.com/thegrillstudios/ Follow Something Was Wrong: Website: somethingwaswrong.com  IG: instagram.com/somethingwaswrongpodcast TikTok: tiktok.com/@somethingwaswrongpodcast  Follow Tiffany Reese: Website: tiffanyreese.me  IG: instagram.com/lookieboo Sources:Bedera, N. (2021). Beyond Trigger Warnings: A Survivor-Centered Approach to Teaching on Sexual Violence and Avoiding Institutional Betrayal. Teaching Sociology, 49(3), 267-277. https://doi.org/10.1177/0092055X211022471  Bedera, Nicole (2022). "The illusion of choice: Organizational dependency and the neutralization of university sexual assault complaints." Law & Policy 44(3): 208-229. https://deepblue.lib.umich.edu/items/4ded7343-efe3-499f-a61a-3a1bf03258e3Bedera, Nicole. 2024. “I Can Protect His Future, but She Can't Be Helped: Himpathy and Hysteria in Administrator Rationalizations of Institutional Betrayal.” The Journal of Higher Education 95 (1): 30–53. doi:10.1080/00221546.2023.2195771. Bedera, Nicole et al. “"I Could Never Tell My Parents": Barriers to Queer Women's College Sexual Assault Disclosure to Family Members.” Violence against women vol. 29,5 (2023): 800-816. doi:10.1177/10778012221101920 https://pubmed.ncbi.nlm.nih.gov/35938472/ Bedera, Nicole Krystine. On the Wrong Side: How Universities Protect Perpetrators and Betray Survivors of Sexual Violence. University of California Press, 2024. https://www.nicolebedera.com/about-1 Cipriano, A. E., Holland, K. J., Bedera, N., Eagan, S. R., & Diede, A. S. (2022). Severe and pervasive? Consequences of sexual harassment for graduate students and their Title IX report outcomes. Feminist Criminology, 17(3), 343–367. https://doi.org/10.1177/15570851211062579 Grassi, Margherita, and Eleonora Volta. “Controlling the Narrative: The Epistemology of Himpathy in Sexual a...” Phenomenology and Mind, Rosenberg & Sellier, 1 Dec. 2024, journals.openedition.org/phenomenology/4128