Podcasts about organizational

What if everything you've been taught about resilience is wrong? We've been told it's the secret to navigating life's toughest moments, but what if that belief is actually holding us back? Organizational psychologist and Shatterproof author Dr. Tasha Eurich shares groundbreaking research that challenges how high achievers handle adversity. In this conversation, we unpack the three biggest myths about resilience, how to spot “grit gaslighting,” and what to do instead when pushing harder stops working. Whether you're battling burnout, workplace pressure, or personal challenges, Tasha offers practical tools to help you stay grounded and thrive in a world of chaos. More from Molly: Get Molly's latest book, Dynamic Drive Website: mollyfletcher.com

Dr. Shahrzad Nooravi is on a mission to help leaders build the cultures they truly want. As an author and organizational psychologist, she teaches executives how to design, create, and sustain workplaces where people thrive. In this episode, Kara and Shahrzad talk about why culture is never an accident, how leaders can intentionally shape it, and the difference between cultures that flourish and those that falter. You'll hear practical strategies for building environments where employees feel engaged, supported, and inspired. This episode explores leadership, intentional culture design, and the power of shaping workplaces on purpose. Chapters: 00:00 Introduction and Mindset Shift 00:20 Meet Dr. Shahrzad Nooravi 00:25 The Importance of Workplace Culture 01:32 Creating a Powerful Culture 05:12 Common Mistakes in Building Culture 12:44 Generational Differences in the Workplace 16:17 Navigating DEI Challenges 22:48 Self-Care for Leaders 28:51 Dr. Nooravi Career Journey 39:00 Defining Powerful Ladies 40:54 Conclusion and Farewell The Powerful Ladies podcast, hosted by business coach and strategist Kara Duffy features candid conversations with entrepreneurs, creatives, athletes, chefs, writers, scientists, and more. Every Wednesday, new episodes explore what it means to lead with purpose, create with intention, and define success on your own terms. Whether you're growing a business, changing careers, or asking bigger questions, these stories remind you: you're not alone, and you're more powerful than you think. Explore more at thepowerfulladies.com and karaduffy.com. Learn more about your ad choices. Visit podcastchoices.com/adchoices

271. Ways to Engage with Youth, Teens, and Gen Z in Church and at Home with Dr. Kara Powell   *Transcription Below*   1 Thessalonians 2:8 NIV "so we cared for you. Because we loved you so much, we were delighted to share with you not only the gospel of God but our lives as well."   Kara Powell, PhD, is the chief of leadership formation at Fuller Theological Seminary, the executive director of the Fuller Youth Institute, and the founder of the TENx10 Collaboration. Named by Christianity Today as one of "50 Women to Watch," Kara serves as a youth and family strategist for Orange, and she also speaks regularly at national parenting and leadership conferences. Kara has authored or coauthored numerous books, including Faith Beyond Youth Group, 3 Big Questions That Shape Your Future, 3 Big Questions That Change Every Teenager, Growing With, Growing Young, The Sticky Faith Guide for Your Family, and the entire Sticky Faith series.   Kara and her husband, Dave, are regularly inspired by the learning and laughter that come from their three young adult children.   Questions and Topics We Cover: What insights do you have to share on Gen-Z? When it comes to navigating intergenerational tensions, how can we practically turn our differences into superpowers and unite together? In your most recent book, entitled, Future-Focused Church, you begin with writing that the brightest days of the church are still ahead. What led you to that realization?   Thank You to Our Sponsor: WinShape Marriage   Other Episodes Mentioned from The Savvy Sauce: 127 Generational Differences with Hayden Shaw 2 God-Honoring Relationship Between a Mother-in-Law and Daughter-in-Law with Author of The Mother-in-Law Dance, Annie Chapman   Stories Sampler from The Savvy Sauce Stories Series: 233 Stories Series: Surprises from God with Tiffany Noel 235 Stories Series: Ever-Present Help in Trouble with Kent Heimer 242 Stories Series: He Gives and Takes Away with Joyce Hodel 245 Stories Series: Miracles Big and Small with Dr. Rob Rienow 246 Stories Series: Experiencing God's Tangible Love with Jen Moore   Gospel Scripture: (all NIV) Romans 3:23 “for all have sinned and fall short of the glory of God,”   Romans 3:24 “and are justified freely by his grace through the redemption that came by Christ Jesus.”   Romans 3:25 (a) “God presented him as a sacrifice of atonement, through faith in his blood.”    Hebrews 9:22 (b) “without the shedding of blood there is no forgiveness.”    Romans 5:8 “But God demonstrates his own love for us in this: While we were still sinners, Christ died for us.”    Romans 5:11 “Not only is this so, but we also rejoice in God through our Lord Jesus Christ, through whom we have now received reconciliation.”    John 3:16 “For God so loved the world that he gave his one and only Son, that whoever believes in him shall not perish but have eternal life.”   Romans 10:9 “That if you confess with your mouth, “Jesus is Lord,” and believe in your heart that God raised him from the dead, you will be saved.”    Luke 15:10 says “In the same way, I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.”   Romans 8:1 “Therefore, there is now no condemnation for those who are in Christ Jesus”   Ephesians 1:13–14 “And you also were included in Christ when you heard the word of truth, the gospel of your salvation. Having believed, you were marked in him with a seal, the promised Holy Spirit, who is a deposit guaranteeing our inheritance until the redemption of those who are God's possession- to the praise of his glory.”   Ephesians 1:15–23 “For this reason, ever since I heard about your faith in the Lord Jesus and your love for all the saints, I have not stopped giving thanks for you, remembering you in my prayers. I keep asking that the God of our Lord Jesus Christ, the glorious Father, may give you the spirit of wisdom and revelation, so that you may know him better. I pray also that the eyes of your heart may be enlightened in order that you may know the hope to which he has called you, the riches of his glorious inheritance in the saints, and his incomparably great power for us who believe. That power is like the working of his mighty strength, which he exerted in Christ when he raised him from the dead and seated him at his right hand in the heavenly realms, far above all rule and authority, power and dominion, and every title that can be given, not only in the present age but also in the one to come. And God placed all things under his feet and appointed him to be head over everything for the church, which is his body, the fullness of him who fills everything in every way.”   Ephesians 2:8–10 “For it is by grace you have been saved, through faith – and this not from yourselves, it is the gift of God – not by works, so that no one can boast. For we are God‘s workmanship, created in Christ Jesus to do good works, which God prepared in advance for us to do.“   Ephesians 2:13 “But now in Christ Jesus you who once were far away have been brought near through the blood of Christ.“   Philippians 1:6 “being confident of this, that he who began a good work in you will carry it on to completion until the day of Christ Jesus.”   *Transcription*   Music: (0:00 – 0:11)   Laura Dugger: (0:12 - 2:13) Welcome to The Savvy Sauce, where we have practical chats for intentional living. I'm your host, Laura Dugger, and I'm so glad you're here.    I'm thrilled to introduce you to our sponsor, Winshape Marriage. Their weekend marriage retreats will strengthen your marriage while you enjoy the gorgeous setting, delicious food, and quality time with your spouse. To find out more, visit them online at winshapemarriage.org.    I am so honored to introduce my guest for today, Dr. Kara Powell. She is the Chief of Leadership Formation at Fuller Theological Seminary and the Executive Director of the Fuller Youth Institute. She's also founder of the 10x10 Collaboration and named by today as one of 50 women to watch. She is also extremely humble and insightful as she's going to discuss how we can leverage the power of stories and questions in our relationships at church and in our family and in beyond, and this is to model the life of Jesus. Make sure you also stay tuned in through the end because she's going to share a plethora of conversations and questions specifically to ask when we're engaging in conversation with young people, whether that's our own children and teens or our grandchildren or people in the community or our churches. It's some questions that you don't want to miss. Here's our chat.   Welcome to The Savvy Sauce, Kara.   Dr. Kara Powell: (2:07 - 2:09) Oh, it's so good to be with you and your audience, Laura.   Laura Dugger: (2:09 - 2:13) Well, I'd love for you just to first give us a snapshot of your current life and share what's led you to the work that you get to do today.   Dr. Kara Powell: (2:14 - 4:06) Yeah, absolutely. So, let's see. I'll start with family. Dave and I have been married for I think 27-ish years, and we have three kids who are 24, 22, and 19.   Our youngest is a college freshman, and so we're technically empty nesters, but I actually like the term open nesters better because our kids come back, which we love. They come back in the summers and sometimes after college. And we actually, since I live in Pasadena, California, which had the fires in January, we actually have another 22-year-old young woman living with us, which we love.   So, we love having my husband, Dave, and I love having young people around, whether it's our own three kids or the young woman who's living with us. And I'm also a faculty member at Fuller Seminary, and while I certainly teach periodically, my main roles at Fuller actually have to do with leadership beyond Fuller. I'm the chief of leadership formation at Fuller, so I oversee all of Fuller's non-degree offerings, and then I'm the executive director of the Fuller Youth Institute, which is a research center that studies the faith of adolescents.   And I love that question, what got me to the work that I do today? Well, God would be the answer to that, but I was a long-term youth pastor here in Southern California at two different churches, loved teenagers, and Fuller was getting ready to start a new research center that was going to listen to the needs of parents and leaders, and then do research to answer those needs. And that really intrigued me, because I love young people, and I love research, and I love real-life ministry and family.   And so, I thought, well, I would love to hear more about that center, and I've been at Fuller now for over 20 years.   Laura Dugger: (4:07 - 4:17) Wow, that's incredible. And quick side note, I'm just so sorry for everything that you all endured in January with all the fires.   Dr. Kara Powell: (4:17 - 4:39) Yeah, it's heartbreaking, and in some ways, in many ways, devastating. And I'm grateful for how God is working through churches and working through God's people. So, there's all sorts of bright spots in the midst of the pain.   But yes, please pray that churches and God's people would be salt and light, because it's going to be a few years of rebuilding.   Laura Dugger: (440 - 4:43) Yes, Lord Jesus, may that be true. Amen.   Dr. Kara Powell: (4:43 - 4:44) Yeah, thank you.   Laura Dugger: (4:45 - 5:17) And I know with your background, you've studied practical theology, and you also have this broad knowledge of psychology. But some churches haven't studied psychology as much, and so I think that typically leads to less of an appreciation for it. But my fear is that they may miss out if they completely ignore it.   So, will you share some of the benefits that you've seen that come from applying God's truth from any of theologies?   Dr. Kara Powell: (5:17 - 8:14) Yeah, yeah. Well, at Fuller Seminary, we have two schools. One is our School of Mission and Theology, which I'm an alum of and a faculty member in.   And the other is our School of Psychology. And so, Laura, you asked a question that's right at the heart of what we love about training leaders and therapists. And in fact, my favorite statue at Fuller, the title of it is Planting the Cross in the Heart of Psychology.   And that's exactly what we believe. So, you know, God's made us as holistic people. And I love thinking both about how is our theology driving us as well as our psychology.   And you know, one way to think about our psychology, a colleague of mine at Fuller talks about people's losses and longings. And that phrase has been so helpful for me. Like, what are people's losses and longings?   And how is that connected with how they're responding? So, so much of our work at the Fuller Youth Institute relates to young people. And I remember coaching a senior pastor who was experiencing a lot of resistance to prioritizing young people from senior adults.   And what the senior pastor realized is, of course, I shouldn't say of course, but in this particular church, when he was saying we need to prioritize young people, those over 60 felt like, wait, that means I'm not going to be a priority. People who are older often already feel that here in US culture. And so, no wonder that was intimidating, that was threatening, that felt like a loss to those senior adults.   And so, I love what the senior pastor ended up doing is he implemented one of our principles of change that we recommend, which is people support what they create. And so, if you want to build ownership, then how can you involve as many people as possible in creating whatever you're trying to develop? And so, the senior pastor went to the senior adults and apologized for sending a message that, you know, made them feel like they were not going to be priority.   And instead, he said, how can we make this church a church that your grandkids would love to be part of? And that connected with those, you know, post 60, most of whom were grandparents, whether their grandkids live locally, or, you know, globally, they wanted their church to be a place where their grandkids and other young people would connect. And so, you know, he turned senior adults feeling like they were peripheral, to really feeling like they were partners in what God was doing in the church.   And so, yes, I would invite us all to think about what are people's losses and longings? And how is that contributing to how they're responding to whatever we're all experiencing?   Laura Dugger: (8:15 - 10:20) Let's take a quick break to hear a message from our sponsor. Friends, I'm excited to share with you today's sponsor, Winshape Marriage. Do you feel like you need a weekend away with your spouse and a chance to grow in your relationship together at the same time?   Winshape Marriage is a fantastic ministry that provides weekend marriage retreats to help couples grow closer together in every season and stage of life. From premarital to parenting to the empty nest phase, there is an opportunity for you. Winshape Marriage is grounded on the belief that the strongest marriages are the ones that are nurtured, even when it seems things are going smoothly, so that they're stronger if they do hit a bump along their marital journey.   These weekend retreats are hosted within the beautiful refuge of Winshape Retreat, perched in the mountains of Rome, Georgia, which is a short drive from Atlanta, Birmingham and Chattanooga. While you're there, you will be well fed, well nurtured and well cared for. During your time away in this beautiful place, you and your spouse will learn from expert speakers and explore topics related to intimacy, overcoming challenges, improving communication and more.   I've stayed on Winshape before and I can attest to their generosity, food and content. You will be so grateful you went. To find an experience that's right for you and your spouse, head to their website, windshapemarriage.org/savvy. That's W-I-N-S-H-A-P-E marriage.org/S-A-V-V-Y. Thanks for your sponsorship.   Well, Kara, you've also done so much research on young people and just in general, I'd love to hear what insights do you have on Gen Z?   Dr. Kara Powell: (10:20 - 14:16) Yeah, yeah. Well, we at the Fuller Youth Institute, we have spent a lot of time studying and doing research on Gen Z, which tends to be those who are 14, 15 and up. Our very youngest teenagers are all actually now Gen Alpha, but we'll talk about Gen Z.   And as we've looked at the research, we've landed on three words which we think well describe Gen Z. First, they are anxious. And if we look at young people today, they do have unprecedented levels of mental health challenges, anxiety, depression, stress, even suicidal thoughts.   And so, we do a lot of training to help parents and leaders understand mental health and how they can be a safe space and get young people the help they need. So, this is an anxious generation. This is an adaptive generation.   This generation is so creative and entrepreneurial and visionary. You know, while there's a lot of downsides to technology, technology also helps young people know more about what's wrong in the world and sometimes take steps to make what is wrong right and restore God's justice to our world. And so, this is an adaptive and creative generation.   And then in addition to being anxious and adaptive, this is a diverse generation. Here in the U.S., we crossed a line in 2020. In the midst of everything else that happened in 2020, we crossed a line where now 50% of those under 18 are young people of color.   So, for your audience to just keep that in mind that 50% of those under 18 are white and 50% are young people of color and that percentage of young people of color is likely going to continue to grow. So, I would say those are three key attributes to this generation. And then, you know, when it comes to what this generation is experiencing spiritually, I really appreciate what my friend and fellow podcaster Carey Nieuwhof has described with young people that they are both in revival and retreat.   And, you know, we see data for both. There's so much that's encouraging about how young people are responding to Jesus. They're open to Jesus.   We're seeing this especially on college campuses. They're responding in mass on college campuses in some really beautiful ways. Both InterVarsity and Crew are seeing that.   But then this generation is also in some ways distancing themselves from the institutional church. Springtide Research Institute did some study of 13- to 25-year-olds and found that 13- to 25-year-olds in the U.S. are almost three times as likely to say they've been hurt by organized religion as trust organized religion. So, our 13- to 25-year-olds are distrustful, a little cynical about institutional religion.   And so, we have our work cut out for us to build trust back. And let me just say, sadly, we have earned young people's lack of trust by the way that by our moral failures, by the way that we have not been as loving as Jesus wants us to be and as young people want us to be. And so, the good news is the way that we re-earn trust with young people is by little acts of kindness and consistency.   So, anybody listening can rebuild trust with a young person. The research on trust shows it's not about heroic acts. It's about sending a text and saying, hey, I'm praying for you.   It's about remembering a young person's name at church. It's about showing up at a young person's soccer game. So, in the midst of this generation and being both revival and retreat, there are practical steps that any adult can take.   Laura Dugger: (14:17 - 14:36) Wow, that's so good. You've got ideas now coming to me for how to pour into even the youth group. This is probably a very random idea, but how great would it be to have a Google calendar of all of their events and then whoever in the church is available to go support? That would just be a practical way.   Dr. Kara Powell: (14:36 - 15:45) Okay, so, Laura, you have just named actually one of my favorite ideas that a church that is here in Los Angeles is doing. They created a Google calendar and volunteers as well as parents can add information. But then what this church did, they started with a Google calendar and then it's a church of about 300 people.   And so, they have now started every Sunday morning. They have a slide with what's happening in young people's lives for the next week. So-and-so is in a play.   So-and-so has a basketball game. So-and-so has a Boy Scout activity. And so, adults in the church, often senior adults who have some extra time, are showing up at kids' events.   Plus, every week they're prioritizing young people. So, when you're a young person in that church and every week there's a slide about you and your friends and what's happening, that says something to the young people sitting there. So, yeah, you're-I actually love that idea.   And especially for smaller churches, I think that's one of the big advantages of smaller churches is we can be more intimate and caring. So, yes, let's please do that.   Laura Dugger: (15:46 - 16:00) Oh, that's so good. I love hearing how that played out. And now I'm also curious because you mentioned it's Gen Alpha behind.   Do you have any insight onto them as well?   Dr. Kara Powell: (16:00 - 16:27) Well, you're going to have to have me back because we are just-we received a grant from the Lilly Endowment, who's funded much of our research to study Gen Alpha. And they're just getting old enough that we really can, quite honestly. And so, like literally this week we are working on survey questions for Gen Alpha.   And we'll have more in the next year about what's similar between Gen Z and Gen Alpha, as well as what's different. So, I'd rather wait and save that for later.   Laura Dugger: (16:28 - 16:34) That sounds great. I'm especially interested in that generation. That is all four of our daughters would fall within that. So, I can't wait to hear your findings.   Dr. Kara Powell: (16:34 - 16:36) Yeah.   Laura Dugger: (16:38 - 17:15) And I think it's also bringing up, I'm going to link to a previous episode, Generational Differences with Hayden Shaw, because I don't know if you feel this same way. I think millennials especially got pegged as the generational bias put on them was actually confused with their life stage. And Hayden's the one who wrote about that and drew that to our attention.   So, that's helpful to sift out as we're thinking of young people too, because sometimes older generations can look down on younger generations and see some of the shortcomings. Do you see that as well?   Dr. Kara Powell: (17:16 - 18:55) Oh, for sure. For sure. I think we compare young people to who we are now instead of remembering our 13 and 19 and 25 year old self.   And so, I mean, that's one of our biggest pieces of advice when it comes to young people is instead of judging them, how do we journey with them? How do we really empathize with what they're experiencing? And when we are tempted to judge young people, let's just start at, well, let's just stop and ask ourselves, would we want to be a young person today?   It's so very challenging to be a young person today. I mean, mental health alone, like if I think about my tendency to, as a teenager myself, to compare myself with others, to be worried that I was left out. I mean, if there was a cell phone that showed me everything my friends were doing without me, and I'm stuck at home, like no wonder that young people feel more anxious.   I think I would really be struggling with anxiety if I was a teenager now. I mean, honestly, even at my age, I don't check social media on Friday night or Saturday night, because I might be, Dave and I might be having leftovers and either working or watching a movie on Netflix. And I go on social media and my friends are out with their husbands and having this phenomenal time.   And at my age, that makes me feel insecure, let alone imagine being a 13 or 18- or 22-year-old and navigating that. So, so yes, I think how can we empathize instead of finger point?   Laura Dugger: (18:56 - 19:12) Oh, and you write about how to navigate intergenerational tensions. How can we practically turn our differences into superpowers and unite together? And I guess, especially in the church?   Dr. Kara Powell: (19:12 - 22:39) Yeah, yeah, great question. So, one of our books is called Three Big Questions That Change Every Teenager. And we studied young people to try to understand the deep questions driving them.   And we landed on three. Identity, who am I? Belonging, where do I fit? And purpose, what difference can I make?   Identity, belonging and purpose. And those are that's such a helpful framework to understand young people and to empathize with them.   First off, I would say all of us are wrestling with identity, belonging and purpose. And when I feel emotional heat about an issue, if I feel insecure about something, it's usually because it's pricking at my identity, belonging or purpose. And so, that helps us realize that we navigate those questions, too.   But then also for the we who are parents, stepparents, grandparents, mentors of young people, you know, if a young person we care about is doing something that feels a little odd, a little askew, a little bit, that's not like them. If we can take a step back and ask, OK, what are they wrestling with? Is it identity?   Is it belonging? Is it purpose? That helps us empathize and know how to either ask a better question or, you know, give a little bit of hope rooted in whether that's rooted in scripture or in our own experience.   And so, yes, with our with our three kids, when I take a step back and ask, OK, they're saying something that feels odd or unlike them or I'm surprised this is provoking this response in them. Is it is it their identity, belonging or purpose that's at play here? It's like the penny drops and I come to understand.   So, I would say, you know, if we can wear those identity, belonging and purpose lenses, that really helps us understand young people. The other thing and, you know, I'm a professor, so I would give myself about a C plus in what I'm going to share next. OK, so if this is something I'm working on, it's this it's never make a statement if you can ask a question instead, never make a statement if you can ask a question instead.   And so, the more that we can ask questions about what young people are experiencing, like why, why, you know, in a very nonjudgmental way, like I'm just curious. And I start a lot of my questions with that. I'm curious.   I'm curious, like what does tick tock mean to you? Then, you know, that that can open up a real conversation instead of them feeling like we're somehow judging them for their technological use. I was proud of myself yesterday.   Like I said, I give myself about a C plus on this. But yesterday I was talking to my daughter about something. And I asked her, like, well, because she had stepped up to lead something.   And so instead of offering my advice, I said to her, well, you know, what do you think you did well as you were leading? And is there anything that you would want to do differently? And we were in the line of a fast-food place.   And I thought, yes, way to go. I ask questions instead of making statements, instead of offering my opinion. So, and sometimes we have to offer our opinion, for sure.   But just as a general rule, we can ask questions, especially the older our kids get. They respond to that better than us always sharing what we think.   Laura Dugger: (22:39 - 22:47) Well, and I also think you're even modeling this in the way you share stories is humility. So, when you partner that together, that seems very powerful.   Dr. Kara Powell: (22:48 - 23:53) Yeah, yeah, absolutely. My one of my kids said something so interesting. At Mother's Day, my husband asked each of them to share something that they appreciated about me and which was wonderful to receive that affirmation.   And one of them and I I'm not going to reveal the gender here because I haven't asked this child permission to share this. But what my child said was that I was asking them for advice in a way that made it feel more like we were becoming friends. And I had asked this child for advice in the last couple of months about a couple situations.   And so, again, my kids are 19, 22 and 24. So, you know, it's different with younger kids. But for those of us with older kids, it was significant to this child of mine that I was asking them for advice.   And so, I want to keep doing that. I want to keep doing that. So, because I truly do want their perspective.   Yeah, I truly do want their perspective. And it means something to them when I do.   Laura Dugger: (23:54 - 25:28) Yes, absolutely. And I'm thinking back, this may have been like episode three back in 2018. But I talk with Annie Chapman.   She had written the book, The Mother-in-Law Dance. And what you're saying, she pointed out that what makes us a great parent and especially a great mother, the first half of our children's life or the first portion of our children's life at home, it's the opposite of the latter years. And so, you're right.   You're not probably going to ask your five-year-old for advice. But at your kids' phases, that is significant. Did you know you could receive a free email with monthly encouragement, practical tips and plenty of questions to ask to take your conversation a level deeper, whether that's in parenting or on date nights?   Make sure you access all of this at TheSavvySauce.com by clicking the button that says Join Our Email List so that you can follow the prompts and begin receiving these emails at the beginning of each month. Enjoy.    This discussion with young people is also tied into your recent and optimistic book.   So, I'll hold it up here. It's in and you did co-author this with Jake Mulder and Raymond Chang. So, it's entitled Future-Focused Church, and you begin with writing that the brightest days of the church are still ahead.   So, what led you to this optimistic realization?   Dr. Kara Powell: (25:28 - 26:23) Yeah. Yeah. Well, first, God, you know, this is where being a practical theologian comes into play.   Like I'm always trying to understand what is God up to in this situation and just the way that God is constantly working, redeeming, recreating. So, you know, that's the heart of my optimism and Jake and Ray's optimism as fellow co-authors. And then also Future-Focused Church is based on research we did with over a thousand churches where we journeyed with them in the change process and just the way that they were able to make changes that made them more loving, made them more hospitable to young people.   So, it's, you know, it's people like your listeners and churches like those that your audience is part of. That's what made us optimistic is to see how God is working through actual churches.   Laura Dugger: (26:25 - 26:40) I love that. And even near the beginning, it was on page 26, you succinctly gave a definition of a future-focused church. So, will you share that definition and also elaborate on each one of the facets?   Dr. Kara Powell: (26:40 - 29:17) Yeah, yeah. So, it starts with a group of Jesus followers. And, you know, if you look at the original Greek for church, ekklesia, it's not a building.   We use that phrase incorrectly when we say, you know, I'll meet you at church and we mean a building. It's actually those who are called out or from. So, it's always people in the New Testament.   And so, we believe a church is a group of Jesus followers who seek God's direction together. And that's really important to us is this isn't about what Kara, Jake and Ray think you should do or what the church down the street is doing or even what your denomination is doing. It's you seeking God's direction together.   So, and we could have stopped there, honestly, a group of Jesus followers who seek God's direction together. But then because of the time we've spent with over a thousand churches, because of our commitment to young people, because of what we see happening these days, we added three what we call checkpoints, three things that we think should be priorities for churches these days. One is relationally discipling young people.   And, you know, we were intentionally using the words relationally discipling. It's not just entertaining. It's not just standing near young people at worship service.   But how are we actually investing in young people? And then secondly, modeling kingdom diversity. Again, if you look at our country ethnically and racially, we are a diverse country.   And so, how can we model that? How can our churches reflect what our neighborhoods are? And then thirdly, tangibly loving our neighbors.   Jesus said that, you know, they will know that we are Christians by our love for another, for each other, as well as our love for neighbors. And so, how can we make sure that we are really a place that is salt and light? As I mentioned, you know, we are trying to be in Pasadena as churches these days as we're recovering from the fires.   So, we encourage churches to look at those three checkpoints in particular. But then again, we want churches to figure out what God is inviting them towards. So, maybe that's more prayer.   Maybe that's being more involved globally in evangelism, you know, whatever it might be. Seek that direction together. But then what we try to do is give a map to get there, because a lot of churches know what they want to change, but don't know how to bring about change.   And so, that's actually what the bulk of our book is about, is helping leaders know how to move their church from here to God's direction for them.   Laura Dugger: (29:18 - 30:27) And that's incredible that you walked with so many churches through that process. But I was especially encouraged by you being partial to sharing stories. And so, we recently did an entire stories series on The Savvy Sauce, and it was so compelling and faith building.   I can link to a sample of those in the show notes. But you write about stories shaping culture. And I just I want to share your quote and then ask you how we can actually implement this.   So, your quote is from page 57, where you write, “Organizational culture is best communicated and illustrated by stories. As well modeled by Jesus, one of the best ways to shift the culture of a church is through the disciplined and consistent telling of clear and compelling stories that invite a different culture and way of being.” So, Kara, how have you seen this done well?   Dr. Kara Powell: (30:27 - 33:10) Yeah, yeah. Well, I think about whatever system we're in, whether it's our families or whether it's our churches or whatever organization we're in. Yeah, our stories become really the key messages of what our culture is.   And so, I want to go back to that church that we were talking about that had a Google calendar and now does a Sunday announcement every week of kids' events. Well, that church is also capturing stories of the 81-year-old who showed up at the 16-year-old soccer game, who didn't even know her all that well, but just had a free Thursday afternoon and knew that she was playing. And the pastor who was also on the sidelines at that soccer game, who ended up talking to both the parents of the 16-year-old and the 81-year-old.   And so, that became a story for that church of how different generations are supporting young people. And so, that pastor has told that story multiple, multiple times. You know, I just think about in our family, our kids love hearing our stories.   And that's part of how they I mean, it's a big, a big theme and how they come to know what it means to be a Powell. So, you know, earlier I said, you know, I said, never make a statement if you can ask a question instead. I think the exception to that, Laura, is if we're going to tell a story because stories communicate so much.   One of our one of our children is struggling with being anxious about something. And I was anxious last night. I never lose sleep.   I so rarely lose sleep. But I did last night. I was up for about an hour and a half in the middle of the night, finally ended up having a prayer time.   And that helped me go back to sleep. But I'm looking forward to telling my child, who's also struggling with anxiety, that story of me experiencing some, you know, 3:00 a.m. anxiety and what eventually helped me is kind of reflecting on a mantra I feel like God's given me. And I want to share that with my child, not to nag them, but just to let them know that, you know, in our family, this is how we want to try to respond to anxiety.   And maybe my story can be helpful for you the next time that you're struggling with it, which might be today. So, so, yes, the more that we can share our present and our past experiences, whether it's as individuals, families, organizations, the more that we communicate the cultural values that we want.   Laura Dugger: (33:11 - 33:45) That's so good. And I love how you're relating that to parents as well, because from the very youngest ages, tell me a story. And if it's like if we remember a story of them when they're a child, they just grasp onto that.   And we when we're tired at the end of the night, if we run out of our stories, we love even just reading aloud true stories of other people, too. OK, and I'm partnering then thinking of stories and one of your facets about I love how you said it. I'd love for you to repeat. Is it strategically discipling, relationally discipling?   Dr. Kara Powell: (33:45 - 33:46) Yeah.   Laura Dugger: (33:46 - 35:03) OK, so my brother and sister's church, I'm just going to highlight theirs because I love something that both of them are doing with our nieces and nephews. They just have them, the youth, write down three names of somebody in a different generation above theirs that they would enjoy getting to know, spending time with. And then they get matched with one of those people and they enter a yearlong mentorship relationship.   And I'm just thinking, one, their mentors all happen to be open nesters. And the male and female who have mentored our nieces and nephews, the female took our nieces, would send them a copy of a recipe, say, get these groceries this week. I'm coming to your house on Tuesday and we're going to cook all of this together and have it ready for your family dinner.   Just so practical and that they just build a love for each other. And then a similar thing with our nephews, where whatever that mentor's skill was, he was great at even making, I think, wood fired pizzas and just showing them practical skills, but relationally investing. And you see the youth's growth and maturity from that discipleship.   Dr. Kara Powell: (35:03 - 36:17) So, yeah, that's awesome. And not only the young people, but the adults, too. Like what's been so great, Laura, is, you know, while much of our research has looked at how adults change young people and how churches change young people, every time we study that, we see how young people change adults and churches, too.   So, you know, for that male and female who are mentoring your nieces and nephews, how they come to understand more about themselves, God, life, scripture, as they're spending time with young people, that's just really, really powerful. So, I also want to highlight, I love how your example, how it starts by asking young people, like who are some adults that you would like to spend more time with that you look up to? And, you know, we would do that with our kids when we needed babysitters.   Like who are some adults that you would like to get to know and how wonderful then that we could ask those adults, especially if they were of babysitting age, to come and be with our kids. And that way we were getting the babysitting we needed and our kids were getting the mentoring that they needed. So, so, yes, I think, you know, giving a young person some agency and who they spend time with, that's really beautiful in that example.   Laura Dugger: (36:18 - 36:21) Oh, that's and that's genius for a family life.   Dr. Kara Powell: (36:21 - 36:22) Yeah, exactly, exactly.   Laura Dugger: (36:23 - 36:39) Well, you also share some other helpful tips for churches, such as considering questions like, would anyone miss our church if it closed down? So, do you have any other practical tips that you want to make sure we don't miss?   Dr. Kara Powell: (36:39 - 40:19) Yeah, yeah. I think, yeah, I'll offer a few questions that we have found really helpful. And I'll start with questions when your kids are in elementary and then I'll give a couple of questions when your kids are older.   So, so one of the questions that we love asking at dinner when our kids were in elementary was, how did you see God at work today? And I will say that when I first raised that question, one of my daughters said, “Well, mommy, I can't answer that question. And I said, why not?”   She said, “Well, I don't have a job. How did you see God at work today? So, then we had to say, well, how did you see God working today?”   And I, you know, and equally important as our kids asking that question is that we were, excuse me, as our kids answering that question is that we were answering that question. And so, so, you know, any way that you can involve meaningful sharing, whether it's a dinner, whether it's a bedtime and that you are sharing, too. So, so that that's been a great one for our family.   And then when your kids get older, a couple come to mind. One is two pairs of questions actually come to mind. One is, you know, the phrase never make a statement.   Maybe you can ask the question said sometimes we do need to offer our advice as parents, our perspective. And I have found when I do that with my kids is now that they're late young adults, if I ask them first, well, what do you disagree with and what I said and give them an opportunity to critique what I said, then and then I ask a second question. OK, well, what might you agree with and what I said?   They're far more open to sharing what they agree with if they first have had a chance to critique me. So, I offer that as in those moments when you do need to offer your opinion or perspective, how can we still make it a dialogue? One way is to invite your kid to critique you.   And they'll probably point out things that you do need to reconsider, or at least it's good to hear those from your young person. Another pair of questions that that I have found so helpful with our kids is as they get older and really come to own their own faith. I love asking our kids, what do you now believe that you think I don't believe?   And what do you no longer believe that you think I still believe? So, what do you now believe that you think I don't believe? And what do you no longer believe that you think I still believe?   What I love about that is that it's making overt that our faith is going to continue to change and grow. And that's true for all of us. And it also makes differences discussable, because I'd far rather know how my kids' faith is changing and how it's different or similar than mine than not know.   And, you know, as we've asked our kids those questions over the years, sometimes their answer is like, not much has changed. Like, you know, but other times they do have different opinions that they want to share with me. And then I try to have that non-defensive, oh, OK, well, I'm curious.   Then again, starting phrase with I'm curious and then asking a question has given us some of the best conversations. So, you can get really tangible. How did you see God at work today?   But then as your kids get older, ask questions that that are more open-ended and can help you really understand where your kids are at.   Laura Dugger: (40:20 - 41:15) I love that.    And I'm just thinking if people are listening like I listen to podcasts, it's when I'm on the go, when I'm doing a walk in the morning or if I'm cleaning around the house. And if you don't get a chance to take notes, we do have transcripts available now for all these episodes, but I would think so many people have written in about dialogue and questions for teenagers and how to handle.   And I love the way you responded to all of that. So, even grab the transcript and write down those questions and try them at dinner or bedtime tonight. But then even thinking of churches for practical tips, what do you have as far as hospitality and the impact that it could make if we're building relationships through hospitality?   But you also call out three ways to build relationships through sharing meals, sharing stories and sharing experiences.   Dr. Kara Powell: (41:15 - 43:08) Yeah, absolutely. You know, I think you've named it, Laura. How do we have a hospitable, open heart and open churches?   And I just want to go back to this question. Like, is our church a place that our kids and our grandkids would want to be part of? And if we keep asking that question, I think it helps us prioritize the next generation and make space for them at our meals, within our stories and within our experiences.   Now, I will say this, you know, I talk so much about intergenerational relationships and bringing the generations together. Like, I do think there's a time and a place for 16-year-olds to be on their own and 46-year-olds to be on their own and 76-year-olds to be on their own. It's just finding that balance of when do we bring all the generations together?   And then when do we want to have those special life development, life stage development conversations ourselves? And most churches are swinging far more toward we keep generations separate and need to swing the pendulum back to how can we have shared meals together? How can we serve together in ways that are shared?   And, you know, I'll just say this last thought when it comes to sharing experiences, especially those that are service. You know, a lot of churches have young people who are serving. They're in children's ministry, they're in sound, they're in tech, etc.   And that's awesome. And I think the question becomes, like, how can that young person be more than just a warm body who passes out graham crackers? And how can I think, OK, I'm teaching third graders and I'm also trying to mentor this 15-year-old who's working with me with the third graders and same with sound.   So, you know, anytime you're interacting with young people, it's an opportunity to influence, especially as you're sharing more about yourself.   Laura Dugger: (43:10 - 43:15) Love that. And you seem like an idea person as well. So, I'm going to bounce another idea.   Dr. Kara Powell: (43:16 - 43:16) Yeah.   Laura Dugger: (43:16 - 43:45) What I'm gathering is obviously we're keeping Jesus at the center and you're not downplaying the need for scripture or Bible study. And those kind of things but also adding there is value in I'm thinking shared experience. Specifically, I'm thinking of pickleball.   It's something that appeals to a wide age range. What if your church had invested in a pickleball sport to do something that could bring people together? So, what are your thoughts on that?     Dr. Kara Powell: (43:45 - 45:22) Yeah. Yeah. Pickleball, you know, senior adults who need tech help from teenagers.   That's another great way to connect people. I mean, any kind of shared interest 1 Thessalonians 2:8 is such an important scripture passage for me when it comes to discipleship. And Paul writes that we were delighted to share with you not just the gospel, but our very lives.   And so, how can we share life, whether it's pickleball, whether it's pizza? I'm running out of alliteration here. I was trying to do something else that started with P.   And for leaders who are listening, how can you take what you're already doing and make it more intergenerational? So, that's the other thing we like to tell churches is whether it's pickleball or whether it's well, we're already serving at the local homeless center to help people who are unhoused. Well, instead of that only being a youth event, maybe make that an all church event and see if adults come who can be mentoring young people.   So, you know, I love what one church did. Many churches have done this, actually, when they're looking for small group for homes where small groups can be for young people instead of going to like the parents of the teenagers. What if we go to our senior adults or our open or slash empty nesters and see if they'll open their homes?   Because then it's bringing more adults into contact with young people. And those adults who open their homes can also open their lives. So, yeah, just continuing to ask, how can we make this more of a connection across generations?   Goodness.   Laura Dugger: (45:22 - 45:39) And you have so many ideas and some of these are mentioned in this book, but you've also written many more helpful resources. So, will you give us an overview of the other books that you've authored and share a bit of what we might find if we read? Dr. Kara Powell: (45:39 - 46:42) Yeah. So, our most recent book, as you've mentioned, is Future Focus Church, and that's especially geared to help leaders know how to move a ministry from where they are now to where God wants it to be. It's been so great to journey with leaders through that.   Probably our best book that offers a ton of questions you can ask young people is Three Big Questions That Change Every Teenager, where we get into identity, belonging and purpose, which I mentioned. And we have over 300 questions that an adult, whether it's a family member or a mentor or a neighbor or congregant can use with young people. And then the last one I'll offer is The Sticky Faith Guide for Your Family comes out of our previous Sticky Faith research.   How do you help young people have faith that lasts? We have a special chapter in that book for grandparents. So, for any grandparents who are listening, that whole book and that chapter is a great resource.   But also we have had a lot of parents, stepparents say that The Sticky Faith Guide for Your Family has been one of their favorite books.   Laura Dugger: (46:43 - 47:02) That's incredible. I'll have to link to those in the show notes for today's episode. But I'm sure you're aware we are called The Savvy Sauce because Savvy is anonymous with practical knowledge.   And so, as my final question for you today, what is your Savvy Sauce?   Dr. Kara Powell: (47:03 - 48:16) That's a really good question, Laura. OK, I'll say I'll share the first thing that came to mind when you asked it. Gosh, probably 10 or 12 years ago, I read a book and from the book I adapted a phrase for my work life and my personal life, which is if it's not a definite yes, it's a no.   As a busy mom, as a busy employee, as a busy leader, I see potential in so many things. And so, I want to say yes to so many things. And then I end up tired.   I end up empty. I end up not being able to say yes to something maybe better that comes a month later because I've already committed to, you know, plan my seventh graders camping trip or give a talk or, you know, whatever it might be. And so, that phrase, we made it a six-month experiment in the Foley Youth Institute as well as in our family.   Like it's not a definite yes, it's a no. And it really helped us say no to things, trim and I think find a much more manageable pace. So, as we pray, as we pray, it's not a definite yes, it's a no.   That's been game changing for me.   Laura Dugger: (48:17 - 48:57) Well, I love how much you've modeled applying these things at your work or in our church, but also in our family life. It's all transferable. And Kara, this has just been a super special conversation because you've been on my list to have a conversation with for over a decade, probably since I got my hands on Sticky Faith.   And I just appreciate we've been talking as we were praying before we were recording. You desire so much, not only for young people, but for all people to experience this abundant life in Christ. And I'm so grateful for you and just want to say thank you for being my guest.   Dr. Kara Powell: (48:57 - 49:03) Oh, my pleasure, Laura. And thanks to you and how you serve your audience as well as our world. It's been an honor.   Laura Dugger: (49:04 - 52:19) One more thing before you go, have you heard the term gospel before? It simply means good news. And I want to share the best news with you, but it starts with the bad news.    Every single one of us were born sinners, but Christ desires to rescue us from our sin, which is something we cannot do for ourselves. This means there's absolutely no chance we can make it to heaven on our own. So, for you and for me, it means we deserve death and we can never pay back the sacrifice we owe to be saved.    We need a savior, but God loved us so much. He made a way for his only son to willingly die in our place as the perfect substitute. This gives us hope of life forever in right relationship with him.    That is good news. Jesus lived the perfect life. We could never live and died in our place for our sin.    This was God's plan to make a way to reconcile with us so that God can look at us and see Jesus. We can be covered and justified through the work Jesus finished. If we choose to receive what he has done for us, Romans 10:9 says, “that if you confess with your mouth, Jesus is Lord and believe in your heart that God raised him from the dead, you will be saved.”    So, you pray with me now. Heavenly father, thank you for sending Jesus to take our place. I pray someone today right now is touched and chooses to turn their life over to you.    Will you clearly guide them and help them take their next step in faith to declare you as Lord of their life? We trust you to work and change lives now for eternity. In Jesus name we pray.   Amen. If you prayed that prayer, you are declaring him for me. So, me for him, you get the opportunity to live your life for him.    And at this podcast, we're called The Savvy Sauce for a reason. We want to give you practical tools to implement the knowledge you have learned. So, you're ready to get started.    First, tell someone, say it out loud, get a Bible. The first day I made this decision, my parents took me to Barnes and Noble and let me choose my own Bible. I selected the Quest NIV Bible and I love it.    You can start by reading the book of John. Also get connected locally, which just means tell someone who's a part of a church in your community that you made a decision to follow Christ. I'm assuming they will be thrilled to talk with you about further steps such as going to church and getting connected to other believers to encourage you.    We want to celebrate with you too. So, feel free to leave a comment for us here. If you did make a decision to follow Christ, we also have show notes included where you can read scripture that describes this process.    And finally, be encouraged. Luke 15:10 says, “in the same way, I tell you, there is rejoicing in the presence of the angels of God over one sinner who repents.” The heavens are praising with you for your decision today.    And if you've already received this good news, I pray you have someone to share it with. You are loved and I look forward to meeting you here next time.

I had the pleasure of interviewing Jason Zimmerman, a behavioral economist and strategy expert. We explored the fascinating world of organizational transformation and the challenges companies face in implementing change. Jason shared insights from his experience, including a case study of a 15,000-person transformation that was completed in just 2.5 years. We discussed the importance of informal networks in organizations and how they can be leveraged to accelerate change. Jason explained the concept of organizational network analysis and how it can identify influential individuals who may not hold formal leadership positions. We also delved into the psychology of resistance to change, exploring different types of resistance and how to address them. Jason emphasized the need for clarity and control in driving successful transformations. Throughout our conversation, we touched on the balance between maintaining a clear strategy and being adaptable, the role of trust and credibility in leadership, and the importance of creating meaningful work environments. Jason's insights provided valuable perspectives on navigating the complex world of organizational change and strategy execution.

Thank you to the folks at Sustain (https://sustainoss.org/) for providing the hosting account for CHAOSSCast! CHAOSScast – Episode 120 In this episode of CHAOSScast, Harmony Elendu hosts a discussion with Dawn Foster and Bob Killen to discuss their extensive experience in open source and detail the motivations behind the creation of the CHAOSS Practitioner Guides. These guides aim to help practitioners navigate the overwhelming amount of data related to open source projects and understand how to improve project health and sustainability. The discussion covers strategies for communicating the business value of open source efforts to leadership, framing contributions in a way that resonates with organizational priorities, and prioritizing investments in critical projects. Press download now! [00:00:31] Dawn and Bob introduce themselves and their backgrounds. [00:02:24] Dawn explains why CHAOSS created Practitioner Guides: to help navigate the “tsunami of data” from open source metrics. The new guide is different and is focused on demonstrating organizational value. [00:04:36] Harmony asks about the inspiration for the guide. Dawn credits Bob and how the guide was built largely from his talks at KubeCon and the Linux Foundation Member Summit. [00:05:22] Bob talks about macroeconomic pressures where open source is often first cut. The guide helps orgs tell compelling stories to leadership about open source ROI. [00:07:14] Bob shares a case study: maintainers reframed contributions in leadership's language- revenue impact, bug fix turnaround, and resource efficiency and how this secured leadership support. Dawn adds that every organization values different things and provides an example. [00:11:36] Bob introduces the formula: Priority = Criticality x Health. [00:13:36] Dawn emphasizes formula helps orgs prioritize strategically critical but under-resourced projects (example: Kubernetes cluster API at VMware). Bob notes criticality differs by company and even department. [00:16:51] Harmony ask how to report open source value to leadership. Bob explains the importance of framing in leadership's language, not just raw contribution counts. Dawn warns against poor framing and explains about being careful about how you talk to leadership about your open source efforts. Value Adds (Picks) of the week: [00:20:47] Dawn's pick is discovery how easy it was to build a static site with GitHub Pages and Jekyll. [00:21:38] Bob's pick is dosu.dev. [00:22:18] Harmony's pick is exploring AI models for fraud detection and system tracking. Panelists: Harmony Elendu Guests: Dawn Foster Bob Killen Links: CHAOSS (https://chaoss.community/) CHAOSS Project X (https://twitter.com/chaossproj?lang=en) CHAOSScast Podcast (https://podcast.chaoss.community/) CHAOSS YouTube (https://www.youtube.com/@CHAOSStube/videos) podcast@chaoss.community (mailto:podcast@chaoss.community) Harmony Elendu X (https://x.com/ogaharmony) Dawn Foster X (https://twitter.com/geekygirldawn?lang=en) Bob Killen Website (https://mrbobbytabl.es/) CHAOSS Practitioner Guides (https://chaoss.community/about-chaoss-practitioner-guides/) CHAOSS Practitioner Guides (YouTube) (https://www.youtube.com/playlist?list=PL60k37cxI-HSHV4-rEsWMzExw2y2Oq79Z) CHAOSS Data Science Working Group: New Guides, Research, and More (Blog Post by Dawn Foster (https://chaoss.community/chaoss-data-science-working-group-new-guides-research-and-more/) CHAOSS Practitioner Guide: Getting Started with Sunsetting an Open Source Project (https://chaoss.community/practitioner-guide-sunset/) CHAOSS Practitioner Guide: Getting Started with Building Diverse Leadership (https://chaoss.community/practitioner-guide-diverse-leadership/) GitHub Pages documentation (https://docs.github.com/en/pages) Jekyll (https://jekyllrb.com/) Dosu (https://dosu.dev/) Special Guest: Bob Killen.

From Crisis Calls to Culture: Pete Duche on Leadership, Psychology & Building TrustIn this episode, I sit down with Pete Duche — founder and principal consultant of Houston Leadership Consulting. Pete brings over 25 years of leadership experience, starting in law enforcement where he commanded a major city's crisis negotiator team. Those high-stakes moments — requiring calm under pressure, rapid decision-making, and deep trust in people — shaped the foundation for his approach to leadership today.With dual graduate degrees in Public Administration (Villanova University) and Industrial Organizational Psychology (Harvard University), Pete blends real-world frontline leadership with academically grounded insight. At Heusian, he and his team co-create practical, tailored solutions that strengthen workplace culture, empower leaders, and guide organizations through complexity and change.We cover:The journey from patrol officer to commanding crisis negotiator teams — and the leadership lessons learned along the wayHow undercover work and crisis calls informed his philosophy of trust, mistakes, and resilienceWhy he launched Heusian Leadership Consulting to bridge the gap between research and practiceThe myth of the “tough” leader — and why authenticity is today's biggest leadership challengeHow organizational psychology tools like personality inventories, culture assessments, and emotional intelligence testing uncover hidden dynamics in teamsWhy most change management efforts fail — and how communication and trust can make them succeedThe difference between executive coaching vs. leadership coaching — and how both play out in practiceThe ideal team size (4.6 people!) and what research says about preventing groupthink and social loafingCo-creating solutions with clients and why a one-size-fits-all approach failsThe importance of psychological safety, accountability, and transparency in shaping high-performing teams

A major milestone in your organization is the perfect time to take stock of what you've achieved and chart a path for the future. In this episode, Melissa interviews President & CEO of Texas Organ Sharing Alliance Joe Nespral and TOSA's Director of Communications Casey Casseb, to discuss celebrating 50 years of their organization's important work in organ donation.About Joe:Joseph Nespral, MD, CPTC is the President & CEO of Texas Organ Sharing Alliance. Joe has been with TOSA since July 1997 and was promoted to CEO in October 2016. Joe has an extensive background in Organ Procurement Organization leadership in operations, restructuring, policy analysis, business development and quality improvement.About Casey:Casey Casseb has been creating and executing creative marketing, media, and events for unique brands for over 20 years. She has experience collaborating with Fortune 500 brands and is a strong advocate for personalized, committed, and exceptional service to all clients, both internal and external. Currently, she serves as the Texas Organ Sharing Alliance's Director of Communications.Topics covered:- Joe and Casey's career milestone moments- Celebrating TOSA's 50th anniversary- Organ donation myths and misconceptions- Joe and Casey's favorite TOSA memories- Insights on communicating sensitive topicsResources mentioned: Texas Organ Sharing AllianceDonate Life TexasTOSA Wall of Heroes"Latinas in Public Relations: Shaping Communications, Communities, and Culture""Smart Talk: Public Relations Essentials All Pros Should Know"MVW Communications

Title: "Legacy in Life and Loss: Adria Johnson on Her Son's Gift of Hope"  

Send us a textWelcome to Alternative Dog Moms - a podcast about what's happening in the fresh food community and the pet industry.   Kimberly Gauthier is the blogger behind Raw Feeder Life, and Erin Scott hosts the Believe in Dog podcast.CHAPTERS:Kimberly's experience with the Real Dog Food Nutrition Course for Pet Parents (1:08)The origin story of Real Dog Box (8:04)How Real Dog Box sources its products and how to add variety to your dog's diet (16:38)The Secret Shop (23:20)Organizational goals and Ruby's team (29:19)How Real Dog Box strives to be an environmentally conscious company and dealing with pet food regulations (31:30)Behind the scenes of starting the Feed Real Movement, course creation, Ruby's dog Icon, and why paralegals rock (37:31)The gross parts - or not? - of raw feeding and dogs being dogs (52:58)Meat production in the USA (1:01:29)Dehydrators versus freeze dryers (1:07:24)When dogs are selective about what they eat, are they just being picky? or are they purposely self-selecting? (1:12:25)A question about vaccinating dogs that Kimberly posted on social media got heated, and understanding where those who think differently about pet health are coming from (1:17:33)Examining info that Rodney Habib recently shared on social media about adding moisture to kibble (1:29:42)Re-watching your favorite tv series (1:35:00)What's next for Ruby, Real Dog Box, and Feed Real? (1:44:43)LINKS DISCUSSED:Real Dog Box / Feed Real Movement (https://feedreal.com/summit?ref=rawfeederlife)Battery organizer case (I found this on Amazon similar to what you bought: https://amzn.to/3iEv5v1)EPA info about recycling household batteries (https://www.epa.gov/recycle/used-household-batteries)Rodney's IG post discussing the results of a recent study about adding moisture to kibble (https://www.instagram.com/p/ClZJbIAvMPT/)The scientific journal article: Effects of Softening Dry Food with Water on Stress Response, Intestinal Microbiome, and Metabolic Profile in Beagle Dogs (https://www.mdpi.com/2218-1989/12/11/1124)Thanks for listening to our podcast. You can learn more about Erin Scott's first podcast at BelieveInDogPodcast.com. And you can learn more about raw feeding, raising dogs naturally, and Kimberly's dogs at KeepTheTailWagging.com. And don't forget to subscribe to The Alternative Dog Moms.

In this episode, Pankaj Singh dives deep into the power of values alignment and why it's the secret ingredient for building high-performing, resilient teams. Using relatable humor and sharp insights, Pankaj breaks down how shared values transform a group of individuals from just a “crowd” to a unified force of nature. You'll learn:Why alignment doesn't happen by accident—and how to build it intentionally.A step-by-step exercise to co-create team values that actually stick.How the Purpose Factor Assessment can uncover what drives you, what drains you, and the blind spots holding you back.Real-world examples of companies thriving through alignment (and the disasters that happen when teams aren't aligned). With actionable advice, quick laughs, and a motivational close, this episode will leave you ready to lead with clarity, purpose, and resilience. Key Takeaways:Shared values are the foundation of trust, culture, and performance.Leadership without clarity is like driving without GPS—guesswork won't get you to your destination.Start the conversation, define your team's values, and live them daily for alignment that drives results. Call to Action: Take the Purpose Factor Assessment today to uncover what's driving your leadership and where you might be holding yourself or your team back. Visit [insert link] and start building clarity that turns stress into strategy. This episode is perfect for leaders, managers, and anyone looking to align their team's purpose with their organization's mission—while having some fun along the way. Let's Begin!  

Organizational health isn't just a buzzword. Susan Reising explains how aligning teams, managing change and shaping culture strengthens leaders and brands, and how her new role at Simantel enhances the value the agency delivers to clients.

In this episode, host Kate Jenkinson talks to Nathan Broad, IT Director at Certas Energy, for an insightful conversation on how leaders can create inclusive workplaces. Nathan shares both personal and professional experiences, highlighting the power of organizational kindness, supportive policies, and community-driven approaches to inclusion. They explore practical initiatives such as quiet spaces, community groups, and tailored IT solutions that help neurodiverse employees thrive. The discussion also unpacks common misconceptions and emphasizes the value of reflective listening and feedback as tools for building stronger, more supportive workplaces.   Nathan also speaks candidly about the role of leadership in championing neurodiverse talent, the challenges organizations face in creating truly inclusive cultures, and the progress still to be made. By shifting mindsets, addressing language and narratives around neurodiversity, and embedding feedback loops into workplace practices, leaders can build environments where every employee feels empowered and valued. This episode is both a call to action and a practical guide for coaches, leaders, and organizations committed to fostering more inclusive, compassionate communities.   You will learn: ·       Why organizational kindness is good business ·       Why a top-down approach is essential ·       How employee accountability empowers and informs workplaces ‘Business will be more effective if we do the right things by people'   Don't forget to subscribe, rate, and leave us a review! Your feedback helps us bring you more valuable content.   For the episode resources and guest bio, please visit:  https://www.associationforcoaching.com/page/dl-hub_podcast-channel-neurodiversity-in-workplace-organizational-kindness-inclusive-leadership

Clutter isn't just physical stuff—it's postponed decisions that drain your productivity and peace. Organizational expert Barbara Hemphill reveals her proven framework to identify and eliminate clutter in every area of your life, from your desk to your digital files and your mind. Learn how to make clearer decisions faster and finally create the space you need to focus on what truly matters.=================================

In this episode of the Charity Charge Nonprofit Spotlight Series, we sit down with Ned Staebler, President and CEO of TechTown. They discuss Ned's journey into the nonprofit sector, the mission of TechTown in supporting entrepreneurs in Detroit, and the challenges faced by small business owners, particularly in accessing capital. Ned shares insights on nonprofit funding, the importance of organizational culture, and the role of technology in enhancing efficiency.TakeawaysNed's journey into the nonprofit sector was unplanned.TechTown's mission focuses on breaking cycles of intergenerational poverty.Access to capital is a significant challenge for entrepreneurs.Non-dilutive funding is crucial for underserved founders.Philanthropic support is essential for TechTown's operations.Nonprofits often operate more efficiently than for-profits.Organizational culture is key to retaining talent in nonprofits.TechTown has a professional services network to support entrepreneurs.Technology consolidation can improve nonprofit efficiency.Visitors to Detroit will find a vibrant community and emerging tech scene.About Charity Charge:Charity Charge is a financial technology company serving the nonprofit sector. From the Charity Charge Nonprofit Credit Card to bookkeeping, gift card disbursements, and state compliance, we help mission-driven organizations streamline operations and stay financially strong. Learn more at charitycharge.com.

Cover 2 with Blaine and Zach - Hour 2 - Organizational Mismanagement is Evident with Recent Titans moves + Mike Herndon joinsSee omnystudio.com/listener for privacy information.

Cover 2 with Blaine and Zach - Hour 2 - Organizational Mismanagement is Evident with Recent Titans moves + Mike Herndon joinsSee omnystudio.com/listener for privacy information.

Stephen Gubenia, Head of Detection Engineering for Threat Response for Cisco Meraki, shares his evolution from managing overwhelming alert volumes as a one-person security team to architecting sophisticated automated systems that handle everything from enrichment to containment.  Stephen discusses the organizational changes needed for successful AI adoption, including top-down buy-in and proper training programs that help team members understand AI as a productivity multiplier rather than a job threat.  The conversation also explores Stephen's practical "crawl, walk, run" methodology for responsibly implementing AI agents, the critical importance of maintaining human oversight through auditable workflows, and how security teams can transition from reactive alert management to strategic agent supervision.  Topics discussed: Evolution from manual security operations to AI-powered agentic workflows that eliminate repetitive tasks and enable strategic focus. Implementation of the "crawl, walk, run" methodology for gradually introducing AI agents with proper human oversight and validation. Building enrichment agents that automatically gather threat intelligence and OSINT data instead of manual investigations. Development of reasoning models that can dynamically triage alerts, run additional queries, and recommend investigation steps. Automated containment workflows that can perform endpoint isolation and other response actions while maintaining appropriate guardrails. Essential foundations including proper logging pipelines, alerting systems, and detection logic required before implementing AI automation. Human-in-the-loop strategies that transition from per-alert review to periodic auditing and agent management oversight. Organizational change management including top-down buy-in, training programs, and addressing fears about AI replacing jobs. Future of detection engineering with AI-assisted rule development, gap analysis, and customized detection libraries. Learning recommendations for cybersecurity professionals to develop AI literacy through reputable sources and consistent daily practice. Listen to more episodes:  Apple  Spotify  YouTube Website

The Falcons got smashed in Charlotte by the Panthers last Sunday, and former Falcons QB Matt Schaub called in to The Locker Room to try to make some sense of it all. From poor execution on the field to bad decision-making by the coaching staff, Schaub will expose the system-wide problems plaguing this team!See omnystudio.com/listener for privacy information.

Remember that gut-clenching fear of speaking up in class? Organizational psychologist Rafael Chiuzi reveals how that same feeling shows up in the workplace, limiting productivity and the free exchange of ideas. Backed by decades of research and hands-on consulting, he unpacks the science of psychological safety — and shares three actionable steps to build teams where curiosity thrives and courage replaces fear.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyouTEDSports: ted.com/sportsTEDAI Vienna: ted.com/ai-viennaTEDAI San Francisco: ted.com/ai-sf Hosted on Acast. See acast.com/privacy for more information.

This week's guest is a former high school teacher. Then, she began developing curriculum for DRII. But when they had a difference of opinion she decided it was time to break out on her own. Her organization is 20 years old, and she's never looked back.   Hello everyone and welcome to episode 202 of the Resilient Journey Podcast, presented by Anesis Consulting Group!   This week, we are joined by Lynnda Nelson, President of the International Consortium of Organizational Resilience, better known as ICOR. Lynnda and Mark talk about ICOR's mission of training individuals to build resilient organizations. Lynnda talks about the importance of having an integrated program - and she discusses ICOR's 12 disciplines. She explains, once and for all, the difference between business continuity, operational resilience and organizational resilience. And she encourages us to move from managing risk, to managing change.   Be sure to follow The Resilient Journey!  We sure do appreciate it! Check out the Resilient Journey Hub! Want to learn more about Mark? Click here or on LinkedIn. Special thanks to Bensound for the music.

Powered by BTA Sports https://download.btasports.io/atoz For More Titans coverage follow us here: https://www.atozsports.com/nashville Podcasts: https://www.atozsports.com/podcasts Facebook: https://www.facebook.com/atozsportsnashville Instagram: https://www.instagram.com/atozsports/ Twitter: https://twitter.com/AtoZSports TikTok: https://www.tiktok.com/@atozsportsnashville #AtoZSports #TennesseeTitans #NFLFootball Learn more about your ad choices. Visit megaphone.fm/adchoices

When you are new to an organization or team, it is critical to understand the landscape. Too often leaders forget to employ a process to help them create a map and end up stepping on system or individual landmines. Take a listen as Ted shares a process to help you collect the things that trigger organizational frustration and individual frustration so that you can create a proactive map and find success. 

Brought to you by Drew Estate: On this episode of the Spare Notes Series, Matt, Pat and Coop get together to discuss the recent statement made by Meerapfel that seems to indicate and all but fully confirm that all of their operations together will be ending, including the sale of Cameroon tobacco to Arturo Fuente. We also heavily discuss the missteps but the PCA, CRA and CAA recently with the massive losses in California and Texas that could have dire consequences in our industry. Tune in now for the break down! Don't forget to visit www.smokintabacco.com to contact us and for more news, reviews and updates from the cigar industry and while you're at it, LIKE and SUBSCRIBE! Cutters and Lighters provided by S.T. Dupont - Shake Up the Legacy! Perdomo Cigars: Quality, Tradition and Excellence! Retailer Corner: Blue Smoke of Dallas, Texas!

John Fiedler, SVP of Engineering and CISO at Ironclad, joins the show to unpack the real challenges of technology leadership. From managing nonstop context switching to measuring success when you're no longer shipping code, John shares hard-earned lessons on how leaders can protect their time, set priorities, and thrive in the chaos. Whether you're moving from IC to manager or scaling as an executive, this conversation offers a candid look at what it truly takes to lead.Key Takeaways• Success in leadership isn't about features shipped—it's about execution, people, and culture.• Context switching is constant, but leaders can design their calendars to minimize the chaos.• Organizational size reshapes the challenge: startups reward speed, enterprises demand process.• Protecting your time isn't optional—leaders who don't own their calendars quickly burn out.• The leap from IC to manager requires starting fresh and mastering a new craft.Timestamped Highlights02:13 The hidden tax of context switching06:53 How John measures success as a leader without code10:45 What really slows executives down inside organizations15:51 How John protects his calendar and finds focus time24:47 The lessons every first-time manager needs to hearA Line That Sticks“If you don't control your calendar, your calendar will control you.”Call to ActionIf this episode resonated, share it with a fellow leader navigating the chaos. Subscribe to The Tech Trek on Apple Podcasts and Spotify for more candid conversations about scaling, leadership, and the future of technology.

In the last lesson, we explored how your own team needs to embrace a new role if you want to escape being treated as the “UX service desk.” But even if your team makes that shift, it's not enough.The truth is, you'll never have the time or resources to handle every touchpoint yourself. If you want user experience to really scale, you need to equip others across the organization to share the load.That doesn't mean they all become professional UX designers. It does mean they start taking more ownership of UX decisions in their projects.Let's recap why this shift is necessary before exploring what usually trips people up, and how to make those first moves without overwhelming anyone.Why Democratize UX?It's worth repeating myself, because this is so important: trying to do all the UX yourself is unsustainable.There are three strong reasons to start sharing responsibility:Resource limits. Even the best-staffed UX teams can't cover every product, campaign, or digital touchpoint. Democratization is the only way to scale.Organizational understanding. If you're the only one making user-centered decisions, the wider company never develops a shared appreciation of UX. It stays siloed.Bigger priorities. There are always strategic tasks (building a design system, auditing user journeys, or shaping long-term vision) that you never get to because you're tied up executing.Framing democratization this way helps people understand it's not about “pushing work off your plate.” It's about removing bottlenecks, growing organizational maturity, and freeing you to work on what matters most.How We Get in Our Own WayThe hardest part isn't colleagues resisting. It's us.UX practitioners often sabotage democratization without realizing it. Two impulses in particular are dangerous:Criticizing too quickly. When someone outside the team tries to run a survey or sketch a wireframe, it won't be perfect. But if your first instinct is to point out everything they got wrong, you kill their enthusiasm. A better approach is to acknowledge the effort and celebrate progress. Say something like, “This is a great first step. If you'd like feedback for next time, I'd be happy to help.” That way, they feel supported rather than embarrassed.Overcomplicating everything. We've spent years learning best practices and it's tempting to throw the whole textbook at people. But colleagues don't need a degree in cognitive psychology to clean up a page layout. They need a single, simple heuristic to get them started.A Simple ExampleWhen I help colleagues design a page, I don't lecture them about cognitive load, working memory, or progressive disclosure. Instead, I give them three simple questions to ask of every element:Can I remove this?If not, can I hide it?If not, can I shrink it?That's it. Just those three steps.Do they capture the full depth of interface design? Of course not. But they create cleaner, clearer pages almost immediately. And crucially, they give people confidence. Once they're comfortable with the basics, you can gradually introduce more advanced principles.The lesson here is to resist the urge to teach everything at once. UX is a huge field. Break it down into simple, usable steps that colleagues can actually apply.Start Small and Be StrategicAnother trap is trying to democratize UX across the whole organization in one go. That never works. You'll meet too much skepticism and spread yourself too thin.Instead, handpick your first allies. Look for:People who already value UX. They're the low-hanging fruit. Work with them and they'll amplify your message.People who keep asking for your help. They're motivated and will gladly take on more if you support them.People who feel the pain of poor UX. Marketing and customer support teams often fit here. They see first-hand the cost of bad experiences and are desperate for change.Invest heavily in these groups. Coach them. Provide resources. Sit with them through their first few attempts. Make your support visible.What happens next is important. Others will see the attention these teams are getting and want it too. When someone asks, “Why are you spending so much time with them?” you can respond, “I'd be glad to help you in the same way.” That's how momentum builds naturally.Setting ExpectationsI'm not suggesting you walk into the next all-hands meeting and declare, “From now on, everyone is a UX practitioner.” That's a fast way to scare people off.Instead, quietly build up examples of collaboration that work. Share success stories. Point to teams who ran a quick test or applied a simple design heuristic and saw results.Gradually, the narrative shifts. UX stops being “that team over there” and becomes “something we all do, with expert guidance.”You'll still face objections along the way; about time, skills, or risk. That's normal. In the next lesson, we'll explore the most common pushbacks you'll hear and how to respond without losing momentum.

Tyler Warden, SVP of Product at Sonatype, shares surprising research on security, productivity and prioritization, with actionable strategies for organizational transformation. Topics Include:Tyler from Sonatype (Maven creators) shares research on security culture in developmentSecurity is more cultural than tooling, with rising supply chain attacksDevelopment speeds up while global regulations rapidly change across marketsTyler's background: wanted to be a Broadway conductor, not tech speakerBeethoven's 9th Symphony story: nephew missed a dot, changing tempo foreverWe can "be the dot" - small changes creating big organizational impactThree organization types: Leaders (collaborative), Adapters (balanced), Protectors (security-first)Leaders achieve best productivity and security but face executive skepticismResearch reveals balanced teams outperform purely security-focused or productivity-focused approachesHigh-performance teams go faster AND stay more secure than alternatives"Yes" philosophy from improv comedy: fun happens when we enable innovationApply proven supply chain principles from manufacturing to software development security Participants:Tyler Warden – Senior Vice President, Product, SonatypeFurther Links:Sonatype: Website | LinkedIn | AWS MarketplaceSee how Amazon Web Services gives you the freedom to migrate, innovate, and scale your software company at https://aws.amazon.com/isv/

Organizational success in retail ultimately comes down to people — finding the right talent, nurturing their growth and preparing them for the future. In this episode of Retail Gets Real, Walmart's first-ever Chief Talent Officer Lorraine “Lo” Stomski and NRF Foundation Executive Director Adam Lukoskie, discuss how retail leaders are reimagining talent acquisition, development and retention in a rapidly evolving industry.(00:00:00) Walmart's first Chief Talent Officer(00:05:20) Why talent acquisition matters more than ever(00:09:00) Changing perceptions of retail careers(00:15:02) Building skills and pathways for career growth(00:19:24) Proof points that change lives(00:23:02) Talent strategies in uncertain times(00:28:12) The future of talent acquisition and AIThe National Retail Federation is the world's largest retail trade association.Every day, we passionately stand up for the people, policies and ideas that help retail succeed.Resources:• NRF Foundation's RISE Up Program: nrffoundation.org/rise-up• Walmart's Live Better U: corporate.walmart.com/about/working-at-walmart/live-better-u• Get ready for Retail's Big Show in NYC• Become an NRF member and join the world's largest retail trade association• Learn about our retail education platform, NRF Foundation, at nrffoundation.org• Learn about retail advocacy at nrf.com/advocacy• Find more episodes at retailgetsreal.comRelated:• 351: The think tank for retail industry talent leaders

Organizations across various industries are increasingly seeking to harness generative AI's capabilities to enhance productivity and operational efficiency. But while generative AI technologies can provide organizations with multiple opportunities, there are also risks unless integration is carried out with caution. In this episode of Risk in Context, Marsh's Gregory Eskins and Mercer's Adriana O'Kain discuss the multiple opportunities that generative AI presents, look at how the use of these technologies is evolving, and provide actions that senior leaders should consider to address technical, process, and people implications. You can access a transcript of the episode here. Read our series on debunking AI-generated myths. For more insights and insurance and risk management solutions, follow Marsh on LinkedIn and X and visit marsh.com.

Introducing “The Four Heavies" - manipulation, intimidation, coercion, and deceit - in today's episode, McKay demonstrates the detrimental impact they can have on individuals and organizations. He argues that while these tactics may yield short-term results, they create unhealthy patterns in mental and emotional development, ultimately undermining trust and growth.McKay illustrates these effects with personal stories: Anna's anxiety from manipulation, Marcus's isolation from intimidation, and Lena's trust issues from deceit. He extends this to corporate failures like Enron and Wells Fargo, showing how "The Heavies" disrupt brain development and foster toxic cultures. Our host then offers actionable alternatives: focusing on potential, modeling calmness, and cultivating empathy. Join him today to transform your parenting and leadership for lasting success.Main Themes:"The Four Heavies" (manipulation, intimidation, coercion, deceit) are detrimental to individual development and organizational culture.Childhood experiences of "The Four Heavies" profoundly impact brain development, emotional regulation, and future relationships.Organizational cultures can mirror individual parenting styles, leading to systemic problems when built on "The Four Heavies."Focusing on the potential of others fosters growth and healthy relationships.Modeling calm, desired behavior creates a safe environment for emotional processing and learning.Empathy is a powerful tool for connection and leadership, leading to trust and attraction.Positivity correlates with success, even more than aptitude.Avoiding "The Four Heavies" leads to more effective leadership, greater satisfaction, and positive impact.Self-compassion is important as we strive for improvement.Top 10 Quotes:"The long-term effect of using ‘The Four Heavies' is extremely unhealthy.""Underneath the surface, we all have a richer, more valuable person.""When we see this potential, it's natural to lead genuinely and authentically.""Coercion uses fear or punishment to force behavior.""When individuals feel manipulated or unsafe, they seek healthier environments.""Being calm invites reasoning and thinking.""Positivity heavily correlates to predicting a person's success, even if they lacked aptitude."Show Links:Open Your Eyes with McKay Christensen

Having challenges and lack of understanding or lack trust between different generations inside your company? This 22-minute episode explores why that may be and what can be done to close the potential gap of trust. Organizational development and HR expert Ryan McShane offers practical insights and strategies for accomplishing this, for the benefit of all concerned. EPISODE RESOURCES:>Connect with Ryan McShane on LinkedIn>Ryan's bioBrain Chatter, a podcast where we listen past the daily noise and explore topics at the intersection of leadership, workplace culture, profit, and sustainability.

Are you struggling with how to talk about your organization's DEI commitments in today's volatile climate? In this episode of the "Navigating Diversity, Equity, and Inclusion's New Reality" mini-series, host Rhodes Perry offers message-tested communication strategies to fortify the heart of your work. Discover how to take a "Goldilocks approach," balancing what you say to different audiences to avoid legal risks while protecting your brand's reputation. Learn why the full phrase "diversity, equity, and inclusion" is more powerful than the acronym "DEI" and how to frame your initiatives around universal values like fairness, respect, and belonging. This episode gives you the practical tools to navigate challenging conversations, counter divisive narratives, and ensure your message resonates with everyone.     Key Takeaways & Timestamps [2:00] The "Goldilocks approach" to DEI messaging. [4:30] Organizational development best practices for communications. [7:00] Winning messages that resonate across audiences. [10:15] The power of using full words over the "DEI" acronym. [12:00] Using "targeted universalism" to fortify your work. [14:30] Practices to avoid when communicating about DEI.     Grow the Belonging Movement!

In this episode of 'One in Ten,' host Teresa Huizar interviews Dr. Maddison North, an assistant professor at Middle Tennessee State University, about burnout and turnover among victim advocates. The conversation explores the causes and consequences of burnout, highlighting the chronic exposure to secondary trauma, high workload, and insufficient resources. Dr. North discusses the Job Demands Resource Model, organizational and supervisory support's role, and findings from her recent study on retention and burnout in victim advocacy. They delve into how work culture, team support, purpose, and organizational strategies can mitigate burnout and enhance employee well-being.  Time Stamps 00:00 Introduction to Victim Advocate Burnout 01:28 Meet Dr. Maddison North 03:26 Understanding Burnout 04:51 Job Demands and Resources 06:59 Burnout in Helping Professions 08:11 Organizational and Supervisory Support 13:39 Retention Themes 22:49 Burnout Themes 25:46 Strategies to Combat Burnout 37:47 Conclusion and Final Thoughts ResourcesLean On Me: The Role of Organizational and Supervisory Support in Understanding Work Outcomes in Victim Advocates. | Semantic ScholarSupport the showDid you like this episode? Please leave us a review on Apple Podcasts.

In an era where adaptability trumps consistency, the leaders who survive and thrive are those who've mastered the art of bouncing back stronger. Yet our Global Leadership Monitor reveals that leaders' preparedness to face threats such as uncertain economic growth and geopolitical uncertainty is at its lowest point since we began tracking in 2021. The question isn't whether setbacks will come—it's whether leaders have built the genuine resilience to weather them. And more critically, how can executives create resilient organizations where entire leadership pipelines can adapt and flourish under pressure? In this episode of Leadership Lounge, we talk to two of our trusted advisors—Joey Berk and Maja Hadziomerovic—who share their perspectives on: How to recognize the warning signs when leadership resilience is waning Practical strategies for recovery and building sustainable energy management practices The role of vulnerability in creating high-performance, psychologically safe teams Why the biggest misconceptions about resilience actually undermine leadership effectiveness "When we think about exercising physically or learning a new skill, being in that growth mentality and constantly stretching is what builds resilience and pushes us to do what's less comfortable." — Joey Berk, Leadership Advisor, Russell Reynolds Associates Four things you'll learn from this episode: 1.True resilience integrates three sources of intelligence—cognitive clarity, somatic awareness, and emotional authenticity work together to create leaders who can navigate uncertainty with confidence. 2.Energy management beats time management—resilient leaders audit and proactively manage their physical, emotional, mental, and spiritual energy. 3.Organizational resilience requires systematic investment—build resilience at scale through stretch assignments, mentorship programs, and cultures that reward vulnerability over impression management. 4.Authentic vulnerability drives performance—the strongest leaders admit when they don't know, share their learning process, and create psychological safety that unleashes team innovation. In this episode, we will cover: (00:00:18) Why modern resilience demands adaptability over consistency in rapidly changing markets (00:03:27) The three sources of intelligence framework and how to develop each dimension (00:06:12) Energy management strategies across physical, emotional, mental, and spiritual domains (00:09:21) How to create stretch assignments and mentorship programs that build organizational resilience (00:11:47) Warning signs of resilience fatigue and recovery strategies for overwhelmed leaders (00:13:45) Why vulnerability and psychological safety are competitive advantages, not weaknesses (00:15:55) The biggest misconceptions about building resilience and how to overcome them A closer look at the research from this episode: Global Leadership Monitor | Russell Reynolds Associates Global CEO Turnover Index | Russell Reynolds Associates

Today, Andy Storch goes solo on the Talent Development Hot Seat to break down the misunderstood, high-impact topic of personal brand and what it really means, why it matters, and how anyone can start building theirs for career and organizational success.Subscribe to our weekly updates and monthly talent development newsletter here. Order Own Your Career Own Your Life on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInAndy takes listeners beyond the buzzwords, drawing on his experience as a coach, author, and talent development leader to explain why crafting an intentional, authentic personal brand is quickly becoming a must for professionals at every level, not just executives or influencers.In this episode, Andy explores:What are you known for? Key questions to help you define and evolve your own brand and reputation at work and beyond.The hidden elements: Why your personal brand is shaped by everything from your work style to your hobbies, and how it impacts internal and external opportunities.Real-life exercises: Simple ways to assess your current brand and identify strengths, gaps, and actionable next steps.Lessons from coaching: Stories of professionals who've grown their brand both inside and outside the office, including actionable tips anyone can apply.Reputation in action: How micro-judgments in meetings or emails quietly shape how colleagues see you and what to do about it.Opportunities for teams: Why HR, talent, and L&D departments can (and should) build their own reputations to drive greater organizational impact.Humanizing your brand: The value of sharing personal interests, family, or resilience journeys and how this helps people connect and remember you.LinkedIn as a tool: The difference between internal and external personal brands, and why even small steps on social can pay off big.Organizational ripple effects: How developing employee brands can elevate the entire company's reputation, culture, and recruiting potential.Practical resources: Sneak peek into Andy's new book, “Own Your Brand, Own Your Career,” with activities and frameworks for teams and individuals.Whether you're an individual contributor, HR leader, or senior exec, Andy's practical strategies will help you harness your personal brand as a lever for career growth, visibility, and positive workplace change.Inspired to get started? Find more resources, book info, and connect with Andy directly at ownyourbrandbook.com or andystorch.com, and don't forget to pre-order or check out his new book for the full playbook.Stay ambitious, stay grateful, and join us next week for a conversation with Andy's co-author Mike Kim on the art of building a brand and career you're proud of!

When the agtech is not working in the field, we can be quick to search for answers in the product itself. But sometimes, the solution is not there. That's because it's not a technical problem, but rather a social systems challenge.Kevin Boyle is the Director of Organizational and Workforce Development at the Equitable Food Initiative (EFI). He argues that a key component of the farming and food system is often overlooked; and that's the people who work on the ground. Farm workers can be seen as low-skilled, with little more to offer than the set tasks they perform. However, Kevin is seeking to change this approach, to better recognize the knowledge these workers have, and to create recognizable career paths for them.Kevin also believes that focusing on the workforce will ultimately benefit the development and adoption of agtech. He spent much of his career in telecommunication tech, where he helped integrate the new digital technologies of the 1990s into the system, including the workers.Sarah and Kevin discuss:·  Kevin's unique career background, from growing up on a farm, to working in telecommunications tech, and consulting across Europe and the United States.·  How the perception of farm workers as ‘tools' rather than humans with skills, knowledge, and desires has hindered tech adoption.·  How to better recognize the skills and knowledge of farm workers, to build high performance farming businesses·  How applied university research can be used to test a product in the broader system before it goes to market.Useful links:·  Can robotics solve the farm labor problem? With Connie Bowen and Sophie Thorel·  How policy hamstrings agtech in California - Walt Duflock 

As organizations begin planning for 2026, one critical area often overlooked—or left until it's too late—is budgeting for resilience. In this episode, we explore why resilience should be treated as a strategic investment, not just a line item. Drawing from our latest PreparedEx blog, we'll discuss how early planning and thoughtful proposals provide more than... The post Planning Ahead for Organizational Resilience appeared first on PreparedEx.

We review the first 10 amendments to the Constitution and relate these to organizational psychology principles. We talk about freedom of expression, property rights, personal boundaries, and pushing the power down in the organization as far as it can go. While the Constitution structures the government to prohibit abuse of power, the Bill of Rights clarifies the individual liberty of the citizen.Follow Us:YouTubeTwitterFacebookBlueskyAll audio & videos edited by: Jay Prescott Videography

The post Brian Kropp on AI adoption, intrinsic incentives, identifying pain points, and organizational redesign (AC Ep17) appeared first on Humans + AI.

Send us a MessageIn this episode of Culture Change Rx, Sue Tetzlaff engaged in conversation with Michelle Franklin, CEO of Sullivan County Community Hospital in Sullivan, Indiana, to discuss the importance of mission, vision, and values in the context of a community hospital. They explore how these elements evolve over time, particularly in response to organizational growth and community needs. Michelle shares insights from her experience as CEO, emphasizing the significance of engaging stakeholders in the process and ensuring that the mission and vision are actively lived and communicated within the organization and the community.While an organization's mission, vision, and values don't change often, they do need to evolve with the organization.Engaging stakeholders in the revision process is crucial.Behavior standards should be updated alongside mission, vision, and values changes.Organizational identity should reflect current capabilities and future aspirations.Regular reflection on mission and vision can drive organizational excellence.Capstone helps rural hospitals be the provider- and employer-of-choice to keep care local and margins strong. Learn more via a complimentary consultation call. Schedule at: CapstoneLeadership.net/Contact-Us Learn more - and register - for an upcoming Capstone Leadership Summit: CapstoneLeadership.net/Upcoming-EventsHi! I'm Sue Tetzlaff. I'm a culture and execution strategist for small and rural healthcare organizations - helping them to be the provider and employer-of-choice so they can keep care local and margins strong.For decades, I've worked with healthcare organizations to navigate the people-side of healthcare, the part that can make or break your results. What I've learned is this: culture is not a soft thing. It's the hardest thing, and it determines everything.When you're ready to take your culture to the next level, here are three ways I can help you:1. Listen to the Culture Change RX PodcastEvery week, I share conversations with leaders who are transforming healthcare workplaces and strategies for keeping teams engaged, patients loyal, and margins healthy. 2. Subscribe to our Email NewsletterGet practical tips, frameworks, and leadership tools delivered right to your inbox—plus exclusive content you won't find on the podcast.

A very special guest joins Alex Carver and Isaac Azout on Swimming Upstream: Miami Marlins left-hander Thomas White. The consensus top prospect in the Marlins organization since early 2024, White just keeps getting better. This conversation touches on the evolution of his pitch mix, the increasingly analytical approach that the Marlins have applied to player development, relationships with his teammates, his recent 14-strikeout game and more. Follow Alex (@marlinsminors), Isaac (@IsaacAzout) and Fish On First (@FishOnFirst) on Twitter. Join the Marlins Discord server! Complete Miami Marlins coverage at FishOnFirst.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Jordan shares a comprehensive framework for creating a business manifesto - an essential strategic tool for financial advisors. Learn how this foundational document can become the lens through which you make critical business decisions, differentiate your practice, and create meaningful client connections.

How to prevent infighting, mitigate status races, and keep your people focused. Cross-posted from my Substack. Organizational culture changes rapidly at scale. When you add new people to an org, they'll bring in their own priors about how to operate, how to communicate, and what sort of behavior is looked-up to. Despite rapid changes, in this post I explain how you can implement anti-fragile cultural principles—principles that help your team fix their own problems, often arising from growth and scale, and help the org continue to do what made it successful in the first place. This is based partially on my experience at Wave, which grew to 2000+ people, but also tons of other reading (top recommendations: Peopleware by DeMarco and Lister, Swarmwise by Rick Falkvinge, High Growth Handbook by Elad Gil, The Secret of Our Success by Henrich, Antifragile by Nassim Nicholas Taleb, as well as Brian [...] ---Outline:(01:13) Common Problems(05:00) Write down your culture(06:25) That said, you don't have to write everything down(08:37) Anti-fragile values I recommend(09:02) Mission First(10:51) Focus(11:32) Fire Fast(12:58) Feedback for everything(13:50) Mutual Trust(15:48) Work sustainably and avoid burnout(17:42) Write only what's new & helpful--- First published: August 21st, 2025 Source: https://forum.effectivealtruism.org/posts/mLonxtAiuvvkjXiwq/the-anti-fragile-culture --- Narrated by TYPE III AUDIO.

In this episode, Rick Mayo is joined by Chamberlynn to discuss the launch of Alloy's game-changing Learning Management System (LMS). Built entirely in-house, this LMS sets a new standard in fitness franchising by delivering a blend of tactile, visual, and interactive content to ensure new hires understand not just what Alloy does, but why it matters.Chamberlynn, who led the initiative, unpacks the year-long process of curriculum development, testing, and design. Besides education, the LMS is a culture primer for new coaches and managers. The system is a must-complete before any in-person HQ training and is designed to make onboarding scalable and consistent across locations.The episode also touches on how the LMS strengthens Alloy's core mission of delivering personalized care at scale. From operations to programming to client experience, this system covers it all.

Organizational transformation expert Bree Groff, author of a new book called “Today Was Fun: A Book About Work (Seriously),” tells how fun in the workplace is about more than morale – it's the key to building a successful business. Then, journalist Heather Clark's discovery of her grandfather's WWII scrapbook led to a literary novel that asks difficult questions about love, guilt, and healing.

Hey CX Nation,In this week's episode of The CXChronicles Podcast #263, we welcomed Maxime Marchand, Senior Director of Product Management at GoTo based in Montreal, Quebec, Canada. As the leader in cloud communications and IT, GoTo addresses real-world challenges with practical innovations and a customer-first mindset. They offer secure, reliable, and AI-enabled solutions that are simple to adopt for small and midsize businesses and scalable to enterprises worldwide. Customers around the world rely on our products—GoTo Connect, LogMeIn Rescue, LogMeIn Resolve, GoTo Webinar, Grasshopper, and more—for consistent high performance and unbeatable uptime on any device.In this episode, Maxime and Adrian chat through the Four CX Pillars: Team, Tools, Process & Feedback. Plus share some of the ideas that his team at GoTo think through on a daily basis to build world class customer experiences.**Episode #263 Highlight Reel:**1. Organizational alignment through product management  2. The journey from engineer to CX leader  3. How speed, alignment & focus create growth opportunities 4. One-stop platform for managing customer communications 5. Constant customer listening to drive growth Click here to learn more about Maxime MarchandClick here to learn more about GoToHuge thanks to Max for coming on The CXChronicles Podcast and featuring his work and efforts in pushing the customer experience & customer success space into the future.If you enjoy The CXChronicles Podcast, stop by your favorite podcast player hit the follow button and leave us a review today.For our Spotify friends, make sure you are following CXC & please leave a 5 star review so we can find new listeners & members of our community.For our Apple friends, same deal -- follow CXCP and leave us a review letting folks know why you love our customer focused content.You know what would be even better?Go tell one of your friends or teammates about CXC's content,  strategic partners (Hubspot, Intercom, & Zendesk) & On-Demand services & invite them to join the CX Nation!Want to see how your customer experience stacks up to others, ask us about the CXC Healthzone, an intelligence platform that shares benchmarks & insights from companies across the world. Huge thanks for being apart of the "CX Nation" and helping customer focused business leaders across the world make happiness a habit!Reach Out To CXC Today!Support the showContact CXChronicles Today Tweet us @cxchronicles Check out our Instagram @cxchronicles Click here to checkout the CXC website Email us at info@cxchronicles.com Remember To Make Happiness A Habit!!

Send us a textThis episode is hosted by Josh Blum, Chris Stewart,  and John Vance.We want your helmet (for the AVB CTC)! Check this out to find out more: https://www.youtube.com/watch?v=Qg5_ZwoCZo0Sign up for the B Shifter Buckslip, our free weekly newsletter here: https://lp.constantcontactpages.com/su/fmgs92N/BuckslipShop B Shifter here: https://bshifter.myshopify.comAll of our links here: https://linktr.ee/BShifterPlease subscribe and share. Thank you for listening!This episode was recorded on August 13, 2025 in Orlando, Florida at Fire Rescue International.The B-Shifter podcast explores the critical importance of risk management on the fireground and how it integrates with strategic decision-making for safer, more effective operations.• Risk management follows Brunacini's risk management model: risk a lot to save lives, risk a little for property, risk nothing for what's already lost• Effective risk assessment requires understanding critical fireground factors including building construction, fire behavior, and occupancy• Risk perception changes as firefighters promote through the ranks, shifting from personal risk acceptance to responsibility for others• Strategic decisions must be reevaluated throughout the incident as conditions change or new information becomes available• Organizational culture around risk management must extend beyond emergency scenes to daily operations and training• A systematic approach to command ensures consistent, safer operations compared to the "we've always done it this way" mindset• Fire departments often implement better systems only after experiencing line-of-duty deaths instead of learning from others' experiences• Continuous improvement requires honest assessment of all incidents, not just those with negative outcomesCome visit the B-Shifter team at FRI in Orlando at booth 1151 in the Tech Zone. Register to win free passes to the Hazard Zone Conference in Sharonville, Ohio.

Somya Mehra: From Top-Down to Collaborative—Reimagining Organizational Restructuring Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. During a business unit split and reorganization focused on creating smaller teams, Somya and her fellow Scrum Masters were invited to create the new structure process. After hearing feedback that teams felt excluded from previous changes, they decided to include teams in the reorganization process to give them a sense of control. They started by asking top management for constraints, then applied them to see what was possible. They facilitated workshops with Product Owners to divide the product portfolio and determine team assignments, ensuring people felt involved in the change process. Self-reflection Question: When leading organizational change, how do you balance the need for structure with giving teams meaningful input into decisions that affect them? [The Scrum Master Toolbox Podcast Recommends]