Podcasts about Organizational behavior

How can we redesign our culture by redesigning our meetings?Why do well-designed meetings allow for more time for individual and value-added work?My guest on this episode is Rebecca Hinds, author of “Your Best Meeting Ever” and leading expert on organizational behavior and the future of work.During our conversation, Rebecca and I discuss the following: Deciding what deserves to be a meeting (and what doesn't) is one of the most important decisions leaders can make.How poorly designed meetings become signals of busyness rather than drivers of real work.What meetings reveal about your organization's cultureWhy treating meetings like a product changes how leaders think about time, collaboration, and outcomes.How high-performing organizations design clear communication norms so meetings are a last resort, not the default.Connecting with Rebecca: Connect with Rebecca on LinkedIn Learn more about Rebecca's book and AI research. Episode Sponsor: Next-Gen HR Accelerator - Learn more about this best-in-class leadership development program for next-gen HR leadersHR Leader's Blueprint - 18 pages of real-world advice from 100+ HR thought leaders. Simple, actionable, and proven strategies to advance your career.Succession Planning Playbook: In this focused 1-page resource, I cut through the noise to give you the vital elements that define what “great” succession planning looks like.

What if the most powerful clinical tool in healthcare wasn't a drug, a device, or a data platform — but a word? In this episode of Experiencing Healthcare, Jamie and Matt have a conversation that starts with Disney World germs and ends with something that will change the way you lead your team tomorrow. They unpack the idea of Intentional Positive Reinforcement — not the hollow "great job" you throw over your shoulder in the hallway, but the kind of deliberate, meaningful recognition that creates a ripple effect all the way to the patient's bedside. Matt shares what a dental hygienist taught him about doing things right, why a pair of clicking heels in a nursing home hallway was actually a leadership strategy, and what happens to a healthcare team that only ever hears what they're doing wrong. This is a conversation for the bedside nurse and the C-suite executive. For the credentialing specialist who never sees a patient and the clinical coordinator who sees dozens. Because in healthcare, everyone plays a role in the patient experience — and the way we lead people determines the care those people deliver. If you've ever wondered whether your words are adding to your team or subtracting from them, this episode is your answer.

Cultures are impacted by emotional intelligence and closing the gap between our intentions and our actions. Jason is joined by author and Harvard professor, Margaret Andrews, for an engaging conversation. Jason is joined by Margaret C. Andrews, Harvard University professor and seasoned executive, for a masterclass on the interpersonal dynamics that drive modern organizational success. Please rate and review the podcast to help amplify these messages to others! Summary: In an era where employee engagement has hit a ten-year low, how do elite leaders bridge the gap between corporate vision and the daily human experience? In this episode, Jason V. Barger sits down with Margaret C. Andrews to explore the shift from "soft skills" to "power skills." Margaret, a faculty member at Harvard who has worked with giants like Amazon and the United Nations, shares why emotional intelligence (EQ) and self-awareness are the ultimate competitive advantages in 2026. This conversation moves beyond theoretical management to the heart of "Culture-Making." Jason and Margaret deconstruct the "knowing-doing gap"—the space between understanding leadership principles and actually embodying them under pressure. They explore the critical distinction between being a "culture taker" versus a "culture maker," and how executives can use perspective-taking to resolve the cultural dissonance that often leads to cynicism and turnover. Essential listening for C-Suite executives, academic leaders, and managers at all levels, this episode offers a nuanced look at generational diversity, the "Chief Culture Officer" role of the CEO, and why walking beside your team is more effective than leading from the front. Episode Notes & Timestamps: [00:00] Intro: Jason sets the stage for a conversation on co-creating cultures that bring out the best in people during a time of low trust. [00:03] Meet Margaret Andrews: From master's swim teams to Harvard lecture halls, Margaret introduces her "excitement meter" and the Facets of Strategy. [00:06] The Harvard Perspective: Margaret discusses her courses on Managing Yourself and Leading Others, emphasizing that there is no "single right answer" in leadership—only context. [00:09] The Engagement Crisis: A look at recent data showing 10-year lows in engagement and why only 23% of employees trust their leadership's direction. [00:11] Culture Takers vs. Culture Makers: Margaret defines why most employees are culture takers and how the CEO must act as the "Chief Culture Officer" to move the needle. [00:15] The Satya Nadella Case Study: An analysis of how Microsoft's CEO transformed a legacy culture by being an "insider on the sideline" and changing who got the "seats on the bus." [00:19] Cultural Dissonance: Why "sharp elbows" in leadership destroy collaboration and how promotion criteria serve as the loudest signal of what a company truly values. [00:23] Identifying Your Heroes: The power of stories in transmitting culture. To change your culture, you must change who your organization celebrates as a "hero." [00:27] The "Soft Skills" Crusade: Jason and Margaret discuss why interpersonal skills are actually "superpowers" and why MIT alums consistently wish they had paid more attention to Organizational Behavior. [00:31] The EQ Quadrants: A breakdown of self-awareness, self-management, social competency, and empathy in the high-stakes environment of executive leadership. [00:37] The 6 vs. 9 Perspective: A viral analogy for the workplace—how two leaders can be looking at the same problem, seeing different "numbers," and both be "right" from their vantage point. [00:41] Digital Natives & The "Why": A deep look at Gen Z and Millennials. Why these generations don't need "hovering" leaders, but rather partners to walk beside them. Key Takeaways for Leaders: The Knowing-Doing Gap: Real credit in leadership isn't given for knowing you should listen or be empathetic; it's only given for doing it consistently. Vantage Point Curiosity: Replace judgment with curiosity. When a team member disagrees, ask what "vantage point" they are standing at to see the problem differently. Hero Alignment: Audit the stories told in your halls. Do your "office legends" embody the culture you want to build, or the one you are trying to leave behind? Listen to the full episode and access show notes at: https://jasonvbarger.com/podcast/culture-making-margaret-andrews/ Bio: Jason Barger is a husband, father, speaker, and author who is passionate about business leadership and corporate culture. He believes that corporate culture is the "thermostat" of an organization, and that it can be used to drive performance, innovation, and engagement. The show features interviews with business leaders from a variety of industries, as well as solo episodes where Barger shares his own insights and advice. Connect: Subscribe to our channel: https://www.youtube.com/@JasonVBarger Make Your 2026 Effective! Book Jason with your team at https://www.jasonvbarger.com Like or Follow Jason

In the latest episode of The Science of Personality, Ryne and Blake are joined by Nigel Nicholson, PhD, author and Emeritus Professor of Organizational Behavior at London Business School, to talk about unique individuality, which is the focus of his new book, Unique You: How Individuality Works and Why It Matters. Although Nigel's esteemed career as a business psychologist has focused on things like the application of evolutionary theory in business and management, educational innovation, and coaching political and business leaders, the topic of individual differences has fascinated him for much of his life, making him the perfect guest for this topic.Click here to buy Unique You: How Individuality Works and Why It Matters

16 years ago a chain of Chinese restaurants wanted to increase sales without changing the price.  They didn't change the product.  The service.  The chef.  The food.  Instead, they changed two words on their menu and increased sales by 18%.  The restaurants used the advice of today's guest on Nudge, Robert Cialdini.  Today, Cialdini explains the social proof principle, sharing how changing just two words could increase your sales. ---  Unlock the Nudge Vaults: https://www.nudgepodcast.com/vaults Read Cialdini's bestseller Influence: https://amzn.to/4prHb7Y Read the new and expanded Influence: https://amzn.to/43TY0jI Read Pre-Suasion: https://amzn.to/48hA6Qr  Read Yes! (Containing 60 Psyc-Marketing Tips): https://amzn.to/48ddNNf  Join 10,428 readers of my newsletter: https://www.nudgepodcast.com/mailing-list  Connect on LinkedIn: https://www.linkedin.com/in/phill-agnew/  ---  Today's sources:  Aune, R. K., & Basil, M. D. (1994). A relational-obligations approach to fund-raising: The effects of guilt and credibility appeals on compliance. Communication Research, 21(4), 486–498. Binning, K. R., Kaufmann, N., McGreevy, E. M., Fotuhi, O., Chen, S., Marshman, E., Kalender, Z. Y., Limeri, L. B., Betancur, L., & Singh, C. (2020). Changing social contexts to foster equity in college science courses: An ecological-belonging intervention. Psychological Science, 31(9), 1059–1070. Boh, W. F., & Wong, S.-S. (2015). Managers versus co-workers as referents: Comparing social influence effects on within- and outside-subsidiary knowledge sharing. Organizational Behavior and Human Decision Processes, 126, 1–17. Borman, G. D., Rozek, C. S., Hanselman, P., & Destin, M. (2019). Reappraising academic and social adversity improves middle school students' academic achievement, behavior, and well-being. Proceedings of the National Academy of Sciences of the United States of America, 116(33), 16286–16291. Cai, H., Chen, Y., & Fang, H. (2009). Observational learning: Evidence from a randomized natural field experiment. American Economic Review, 99(3), 864–882. Frank, R. H. (2020). Under the influence: Putting peer pressure to work. Princeton University Press. Goldstein, N. J., Cialdini, R. B., & Griskevicius, V. (2008). A room with a viewpoint: Using social norms to motivate environmental conservation in hotels. Journal of Consumer Research, 35(3), 472–482. Hallsworth, M., List, J. A., Metcalfe, R. D., & Vlaev, I. (2017). The behavioralist as tax collector: Using natural field experiments to enhance tax compliance. Journal of Public Economics, 148, 14–31. Jung, J., Busching, R., & Krahé, B. (2019). Catching aggression from one's peers: A longitudinal and multilevel analysis. Social and Personality Psychology Compass, 13(4), e12440. Linder, J. A., Meeker, D., Fox, C. R., Friedberg, M. W., Persell, S. D., Goldstein, N. J., Knight, T. K., Hay, J. W., & Doctor, J. N. (2017). Durability of benefits of behavioral interventions on inappropriate antibiotic prescribing in primary care: Follow-up from a cluster randomized clinical trial. JAMA, 318(14), 1391–1392. Meeker, D., Linder, J. A., Fox, C. R., Friedberg, M. W., Persell, S. D., Goldstein, N. J., Knight, T. K., Hay, J. W., & Doctor, J. N. (2016). Effect of behavioral interventions on inappropriate antibiotic prescribing among primary care practices: A randomized clinical trial. JAMA, 315(6), 562–570. Murrar, S., Campbell, M. R., & Brauer, M. (2020). Exposure to peers' pro-diversity attitudes increases inclusion and reduces the achievement gap. Nature Human Behaviour, 4(9), 889–897. Nolan, J. M. (2021). Social norm interventions as a tool for pro-climate change. Current Opinion in Psychology, 42, 120–125. Peterson, R. A., Kim, Y., & Jeong, J. (2020). Out-of-stock, sold out, or unavailable? Framing a product outage in online retailing. Psychology & Marketing, 37(4), 535–547.

Maslows Bedürfnispyramide kennt fast jede:r – aber was, wenn sie so nie gedacht war? Woher kommt sie eigentlich, warum ist sie bis heute so mächtig und was daran ist wissenschaftlich haltbar? In dieser Folge nehmen Leon und Atze eine der berühmtesten Ideen der Psychologie auseinander. Dabei sprechen sie über Leitern statt Pyramiden, Segelboote mit Leck, falsche Vereinfachungen und die Frage, ob Menschen wirklich erst „oben ankommen“ müssen, um zu wachsen. Eine Folge über Mythen, gute Ideen, schlechte Grafiken – und darüber, was wir wirklich brauchen, um ein erfülltes Leben zu führen. Fühlt euch gut betreut Leon & Atze Instagram: https://www.instagram.com/leonwindscheid/ https://www.instagram.com/atzeschroeder_offiziell/ Mehr zu unseren Werbepartnern findet ihr hier: https://linktr.ee/betreutesfuehlen Tickets: Atze: https://www.atzeschroeder.de/#termine Leon: https://leonwindscheid.de/tour/ Vorverkauf 2026: https://betreutes-fuehlen.ticket.io/ Quellen Bridgman, T., Cummings, S., & Ballard, J. (2019). Who built Maslow's pyramid? A history of the creation of management studies' most famous symbol and its implications for management education. Academy of Management Learning & Education, 18(1), 81–98. https://doi.org/10.5465/amle.2017.0351 Compton, W. C. (2024). Self-actualization myths: What did Maslow really say? Journal of Humanistic Psychology, 64(5), 743–760. https://doi.org/10.1177/0022167818761929 Cooke, B., & Mills, A. J. (2008). The fabrication of Maslow's hierarchy of needs. Academy of Management Proceedings, 2008(1), 1–6. https://doi.org/10.5465/AMBPP.2008.33633768 Davis, K. (1957). Human relations in business. McGraw-Hill. Hoffman, E. (1988). The right to be human: A biography of Abraham Maslow. Addison-Wesley. Kaufman, S. B. (2020). Transcend: The new science of self-actualization. TarcherPerigee. Kaufman, S. B. (2023). Self-actualizing people in the 21st century: Integration with contemporary theory and research on personality and well-being. Journal of Humanistic Psychology, 63(1), 51–83. https://doi.org/10.1177/0022167818809187 Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396. https://doi.org/10.1037/h0054346 Maslow, A. H. (1970). Motivation and personality (2nd ed.; Original work published 1954). Harper & Row. McDermid, C. (1960). How money motivates men. Business Horizons, 3(4), 93–100. https://doi.org/10.1016/0007-6813(60)90004-3 McGregor, D. (1960). The human side of enterprise. McGraw-Hill. Oishi, S., Diener, E., Lucas, R. E., & Suh, E. M. (1999). Cross-cultural variations in predictors of life satisfaction: Perspectives from needs and values. Personality and Social Psychology Bulletin, 25(8), 980–990. https://doi.org/10.1177/01461672992511006 Sheldon, K. M., Elliot, A. J., Kim, Y., & Kasser, T. (2001). What is satisfying about satisfying events? Testing 10 candidate psychological needs. Journal of Personality and Social Psychology, 80(2), 325–339. https://doi.org/10.1037/0022-3514.80.2.325 Tay, L., & Diener, E. (2011). Needs and subjective well-being around the world. Journal of Personality and Social Psychology, 101(2), 354–365. https://doi.org/10.1037/a0023779 Wahba, M. A., & Bridwell, L. G. (1976). Maslow reconsidered: A review of research on the need hierarchy theory. Organizational Behavior and Human Performance, 15(2), 212–240. https://doi.org/10.1016/0030-5073(76)90038-6 Redaktion: Dr. Leon Windscheid Produktion: Murmel Produktions

When we think about improving client outcomes, it's easy to focus on goals, programs, and data collection. In this episode, we zoom out and talk about what's happening behind the scenes. We dive into Organizational Behavior Management (OBM) and how the systems we work within, including training, communication, leadership, and culture, have a powerful ripple effect on everyone involved.We explore how OBM applies the same ABA principles we use with learners to organizations, teams, and leadership. From analyzing systems using an ABC framework to pinpointing key metrics like staff performance, burnout, and treatment fidelity, we discuss how small, strategic changes can lead to meaningful, sustainable impact. We also talk about leadership, feedback loops, and reinforcement systems, and how clear expectations and compassionate data use can build trust and alignment.Ultimately, we reflect on the ripple effect of strong systems. Better supervision leads to stronger future BCBAs and improved outcomes for clients and families. When we strengthen the system, we strengthen the forest, not just one tree.What's Inside:What Organizational Behavior Management (OBM) really is and why it matters in ABAHow systems and leadership directly impact client outcomesUsing behavioral systems analysis and data to drive meaningful changeThe ripple effect of strong supervision and organizational practicesMentioned in This Episode:Supervision Resource BundleCEU Event: Organizational Behavior Management (OBM) for BCBAs: Driving Change and Improving Workplace Performance with BCBA Mellanie PageHowToABA.com/joinHow to ABA on YouTubeFind us on FacebookFollow us on Instagram

Gray divorce is one of the fastest-growing divorce trends, yet it remains one of the least talked about experiences. It is not just the end of a marriage. It is the unraveling of decades of shared life, identity, routines, and expectations. In this episode, Susan Guthrie is joined by gray divorce coach Maryjane Sweet for a deeply moving conversation about what it truly takes to navigate this transition with intention, emotional awareness, and integrity. Susan and Maryjane explore why gray divorce can feel so destabilizing, especially when it arrives unexpectedly, and how the loss extends far beyond the marriage itself. They talk about grief, identity shifts, nervous system overwhelm, and the invisible emotional labor women carry as they try to hold themselves and their families together during profound change. What You'll Learn Why gray divorce is not just a legal ending, but a profound emotional and identity shift after decades of shared life Why rituals around loss, such as leaving a family home or removing wedding rings, help create closure and support healing How daily anchors like sleep, nourishment, movement, and connection are essential tools during divorce Why adult children are deeply impacted by gray divorce and how parents can model integrity, resilience, and self-compassion How focusing on how you want to feel can help guide decisions when the future feels like a black hole Why coaching support can be critical during gray divorce and how it helps women move forward without getting stuck in the past About the Guest  Maryjane is a gray divorce coach and consultant. She combines the lived experience of ending a 26-year marriage with deep professional training to help women navigate the emotional and practical complexities of gray divorce. She holds a master's in Organizational Behavior and is an !CF-certified PCC coach with over 1,500 client hours worldwide. She's trained in mindfulness and meditation through Duke University, is a certified trauma-informed yoga instructor, and has taught university courses on well-being and neuroscience-based stress regulation. With more than twenty years in leadership development and human transformation, she offers women a grounded, evidence-based pathway through midlife divorce - one that honors both the unraveling and the rising. Connect with Maryjane Sweet Website: http://maryjanesweet.com Instagram: @thegreydivorcecoach Blog Article + Free Downloadable Resource

Martha Beck is a sociologist, life coach, speaker, and also a New York Times Bestselling author many times over. She holds Bachelor's, Master's and PhD degrees from Harvard, where she also taught Sociology, Social Psychology, Organizational Behavior, and Business Management. Martha has been featured on Oprah and Good Morning America, and has published several New York Times International Bestsellers including Finding Your Own North Star, The Joy Diet, and Expecting Adam.Her newest books are Beyond Anxiety: Curiosity, Creativity and Finding Your Life's Purpose, and The Way of Integrity: Finding the Path to Your True Self, which explores why integrity - being in harmony with ourselves - is the key to a meaningful and joyful life.Follow To Dine For:Official Website: ToDineForTV.comFacebook: Facebook.com/ToDineForTVInstagram: @ToDineForTVTwitter: @KateSullivanTVEmail: ToDineForTV@gmail.com Thank You to our Sponsors!American National InsuranceFollow Our Guest:Official Site: MarthaBeck.comFacebook: Martha BeckInstagram: @TheMarthaBeckFollow The Restaurant:Official Website: The Original Pancake House - Scottsdale, AZ Hosted on Acast. See acast.com/privacy for more information.

How “spaciousness” helps teams move beyond busywork — and build the conditions for honest conversation.“We're just so busy right now” is one of the most common reasons cultures don't change — and it's exactly what Megan Reitz set out to understand. In her research, she describes two modes of attention at work: doing mode, where focus narrows to tasks, control, and quick progress, and spacious mode, where attention expands, insight emerges, and real connection becomes possible.Reitz is a leadership researcher whose work explores how people speak up, listen well, and create environments where others can be heard — because, as she puts it, “how you show up affects the voices of the people around you.” When teams are anxious or rushed, attention tightens and listening gets shallow; when there's more safety and space, people can pause, widen their perspective, and make better choices together.In this Quick Thinks episode of Think Fast, Talk Smart, Reitz and host Matt Abrahams discuss why organizations get stuck in doing mode and what it takes to build spacious agility. They share practical ways to name spaciousness, strengthen psychological safety, introduce healthy dissonance (even through assigned roles like devil's advocate), and respond in ways that keep people speaking up — not shutting down.Episode Reference Links:Megan ReitzMegan's Book: Speak Out, Listen UpEp.132 Lean Into Failure: How to Make Mistakes That WorkEp.148 Conviction and Compassion: How to Have Hard Conversations Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:10) - Doing Mode vs. Spacious Mode (02:13) - Building Agility Between Modes (12:56) - Creating Psychological Safety (19:14) - Conclusion  ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is brought to you by Babbel. Think Fast Talk Smart listeners can get started on your language learning journey today- visit Babbel.com/Thinkfast and get up to 55% off your Babbel subscription.Join our Think Fast Talk Smart Learning Community and become the communicator you want to be. 

Why it's critical to say what needs to be said — and listen when others do the same.Speak out, listen up — these are Megan Reitz's core pillars of workplace communication. According to her, healthy organizations are only possible when everyone can say what they think, and they know they'll be heard.Reitz is an academic and author whose work focuses on creating workplaces where all voices are heard and valued. Her latest book, Speak Out, Listen Up, explores the power dynamics that shape our communication at work and beyond. “Conversational habits define organizational success and our capacity to flourish,” she says. “Ethical conduct depends on what we're able to say and what we aren't, and whether we're heard or not. Innovation depends on our capacity to speak up, challenge, and disrupt, and whether that is heard or not. And of course, our engagement and our ability to perform depends on a feeling that our opinion is valued and that we're respected.”In this episode of Think Fast, Talk Smart, Reitz and host Matt Abrahams discuss how to create workplaces where every voice is heard. From her T.R.U.T.H. framework (trust, risk, understanding, titles, and how-to) to the pitfalls of communicational power dynamics, Reitz's insights reveal why healthy organizations are only possible when we all speak out and listen up.Episode Reference Links:Megan ReitzMegan's Book: Speak Out, Listen UpEp.132 Lean Into Failure: How to Make Mistakes That Work Ep.148 Conviction and Compassion: How to Have Hard Conversations Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:21) - The TRUTH Framework (05:32) - Status, Titles, and Voice (09:21) - Power Traps For Leaders (14:06) - Mindful Leadership = Habit Change (18:35) - The Final Three Questions (25:46) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.Strawberry.me. Get 50% off your first coaching session today at Strawberry.me/smartJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be. 

In this podcast episode, Dr. Jonathan H. Westover talks with Lauren Tropeano about how companies can tap into the humanity of their people in the era of AI. Lauren Tropeano is the Chief People Officer at Docebo. She brings over 20 years of Human Resources expertise to Docebo, having led diverse, multinational teams for several global, high growth tech organizations. Prior to Docebo, Lauren was the Chief People Officer at Skillshare, a leader in creative learning, from 2022 to 2024. She also held several executive roles leading global People teams at tech companies such as DraftKings from 2018 to 2022, and Cogito, Pivotal Software and Dell/EMC prior. In those leadership roles, she led teams and organizations through several periods of rapid growth and transformation. She is also the founder of Destination People, a boutique human resources consulting firm. Lauren received her MBA from the University of Massachusetts at Amherst and B.A. in Organizational Behavior from Boston College. Check out all of the podcasts in the HCI Podcast Network!

This conversation left me with a deep understanding as another piece of the jigsaw puzzle clicked into place. That feeling when something finally makes sense and you can start to see the solution. The research is clear: Women are doing more of the "non-promotable" work in organisations, leading to burnout and being overlooked for promotions. Professor Laurie Weingart and four academic colleagues formed The No Club - initially in response to their own challenges navigating their careers. Then they realised something much bigger was going on. Their research became the book "The No Club: Putting an End to Women's Dead-End Work." Together we discuss: How do we help women reach and retain senior roles if we can't get off this merry-go-round of carrying an additional burden of work that doesn't lead to promotion? This conversation should be compulsory viewing for leaders, for anyone focused on organisational design, and anyone passionate about accelerating women's careers. If you're ambitious to make a bigger impact but can't shake the exhaustion, this conversation is for you. Professor Laurie Weingart is Professor of Organizational Behavior and Theory at Carnegie Mellon's Tepper School of Business. This is a replay of Episode #113   ----------------------- Craving inspiration? I send an email each Sunday about leadership reflection, top tips to build an intentional & sustainable life and other things that have captured my attention and are too good not to share! Sign up here: https://www.bravefeminineleadership.com/leadershipinspiration Loving the podcast? Leave us a short review. It takes less than 60 seconds & will inspire like-minded leaders to join the conversation! Access Your Free Clarity Tool Between the endless to-do lists, competing priorities, and decisions piling up, it's easy to lose sight of what matters most. But here's the truth: you can't give more if you're running on empty. That's why we created Balance Your Brave—a free 15-minute diagnostic tool to help you regain control and clarity. In just 15 minutes, you will: ✅ Pinpoint energy drains holding you back. ✅ Identify where to focus for the biggest impact. ✅ Walk away feeling calmer and more confident in your next steps. Think of it as your personal roadmap to balance and alignment. ⬇️ Click here to access your free Balance Your Brave diagnostic tool. https://www.bravefeminineleadership.com/Balance-Your-Brave   Are we friends? Connect with Us. Instagram: https://www.instagram.com/bravefeminineleadership LinkedIn: https://www.linkedin.com/company/brave-feminine-leadership YouTube: https://www.youtube.com/@bravefeminineleadership

Jeffrey Pfeffer is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University where he has taught since 1979. He is the author or co-author of 16 books. Dr. Pfeffer received his B.S. and M.S. degrees from Carnegie-Mellon University and his Ph.D. from Stanford. In this episode, Robinson and Jeffrey discuss the field of organizational behavior. More particularly, they talk about the aims and methods of the field, some of its subjects—such as power and influence—and case studies. Jeffrey's latest book is the 7 Rules of Power (Holt, 2022). 7 Rules of Power: https://a.co/d/58WWhiCOUTLINEOUTLINE00:00 Introduction05:46 Understanding Vs Implementation11:42 The Seven Principles of Influence19:33 Evolutionary Biology20:49 How Self-Interest Rules Organizations29:37 Power and the Prevalence of Conspiracies33:53 Jeffrey Epstein and the Laws of Power42:55 The Administration of Health Benefits49:16 How Jeffrey's Research Has Influenced His Behavior59:06 The Price of PowerRobinson's Website: http://robinsonerhardt.comRobinson Erhardt researches symbolic logic and the foundations of mathematics at Stanford University, where he is also a JD candidate in the Law School.

If networking feels transactional and icky, this conversation will change how you think about building influence. Professor Rosalind Chow explains why status - not power - is the foundation of sustainable influence, how to network by being a conduit rather than a collector, and why becoming a sponsor is the fastest way to build your own network. Professor Rosalind Chow is Associate Professor of Organizational Behavior and Theory at Carnegie Mellon University and author of The Doors You Can Open: A New Way to Network, Build Trust, and Use Your Influence to Create a More Inclusive Workplace.   ----------------------- Craving inspiration? I send an email each Sunday about leadership reflection, top tips to build an intentional & sustainable life and other things that have captured my attention and are too good not to share! Sign up here: https://www.bravefeminineleadership.com/leadershipinspiration Loving the podcast? Leave us a short review. It takes less than 60 seconds & will inspire like-minded leaders to join the conversation! Access Your Free Clarity Tool Between the endless to-do lists, competing priorities, and decisions piling up, it's easy to lose sight of what matters most. But here's the truth: you can't give more if you're running on empty. That's why we created Balance Your Brave—a free 15-minute diagnostic tool to help you regain control and clarity. In just 15 minutes, you will: ✅ Pinpoint energy drains holding you back. ✅ Identify where to focus for the biggest impact. ✅ Walk away feeling calmer and more confident in your next steps. Think of it as your personal roadmap to balance and alignment. ⬇️ Click here to access your free Balance Your Brave diagnostic tool. https://www.bravefeminineleadership.com/Balance-Your-Brave   Are we friends? Connect with Us. Instagram: https://www.instagram.com/bravefeminineleadership LinkedIn: https://www.linkedin.com/company/brave-feminine-leadership YouTube: https://www.youtube.com/@bravefeminineleadership    

We return to the podcast circuit in 2026 to examine Scott Galloway: NYU professor, prolific podcaster, and, more recently, part-time life coach for struggling young men.Joining him on an episode of Modern Wisdom with Chris Williamson, we are invited into one of the few remaining forbidden conversational spaces: men, masculinity, and men's problems. You may have been misled by the relentless popularity of Joe Rogan, Modern Wisdom, The Tucker Carlson Show, Triggernometry, The Diary of a CEO, Huberman Lab, and several dozen adjacent properties into thinking these topics are already discussed at length on a near-weekly basis. Alas, this turns out to be a dangerous illusion.In reality, even mentioning men's issues requires an extended ritual acknowledgement of women, failure to perform which risks immediate cancellation. Braving these cultural headwinds, we wade into manly dialogue about masculinity, sex differences, and male malaise. Along the way, we ponder the intricacies of culture war evolutionary psychology, anthropological wars over Man the Hunter, optimised dosages for manly whingeing, and whether making boys learn French verb conjugations qualifies as a human rights abuse.So get your notebooks ready for some important notes from two of the most masculine men in the modern male podcasting space. Men...LinksModern Wisdom: The War On Men Isn't Helping Anyone - Scott GallowayThe Diary of a CEO: Scott Galloway: We're Raising The Most Unhappy Generation In History! Hard Work Doesn't Build WealthAcademic papers ReferencedChanges in gender-based hiring bias (large meta-analysis): Schaerer, M., Du Plessis, C., Nguyen, M. H. B., Van Aert, R. C., Tiokhin, L., Lakens, D., … Gender Audits Forecasting Collaboration. (2023). On the trajectory of discrimination: A meta-analysis and forecasting survey capturing 44 years of field experiments on gender and hiring decisions. Organizational Behavior and Human Decision Processes, 179, 104280.Epidemiology of alcohol use disorder by marital status (US, NESARC-III): Grant, B. F., Goldstein, R. B., Saha, T. D., et al. (2015). Epidemiology of DSM-5 Alcohol Use Disorder: Results from the National Epidemiologic Survey on Alcohol and Related Conditions III. JAMA Psychiatry, 72(8), 757–766.Protective effects of marriage on life expectancy (US Medicare sample): Jia, H., & Lubetkin, E. I. (2020). Life expectancy and active life expectancy by marital status among older US adults: Results from the US Medicare Health Outcome Survey (HOS). SSM – Population Health, 12, 100642.Widowhood and well-being (contrary to claims of increased happiness): Adena, M., Hamermesh, D., Myck, M., & Oczkowska, M. (2023). Home alone: Widows' well-being and time. Journal of Happiness Studies, 24(2), 813–838.Meta-analysis of the widowhood effect on mortality (men and women): Shor, E., Roelfs, D. J., Curreli, M., Clemow, L., Burg, M. M., & Schwartz, J. E. (2012). Widowhood and mortality: A meta-analysis and meta-regression. Demography, 49(2), 575–606.Marriage and life satisfaction across the life course (multi-country): Mikucka, M. (2016). The life satisfaction advantage of being married and gender specialization....

We're here to wish you a very happy New Year! We hope you're ringing in the new year in good health and looking forward to what's ahead in 2026. As people are setting goals and making resolutions, we're re-running an episode today on the future of motivation. Last year, we sat down with Szu-chi Huang, an expert in motivation. She explained how science is changing our understanding of goal-setting and achievement, and offered a few tricks you can try when you feel stuck. We hope you'll tune in again today and pick up a few insights on how to sustain enthusiasm for your goals over time.Have a question for Russ? Send it our way in writing or via voice memo, and it might be featured on an upcoming episode. Please introduce yourself, let us know where you're listening from, and share your question. You can send questions to thefutureofeverything@stanford.edu.Episode Reference Links:Stanford Profile: ​​Szu-chi HuangConnect With Us:Episode Transcripts >>> The Future of Everything WebsiteConnect with Russ >>> Threads / Bluesky / MastodonConnect with School of Engineering >>> Twitter/X / Instagram / LinkedIn / FacebookChapters:(00:00:00) IntroductionRuss Altman introduces Szu-chi Huang, a professor of Marketing at Stanford GSB.(00:02:13) Studying MotivationSzu-chi shares what led her to study motivational science.(00:02:45) Defining MotivationMotivation as the drive to close the gap between current and ideal self.(00:03:39) The Science of MotivationStudying motivation through behavioral and neurological data.(00:04:30) Why It Matters in BusinessHow motivation science applies to leaders, teams, and customers.(00:05:21) The Motivation FrameworkThe strategies needed in order to stay motivated over time.(00:06:24) Journey vs. Destination MindsetThe different mindsets needed throughout the stages of motivation.(00:08:03) Motivating Kids to Choose HealthyCollaborating with UNICEF to study what motivates children.(00:09:37) Gamified Coupons in PanamaA study using gamified coupons to influence children's food choices.(00:13:08) Loyalty Programs as MotivationHow customer reward programs act as structured goal journeys.(00:15:29) Progress Versus PurposeThe different incentives needed in each stage of loyalty programs.(00:17:11) Retirement Saving LessonsHow financial institutions apply motivational science to long-term goals.(00:19:54) Motivation in Social ContextThe role of social connections in goal pursuit and sustaining motivation.(00:21:20) Support vs. Competition in Shared GoalsThe benefits and drawbacks of sharing goal journeys with others.(00:24:52) Designing Apps for MotivationHow redesigning user interfaces can help users stay motivated.(00:26:02) AI as a Motivation CoachUsing AI to personalize feedback across all stages of goal pursuit.(00:28:50) Starting and Sustaining a GoalPractical strategies for launching and sustaining a goal.(00:30:59) Conclusion Connect With Us:Episode Transcripts >>> The Future of Everything WebsiteConnect with Russ >>> Threads / Bluesky / MastodonConnect with School of Engineering >>>Twitter/X / Instagram / LinkedIn / Facebook Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dan Cable was doing his job and getting compensated for it, but there was a problem: he was going through the motions with no growth, learning, or sense of excitement. He knew he needed to make a change to excel. By exploring the neuroscience behind thriving at work, Dan has since used his experience to help companies like Coca-Cola and Twitter (now X) optimize employee conditions. In this revisited episode, Dart and Dan discuss the neuroscience of enthusiastic employees, the practices that shut people down, and what we can do to set them free.Dan Cable is a researcher, author, and Professor of Organizational Behavior at the London Business School. He is the author of Alive at Work and uses his expertise to assist clients like Coca-Cola, Twitter, McDonald's, and Prudential. In this episode, Dart and Dan discuss:- Dan's book, Alive at Work - The biology behind enthusiastic employees- How Dan helped reduce a company's turnover by 30%- Why experimentation and play at work are essential- Creating conditions for experimentation without risking company goals- What stifles employee energy- Playing to the strengths of your team- The type of leadership that creates thriving employees- How managers can create personalized work- And other topics…Daniel M. Cable is a researcher, author, and Professor of Organizational Behavior at London Business School. He uses his expertise to assist clients like Coca-Cola, Twitter, McDonald's, and Prudential, among others. He has won the London Business School's Excellence in Teaching Award and was selected for the 2018 Thinkers50 Radar List.Dan holds a BA from Penn State University and an MS Ph.D. from Cornell. He has published three books – Change to Strange, Alive at Work, and Exceptional – as well as more than 50 articles in top scientific journals. His work has been featured in The Economist, The New York Times, The Wall Street Journal, and CNBC.Resources Mentioned:Alive at Work, by Daniel Cable: https://www.amazon.com/Alive-Work-Neuroscience-Helping-People/dp/1633697665Design for Belonging, by Susie Wise: https://www.amazon.com/Design-Belonging-Inclusion-Collaboration-Communities-ebook/dp/B0998BMN9HConnect with Dan:LinkedIn: https://www.linkedin.com/in/dan-cable-a0b581a0/ Twitter: @dancable1Website: www.dan-cable.comWork with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

Stability in Motion  Description: Listen as Mary Bier, President and Chief Executive Officer of the Military Child Education Coalition (MCEC), discusses what military-connected children need most to thrive amid constant change. Drawing on both professional leadership and lived experience as a military parent, she reflects on the importance of stability, belonging, and prepared adults. This conversation offers parents and educators thoughtful insight into how consistent support helps military kids learn, lead, and feel grounded wherever they go.  This podcast is made possible by generous funding from the USAA Foundation.     Audio mixing by Concentus Media, Inc., Temple, Texas.   Bio:  Mary Bier, President & Chief Executive Officer of MCEC  Mary Bier, MBA, is the President and Chief Executive Officer of the Military Child Education Coalition (MCEC). A seasoned leader with more than 20 years of experience in business strategy, organizational leadership, and community engagement, she brings a dynamic vision to MCEC's mission of ensuring every military-connected child has access to quality educational opportunities.   As a military spouse and parent, Bier has firsthand insight into the unique challenges and strengths of military families. This lived experience fuels her passion for advocating for military-connected students, ensuring they receive the educational support and opportunities they deserve.   Bier's professional background spans both the corporate and nonprofit sectors, where she has successfully led high-impact initiatives, built collaborative partnerships, and served as a subject matter expert on veteran and military family issues. She has been invited to the White House to share insights on military-connected programs, testified before the New York City Department of Veteran Affairs, and facilitated expert panels on military family well-being.   Prior to joining MCEC, Bier held leadership roles in business strategy, customer success, and military initiatives, where she was instrumental in scaling operations, optimizing talent development, and fostering inclusive organizational cultures. Her ability to translate strategic goals into actionable outcomes has driven mission impact across multiple organizations.   At MCEC, Bier is committed to expanding the organization's reach, deepening partnerships, and championing the needs of military-connected children. Under her leadership, MCEC will continue to be a trusted resource for families, educators, and policymakers dedicated to supporting military students on their educational journey.   Bier holds a Master of Business Administration (MBA) with a focus on Management and Organizational Behavior and a Bachelor of Arts in Spanish from California Lutheran University.   She resides with her family in Madison, Wisconsin.               

The right rituals—and the right conversations—can transform how your team collaborates.Strong collaboration starts with thoughtful practices and clear communication. As Molly Sands, Head of the Teamwork Lab at Atlassian, emphasizes, the teams that thrive are the ones that regularly pause to align on what matters and how they're progressing. “You want to know if you're making progress,” she notes, “and you want ways to redirect early—before you're scrambling at the end.”Through her research with teams across Atlassian and around the world, Sands has seen how small, consistent habits—monthly goal reviews, transparent updates, shared spaces for spontaneous interaction—build alignment, psychological safety, and momentum. And in hybrid and distributed environments, she highlights how “bursty” collaboration patterns and intentional meeting design help teams move faster without burning out.In this Quick Thinks episode of Think Fast, Talk Smart, Sands and host Matt Abrahams break down the rituals that make teamwork work, from OKR check-ins to collaboration hours to the rotating Chief Vibes Officer. No matter where your team sits, Sands shows how intentional communication unlocks connection, speed, and more satisfying ways of working together.Episode Reference Links:Molly SandsEp.241 Team Spirit: How to Make Group Work WorkConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:43) - Measuring Collaboration the Right Way (05:35) - Training Leaders & Goal Rituals (07:49) - Creating Space for Spontaneous Work (11:20) - Making In-Person Time Count (11:44) - Three High-Impact Team Gatherings (14:00) - Supporting Diverse Communication Styles (16:08) - Conclusion  ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost. Go to Quince.com/ThinkFast for free shipping on your order and 365-day returns. Join our Think Fast Talk Smart Learning Community and become the communicator you want to be.

In this episode of “This Is Purdue,” we're talking to Kasie Roberson, clinical associate professor in the Organizational Behavior and Human Resource Management Department in Purdue University's Mitch Daniels School of Business and head of the Leadership Coaching Institute in the Center for Working Well.   As a nationally recognized educator and communication and AI expert, Kasie guides undergraduate and graduate students and professionals in topics like critical thinking, emotional intelligence and best practices for using AI as an effective communication tool.   In this episode, you will:   Learn more about Kasie's people-first approach to effective communication and using AI as a tool, including five skills that will set you up for success in the real world   Gain insights into recent data on the realities of Gen Z's use of and relationship with generative AI and how it's informed Kasie's research and teaching   Hear about Kasie's exciting and inspiring fireside chat at the inaugural Sunniefest in Dallas and her three-tiered approach for Gen Z and Gen Alpha to navigate AI while maintaining their authenticity and voice   Discover how adults, including parents and educators, can positively shape younger generations' experiences with AI, from playing with fun brainstorming prompts to navigating important ethical issues    Find out about Kasie's innovative work at the Center for Working Well and the Leadership Coaching Institute as well as upcoming programs for students and professionals seeking to improve their communication skills, based on Purdue principles like grit, persistence and resilience   You don't want to miss this insightful episode with a Boilermaker and communication expert who's helping students and professionals become more effective, empathetic communicators and AI users.  Learn more about your ad choices. Visit megaphone.fm/adchoices

A forthcoming article by our guests today – appropriately titled “Rethinking Stardom" - argues that: Star performers are increasingly capturing the attention of both researchers and practitioners alike. However, studies on these uber-performers often employ disparate definitions, theoretical foundations and assumptions, and methods and analyses, which creates significant tension and confusion in the comparison of findings and the formation of a clear understanding of what star performance truly entails and its impact on individuals, teams, and organizations. To better explore the concept of star performers in organisations I am delighted to be joined by the two authors of this paper: Professor Ernest O'Boyle, Dale Coleman Chair of Management and Professor at Indiana University - Kelley School of Business, and Martin Gotz, Senior Teaching and Research Assistant in the Department of Psychology at the University of Zurich in Switzerland.The article discussed in the interview is available here: O'Boyle, E. H., & Götz, M. (2025). Rethinking stardom: A relativistic approach to studying the absolute best performers. Annual Review of Organizational Psychology and Organizational Behavior, 13.Rethinking Stardom: A Relativistic Approach to Studying the Absolute Best Performers | Annual Reviews Hosted on Acast. See acast.com/privacy for more information.

The secret to effective teamwork and collaboration.To collaborate, we have to communicate. As Molly Sands knows, “The more that we can get on the same page, the more effective we are.”Sands is a behavioral scientist and the head of the Teamwork Lab at Atlassian, where she researches how teams can collaborate more effectively and efficiently, especially in distributed and hybrid work environments. As she's seen in her research and within her own team, “People can accomplish a lot more together when they work well together.” The key to unlocking that potential lies in communication that aligns people not just in their activity, but in their deeper goals and vision. “The best work happens when you start by asking why,” she says, “getting people to really understand: why is this a problem, why do we wanna solve it, and how are we uniquely positioned to do that? The more that we can map this out together, the more effective our teams tend to be.”In this episode of Think Fast, Talk Smart, Sands and host Matt Abrahams discuss strategies for effective collaboration, from “page-led” meetings and asynchronous video messages to using AI as a collaborator. Whether your team is working face-to-face or across time zones, Sands' insights show how better communication is the key to better collaboration.Episode Reference Links:Molly SandsEp.241 Team Spirit: How to Make Group Work WorkConnect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:32) - How the Teamwork Lab Works (04:03) - Top Challenges for Teams (04:37) - Clarifying Goals & Alignment (07:19) - AI as a Collaborative Partner (09:25) - Atlassian's AI Onboarding Buddy (12:49) - Rethinking Meetings (15:58) - Three Types of Work Time (17:17) - Replacing Meetings with Asynchronous Video (20:02) - The Final Three Questions (24:11) - Conclusion  ********This episode is sponsored by Grammarly. Let Grammarly take the busywork off your plate so you can focus on high-impact work. Download Grammarly for free today Join our Think Fast Talk Smart Learning Community and become the communicator you want to be.

Show notes: (0:00) Intro (1:05) Ryan's journey from sports psychology to mindset research (2:41) The story of Cheryl and the difference between "doing" and "being" (6:37) Why mindset matters more than skillset (9:09) Fixed vs. Growth Mindset (11:54) Closed vs. Open mindset and the power of feedback (22:28) Prevention vs. Promotion mindset: how goals change your wiring (29:57) Inward vs. Outward mindset: seeing others as people, not objects (34:08) Trauma, healing, and upgrading your inner programming (35:50) Three levels of development: from journaling to deeper healing (41:40) How to work with Ryan and access the free mindset assessment (44:25) Outro Who is Ryan Gottfredson, PhD?   Ryan Gottfredson, Ph.D., is a leading leadership development author, researcher, and consultant specializing in vertical development and mindset transformation. A Wall Street Journal and USA Today best-selling author, he wrote Success Mindsets and The Elevated Leader. Through his firm, Ryan Gottfredson LLC, he helps executive teams and organizations elevate performance and culture, working with major brands such as CVS Health, Deutsche Telekom, Experian, the Federal Reserve Bank, Nationwide Insurance, and Cook Medical. Ryan also serves as a leadership professor at California State University–Fullerton. He holds a Ph.D. in Organizational Behavior and Human Resources from Indiana University and has published more than 20 scholarly articles across top journals. His research on leadership and organizational behavior has been cited over 4,000 times since 2018, establishing him as a respected authority in the field.   Connect with Ryan: Website: https://ryangottfredson.com/ LinkedIn: https://www.linkedin.com/in/ryan-gottfredson-9a0b466 Links and Resources: Peak Performance Life Peak Performance on Facebook Peak Performance on Instagram  

Mike Baer is an award-winning business professor at Arizona State University, where he researches trust, justice, and impression management. Mike has published his research in top academic journals, including the Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology, and Mike is currently the Editor-in-Chief at one of the field's top journals—Organizational Behavior and Human Decision Processes.  Mike's research has been covered by media outlets such as Harvard Business Review, Financial Times, PBS, NPR, Business Insider, Men's Health, and New York Magazine among others. Prior to joining academia, Mike worked in the construction industry, at Hewlett Packard's Executive Leadership Development group, and in publishing and online education. He earned his undergraduate and graduate degrees from BYU, and his PHD from the University of Georgia. In this episode we discuss the following: Trust is both a gift and a burden. When we trust others, we can increase their pride and opportunities but can also overload them with responsibilities and pressure. Leaders routinely overload their most trusted people without taking anything off their plates, while under-investing in newer employees who could grow with smaller tasks. Trust shapes how we interpret behavior: trusted employees get the benefit of the doubt; less-trusted ones receive harsh judgments for the same mistakes, which can make early impressions disproportionately powerful. When people are forming those early impressions and deciding whether to trust us, they are thinking about three things: Are we competent? Do we care about them? Do we have good values? So if we do our job well and help other people without being asked, we will tend to make a good impression. About 25% of employees don't actually want more trust—they want stability, not responsibility.

2 out of 3 internet users in the USA pay for Prime.  Yet, most of them are irrationally loyal.  They feel like the subscription provides more cost savings than reality.  Today, on Nudge, Richard Shotton and I explore the behavioural science behind Amazon Prime.  We look at the sunk-cost fallacy and pennies-a-day effect to explain why so many are irrationally loyal to Amazon Prime.  ---  Subscribe to the Nudge Vaults: https://www.nudgepodcast.com/vaults Read Richard's book: https://a.co/d/fEW7amQ Sign up for my newsletter: https://www.nudgepodcast.com/mailing-list Connect on LinkedIn: https://www.linkedin.com/in/phill-agnew-22213187/ Watch Nudge on YouTube: https://www.youtube.com/@nudgepodcast/  --- Today's sources: Arkes, H. R., & Blumer, C. (1985). The psychology of sunk cost. Organizational Behavior and Human Decision Processes, 35(1), 124–140. Gourville, J. T. (1998). Pennies-a-day: The effect of temporal reframing on transaction evaluation. Journal of Consumer Research, 24(4), 395–403. Gourville, J. T., & Soman, D. (1998). Payment depreciation: The behavioral effects of temporally separating payments from consumption. Journal of Consumer Research, 25(2), 160–174. Roth, S., Robbert, T., & Straus, L. (2015). On the sunk-cost effect in economic decision-making: A meta-analytic review. Business Research, 8(1), 99–138.

We are joined on CSI Chat by Jeffrey Pfeffer who is the Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business at Stanford University where he has taught since 1979 and has authored or co-authored over 16 books on various business topics, including Power, leadership and career development.  We talk to Jeffrey about his latest book, "7 Rules of Power:  Surprising – But True – Advice on how to get things done and advance your career".  We touch on a number of topics with Jeffrey, including: -   What is the definition of "Power" and why is it important to have "Power"?  Is there a positive correlation between happiness and power? - What are the "7 Rules of Power"?  Why do several of these rules run counterintuitive to our upbringing?    - Is there one of the 7 Rules which is most important?  Do you need to apply all 7 rules in order to obtain "Power"? I hope everyone enjoys our "Chat" with Jeffrey Pfeffer.   

In this special episode of The Women in the Arena Podcast, we welcome our first-ever male guest, Jody Fletcher, a Special Operations Navy veteran and executive coach with over three decades of leadership and coaching experience spanning both the military and corporate worlds. From advising general officers to coaching C-suite executives and small business owners, Jody brings deep insight into leadership, culture, and human behavior. An ICF Professional Certified Coach (PCC), Certified Authentic Leadership Coach (CALC), and CALC Faculty Instructor, he has helped countless individuals and organizations strengthen communication, resilience, and emotional intelligence. During our conversation, we dive into common challenges Jody encounters in his coaching practice- like imposter syndrome, perfectionism, and communication dysfunction, unpacking not only how to identify these patterns but also practical ways to overcome them in both organizational and personal contexts. This episode offers an honest and actionable look at what true leadership requires, and how self-awareness and trust form the foundation for any strong team or culture.

My guest on today's episode of Nudge has spent decades studying leaders.  I asked Prof. Adam Galinsky to share his top five (evidence-backed) leadership tips.  Want to become a better leader?  This is the episode for you.  ---  Watch the bonus episode: https://nudge.kit.com/a53ff22931  Read Adam's book: https://amzn.to/4htZCGc Sign up for my newsletter: https://www.nudgepodcast.com/mailing-list Connect on LinkedIn: https://www.linkedin.com/in/phill-agnew-22213187/ Watch Nudge on YouTube: https://www.youtube.com/@nudgepodcast/ --- Blunden, H., Kristal, A. S., Whillans, A. V., Yoon, J., Burd, K., Bremner, S., & Yeomans, M. (2025). Eliciting advice instead of feedback improves developmental input. Organizational Behavior and Human Decision Processes, 193, 104343. Chou, E. Y., Halevy, N., Galinsky, A. D., & Murnighan, J. K. (2017). The Goldilocks contract: The synergistic benefits of combining structure and autonomy for persistence, creativity, and cooperation. Journal of Personality and Social Psychology, 113(3), 393–412. Hoff, M., Rucker, D. D., & Galinsky, A. D. (2025). The vicious cycle of status insecurity. Journal of Personality and Social Psychology, 128(1), 101–122. Leonardelli, G. J., Gu, J., McRuer, G., Medvec, V. H., & Galinsky, A. D. (2019). Multiple equivalent simultaneous offers (MESOs) reduce the negotiator dilemma: How a choice of first offers increases economic and relational outcomes. Organizational Behavior and Human Decision Processes, 152, 64–82. Liljenquist, K. A., & Galinsky, A. D. (2007). Turn your adversary into your advocate: Strategic requests for advice can transform disputes into amiable problem-solving ventures. Kellogg Insight. Northwestern University. Majer, J. M., Trötschel, R., Galinsky, A. D., & Loschelder, D. D. (2020). Open to offers, but resisting requests: How the framing of anchors affects motivation and negotiated outcomes. Journal of Personality and Social Psychology, 119(3), 582–599. Wu, S. J., & Paluck, E. L. (2022). Having a voice in your group: Increasing productivity through group participation. Behavioural Public Policy, 9(1), 192–211.

How to unlock the power of groups through collective communication.They say teamwork makes the dream work. But as Colin Fisher knows, unlocking the power of groups requires a specific kind of collective communication.Fisher is an associate professor of organizations and innovation at University College London School of Management and author of The Collective Edge: Unlocking the Secret Power of Groups. His research reveals the dichotomy of group dynamics: "Groups can be the pinnacle of human accomplishment," he says. "But groups also have these tendencies to restrict us, to take away our individuality, and to sometimes make us the worst versions of ourselves.” The key, he argues, is fostering communication that maximizes the creative synergy of collaboration while minimizing the pressure to conform.In this episode of Think Fast, Talk Smart, Fisher joins host Matt Abrahams to share evidence-based strategies for effective teamwork, from selecting the ideal group size to fostering psychological safety. Whether with our coworkers, our families, or our friends, Fisher's insights reveal how collective communication can make or break group success.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Colin FisherColin's Book: The Collective EdgeEp.174 Fix Meetings: Transform Gatherings Into Meaningful MomentsEp.124 Making Meetings Meaningful Pt. 1: How to Structure and Organize More Effective Gatherings   Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:19) - Advantages and Disadvantages of Groups (03:53) - What Makes Teams Successful (05:37) - The Ideal Group Size (06:33) - Building Psychological Safety (08:49) - Launching a Team for Success (13:10) - Making Meetings More Effective (16:25) - The Final Three Questions (23:13) - Conclusion   ********This episode is sponsored by Grammarly. Let Grammarly take the busywork off your plate so you can focus on high-impact work. Download Grammarly for free today

Have you ever felt like you're constantly putting out fires at work instead of making progress? Kevin welcomes Don Kieffer and Nelson Repenning to discuss why so many workplace processes feel frustrating and ineffective, and what leaders can do about it. Drawing on decades of experience in operations and organizational design, Don and Nelson reveal why quick-fix workarounds backfire, how firefighting becomes the default mode of operation, and the hidden costs of constantly reacting instead of leading. They introduce the concept of dynamic work design and explain why breaking down silos isn't just nice to have, it's essential. Along the way, they share practical tools leaders can use to move from chaos to sustainable success. Listen For 00:00 Introduction and the problem with roadblocks at work 03:33 How they met and started collaborating 06:07 The Harley-Davidson connection 08:32 The big idea behind the book 09:41 Why organizations assume the world is predictable 11:03 What dynamic work design means 12:21 The hidden cost of firefighting and workarounds 13:01 The firefighting trap explained 15:33 How firefighting becomes self-reinforcing 17:36 Why the dynamic appears in every organization 19:12 Leadership behaviors that unintentionally worsen it 21:12 Moving beyond blame to system thinking 21:56 The problem with silos in organizations 23:43 How work actually flows across silos 25:12 Visualizing knowledge work to expose inefficiency 26:04 Silos and identity in organizations 27:22 Why we must focus on system productivity 28:36 The matrix problem in modern organizations 29:12 Five elements of dynamic work design 29:48 Problem formation as an underrated leadership skill 30:24 Why framing the problem matters 31:23 Using conscious thinking to solve the right problems 32:36 Asking "what problem are we trying to solve" 33:20 What leaders can learn from this habit 33:48 Don and Nelson's hobbies outside of work 34:38 What they are reading now 35:35 Where to find their book and connect 37:19 Wrap up and invitation to subscribe Their Story: Nelson P. Repenning and Donald C. Kieffer are the authors of There's Got to Be a Better Way: How to Deliver Results and Get Rid of the Stuff That Gets in the Way of Real Work. Nelson is the School of Management Distinguished Professor at the MIT Sloan School of Management. He is currently the director of MIT's Leadership Center and was recently recognized by Poets & Quants as one of the world's top executive MBA instructors. His scholarly work has appeared in Management Science, Organization Science, Administrative Science Quarterly, the Academy of Management Review, Strategic Management Journal, and Research in Organizational Behavior. Donald C. Kieffer is a Senior Lecturer in Operations Management at MIT Sloan. He is a career operations executive and co-creator of Dynamic Work Design. Kieffer started running equipment in factories at age 17. He was VP of operational excellence at Harley-Davidson, where he worked for 15 years. Since 2007, he has been advising leaders in a variety of industries around the globe. His guidance was instrumental in transforming both the production and technical development areas of the Broad Institute, a Cambridge-based genomic sequencing organization, now an industry leader. He is the founder of ShiftGear Work Design, LLC, and teaches Operations Management at AVT in Copenhagen. 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 There's Got to Be a Better Way: How to Deliver Results and Get Rid of the Stuff That Gets in the Way of Real Work by Nelson P. Repenning and Donald C. Kieffer  The Mindful Body: Thinking Our Way to Chronic Health by Ellen J. Langer  Murder Mysteries by Lousie Penny Like this? Competing in the New World of Work with Keith Ferrazzi How to Achieve Breakthrough Execution and Accelerate Growth with Patrick Thean 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    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   Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP  

This episode explores how technology and healthcare intersect. We talk with Jhonatan Bringas Dimitriades, MD, CEO of Lapsi Health, about Keikku, the first FDA-cleared smart stethoscope with an AI scribe. You will hear how this tool impacts clinical workflows, patient communication, and the broader healthcare system.Key points covered • How clinicians use AI during real-world visits • Measurable time savings in documentation • Data privacy and HIPAA/GDPR compliance • Effects on clinician burnout and emotional fatigue • Future applications of AI in public health and care settings • Skills health professionals need as tech advancesWhy it matters • You see how AI tools shape medical decision-making and patient engagement • You get insight into how tech adoption fits into social systems and workplace culture • You hear practical examples that support ongoing conversations in public health and social scienceThink about this • How does technology influence trust in the patient-provider relationship? • What skills will workers need as AI expands in healthcare? • What policies should protect patients and providers as these tools grow?Listen and reflect on how innovation, behavior, culture, and care systems interact.Resources Mentioned:Website: https://www.keikku.health/Connect with Jhonatan: LinkedIn, Instagram, Twitter/XPhysician burnout researchStay Connected & Support the Show:Want to keep up with conversations like this that challenge the status quo and center community voices? Sign up for The Healthy Project newsletter at www.healthyproject.co for exclusive insights, resources, and updates you won't want to miss.Love what you're hearing? Support independent podcasting that prioritizes truth over trends. Join THP+ for just $5/month and get bonus content, early access to episodes, and the satisfaction of knowing you're fueling more conversations that matter.Visit www.healthyproject.co to subscribe and support today. ★ Support this podcast ★

Michele J. Gelfand is the John H. Scully Professor of Cross-Cultural Management  Professor of Organizational Behavior and Psychology at Stanford Graduate School of Business. Her book, RULE MAKERS, RULE BREAKERS: How Tight and Loose Cultures Wire Our World takes readers on a journey through a variety of human cultures, exploring unique a multi-faceted glimpse into the world around us and ourselves.

The conversation this week is with David Quimby. David is a principal at Innovation Radiation, specializing in systematic innovation, experimental design, and technology forecasting. He is a patented inventor in web architecture and user experience, and co-founder of the Minnesota Change Management Network. David holds a BA in Mathematical and Developmental Economics from UCLA and a Master's in Organizational Behavior and Sociotechnical Systems from UC Berkeley. With extensive experience in technology analysis, consulting, and product discovery, David is passionate about bridging technical and social systems to drive innovation. He has been an active member of the applied AI community, sharing his expertise at events and workshops. He is dedicated to advancing the field of AI through both practical application and thought leadership. If you are interested in learning about how AI is being applied across multiple industries, be sure to join us at a future AppliedAI Monthly meetup and help support us so we can make future Emerging Technologies North non-profit events!Emerging Technologies NorthAppliedAI MeetupResources and Topics Mentioned in this EpisodeSystematic InnovationSystematic Innovation OverviewDesign Patterns (Christopher Alexander)Design Patterns: Christopher AlexanderLateral Thinking (Edward de Bono)Lateral Thinking by Edward de BonoTRIZ (Theory of Inventive Problem Solving)TRIZ MethodologyMorphological Analysis (Fritz Zwicky)Morphological AnalysisHuman-Centric Design (Doug Engelbart)Doug Engelbart and Human-Centric DesignAI Alignment and HallucinationAI Alignment ProblemMatrix Mentor (Custom GPT by David Quimby & Dan Olson)Matrix Mentor

In Episode 14 of Negotiate X in Rewind, hosts Nolan Martin and Aram Donigian explore the art of uncovering interests in negotiation and why it's essential for lasting success. They break down how identifying both organizational and individual motivations—beyond surface-level positions—leads to stronger collaboration and smarter outcomes.  Using real-world examples, they illustrate how strategic, operational, and personal goals intertwine in every deal. From managing risks and relationships to understanding human needs through Maslow's hierarchy, the episode reveals how empathy and curiosity transform negotiations into meaningful, mutually beneficial problem-solving conversations rather than positional battles.  

In this episode of “This Is Purdue,” we're talking to Allie Gabriel, the Thomas J. Howatt Chair in Management in Purdue University's Mitch Daniels School of Business and faculty director of the Center for Working Well.   As an award-winning advocate for workplace mental health and well-being, Allie studies how employees can thrive at work, both in person and virtually. She also leads the Center for Working Well, in the Organizational Behavior and Human Resource Management department, which is at the forefront of researching various challenges facing modern workforces.    In this episode, you will:   Learn more about Allie's timely research on employee wellness, burnout, and stress and recovery  Gain life-changing tips on how to recover from burnout, debunk the myths of “work-life balance,” and reframe how success in work and life looks for you   Find out what Zoom fatigue is and how identifying it can help organizations and businesses adopt a more intentional, human approach to improve their workplaces  Hear more about how Allie came to Purdue, how she became a new mother during the start of the COVID-19 pandemic, and how her experience with postpartum depression has shaped her research and advocacy today   Learn how the Center for Working Well is disseminating Purdue's groundbreaking, interdisciplinary wellness research   You don't want to miss this eye-opening interview with a Purdue professor and researcher who's shining a light on what it means to work well.   Learn more about your ad choices. Visit megaphone.fm/adchoices

If you walked into your backyard and scooped up just a pinch of dirt, you'd be holding an entire underground universe in your fingers — one teeming with life and mysteries you've probably never imagined. I'll reveal what's really hidden in that soil. Source: David W. Wolfe, author of Tales From The Underground https://amzn.to/3tvUBIk Speaking in front of people — whether it's a handful of colleagues or a packed room — can feel nerve-wracking. But with a few simple techniques, you can transform that anxiety into confidence and make your message land with impact. Communication expert Matt Abrahams, lecturer in Organizational Behavior at Stanford University's Graduate School of Business and author of Think Faster: Talk Smarter (https://amzn.to/3Q6zMev), shares practical advice that will instantly make you a more effective, engaging speaker. When you pour a bowl of cereal, you probably think of brightly colored boxes from Kellogg's, Post, or General Mills. But the history of breakfast cereal stretches back centuries — and the quirky, sometimes bizarre story of how corn flakes and cold cereals became a global staple is full of fascinating characters and surprising twists. Kathryn Cornell Dolan, associate professor of English at Missouri University of Science and Technology and author of Breakfast Cereal: A Global History (https://amzn.to/3ZKV0Tz), takes us through the delicious backstory. Here's something strange: in just the last few decades, human feet have been getting noticeably bigger. Both men and women today wear larger sizes than previous generations. Why is this happening? I'll explain the prevailing theory behind the rise of bigger feet. http://www.dailymail.co.uk/news/article-1239975/Female-feet-getting-larger-size-10s-demand.html PLEASE SUPPORT OUR SPONSORS!!! INDEED: Get a $75 sponsored job credit to get your jobs more visibility at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://Indeed.com/SOMETHING⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ right now! DELL: Huge savings on Dell AI PCs with Intel Core Ultra processors are here, and they are newly designed to help you do more, faster.  Upgrade today by visiting⁠⁠ https://Dell.com/Deals⁠⁠ QUINCE: Keep it classic and cool this fall with long lasting staples from Quince! Go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://Quince.com/sysk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for free shipping on your order and 365 day returns! HERS: Whether you want to lose weight, grow thicker, fuller hair, or find relief for anxiety, Hers has you covered. Visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://forhers.com/something⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to get a personalized, affordable plan that gets you! SHOPIFY: Shopify is the commerce platform for millions of businesses around the world! To start selling today, sign up for your $1 per month trial at⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://Shopify.com/sysk⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Living and working in groups is both a blessing and a curse. Too often, groups are in the news for all the wrong reasons: conformity, polarization, prejudice, conflict, and general mass stupidity. The secret is understanding how to work with the invisible forces of group dynamics instead of being mindlessly pushed around by them. In this interview, Dr. Colin Fisher shares his research on what leaders need to know and do in order to get their teams to perform up to their potential. He also shares how conformity can be used as an asset and competition can be detrimental to the way groups and teams operate. Because one of the methods of creating group cohesion is to create an “out” group, Dr. Fisher finishes with a conversation about ways in which the division plaguing many countries can be repaired.Dr. Fisher received his Ph.D. in Organizational Behavior from Harvard University, and previously worked as an Assistant Professor of Organizational Behavior at Boston University's School of Management. Prior to his Ph.D. he studied improvisation in the arts at New York University (M.A.) and jazz trumpet at New England Conservatory of Music (B.Mus.). In his prior career as a jazz trumpet player, Colin was a long-time member of the Grammy-nominated Either/Orchestra, with whom he toured extensively and recorded several critically acclaimed albums. Originally from Redmond, Washington in the USA, he now lives in Northeast London with his wife and two children. He can sometimes be found performing at jazz jams throughout London.

Is the classic forming, storming, norming, performing model wrong? In this episode of Nudge, Professor Colin Fisher challenges one of the most famous team-building frameworks and reveals what really drives teams to succeed. ---   Read Colin's book: https://colinmfisher.com/ Reading the Mind In the Eyes: https://embrace-autism.com/reading-the-mind-in-the-eyes-test/#test Sign up for my newsletter: https://www.nudgepodcast.com/mailing-list  Connect on LinkedIn: https://www.linkedin.com/in/phill-agnew-22213187/  Watch Nudge on YouTube: https://www.youtube.com/@nudgepodcast/  --- Today's sources:  Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. Riedl, C., Kim, Y. J., Gupta, P., Malone, T. W., & Woolley, A. W. (2021). Quantifying collective intelligence in human groups. Proceedings of the National Academy of Sciences, 118(21), e2005737118  Sherif, M. (1936). The psychology of social norms. Harper. Staw, B. M. (1975). Attribution of the "causes" of performance: A general alternative interpretation of cross-sectional research on organizations. Organizational Behavior and Human Performance, 13(3), 414–432.

#securityconfidential #darkrhiinosecurity 00:00 Intro02:27 Business to I.T11:50 It's all about the people 16:30 Small businesses should stay vigilant 18:35 What is Organizational Behavior?26:40 How do you find those vulnerabilities?32:38 There's no way AI can unlearn what you taught them40:00 There's no such thing as free43:10 Allow people to experiment safely43:37 How can you use AI to positively affect resilience?46:32 Understanding the “Why” in the process50:45 Attend the 2025 Cyber Security Summit52:30 Connect with Shayla----------------------------------------------------------------------Attend the https://www.cybersecuritysummit.org/To learn more about Shayla visit https://www.linkedin.com/in/shayla-treadwell/To learn more about Dark Rhiino Security visit https://www.darkrhiinosecurity.com----------------------------------------------------------------------SOCIAL MEDIA:Stay connected with us on our social media pages where we'll give you snippets, alerts for new podcasts, and even behind the scenes of our studio!Instagram: @securityconfidential and @DarkrhiinosecurityFacebook: @Dark-Rhiino-Security-IncTwitter: @darkrhiinosecLinkedIn: @dark-rhiino-securityYoutube: @DarkRhiinoSecurity ​

#securityconfidential #darkrhiinosecurity 00:00 Intro02:27 Business to I.T11:50 It's all about the people 16:30 Small businesses should stay vigilant 18:35 What is Organizational Behavior?26:40 How do you find those vulnerabilities?32:38 There's no way AI can unlearn what you taught them40:00 There's no such thing as free43:10 Allow people to experiment safely43:37 How can you use AI to positively affect resilience?46:32 Understanding the “Why” in the process50:45 Attend the 2025 Cyber Security Summit52:30 Connect with Shayla----------------------------------------------------------------------Attend the https://www.cybersecuritysummit.org/To learn more about Shayla visit https://www.linkedin.com/in/shayla-treadwell/To learn more about Dark Rhiino Security visit https://www.darkrhiinosecurity.com----------------------------------------------------------------------SOCIAL MEDIA:Stay connected with us on our social media pages where we'll give you snippets, alerts for new podcasts, and even behind the scenes of our studio!Instagram: @securityconfidential and @DarkrhiinosecurityFacebook: @Dark-Rhiino-Security-IncTwitter: @darkrhiinosecLinkedIn: @dark-rhiino-securityYoutube: @DarkRhiinoSecurity ​

In this episode of the Positive Leadership Podcast, I have the great pleasure of welcoming Gianpiero Petriglieri, one of the world's leading voices in leadership development. A professor of Organizational Behavior at INSEAD, Gianpiero's work bridges psychology, management, and education. Trained first as a medical doctor and psychiatrist in Italy, he later reinvented himself as a leadership scholar and educator. His unique journey brings a rare depth to his teaching and research, which focus on how we lead, how we learn, and—most importantly—how we stay human in times of constant change. We explore together: His childhood influences and formative years in Sicily. The lessons he carried from psychiatry into leadership education. Why he believes leadership is not just about skills, but about “the inner work” of becoming yourself—on purpose. How bravery, humility, and emotional courage are reshaping leadership today. Why he describes leadership as “a kind of love”, and what that means for organizations navigating uncertainty and reinvention. Gianpiero's voice is poetic, deeply human, and a powerful reminder that leadership is not about perfection or performance—but about presence, purpose, and connection. 

What You'll Learn:In this episode, host Andy Olrich and guest Colleen Soppelsa discuss the importance of group intelligence in practical problem-solving. Colleen also highlights the significance of integrating behavioral mapping with technical problem-solving frameworks like A3 and DMAIC to achieve sustainable improvements. The discussion underscores the critical role of behavioral alignment in driving organizational success.About the Guest:Colleen Soppelsa began her career abroad, working in educational services in Japan and in consumer luxury goods in Italy, where she met her husband. Her journey in lean continuous improvement started in Purchasing at Toyota Engineering and Manufacturing North America in Erlanger, KY, supporting electronics assemblies and steel structures. In 2011, she transitioned into the Aerospace and Defense industry, holding performance improvement roles at GE Aerospace and L3Harris Technologies.Over the course of her career, Colleen has facilitated teams in project management, kaizen, and strategy deployment. These experiences deepened her focus on organizational behavior and the transformative impact of trust, teamwork, and creativity in advanced engineering environments.Links:2025 Lean Solutions SummitClick Here For Colleen's LinkedInClick Here To Access Colleen's Website

Getting people to voluntarily share their best information and act in the best interest of their team are two of the biggest challenges leaders face. In an insecure economy, it can be more difficult to get people on a team to demonstrate prosocial behavior, however, Dr. Vanessa Druskat's research proves that emotionally intelligent teams that are supportive of each other - by listening deeply, offering help, and celebrating the successes of others - will offer superior results. In this interview, Dr. Druskat shares how leaders can build collaborative groups that outperform the competition. She says that healthy teams emerge when norms are created that allow everyone on the team to be heard and to contribute in their roles. She goes on to discuss how to create a sense of belonging when so many people revile DEI, how AI is going to influence the desire to work collaboratively, and how her research on team effectiveness can be applied to create more unified communities. Dr. Vanessa Druskat is an Associate Professor of Organizational Behavior at the University of New Hampshire. She is an internationally recognized leadership and team performance expert who advises leaders and teams in some of the world's most respected Fortune 500 and Fortune Global 500 organizations. Her thirty-year research career examining differences between team cultures (i.e., social norms and routines) in high-performing and average-performing work teams led her to pioneer the concept of team emotional intelligence. She has published award-winning research articles in her field's top academic and practitioner journals and serves on the executive board of the Consortium for Research on Emotional Intelligence in Organizations. Her popular Harvard Business Review article (with S. Wolff) on emotionally intelligent teams has been reprinted four times in collections of HBR's most valued articles. Her book “The Emotionally Intelligent Team: Building Collaborative Groups that Outperform the Rest” was released in July of 2025.

In this bonus clip from Episode 483 of Relentless Health Value, host Stacey Richter discusses the efforts of individuals working within large healthcare organizations to improve patient outcomes despite systemic challenges.  Guest Jonathan Baran, co-founder and CEO of Self Fund Health, highlights how incentives within the healthcare system drive behaviors that often conflict with patient and member interests.  The discussion emphasizes the importance of not generalizing the intentions of all employees based on organizational actions and encourages a deeper understanding of underlying incentive structures to foster meaningful changes.  Self Fund Health, I am so pleased to tell you, as I am always so pleased to tell you, did make such a kind offer to help out Relentless Health Value financially. You and the tribe here are really, really great folks who I truly appreciate. Please support Self Fund Health if you are in Wisconsin. This episode is sponsored by Self Fund Health. === LINKS ===

Summary In this episode, Andy welcomes Jeffrey Hull and Margaret Moore, co-authors of The Science of Leadership: Nine Ways to Expand Your Impact. Drawing from over 50 years of leadership research and tens of thousands of studies, Jeff and Meg offer an accessible roadmap for leaders who want to grow in meaningful, evidence-based ways. As coaches and leaders at the Institute of Coaching, they distill complex research into nine practical leadership capacities that help you expand your impact while staying grounded. In this conversation, they unpack what it means to be a conscious leader and why self-awareness is essential. You'll hear how cultural context affects leadership perceptions, what it takes to be ready to grow, and how to quiet the "ego noise" that can derail your effectiveness. Whether you're managing a team across time zones or parenting in today's high-pressure environment, the insights from this episode are deeply practical and immediately usable. If you're looking for insights on how to lead with more clarity, authenticity, and impact, this episode is for you! Sound Bites "Leadership isn't about you as much as it is about your impact on others." "Motivation and confidence are twin engines that power real growth." "Quieting your ego doesn't make you less effective. It gives you clarity." "Cultural norms can shape how leadership is perceived, but respect always translates." "Transformational leadership isn't about having a vision. It's about co-creating one." "Parenting is leadership. And it's one of the best places to practice these capacities." "The book is a self-coaching tool for everyday leaders who want to grow with intention." Chapters 00:00 Introduction 01:49 Start of Interview 02:00 What From Your Early Life Influenced How You Think About Leadership? 08:00 What Types of Leadership Books Make You Shake Your Head? 11:08 What Do You Mean by Leadership? 17:30 How Do We Know If We're Ready to Grow as Leaders? 21:00 How Do Cultural Norms Affect the Practice of These Capacities? 25:45 What Does It Mean to Be a Conscious Leader? 35:00 What Is a Quiet Ego, and How Do You Quiet Ego Noise? 38:30 What Does Transformational Leadership Look Like in Practice? 40:30 A Practical Way to Develop This Capacity 45:28 What Can Parents Learn From This Book to Lead Better at Home? 48:46 End of Interview 49:20 Andy Comments After the Interview 53:00 Outtakes Learn More You can learn more about Jeff, Meg, and their work at ScienceOfLeadership.com. For more learning on this topic, check out: Episode 344 with Peter Bregman about how you can change other people by setting the conditions under which they're willing to change. Episode 416 with Jim Kouzes. He's been with us four times, each episode exploring research-driven insights on leadership. Episode 252 with Marcus Buckingham about the Nine Lies we believe about work and leadership, and what to do about them. Pass the PMP Exam This Year If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader–that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Self-Awareness, Coaching, Organizational Behavior, Servant Leadership, Team Culture, Feedback, Psychological Safety, Confidence, Change Readiness, Authenticity, Conscious Leadership, Project Management The following music was used for this episode: Music: Echo by Alexander Nakarada License (CC BY 4.0): https://filmmusic.io/standard-license Music: Fashion Corporate by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

Real connection means understanding your audience, staying true to yourself, and creating space for others.How do you communicate who you are, what you stand for, and leave space for others to do the same? At the Stanford Seed Summit in Cape Town, South Africa, three GSB professors explored why real connection is built through authentic communication.For Jesper Sørensen, authentic organizational communication means talking about a business in ways customers or investors can understand, like using analogies to relate a new business model to one that people already know. For incoming GSB Dean Sarah Soule, authentic communication is about truth, not trends. Her research on "corporate confession" shows that companies build trust when they admit their shortcomings — but only if those admissions connect authentically to their core business. And for Christian Wheeler, authentic communication means suspending judgment of ourselves and others. “We have a tendency to rush to categorization, to assume that we understand things before we really do,” he says. “Get used to postponing judgment.”In this special live episode of Think Fast, Talk Smart, host Matt Abrahams and his panel of guests explore communication challenges for budding entrepreneurs. From the risks of comparing yourself to competitors to how your phone might undermine genuine connection, they reveal how authentic communication — whether organizational or personal — requires understanding your audience, staying true to your values, and creating space for others to be heard.Episode Reference Links:Jesper SørensenChristian WheelerSarah SouleEp.194 Live Lessons in Levity and Leadership: Me2We 2025 Part 1 Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:04) - Jesper Sørensen on Strategic Analogies (04:06) - Sarah Soule on Corporate Confessions (08:46) - Christian Wheeler on Spontaneity & Presence (12:06) - Panel Discussion: AI's Role in Research, Teaching, & Life (17:52) - Professors Share Current Projects (22:55) - Live Audience Q&A (32:53) - Conclusion *****This Episode is sponsored by Stanford. Stay Informed on Stanford's world changing research by signing up for the Stanford ReportSupport Think Fast Talk Smart by joining TFTS Premium.       

Bizzie Gold is the CEO and Founder of Break Method, a first-of-its-kind behavioral diagnostics system that uses data analytics to predict and reprogram patterns of thought and behavior with 98.3% accuracy. An industry disruptor to the core, Bizzie is revolutionizing the way mental health, addiction recovery, and human performance are approached. She has founded and scaled eight global brands, and Break Method with its brain pattern mapping technology that avoids confirmation bias in therapy, challenges the outdated financial and therapeutic models that keep clients trapped in endless cycles of dependency. She is also the author of the new book, “Your Brain is a Filthy Liar”.

Avi Kluger is a professor of Organizational Behavior at Hebrew University of Jerusalem. Avi was born in Tel Aviv to Holocaust survivors and is married with three children. And he is also a grandfather. In this episode we discuss the following: I was touched by Avi's vulnerability in sharing how listening has saved his life—twice. After his daughter died by suicide, it was the listening community that Avi had cultivated that helped him carry on, even as his pain and sorrow endured. One friend, in particular, asked Avi to recount the last day he spent with his daughter—and then told him she'd listen to that story 100 more times if he needed to. Listening saved Avi again during an exercise where he realized he'd spent five years on a project simply to prove a point, rather than because he valued it. That moment launched Avi's mission to become a better listener every day of his life. I was especially intrigued by how Avi doesn't dwell on people's listening mistakes. Instead, he helps them discover how to improve. And he extends the same compassion to himself when he falls short.  He simply notices and praises his awareness.  I was impressed by how present Avi was with me, encouraging me to take my time and then referenced earlier parts of our conversation, demonstrating that he truly heard me.  Because of this conversation, I have adopted Avi's goal: to become a better listener every day. And because of this interview, Avi will soon be coming to Kansas to teach a listening seminar, and I cannot wait to learn more from him. When someone truly listens, it creates a magical space-- a meeting of the minds where ideas emerge that could not have been reached alone.     Connect on Social Media: X: https://twitter.com/nate_meikle LinkedIn: https://www.linkedin.com/in/natemeikle/ Instagram: https://www.instagram.com/nate_meikle/ Youtube: https://www.youtube.com/@nate.meikle

Re-Release: On this Live Greatly podcast episode, Kristel Bauer sits down with Alison Fragale PhD, organizational psychologist, professor and author of LIKEABLE BADASS: How Women Get the Success They Deserve. Alison and Kristel discuss status, why it matters and how to get it, ways to be assertive and likeable, why you should actually want people to be talking about you behind your back and lots more!  Tune in now! Key Takeaways From This Episode What status is and why it matters How to be assertive and likeable How status can impact quality of life Why you should actually want people to be talking about you behind your back Tips to build your status A look into Alison's book LIKEABLE BADASS: How Women Get the Success They Deserve About Alison Fragale: Alison Fragale is the Mary Farley Ames Lee Distinguished Scholar of Organizational Behavior at the University of North Carolina Chapel Hill Kenan-Flagler Business School. As a research psychologist, award-winning professor, international keynote speaker, and author, she is on a mission to help others — especially women — use behavioral science to work and live better. Her scholarship has been published in the most prestigious academic journals in her field and featured in prominent media outlets such as The Wall Street Journal, The Washington Post, Financial Times, Boston Globe, and Inc. She lives in Chicago with her husband and three children, who are all named after professional athletes.   Connect with Alison: Order Likeable Badass: https://alisonfragale.com/book/  Website: https://alisonfragale.com/ LinkedIn: https://www.linkedin.com/in/alisonfragale/  Instagram: https://www.instagram.com/alisonfragale/  About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to “Live Greatly” while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.