Podcasts about organizational

Podcast Notes   Episode 476 The Most Important Question (Rebroadcast) Hosts: Brian Miller, PCC and Chad Hall, MCC Date: July 31, 2025 In this episode, the hosts dive into the deceptively powerful question: "What's the simplest way to do it?" Inspired by Pat Flynn and Tim Ferriss, the conversation explores how simplicity can lead to more effective systems, communication, coaching, and even business practices. They share personal anecdotes, client stories, and organizational examples to highlight how a bias toward complexity can hinder progress—and how simplicity often brings clarity, momentum, and better outcomes. Key Highlights: The Power of One Simple Question: The episode centers around the life-altering question from The 4-Hour Workweek—"What's the simplest way to do it?"—and its usefulness in nearly every domain. Simplicity as a Core Value: The hosts argue that while not everything is simple, simple usually beats complex in systems, relationships, communication, and business. Real-World Coaching Applications: They illustrate how overcomplicating coaching systems, like building frameworks or using advanced apps, can stall progress—sometimes it's better to just start and build as you go. Organizational and Institutional Over-Complexity: From school systems to churches to marketing strategies, the episode uncovers how institutions often lose sight of their core mission by adding unnecessary layers of complexity. Simplicity in Marketing and Sales: The discussion wraps with advice on making client acquisition simpler—often it's not about having the perfect website or funnel but about having real conversations and asking directly. Takeaways: Ask the Simplicity Question Often: "What's the simplest way?" is a powerful coaching and decision-making tool that can cut through clutter and increase effectiveness. Avoid the Sophistication Bias: Organizations and individuals often equate complexity with value—but simplicity often leads to better results. Manual is Okay (at First): Starting small, personal, and manual—like texting clients—is not just acceptable but often preferable until scale demands more. You Don't Need a Full Framework to Start: Just start coaching. You can build the structure as you go. Talk to People: In both coaching and fundraising, the simplest and often most effective path is direct communication—just ask. Stay Connected: Website: coachapproachministries.org Email: info@coachapproachministries.org LinkedIn: http://www.linkedin.com/company/coach-approach-ministries Facebook: https://www.facebook.com/coach.approach.ministries Youtube: https://www.youtube.com/@coachapproachministries7538 Follow us on social media for updates and resources!

Anamaria Ungureanu: Practical Strategies for Organizational Tool Rollouts 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. Anamaria shares her approach to successfully implementing JIRA across an organization by focusing on practical value rather than forcing adoption. Her strategy involved identifying early believers within teams, conducting open discussions to gather feedback, and demonstrating concrete benefits like improved dependency management. Rather than trying to convince resisters, she concentrated on working with willing teams to showcase the tool's value, providing real-time support during implementation, and ensuring team members felt supported throughout the transition. Her method emphasizes being present to answer questions immediately and building momentum through successful early adopters. Self-reflection Question: When leading organizational change, how do you balance addressing resistance with amplifying the voices of those ready to embrace new approaches? [The Scrum Master Toolbox Podcast Recommends]

Freunde zu supporten, bedeutet auch, ihnen einen Safe Space zu bieten. Ilija ist dankbar für seine Freundin Laura, bei der er sich sicher fühlt. Eine Soziologin und ein Psychologe sagen: Reflexion und Privilegien-Check sind wichtig für gute Allys.**********Ihr hört: Gesprächspartner: Ilija, hat als queere Person in Laura eine Ally gefunden Gesprächspartnerin: Janine Dieckmann, Sozialpsychologin am Institut für Demokratie und Zivilgesellschaft in Jena, forscht zu Allyship Gesprächspartnerin: Tobias Herrmann-Schwarz, klinischer Psychologe, hat sich auf die Beratung queerer Menschen spezialisiert Autor und Host: Przemek Żuk Redaktion: Ivy Nortey, Stefan Krombach, Nina Bust-Bartels Produktion: Susanne Beyer**********Quellen:Namer, Y. et al. (2024). Intersectional Challenges to Cohesion? On Marginalization in an Inclusive Society. Campus Verlag, Frankfurt am Main.Pereira-Jorge, I. et al. (2025). Organizational norms and gender identity contexts shape when pronoun-sharing is perceived as disingenuous allyship: Evidence of a normative eclipsing effect. Journal of Experimental Social Psychology, 120.Knott-Fayle, G., Kehler, M., & Gough, B. (2023). Navigating allyship: straight and queer male athlete's accounts of building alliances. NORMA, 19(2), 80–95.Pietri, E.S. et al. (2024). A framework for understanding effective allyship. Nat Rev Psychol 3, 686–700.Cumming-Potvin, W. (2023). LGBTQA+ allies and activism: past, present and future perspectives. Continuum, 38(3), 338–352.**********Mehr zum Thema bei Deutschlandfunk Nova:Das queere ABC – Teil 1: "Niemand in der Community sagt 'divers'"Allyship: So werden Männer gute Verbündete für FrauenQueer auf dem Land: Wie wir unsere Community finden**********Den Artikel zum Stück findet ihr hier.**********Ihr könnt uns auch auf diesen Kanälen folgen: TikTok und Instagram .**********Meldet euch!Ihr könnt das Team von Facts & Feelings über Whatsapp erreichen.Uns interessiert: Was beschäftigt euch? Habt ihr ein Thema, über das wir unbedingt in der Sendung und im Podcast sprechen sollen?Schickt uns eine Sprachnachricht oder schreibt uns per 0160-91360852 oder an factsundfeelings@deutschlandradio.de.Wichtig: Wenn ihr diese Nummer speichert und uns eine Nachricht schickt, akzeptiert ihr unsere Regeln zum Datenschutz und bei Whatsapp die Datenschutzrichtlinien von Whatsapp.

What if burnout isn’t caused by working too much—but by caring too much without the right systems to support you? In this episode of Engineer Your Success, Dr. James Bryant talks with Peter Atherton, leadership consultant and former engineering firm principal, about high-performance burnout and building sustainable leadership. From the hidden signs of disengagement to reclaiming agency and purpose, Peter shares a proven, practical approach to transforming burnout into impact. You'll discover how to spot burnout before it takes over, how to lead without falling into the “hero on a hamster wheel” trap, and why time ownership is the most powerful skill no one teaches. Whether you're a technical leader feeling stretched too thin or a high achiever seeking a healthier path forward, this episode will help you build a career that works—for you and those you lead.

Organizational psychologist and University of New Hampshire professor Vanessa Urch Druskat has spent decades studying what separates the best teams from the rest. Spoiler: It's not hiring superstars. It's about creating emotionally intelligent norms.

Finding meaning at work impacts organizational culture.Organizational culture impacts our ability to retain and hire the necessary talent for our mission driven organizations.Finding talent to fill our key positions is essential to the success of our "organizations that matter".In this week's episode, I discuss this phenomenon cut against the backdrop of the rapidly changing (i.e., for-profitization) of the hospice industry.

Let's be real—every shop says they make quality parts. But doing it consistently? That's a whole different game. In this episode of the MakingChips Machine Shop MBA series, we break down what it actually takes to build—and sustain—excellence in quality control. From quoting parts you can actually make, to in-process inspections, to how your shipping paperwork could delay your cash flow, this episode covers the full spectrum. We dive into real-world strategies for building quality into every step of the process—from the first RFQ to the final shipment. We talk about ownership, team structure, risk-based IPC strategies, final inspections, and how a simple $100 reward created a culture of accountability on the shop floor. Whether you're building your first quality system or tightening up an already dialed-in process, this conversation will challenge you to think beyond just tolerances and calipers. You'll hear how quality isn't just about measuring—it's about quoting smarter, communicating across departments, and building a shop culture where excellence is everyone's job. This episode is packed with sharp insights and real-world stories from three shop leaders who know what it takes to deliver consistent, swit-level quality. Segments (0:50) Get excited for Top Shops 2025! (1:14) Why listening to MakingChips is SWIT (2:40) Why quality starts in quoting—before a chip is ever made (4:36) Aligning your manufacturing plan with your quality plan (6:35) Why you should track which tool cuts which feature (7:23) Probing vs. offline inspection: finding the right balance (8:27) Should quality report to operations? (Organizational insights) (11:41) Why balloon drawings still matter—and the tools to make it easier (14:30) Incoming and outgoing inspections for outside processing (16:48) When (and why) to keep quality in-house (17:41) First articles, first parts, and final inspection clarity (20:18) Grow your top and bottom line with CLA (20:57) Should machines sit idle during inspection? Risk vs. throughput (22:47) Calibration musts: Why you can't trust dropped tools (24:08) Catching bad tolerances before they hit the floor (26:00) Deviation requests: When it's worth asking (27:00) Rotating inspection plans and in-process strategies (29:53) Building inspection frequency around quantity and value (30:35) Peer checks and the $100 bill that changed everything (32:05) What “final inspection” really means at Hill Manufacturing (36:02) When paperwork mistakes delay payment—and damage quality ratings (37:37) Systematizing delivery to meet each customer's expectations (39:16) The bottom line? Quality is everyone's job (40:21) 3 reasons to check out Buy the Numbers Resources mentioned on this episode Get excited for Top Shops 2025! Grow your top and bottom line with CLA High QA Lights Out Automation Trap Series Connect With MakingChips www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube

Send us a textWe 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!Nick Brunicini, Terry Garrison, and Pat Dale examine the vital connection between internal department culture and external customer service in the fire service.• Core services involve technical aspects of firefighting while added value services humanize customer interactions• Customers rarely write letters about equipment or tactics but frequently comment on how firefighters made them feel• Treating members of the organization with kindness and respect creates the foundation for excellent public service• Leadership must consistently model the expected behaviors and hold everyone accountable to the same standard• The "push broom story" demonstrates how leadership decisions either support or undermine organizational culture• Being nice doesn't mean avoiding accountability—it means addressing issues with dignity and respect• Effective leaders establish personal authority through consistent behavior rather than relying solely on positional power• Organizational culture is shaped by how leadership responds to challenges and treats team members• Modern fire service leadership requires balancing tradition with evolving professional standardsJoin Pat and Terry at this year's Blue Card Hazard Zone Conference, September 29-October 3 at the Sharonville Convention Center near Cincinnati. 

In this episode of In The Breakroom, host Bill Grob (shareholder, Tampa) is joined by Melissa Bailey (shareholder, Washington, D.C.) to discuss the viral Coldplay concert scandal involving high-profile executives. Melissa and Bill discuss the implications of workplace relationships, the importance of HR integrity, and the legal ramifications for companies, including the PR and financial consequences of going viral. Tune in to hear their analysis on how employers should navigate these tricky situations and the broader impact on organizational trust and culture.

Episode Overview Retailers recognize the need to transform, but most are missing the crucial first step. In this episode of Talk Retail to Me, Parker Avery's Dan Wittner joins Snowflake's Freddy Guard for a candid discussion about one of the most underestimated barriers to retail innovation: disconnected, messy, and misgoverned retail data. Whether it's launching AI initiatives, reshaping supply chains, or reimagining omnichannel experiences, true retail transformation begins with a solid data foundation. But legacy systems, siloed functions, and a lack of clear governance continue to block progress, even for Fortune 500 retailers. Dan and Freddy break down why transformation fails without clean, connected data and outline how progressive retailers are finally getting it right. From AI-enabled data cleanup to demand planning and inventory visibility, they share actionable steps for retailers ready to transform and realize meaningful, sustainable business results.   Featuring Dan Wittner – Chief Revenue Officer, The Parker Avery Group Freddy Guard – Industry Principal, Retail & Consumer Goods, Snowflake   Key Takeaways Transformation begins with data. No technology can deliver ROI without a clean, unified data foundation. Retail is at an inflection point. Channel complexity, evolving shopper behavior, and economic volatility demand better data visibility and governance. Data strategy must be a business strategy. Aligning IT and business objectives is crucial for driving meaningful change. Start small to scale fast. Break inertia by focusing on a high-impact use case, then use that momentum to drive enterprise-wide transformation. AI is no longer the barrier. With modern tools, data cleanup and governance are now finally scalable, enabling faster decision-making and smarter planning. Organizational change management is critical to successful transformation. Technology alone doesn't transform a business; people and culture do. Success requires vision and leadership. Winning retailers are pairing strategic roadmaps with empowered business champions to drive sustainable change. Episode Highlights Why retailers must rethink data as a transformation enabler, not just a technical asset The disconnect between AI hype and data reality How legacy thinking is holding back progress What meaningful change looks like, from inventory chaos to demand-driven agility Real-world case study: how a global grocer unlocked enterprise-wide transformation by modernizing data Why transformation efforts fail without business alignment and culture change How to build the right capabilities roadmap: assessment, strategy, and execution Related Content & Resources Video Replay on YouTube:  https://youtu.be/j7GJLoeOEmM   Parker Avery Retail Consulting Services https://parkeravery.com/retail-consulting/   Learn more about Snowflake http://www.snowflake.com/   Blog Post |  Optimizing Data Readiness for AI in Retail https://parkeravery.com/optimizing-data-readiness-for-ai-in-retail/   Talk Retail to Me Podcast | Winning with Data and Hyper-Localized Assortments https://parkeravery.com/winning-with-data-and-hyper-localized-assortments/   Insights | The Expert Guide to Data Governance in Retail https://parkeravery.com/data-governance-in-retail/   Case Study | New Strategy for Master Data Supports Core Merchandising Transformation https://parkeravery.com/industry-experience/new-strategy-for-master-data-supports-core-merchandising-transformation/

In this episode, Ricardo discusses a case involving the CEO of Astronomer, who was caught with a subordinate during a concert, leading to both of their departures from the company. The episode highlights three main lessons: (1) A leader's reputation is a strategic asset, directly linked to the company's image. (2) There is no longer a separation between personal and professional life; behavior outside of work also impacts the organization. (3) Organizational culture begins with leadership, and misconduct can compromise the company's governance and credibility. The case serves as a warning about how individual attitudes can negatively impact projects, teams, and business broadly and immediately. Listen to the podcast to learn more!

Welcome to episode 83 of the Get Hired Up! podcast, Mastering Game Theory in the Boardroom with Robin Dreeke. Robin is a distinguished author and retired FBI agent, and he's widely recognized for his expertise in the field of counterintelligence and behavior analysis. With an illustrious career that includes serving as the chief of the counterintelligence division's behavioral analysis program, Robin has dedicated his life to understanding human behavior and its impact on security and intelligence operations. Drawn upon his extensive experience and deep understanding of human psychology, Robin has authored numerous groundbreaking works that have garnered critical acclaim.In addition to discussing his latest book, Unbreakable Alliances: A Spy Recruiter's Authoritative Guide to Cultivating Powerful and Lasting Connections, we'll also discuss how individuals and organizations can enhance their communication skills, build strong relationships and navigate complex social dynamics.9:03 Game Theory12:24 Stranger Relationship14:45 Feeling Safe in the Board17:53 No failure only feedback18:02 Organizational red flags20:46 Situational awareness25:11 Broken trust33:14 JV's and Game Theory36:41 Mastering behavior45:29 Four pillars of trust48:15 Definition of a Spy49:14 Nancy Grace & True CrimeWestgate Executive BrandingOur Main Event!Listen on SpotifyListen on Apple Podcasts

Have you ever felt like a fraud or doubted your accomplishments? In this episode, Kevin welcomes Aoife O'Brien to discuss the often-misunderstood phenomenon of imposter syndrome. Aoife shares research that led her to identify five distinct imposter identities: The Overachiever, The Comparer, The People Pleaser, The Procrastinator, and The Success Fearer, and explains how these behaviors show up and affect individuals and teams. They also talk about how common imposter syndrome is in the workplace, how it can hurt performance and confidence, and how leaders can recognize and support team members who might be struggling. Aoife also introduces her simple ABCDE framework as a practical tool for overcoming imposter thoughts. Listen For 00:00 Intro to Imposter Syndrome 00:30 Welcome to the Remarkable Leadership Podcast 01:25 Kevin introduces his book “Flexible Leadership” 02:10 Introducing Aoife O'Brien 03:00 Aoife's professional journey and inspiration 05:00 Organizational culture and work fulfillment 06:00 Connecting imposter syndrome to workplace happiness 07:00 Aoife's personal imposter syndrome story 08:30 Being featured in a national newspaper 10:00 Defining imposter syndrome 12:00 The impact on individuals and teams 13:00 Imposter syndrome vs. confidence 14:00 How widespread is imposter syndrome? 15:30 Common triggers and barriers 17:00 What leaders can look for in team behavior 18:40 Examples of behavior linked to imposter syndrome 20:00 Real-world feedback from the audience 21:20 Aoife's 5 Imposter Identities 23:15 The Overachiever 23:45 The Comparer 25:20 The People Pleaser 26:15 The Procrastinator 28:00 The Success Feeler 30:00 Aoife's ABCDE Framework 31:00 Acknowledge 31:40 Build Belief 32:30 Courageous Action 33:30 Do It Anyway 34:00 Everyday Practice 35:00 What Aoife does for fun 35:50 What Aoife is reading 36:30 Where to find Aoife online 38:00 Kevin's “Now What?” challenge to listeners Aiofe's Story: Aoife O'Brien founded Happier at Work in 2019 because she witnessed firsthand the impact of poor workplace culture on both organizations and employees. Using her research-based Happier at Work framework, she partners with Global Talent & HR Leaders to cultivate human-centered workplace cultures that prioritize wellbeing, career growth, and meaningful impact. She supports employees to build their confidence, gain career clarity and reach their full potential, while driving increased engagement and retention in organizations. Her clients hire her to speak, train and deliver corporate programs. She has worked with global organizations like Meta, MSD, Ciena, AbbVie, Logitech, and HubSpot. Her award-winning podcast, Happier at Work®, has a global audience of over 125k. This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos.  Book Recommendations The Happiness Trap (Second Edition): How to Stop Struggling and Start Living by Russ Harris  Flexible Leadership: Navigate Uncertainty and Lead with Confidence by Kevin Eikenberry Like this? Love Your Imposter with Rita Clifton Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes    Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP  

In this no-holds-barred solo rant, AJ peels back the layers of what's really driving (or stalling) organizational transformation in 2025. This one's for the CHROs, COOs, and strategic operators who are actually in the trenches—grappling with reorgs, AI adoption, middle management drag, and sluggish decision-making structures that choke scale and stunt innovation.With 75% of orgs facing workforce shifts and 51% of HR leaders citing slow decision-making as their biggest barrier to transformation, AJ delivers a fast-paced breakdown of what must change—now. From internal talent marketplaces to AI-assisted decision tools, cross-functional pods to change ambassadors, he challenges leaders to radically reimagine autonomy, accountability, and alignment.This episode is part sermon, part strategy blueprint, part organizational therapy—and all fire. If your org is scaling, stalling, or somewhere in between, there's a playbook hidden in this episode that you need to hear.

In this episode of Learning Matters, we sit down with Adam Hickman, VP of Organizational and Employee Development at Partners FCU, to explore what truly makes a great leader in today's workplace.From his early days cleaning flea markets to leading L&D strategy for a Disney-affiliated credit union, Adam shares his real-world insights on leadership transitions, practical applications of AI in learning, and why grit and gratitude are the keys to long-term success.We discuss:✔ What separates good managers from great ones✔ The overlooked skill of decision-making in leadership✔ Practical ways AI is transforming L&D today✔ The truth about hybrid work and generational myths✔ How to build career pipelines that actually work✔ Why “coaching” should be at the core of every leadership rolePlus, Adam gives us a behind-the-scenes look at his book Grit and Gratitude and shares advice he'd give his younger self. Whether you're in HR, L&D, or just trying to grow as a leader, this is an episode you don't want to miss.Connect with Adam Hickman on LinkedIn: https://www.linkedin.com/in/adamghickman/Check out his book: Grit and Gratitude: The Science and Art of a Successful Career LifeCatch up on Adam's writing with Gallup: https://www.gallup.com/people/198032/adam-hickman.aspxStay locked in to Adam's articles with HR Grapevine: https://www.hrgrapevine.com/us/search?keywords=Adam+HickmanAt ttcInnovations, we help businesses create lasting change with immersive learning experiences. Through instructional strategy, design, and content development we empower employee confidence, performance, and results.

Dive into Episode #149 of the Psych Health and Safety USA Podcast with host Dr. I. David Daniels, PhD, CSD, VPS, and special guest Simmone Bowe, leadership development consultant and founder of Limitless Life, a boutique training and HR consulting firm helping business leaders refine people strategy, performance improvement, leadership development, executive and career coaching, and mentorship.Organizational limits can become psychosocial hazards when they create stress, uncertainty, or negatively impact employees' mental well-being. Here's how:• High Job Demands: Excessive workloads, unrealistic deadlines, and constant pressure can lead to chronic stress and burnout.• Lack of Control: When employees have little say in how they perform their work or are given limited decision-making authority, it can lead to frustration and helplessness.• Poorly Managed Organizational Change: Frequent restructuring, downsizing, or mergers without clear communication can cause anxiety and insecurity.• Unclear Roles and Expectations: Conflicting responsibilities or vague job descriptions can lead to confusion and stress.• Limited Support: A lack of social support from colleagues or supervisors can make employees feel isolated and vulnerable.• Inadequate Reward and Recognition: Feeling undervalued or underappreciated can lead to demotivation and resentment.Ms. Bowe's expertise in training, development, HR, and leadership provides a unique perspective on how individuals and organizations can break through these limits to become truly limitless.

Summary In this episode, Dennis and Mark Perna discuss the essential professional skills needed to thrive in an AI-driven workplace. They explore the importance of communication, teamwork, leadership, problem-solving, and other skills that will set individuals apart in the evolving job market. Mark emphasizes that while AI is a powerful tool, it cannot replace the human touch and the unique skills that people bring to the table. The conversation highlights the need for continuous development of these skills to stay relevant and effective in the workplace. Takeaways AI is a tool that enhances human capabilities, not a replacement. Communication skills are paramount in the workplace. Teamwork is essential, especially in remote settings. Verbal and written communication must be clear and effective. Organizational skills help manage personal and professional tasks. Interpersonal skills foster connections and engagement. Computer literacy is crucial for leveraging technology effectively. Leadership is about inspiring and guiding others, not just authority. Problem-solving skills are highly sought after by employers. Attention to detail can prevent costly mistakes and ensure success. 10 Professional Skills You Need To Stay Ahead Of The AI Curve 1. Communication Skills No surprises here. Communication seems to top every list of soft skills ever compiled. The ability to communicate clearly prevents costly misunderstandings and mistakes, reducing frustration and burnout on teams. Clear communication not only allows you to convey your ideas and needs effectively, but also helps you listen actively to what others are saying. It's little wonder that this skill is in such high demand across all industries. 2. Effective Teamwork Whether you work in person or remotely, the quality of the team you're on can make or break your experience. Strong teams are simply more effective than those distracted by infighting or simply disengaged. That's why being able to work well with others is a skill that will elevate you above other candidates. The good news is, you can practice being a strong team member even if others on your team aren't by taking initiative. 3. Verbal Communication It's interesting that among the top four soft skills Pearson uncovered, three have to do with communication. Verbal communication is growing in value while return-to-office mandates increase, bringing employees into face-to-face contact perhaps more than any other time in the last five years. Being able to communicate effectively in person isn't just about how well you speak. It's also how well you make eye contact, listen to others and express interest in their point of view. 4. Written Communication AI can write everything for us these days, right? No. It is my belief that no matter how good AI gets, there will always be a premium placed on words written solely via human agency. Even if we do use AI-generated content as a starting point, it can only produce what we tell it to. Organizing ideas, composing a compelling argument and putting the final touches on a written work are human-level skills we all still need. Being able to compose and communicate your thoughts effectively will never become obsolete. 5. Organizational Skills We live distracted lives and many of us toggle between personal and professional tasks many times a day, or often, many times an hour. Executive function, or those cognitive skills which help us organize our lives by managing tasks, planning ahead and problem solving, is key to staying on top of everything we have to get done. Organized individuals have good executive function and can adapt to and prioritize the needs of the moment. 6. Interpersonal Skills I frame interpersonal skills as the ability to create and sustain human connection. To connect with someone is to make them feel seen, heard and valued. No matter how brief or sustained their interaction with you, it means you make others feel their thoughts and feelings matter to you. Strong interpersonal skills encourage increased motivation, engagement and a positive attitude about whatever you need to accomplish together. Simple ways to connect with others more effectively with those in your sphere is to practice eye contact, active listening and validation of what they're saying. It doesn't mean you have to agree with it, but let them know their perspective is worth hearing. 7. Computer Literacy Is this tech skill really a professional skill? I believe so, because what's the purpose of using a computer? Somewhere, somehow, everything we do online ultimately affects others. Computers exist to help humans. Your ability to navigate the digital world with ease allows you to be a better team member because you can focus on the work and people at hand, rather than the mechanics of using the technology. 8. Leadership Skills Leadership is not about the title you hold. Anyone who influences others in a positive direction is a leader. We need more people like this. While only 6% of Gen Z workers aspire to senior leadership roles within their organization, that will not prevent them from exercising the core skills of great leaders: vision, purpose, negotiation, empathy, teamwork, communication and more. In a way, all professional skills are on display in great leadership. It's the skill that requires all the rest in order to be effective. 9. Problem Solving Before I hire someone, one of the most important skills I look at is their ability to solve problems. Every day presents a new set of challenges to overcome and employers need people who can tackle these problems without a lot of handholding. Though critical thinking is a vital component to good problem solving, I find that it's more about the attitude people bring to problems than their actual abilities to solve them. A smart, tech-y person who nevertheless displays a give-up attitude in the face of challenges is not a problem solver. We should all strive to meet problems head-on and work proactively on a solution before leaning too heavily on those around us to solve it. 10. Attention To Detail I'm thrilled this skill made the top 10 because it's one that I prize in every member of my own team, and I don't think it gets enough attention. Attention to detail is what sets the great apart from the good. People who are motivated to pursue perfection in the small things are the ones who produce the best work. Details matter and can make all the difference in the final result. That said, I'm not advocating for perfectionism, but I will advocate all day for caring enough about the outcome to get the details right. People who care at that level about the work they produce are in high demand.

Angela Lapovsky, a seasoned business strategy and operations consultant and Fractional COO with over 15 years of experience driving transformational change and sustainable growth. As Founder of ARL Elevate, Angela helps organizations and teams across a variety of industries translate the vision for their business into reality by helping them solve complex business problems and creating a business strategy to target those challenges. Angela specializes in enhancing operational effectiveness, leading change initiatives, and empowering leadership teams through Fractional COO support, project-based services, and as a strategic advisor. Drawing on her deep expertise across Fortune 500 companies as well as small businesses, Angela brings a collaborative and results-driven approach to navigating organizational shifts

This week, Anne chats with special guest Dr. Tyler Amell, about the science behind the aging process .

By request, a special episode on how I've seen ADHD manifest in women! Organizational issues, impulsivity, hyperfocused courtship and dramatic drop out of the honeymoon stage, and more!Subscribe if you love the DPM show! https://creators.spotify.com/pod/show/drpsychmomshow/subscribe and you'll get all my awesome bonus episodes! Most recent: "Chat GPT Has MASSIVE LIMITATIONS As A Therapist."For my secret Facebook group, the "best money I've ever spent" according to numerous members: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/groups/drpsychmom⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠For coaching from DPM, visit https://www.drpsychmom.com/coaching/For therapy or life coaching, contact us at https://www.bestlifebehavioralhealth.com/

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.Want to help shape TED's shows going forward? Fill out our survey!For a chance to give your own TED Talk, fill out the Idea Search Application: ted.com/ideasearch.Interested in learning more about upcoming TED events? Follow these links:TEDNext: ted.com/futureyou Hosted on Acast. See acast.com/privacy for more information.

Organizational adjustments at the NCAA office, House plaintiffs attorneys stack cash and more.We would love to know what you think of the show and you can let us know on social media @D1ticker.If you are not subscribed to D1.ticker, you can and should subscribe at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.d1ticker.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.

7.10.25 Hour 2, Kevin Sheehan, Producer Max and callers give their picks for Commanders players that are locks for the NFL Top 100 list and which Commander will be ranked the highest. Barry Svrluga from The Washington Post joins the Kevin Sheehan Show to discuss the direction of the Nationals organization and structure after the firings of Davey Martinez and GM Mike Rizzo.

Pascal Papathemelis: Selecting the Appropriate Agile Values for Organizational Impact 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. Pascal defines success for Scrum Masters through his recent mantra of "effectiveness over efficiency," "outcome over output," and "create value for the customer." Working with a client introducing a new digital platform, he focuses on understanding the value for both the organization and end customers while minimizing confusion in the process. Pascal emphasizes the importance of ensuring work sustainability over time by focusing on Agile values and principles and their deep understanding. He customizes the Agile Manifesto's values and principles for each organization, such as focusing on customer value, collaboration, and constant learning. Pascal strategically highlights the principles and values that address the biggest challenges facing the organization at any given time, making Agile concepts relevant and actionable for the specific context. Featured Retrospective Format for the Week: Sailboat Pascal recommends the sailboat retrospective as his preferred format, though he emphasizes that the choice depends on context and team focus. He values this metaphor-based retrospective because it helps teams discuss critical aspects of their work through different perspectives. The sailboat format allows teams to explore what propels them forward (wind), what holds them back (anchors), what they need to watch out for (rocks), and their destination (island). Pascal also uses timeline retrospectives and stresses the importance of varying retrospective formats to prevent teams from falling into routine patterns that might limit their ability to bring fresh insights to their work. He believes that good data and effective visualization are essential components of any successful retrospective format. Self-reflection Question: How effectively are you customizing Agile principles to address your organization's specific challenges and context? [The Scrum Master Toolbox Podcast Recommends]

Our guest today is Roger Mayer, one of the most influential scholars in the field of trust and co-creator of a widely cited model of organizational trust. After attending Roger's presentation at the FINT Conference in Genoa, Italy, podcast host Severin de Wit sat down with him for a conversation on the evolving nature of trust and the surprising role that suspicion plays within it. The conversation begins with two striking images from Mayer's FINT talk: HAL 9000, the eerily calm AI from the movie "2001: A Space Odyssey", and the Shoggoth, a chaotic, shapeshifting creature recently adopted as a meme in AI circles. Mayer uses these metaphors to illustrate a central dilemma: as AI systems become more powerful and autonomous, how do we trust something we don't fully understand? Mayer introduces the concept of state-level suspicion, based on research by Bobko, Barelka, and Hirshfield. He explains that suspicion isn't just a gut feeling; it's a cognitive state involving uncertainty, heightened awareness, and the perception of possible harm. Far from being purely negative, suspicion may serve as a protective and even constructive force in complex organizational settings. A major focus of the episode is what Mayer calls Organizational Dissociative Identity Disorder (ODID). In this phenomenon, organizations send conflicting signals to employees, behave inconsistently, or act as if they have “multiple personalities.” Whether caused by mergers, mission drift, or rogue internal actors, ODID can undermine trust and leave employees feeling destabilized. Roger discusses how AI can further complicate this dynamic when its decision-making processes are opaque or misaligned with human expectations. Roger Mayer previously appeared on TrustTalk in our March 13, 2024 episode, where we explored the foundations of his trust model. In this follow-up conversation, we focus on the emerging tensions between trust, technology, and organizational coherence.

Send us a textIn nonprofit storytelling, there's often a disconnect between the trauma-informed and ethical practices we aspire to and the systems we're working within. Many of us feel the urgency to do less harm and tell stories with greater care, but when trauma-informed storytelling meets organizational resistance, it can be hard to know where to begin. Today's guest, Dallase Scott, brings clarity and encouragement to that exact moment.Dallase is the founder of Trust, a consulting firm that helps organizations navigate change with empathy, transparency, and strategy. She has supported more than 40 institutions, including Yale, Columbia, and Brown, along with collective impact initiatives like the Boston Green Ribbon Commission. In this conversation, we explore how nonprofit leadership can become more open to trauma-informed storytelling practices, how storytellers can influence from within, and what it takes to make trauma-informed storytelling part of your organizational culture.About Dallase ScottAs founder of Trust, Dallase Scott brings a wealth of expertise and training in strategy, organizational design, change management, and design thinking that is unique in the field of sustainability consultants. Her balance of empathy, transparency, and structured engagement makes her a sought-after facilitator who provides customized support to guide stakeholders through an engagement and decision-making process that meets the needs and long-term vision of the institution. Clients value her personalized facilitation and engagement processes, carefully designed to strengthen the talent and capabilities which already exist in client organizations. Over the past 15 years, Dallase has engaged faculty, students, staff, and senior administrators at over 40 higher education institutions, including Brown University, Tufts University, Yale University, University of Florida, Dartmouth College, Columbia University, and Princeton University. She has also supported many cohorts and alliances looking to use their collective impact to tackle larger, complex projects that overcome systemic barriers, such as the Boston Green Ribbon Commission, North Texas Food Policy Alliance, and the Ivy+ Sustainability Consortium, among others.Connect with Dallase ScottTrust | Growing Trust Series | Instagram About Host Maria Bryan Maria Bryan is a trauma-informed storytelling trainer. She helps nonprofit leaders tell powerful and impactful stories that resist harm. Maria has over fifteen years in marketing communications in the public sector. She has a Master's Degree in Public Administration, a Bachelor's Degree in Journalism, and is professionally certified in Trauma & Resilience, Trauma-Informed Space Holding, Trauma-Informed Coaching, and Somatic Embodiment & Regulation. Maria is a firm believer that storytellers make the world a healthier, safer, cleaner, and happier place. Connect with MariaSpeaking & Training | LinkedIn | Email

Mastering Disaster Preparedness and Business Continuity: Expert Insights from Kenneth EdmondsIn this episode of The Thoughtful Entrepreneur, host Josh Elledge sits down with Kenneth Edmonds, CEO & Founder of 22nd Century Management, to explore the critical importance of disaster preparedness and business continuity. Kenneth shares his extensive experience helping companies safeguard operations, prevent catastrophic losses, and create actionable strategies for resilience. From cybersecurity threats to natural disasters, this conversation is a powerful wake-up call for any business owner who wants to protect their people, profits, and reputation.Why Disaster Planning Is Non-NegotiableKenneth emphasizes that proactive disaster planning is not just a safety net—it's a business imperative. With 40% of businesses never reopening after a major disaster, the stakes couldn't be higher. He illustrates this with the story of a limousine company that survived 9/11 thanks to a well-executed plan, gaining a competitive advantage while others faltered. Kenneth urges leaders to treat disaster planning as an ongoing process that builds organizational readiness and agility.He breaks down how companies can identify critical functions, assess vulnerabilities, and use tools like AI to inform risk assessments. Kenneth also highlights often-overlooked areas, such as untested data backups and vague communication protocols, that can make or break recovery efforts. His advice: test, revise, and engage your team regularly to ensure your plan is both comprehensive and executable.From creating incident command structures to running simulation drills, Kenneth lays out a roadmap that transforms disaster planning from a dusty binder into a dynamic, life-saving strategy. His expert insights help leaders prepare for the worst while empowering their teams to act with clarity and confidence when crises hit.About Kenneth Edmonds:Kenneth Edmonds is the CEO & Founder of 22nd Century Management and a seasoned disaster preparedness expert. With decades of experience, Kenneth has helped businesses develop comprehensive continuity plans, mitigate risk, and navigate crises with confidence. His work integrates AI-driven assessments, team training, and best-in-class frameworks to help organizations stay resilient in the face of any disruption.About 22nd Century Management:22nd Century Management specializes in disaster preparedness, business continuity planning, and risk mitigation for businesses of all sizes. With a hands-on, customized approach, the firm helps clients protect their operations, empower their teams, and stay competitive even in times of crisis.Links Mentioned in this Episode:Kenneth Edmonds on LinkedIn22nd Century Management WebsiteEpisode Highlights:40% of businesses never reopen after a major disasterKey elements of a comprehensive disaster planReal-world case study: A limo company's survival post-9/11Why cybersecurity insurance and tested backups are crucialBuilding incident command structures and running simulationsConclusionKenneth Edmonds delivers a compelling message: disaster planning isn't optional, it's essential. His strategies help businesses not only survive the unexpected but emerge stronger and more competitive. This episode is a must-listen for leaders ready to safeguard their future...

Is your home packed with emotional baggage... and maybe a few fondue sets you haven't touched since 2003? Organizational expert Tracy McCubbin joins us to talk about the emotional side of clutter—why it builds up, how it weighs us down, and what to do when your sentimental stuff is quietly running the show. Meanwhile, Joe and OG dig into another kind of mess: the billions retirees lose by claiming Social Security too early. Timing isn't just everything—it's the difference between thriving in retirement and wondering where all the money went. In this episode, we cover: Why sentimental clutter is more than just "stuff"—and how to finally let it go. How donating intentionally can breathe new life into your old things (and clear some mental space). The tough conversations adult kids need to have with parents about downsizing and letting go. Strategies to help you avoid making costly Social Security decisions. A surprisingly thoughtful take on the Taco Bell Hotel (yes, it's real... and yes, it sold out in minutes). Plus: a listener question, some truly questionable fashion choices, and one more reason not to hoard your retirement benefits—or your holiday dishes. Learn more about your ad choices. Visit podcastchoices.com/adchoices

ARY ROSENBAUM talks about organizational drift and how that can be a problem for plan providers.

When crisis hits—whether it's a struggling department or the entire organization—your response defines your future. This episode explores how to talk about financial distress without sounding desperate, and how to frame fundraising efforts as strategic, not survivalist. The difference? Donors don't want to save a sinking ship—they want to fuel a mission with momentum. If you can communicate change, trust, and a path forward, you'll do more than survive—you'll transform.

In this episode, The Thoughtful Counselor welcomes Kenneth Edwards to discuss how professional counselors can engage in organizational consulting. Kenneth and contributing host Theo Burnes discuss the multiple ways that counselors can use their skills to facilitate and empower organizational change. Topics addressed include advocacy efforts within professional organizations in counseling, engaging in organizational counseling, and mentoring for students and early career professionals who are interested in professional consultation. For more on our guests, links from the conversation, and APA citation for this episode visit https://concept.paloaltou.edu/resources/the-thoughtful-counselor-podcast  The Thoughtful Counselor is created in partnership with Palo Alto University's Division of Continuing & Professional Studies. Learn more at concept.paloaltou.edu  

In this Episode: Dr. Emi Barresi, Tom Bradshaw, Dhaval Panchal, LindaAnn Rogers   I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Cegarra-Navarro, J.-G., & Martelo-Landroguez, S. (2020). The effect of organizational memory on organizational agility: Testing the role of counter-knowledge and knowledge application. Journal of Intellectual Capital, 21(3), 459–479. https://doi.org/10.1108/JIC-03-2019-0048 Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management, 59(1), 43–61. https://doi.org/10.1002/hrm.21972 Liang, H., Wang, N., Xue, Y., & Ge, S. (2017). Unraveling the Alignment Paradox: How Does Business—IT Alignment Shape Organizational Agility? Information Systems Research, 28(4), 863–879. https://doi.org/10.1287/isre.2017.0711 Lu, Y., & K. (Ram) Ramamurthy. (2011). Understanding the Link Between Information Technology Capability and Organizational Agility: An Empirical Examination. MIS Quarterly, 35(4), 931--954. https://doi.org/10.2307/41409967 Mao, H., Liu, S., & Gong, Y. (2024). Balancing structural IT capabilities for organizational agility in digital transformation: a resource orchestration view. International Journal of Operations & Production Management, 44(1), 315–344. https://doi.org/10.1108/IJOPM-09-2022-0595 Raul ionut riti, Andreea cristina ionică, & Monica leba. (2024). enhancing team and technical agility through safe® methodology and a threedimensional diagnostic approach to antipatterns in the financial industry enhancing team and technical agility through safe® methodology and a threedimensional diagnostic approach to antipatterns in the financial industry. Annals of the University of Petroşani. Economics, 24(2), 95–104. Shafiabady, N., Hadjinicolaou, N., Din, F. U., Bhandari, B., Wu, R. M. X., & Vakilian, J. (2023). Using Artificial Intelligence (AI) to predict organizational agility. PloS One, 18(5), e0283066-. https://doi.org/10.1371/journal.pone.0283066 Spagnoletti, P., Kazemargi, N., & Prencipe, A. (2022). Agile Practices and Organizational Agility in Software Ecosystems. IEEE Transactions on Engineering Management, 69(6), 3604–3617. https://doi.org/10.1109/TEM.2021.3110105 Tallon, P. P., & Pinsonneault, A. (2011). Competing Perspectives on the Link Between Strategic Information Technology Alignment and Organizational Agility: Insights from a Mediation Model. MIS Quarterly, 35(2), 463–486. https://doi.org/10.2307/23044052

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Abi Adamson, founder of the Culture Partnership, shares her journey from a working-class background in London to becoming a leading voice in workplace culture and inclusion. Abby discusses her experiences with bias and elitism in hiring practices, the impact of name bias on job opportunities, and the importance of empathy in addressing workplace challenges. She emphasizes the need for organizational change and the role of psychological safety in fostering inclusive environments. Abi shares her experiences with classism and racism in the workplace, detailing her journey from working in corporate environments to starting her own business. She discusses the challenges women of color face in HR dynamics, the importance of psychological safety in organizations, and the need for an authentic company culture. The conversation also highlights positive changes in workplace culture and Abi's aspirations for the future, including her desire to engage in more speaking opportunities and share her insights on culture and inclusion.Takeaways Abby's background shaped her perspective on workplace culture.Experiences of bias can drive individuals to seek change.Name bias significantly affects job opportunities for people of color.Elitism in hiring practices limits diversity in organizations.Challenging the status quo requires strategic navigation.Organizational change often starts with small, incremental steps.Toxic work environments can be identified through early red flags.Empathy and awareness are crucial in addressing biases.Diversity in the workplace enhances creativity and innovation.Personal experiences can fuel professional passion and purpose. Classism can be as damaging as racism in the workplace.Starting a business was a response to negative experiences in corporate settings.Women of color often face unique challenges in HR dynamics.Psychological safety is crucial for employee well-being.Authenticity in company culture is essential for true inclusion.Positive changes in workplace culture are happening, but more is needed.Organizations must be open and honest about their cultural challenges.Diversity and inclusion initiatives should be genuine, not performative.Career advice: The magic is within you, and you are the MVP.If there's no seat at the table, build your own table. Chapters 00:00 Introduction to Abby Adamson and Her Work03:08 Abby's Journey into the People Business05:59 Experiences of Bias in the Workplace08:59 The Impact of Name Bias on Job Opportunities11:57 Challenging Elitism in Hiring Practices14:58 Navigating Organizational Change17:48 Experiences in a Toxic Work Environment24:53 Confronting Classism and Racism in the Workplace25:56 The Decision to Start a Business29:57 Experiences with HR and Workplace Dynamics34:04 Creating Psychological Safety in Organizations37:56 The Importance of Authenticity in Company Culture44:00 Positive Changes in Workplace Culture49:02 Future Aspirations and Career Advice    

This is the Engineering Culture Podcast, from the people behind InfoQ.com and the QCon conferences. In this podcast, Shane Hastie, Lead Editor for Culture & Methods, spoke to Mark Allen about how engineers can expand their influence through strategic conversations, user-focused development practices, and excellence in incident management. Mark emphasizes the importance of building cross-organizational relationships and working on meaningful problems with positive impact. Read a transcript of this interview: https://bit.ly/4ndTCUL Subscribe to the Software Architects' Newsletter for your monthly guide to the essential news and experience from industry peers on emerging patterns and technologies: https://www.infoq.com/software-architects-newsletter Upcoming Events: InfoQ Dev Summit Munich (October 15-16, 2025) Essential insights on critical software development priorities. https://devsummit.infoq.com/conference/munich2025 QCon San Francisco 2025 (November 17-21, 2025) Get practical inspiration and best practices on emerging software trends directly from senior software developers at early adopter companies. https://qconsf.com/ QCon AI New York 2025 (December 16-17, 2025) https://ai.qconferences.com/ The InfoQ Podcasts: Weekly inspiration to drive innovation and build great teams from senior software leaders. Listen to all our podcasts and read interview transcripts: - The InfoQ Podcast https://www.infoq.com/podcasts/ - Engineering Culture Podcast by InfoQ https://www.infoq.com/podcasts/#engineering_culture - Generally AI: https://www.infoq.com/generally-ai-podcast/ Follow InfoQ: - Mastodon: https://techhub.social/@infoq - X: https://x.com/InfoQ?from=@ - LinkedIn: https://www.linkedin.com/company/infoq/ - Facebook: https://www.facebook.com/InfoQdotcom# - Instagram: https://www.instagram.com/infoqdotcom/?hl=en - Youtube: https://www.youtube.com/infoq - Bluesky: https://bsky.app/profile/infoq.com Write for InfoQ: Learn and share the changes and innovations in professional software development. - Join a community of experts. - Increase your visibility. - Grow your career. https://www.infoq.com/write-for-infoq

“Trust, for me, is the ability to predict someone's behaviour—consistency builds that predictability.” “Excellence isn't the outcome—it's the rigour of the process, even when the result is uncertain.” “You can't sell yourself forever; you have to build trust in the company, not just the founder.” “Being vulnerable as a leader unlocks trust—it gives others permission to be real too.” “Culture is just norms and heuristics—you shape it by consistently rewarding the right behaviours.” Previously Guillaume was the Founder and Managing Director of Wizcorp; Web Development Consultant Helmut; System Engineer, Consultant Lapyx System. He has a Master of Science in Computer Science from Francois Rabelais University Guillaume approaches leadership as a dynamic journey shaped by intuition, experimentation, and personal growth. His early experience of founding a startup in Japan, with no funding and little knowledge of business basics, forged a deep resilience and humility. Over time, he transitioned from instinct-driven decisions to more intentional leadership, grounded in reflection and learning. He discovered that leadership at different company sizes requires entirely different approaches—whereas in a small team the leader is the culture, in larger organisations it's about embedding values and structures that scale. At the heart of his leadership philosophy is trust, which he defines as the ability to predict behaviour. He believes consistency—especially in mood and decisions—fosters trust. Vulnerability plays a critical role too. Initially reluctant to show weakness, he gradually realized that openly admitting what he didn't know allowed his team to connect more deeply with him, and gave them permission to do the same. This emotional openness, he observed, significantly strengthens engagement and authenticity. Guillaume emphasizes the importance of separating the self from the business. Early in his career, he equated client service with personal commitment, sometimes undermining internal cohesion. He later recognized the need to build institutional trust in the company, not just in himself. This meant creating repeatable processes, articulating core values, and ensuring every team member could represent the company with consistency and integrity. He also champions a culture of structured creativity, particularly in high-risk industries like gaming. He views “fun” as an emergent property that can't be predicted or engineered, but must be tested rigorously. Prototypes, constraints, and deliberate iteration are key to fostering innovation while managing risk. Organizational learning, in his view, should focus less on replicating past outcomes and more on documenting and improving the decision-making process. Leading in Japan, Guillaume sees language and cultural fluency not as optional, but essential for trust and influence. He stresses the need to deeply understand local norms and communicate in ways that resonate. For multicultural teams, he believes the leader's job is to define shared behavioural expectations clearly, without relying on implicit cultural assumptions. Ultimately, Guillaume sees leadership as a journey of self-awareness, consistent example, intentional culture-shaping, and the courage to learn publicly.  

Chuck Salvo is the Chief Happiness Architect and culture strategist behind the R.A.V.E. movement —  "Respect and Value Everyone."    With over 30 years of leadership experience, including 15 years at Disney Institute, Chuck has dedicated his career to helping organizations design intentional cultures that drive employee engagement, customer loyalty, and sustainable growth.    He advocates for moving beyond generic slogans, urging leaders to embed respect, connection, and purpose into their company's DNA. Chuck's approach involves conducting in-depth cultural assessments through candid conversations with employees and customers, rather than relying solely on surveys.   He emphasizes the significance of aligning employee experience (EX) with customer experience (CX) to create a cohesive organizational culture.   Chuck believes in blending various organizational elements, such as HR, employee engagement, and customer service, to create a harmonious and effective workplace.   Furthermore, Chuck recommends that leaders be intentional in managing touchpoints throughout the employee and customer journeys.   Website:  Salvo Innovative Solutions, LLC.  LinkedIn: Chuck Salvo    Check out our CEO Hack Buzz Newsletter–our premium newsletter with hacks and nuggets to level up your organization. Sign up HERE.  I AM CEO Handbook Volume 3 is HERE and it's FREE. Get your copy here: http://cbnation.co/iamceo3. Get the 100+ things that you can learn from 1600 business podcasts we recorded. Hear Gresh's story, learn the 16 business pillars from the podcast, find out about CBNation Architects and why you might be one and so much more. Did we mention it was FREE? Download it today!

Episode SummaryCreative teams have the potential to shape culture, drive innovation, and steer brand— but most companies still treat them like a service desk.Emma Sexton has spent over a decade building the one thing most creative leaders don't have: a roadmap to power.As founder of the Inside Out® Community and architect of the Inside Out® Pathway, she's helping in-house leaders move from overlooked execution to boardroom influence.In this episode, Emma joins us to reframe creative leadership as a business-critical multiplier— and reveal the zones of progression that help leaders claim their seat at the table.We talk brand ownership, creative ops evolution, the burnout of CMOs, and why organizations that ignore creative leadership might be leaving their most scalable advantage on the table.Key TakeawaysCreative leadership is a force multiplier—not a production function.The Inside Out® Pathway offers a clear map for in-house teams to grow from executional to visionary.Most teams are stuck in the middle—between delivery and strategy—without a language or framework to rise.Creative ops isn't the star—it's the system that helps leadership scale.AI shifts the baseline—creativity's value now lies in judgment, influence, and strategic decision-making.Passive Listening to Active ThinkingUse these prompts to reflect solo—or spark deep conversations with your team:What part of your identity or leadership style is keeping your team stuck in their current zone?If no one in your org believes creative work can shape business strategy—what have you done to prove them wrong?Are you spending more time defending creative value… or demonstrating it at the business level?If your team had total permission to lead, not just deliver—what would you stop doing first?Who benefits from you staying small?

A vital examination of how social and economic justice organizations overcome resource disadvantages and build political power. Why do some coalitions triumph while others fall short? In Power to the Partners: Organizational Coalitions in Social Justice Advocacy, Maraam A. Dwidar documents the vital role of social and economic justice organizations in American politics and explores the process by which they strategically build partnerships to advance more effective and equitable advocacy. Using original data tracking the collaboration patterns of more than twenty thousand nationally active advocacy organizations, Dwidar evaluates the micro- and macro-level conditions surrounding these groups' successful efforts to collectively shape public policy. Power to the Partners reveals that while organizational advocates for social and economic justice are at a disadvantage in the American lobbying landscape--financially, tactically, and politically--coalition tactics can help ameliorate these disparities. By building and sustaining coalitions with structures and memberships that facilitate clarity, learning, and diverse perspectives, these advocates can successfully--and uniquely--make their mark on American public policy. Dwidar's work offers critical insights for scholars and practitioners alike--from groundbreaking academic findings to evidence-based lessons for political organizers. Maraam A. Dwidar an Assistant Professor of Government at Georgetown University. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/economics

The Learning Leader Show with Ryan Hawk Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Larry Connor is an entrepreneur, non-profit activist investor, and adventurist. In business, he is best known for founding The Connor Group, a real estate investment firm, and growing it from $0 to $5 billion in assets. Outside of work, Larry lives an adventurous life. Within a 12 month period Larry did something that had never been done before. He completed 3 dives to the deepest part of the ocean (the Mariana Trench) AND traveled to the International Space Station as an astronaut. In addition to that, Larry is a private pilot and was part of a Le Mans racing team that has won championships. “At The Connor Group, we don't have, and never will have, a mission statement. We have culture. When you have the latter, the former is not necessary.” The culture is built on 5 core values, on which we don't compromise: Do the right thing People count Live the Circle of Success Think long-term, not short-term Relentless pursuit of excellence “We exist, quite simply, to be the best.” “We don't hire for experience. We don't hire for knowledge. We don't care where you went to school. We hire for personality traits. Especially in leadership roles. You have to have the big 6. You have to have all 6. They are: 1. Be able to motivate and inspire others. 2. Self-accountability and ability to hold others accountable in an honest, direct manner. 3. Organizational multi-tasking. The speed of the game is fast. 4. Cultural fit. 5. Grit. Doing the thing that others say are impossible. 6. Work orientation. If you want to come in at 8:30, take a 90-minute lunch, and leave at 4:30, The Connor Group is not for you. “People never outperform their own self-image. So aim high!” “Mediocre people don't like high achievers and high achievers don't like mediocre people.” “By definition, if you want to be exceptional, you have to be different. If you're like everybody else, you're going to end up like everybody else.” In 2008, Larry said, “We simply decided we weren't going to participate in the global recession.” 3 P's - People, Plan, Process People's performances are measured through daily, weekly, and monthly IAMs (Individual Accountability Meetings). Clear expectations and clear management. When I asked him about becoming a billionaire, Larry immediately jumped to the impact he's having on others. “There are far more important standards than money. How well have you treated your associates? Have you made them better people? How much have you done to help other people? Have you made a difference?” All of that is available to all of us regardless of us being a billionaire or not. The company headquarters are next door to a hangar that houses a working model of the “Wright B Flyer” - The Wright Brothers' first production airplane.

(0:00) Matt McCarthy begins Hour #2 reacting to comments made by former Red Sox Pitcher, Pedro Martinez highlighting the downfall and dysfunctional perception the Red Sox are earning by trading away homegrown Hall of Fame talent. McCarthy continues to highlight the latest Jeff Passan reporting on the Red Sox' internal dysfunction. (10:48) McCarthy breaks down comments made by Craig Breslow regarding the team post-Devers trade. McCarthy holds Breslow in a higher regard than Bloom. More excerpts from the latest Passan piece on Boston. McCarthy discerns that a purge in the front office was warranted and defends Breslow becoming a more empowered General Manager. McTakey manages to take down Theo Epstein's disciples and recommendations. (24:53) McCarthy reports on the Red Sox lineup posted for today's game that features Jarren Duran leading off at DH and Roman Anthony playing LF. Monitoring the Red Sox lineup going forward. McTakey puts Jarren Duran on the trading block if/when the Red Sox become sellers. Talk about the Red Sox youth movement. (33:43) McCarthy follows up on the extensive Jeff Passan report on the Red Sox, this time - Kristian Campbell and his start at 2B on the big league ballclub to begin the season. McTakey rips the team for their premature gloating over Campbell's hot start to the year. ------------------------------------------- FOLLOW ON TWITTER/X: @MattMcCarthy985 | @jorgiesepulveda

Understanding how power works might be the most underrated UX skill. Thomas Wilson shares ways to navigate power, bridge generational gaps, and influence decisions, even when you don't have direct control.Why do some designers influence major decisions while others get ignored? The answer might come down to how well you understand power.You can't influence what you don't understand. In this conversation, I sit down with Thomas Wilson to discuss the invisible structures that shape what gets built, who gets heard, and why some designers consistently seem to gain traction, even without a fancy title.We unpack what it means to navigate power inside organizations, how to build trust with people who don't think like you, and what “pushing back” looks like when done with empathy and strategy. Thomas also challenges the notion that power is something to be avoided or rejected. Instead, he frames it as a neutral force—one you can learn to work with instead of around.If you've ever felt stuck, sidelined, or frustrated by decisions that don't make sense, this episode will help you rethink how you operate—and show you that power, used well, can actually be a designer's ally.Topics:• 03:51 Understanding Power Dynamics in Organizations• 05:44 Types of Power in Business• 08:22 Strategies for Leveraging Power• 19:39 Tools for Influencing and Negotiation• 28:12 Power Mapping and Stakeholder Management• 36:47 Influence and Interest Matrix• 37:43 Generational Dynamics in the Workplace• 38:57 Diversity of Thought and Communication Styles• 41:34 Building Relationships and Trust• 43:41 Handling Workplace Conflicts• 48:48 Resources for Understanding PowerHelpful Links:• Connect with Thomas on LinkedIn—Thanks for listening! We hope you dug today's episode. If you liked what you heard, be sure to like and subscribe wherever you listen to podcasts! And if you really enjoyed today's episode, why don't you leave a five-star review? Or tell some friends! It will help us out a ton.If you haven't already, sign up for our email list. We won't spam you. Pinky swear.• ⁠⁠⁠⁠Get a FREE audiobook AND support the show⁠⁠⁠⁠• ⁠⁠⁠⁠Support the show on Patreon⁠⁠⁠⁠• ⁠⁠⁠⁠Check out show transcripts⁠⁠⁠⁠• ⁠⁠⁠⁠Check out our website⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on Apple Podcasts⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on Spotify⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠• ⁠⁠⁠⁠Subscribe on Stitcher⁠⁠

39 years of combination experience. A Battalion Chief on B shift with the Indianapolis Fire Department. Doctorate of management in organizational leadership. I wanted Candice to come on and share her story of how and why she got into the fire service but also wanted her to preach on Organizational leadership challenges and issues within departments across the nation and she did not disappoint. Often, problems aren't solely the fault of one individual, but rather indicators of flaws in the organization's systems or processes. A "blame culture" focuses on who to blame rather than what went wrong and how to fix it. When employees fear repercussions for admitting mistakes or taking risks, they may be less likely to collaborate, share ideas, and take ownership of their actions. Instead of focusing on assigning blame, organizations should prioritize learning from mistakes and identifying ways to improve. I would like to encourage all crews to listen to this interview, together if possible. Absorb the information being said, process it then ask yourself if you fit into this category.

Send us a textAmri B. Johnson, inclusion strategist and founder of Inclusion Wins, joins us this episode to discuss the tumultuous climate of DEI practices in today's organizations and how companies can navigate toward more effective inclusion strategies. [0:00] IntroductionWelcome, Amri!Today's Topic: Creating Anti-fragile Organizational Cultures[7:27] How to begin tackling DEI challengesShifting current DEI practices built on outdated paradigmsUnderstanding viewpoints of those with opposing opinions[16:39] Navigating DEI amidst anti-DEI rhetoricRecognizing that people are multi-dimensional, not two-dimensionalBuilding trust within an organization to improve inclusion[30:55] Helping employees overcome fear of organizational changeRecognizing the root cause of employee concernFocus on building relationships and engaging with colleagues[35:27] ClosingThanks for listening!Quick Quote:“A lot of DEI practices in the US are based on paradigms of old. We need to think about what's possible now . . .”To schedule a meeting with us: https://salary.com/hrdlconsulting For more HR Data Labs®, enjoy the HR Data Labs Brown Bag Lunch Hours every Friday at 2:00PM-2:30PM EST. Check it out here: https://hrdatalabs.com/brown-bag-lunch/ Produced by Affogato Media

On today's episode of Doorknob Comments, Fara and Grant are joined by Dr. Daven Morrison, a psychiatrist with deep expertise in organizational and occupational psychiatry. A member of the Group for the Advancement of Psychiatry and an officer of the Academy of Organizational and Occupational Psychiatry, Dr. Morrison shares insights into the psychological dimensions of workplace life. From managing mergers and downsizing to fostering self-aware leadership, he walks us through the core principles of organizational psychiatry.We hope you enjoy!Resources and LinksDoorknob Commentshttps://www.doorknobcomments.com/Dr. Daven Morrisonhttps://www.ourgap.org/committees/work-organizationshttps://www.morrisonltd.com/about-us/daven-morrison-m-dhttps://www.aoop.org/Dr. Fara Whitehttps://www.farawhitemd.com/Dr. Grant Brennerhttps://www.granthbrennermd.com/https://www.linkedin.com/in/grant-h-brenner-md-dfapa/If you like our podcast, please leave a review! Thanks in advance!

In this compelling episode of the Pre-Exit Investigation Podcast, host Todd Conklin delves into a deeply personal story that challenges perspectives and ignites conversation around resilience and adaptation in organizations. Through the eyes of Hector, a familiar figure from a local restaurant, Todd explores the impact of fear and leadership response in today's rapidly changing world. With insightful anecdotes, the episode brings to light the unseen pressures faced by individuals and the significant role leaders play in shaping organizational culture. As systems are pushed to their limits, Todd invites listeners to reflect on their own leadership choices and the type of world they want to help create. It's a thought-provoking episode that encourages deep reflection and meaningful dialogue.

A vital examination of how social and economic justice organizations overcome resource disadvantages and build political power. Why do some coalitions triumph while others fall short? In Power to the Partners: Organizational Coalitions in Social Justice Advocacy, Maraam A. Dwidar documents the vital role of social and economic justice organizations in American politics and explores the process by which they strategically build partnerships to advance more effective and equitable advocacy. Using original data tracking the collaboration patterns of more than twenty thousand nationally active advocacy organizations, Dwidar evaluates the micro- and macro-level conditions surrounding these groups' successful efforts to collectively shape public policy. Power to the Partners reveals that while organizational advocates for social and economic justice are at a disadvantage in the American lobbying landscape--financially, tactically, and politically--coalition tactics can help ameliorate these disparities. By building and sustaining coalitions with structures and memberships that facilitate clarity, learning, and diverse perspectives, these advocates can successfully--and uniquely--make their mark on American public policy. Dwidar's work offers critical insights for scholars and practitioners alike--from groundbreaking academic findings to evidence-based lessons for political organizers. Maraam A. Dwidar an Assistant Professor of Government at Georgetown University. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/american-studies

Who's actually accountable in your strategic plan? If your answer includes more than one name… that might be the root of your execution problems. In this episode of The Strategy Gap, hosts Jonathan Morgan (SVP of Operations at AchieveIt) and Joe Krause (SVP of Strategy Consulting) tackle one of the most misunderstood pillars of execution: accountability.From the danger of group-think to the power of visibility and recognition, they dig into what really moves teams from idea to impact. With relatable stories (hello, MBA group projects) and practical advice, this episode is packed with insights for anyone tired of watching plans stall due to unclear ownership and disengaged teams.Why you'll want to listen:Learn the “fire drill test” to identify true ownership in your plansUnderstand how public progress tracking can boost engagement across the orgDiscover low-cost ways to create accountability through recognitionHear how leaders can tailor accountability structures to different employee types

In this episode, we are joined by Randy Lubin, a well known game designer who has had experience in RPGs, Tabletop gaming, and Mega games. We will dive into the complexities of Mega games as well as what it means to develop games with big world thinking, such as political themes - bringing real world problems to the world of gaming. 

In the second installment of our Deep Dive: Missing Middle in Climate Tech series, created in partnership with Spring Lane Capital, we dive deeper into why the “missing middle” is not just a gap; it's a structural issue. We're joined by two of the sharpest minds in climate investing: Francis O'Sullivan, Managing Director at S2G Investments, and Rob Day, Co-Founder of Spring Lane Capital. Together, they explore how early-stage innovation and late-stage deployment are well funded, while the crucial middle phase of scaling is dangerously underserved.We discuss why this gap exists, what solutions are emerging, and how investors are shifting their strategies to meet the moment. If you care about accelerating the climate transition, you're going to want to listen to this.What You'll LearnWhy the "missing middle" persists despite surging climate capital overallHow venture capital models can distort scale-up potentialWhat new capital strategies (like development expense financing) are emergingWhy climate investing now enters a “third phase” of full-scale deploymentHow Rob and Francis are rethinking returns and risk for the climate transitionIn today's episode, we cover:[2:50] Francis' background and journey to S2G[4:36] Rob's career path in climate tech investing[6:30] Spring Lane Capital's founding and investment thesis[9:54] Discussion of the missing middle in climate finance[19:04] Structural challenges in climate investment[25:46] Organizational challenges for institutional investors[33:57] Concrete investment examples[41:37] Explanation of structured investment instruments[44:26] Historical context of climate investingResources MentionedS2G InvestmentsSpring Lane CapitalWorld Resources InstituteInvested in Climate - Missing Middle in Climate Tech Series: The Role of Family Offices with Spring Lane Capital & CREO, Ep #114S2G: 2023 Report - The Missing Middle: Capital Imbalances in the Energy TransitionCREO: 2024 Report - Understanding the Climate Finance GapSolunaConnect with UsJason RissmanRob DayFrancis O'SullivanSpring Lane CapitalWebsite: https://springlanecapital.com/Linkedin: