Podcasts about organizational change

This week, Ivy Slater, host of Her Success Story, chats with her guest, Dr. Keith Dorsey. The two talk about the journey toward greater gender diversity in corporate boardrooms, the importance of cognitive diversity as a business imperative, and actionable strategies women can use to position themselves for board opportunities. In this episode, we discuss:  Dr. Keith Dorsey's transition from a career as a turnaround specialist in corporate America and the U.S. Air Force into board advisory and executive coaching, and his eventual focus on increasing diversity on corporate boards. What inspired Dr. Dorsey's recent book, The Boardroom Journey, which provides strategies for women pursuing board seats, and how this work stemmed from both his academic and practical experiences. When recent progress in women's board representation saw a spike—from under 15% to over 30% in California and among Fortune 500/SP500 firms after 2018—but why these gains may have plateaued and what needs to happen next. Why women must control what they can, actively building their personal brand, networking widely, and repairing old relationships, to ensure future opportunities. How the “who knows you” factor is a game changer for board placement, visibility, reputation, and even relationships, to unexpected connections can make all the difference. Dr. Keith D. Dorsey is an executive coach, thought leader, and author with 25+years of experience in leadership development, corporate governance, and OptimalDiversity™—a framework pairing visible demographics with hidden strengths like unique experiences and perspectives to boost performance. His book, The Boardroom Journey, delivers practical strategies for women pursuing board seats. Keith holds a Doctorate in Organizational Change and Leadership from USC and an MBA from Pepperdine. As a trusted advisor, he empowers professionals to break barriers, build social capital, and lead with purpose at the highest organizational levels. Website: www.boardroomjourney.com   Social Media Links: https://www.linkedin.com/in/dr-keith-d-dorsey-798a2681/ Book: https://a.co/d/8fvROyg  

Is the Lean Startup methodology dead? Peter and Dave tackle the growing criticism around MVP approaches and explore why this foundational model still has its place in modern product development.Drawing from George Box's famous insight that "all models are wrong, but some are useful," they discuss how tools evolve but don't necessarily become obsolete. With AI making prototyping faster and cheaper than ever, the conversation explores what's changed about experimentation and what hasn't.The hosts dig into common misapplications of Lean Startup principles, from "MVPs" that take months to build to organizations that skip the crucial feedback loops. They also explore when incremental learning isn't enough and you need those bigger strategic pivots.Plus, they make the case for Wardley mapping as an underutilized tool for spotting step-change opportunities that incremental approaches might miss.Key Takeaways:Lean thinking remains relevant: Lean Startup is still a valuable operational tool for continuous learning and incremental improvement, but it works best when properly implemented with complete feedback loopsYou need multiple models: Organizations need both incremental change capabilities (like Lean Startup) and strategic step-change tools (like Wardley mapping) to navigate complexity effectivelyAI commoditizes development, not strategy: While AI tools make prototyping easier and faster, they don't replace the need for good product thinking, user experience design, or asking the right strategic questionsWhether you're questioning your current approach to product development or looking for ways to balance tactical execution with strategic vision, this episode offers a pragmatic perspective on using the right tools for the right challenges.

What You'll Learn:In this episode, host Catherine McDonald, Shane Daughenbaugh, and guest Daniel Walker discuss the importance of innovation, culture, and leadership in change management. The empathize the significance of middle management in organizational change and innovation. He shares his research on empowering middle managers and the need for a culture of continuous improvement.About the Guest:Dr. Walker has been developing his skills in problem-solving, innovation, and culture change for several decades. He is a certified Six Sigma black belt. He holds a BS in Plastics Engineering Technology, an MS in Management, Strategy, and Leadership, and a PhD in Business Management. His doctoral research focused on organizational change and innovation. He has a passion for facilitating the learning process, focusing on leadership development and cultural innovation.Links:Click Here For Daniel Walker's LinkedIn

In this episode of Getting to Aha!, host Darshan Mehta sits down with Mohan Sivaloganathan, founder of Harmonious Leadership, to discuss a revolutionary approach to leadership that unites well-being with performance. Together, they explore why outdated leadership models fall short and how joy-centered, sustainable practices can boost engagement, collaboration, and innovation. With frameworks like “Unity of Purpose” and strategies to build lasting culture change, Mohan shares powerful insights to help leaders drive meaningful transformation in uncertain times.

What if you could lead organizational change the same way revolutions overthrow regimes? Today on Leveraging Thought Leadership, Peter Winick sits down with Greg Satell—co-founder of ChangeOS, bestselling author of "Cascades: How to Create a Movement That Drives Transformational Change", and one of the world's top experts on transformational change. Greg doesn't just talk about change—he's lived through it, from leading media organizations during the Orange Revolution in Ukraine to building practical frameworks used by today's largest corporations. Greg shares why traditional change management often fails and how organizations can instead harness the power of movements. Drawing from real-world revolutions and network science, he explains why resistance is predictable, why change requires collective action, and how to create sustainable, culture-driven transformation that sticks. He also breaks down the tools and models behind his work—like the Resistance Inventory and Cultural Trigger Mapping—and why building evangelists inside your organization is critical to long-term success. If your team is struggling with change fatigue, inertia, or lack of alignment, Greg's insights offer a radically different way forward. This episode is packed with sharp, actionable frameworks for CEOs, CHROs, transformation leaders, and fellow thought leaders alike. If you're looking to drive change that actually lasts—this conversation is a must-listen. Three Key Takeaways: • Change is a people problem, not just a strategy problem. Successful transformation requires shifting beliefs and behaviors—not just processes or structures. • Resistance is predictable—and manageable. Most change initiatives fail because they don't identify or plan for resistance. A resistance inventory helps leaders anticipate and navigate pushback. • Lasting change spreads like a movement. True transformation requires internal evangelists who influence their networks, making the change sustainable beyond any one leader or initiative. If Greg's episode sparked your interest in how movements drive lasting change, you'll want to explore our conversation with Urvashi Bhatnagar on Implementing Niche Solutions at Scale. Both episodes dive into the challenge of turning big ideas into sustainable results—whether it's building cultural momentum for transformation or scaling specialized solutions across complex organizations. Urvashi's insights on aligning niche innovations with organizational structures complement Greg's frameworks for overcoming resistance and creating internal evangelists. Together, these episodes offer a powerful blueprint for leaders who need to drive change that sticks and scales.

Can agile teams really move fast without breaking stuff? In this episode, Dave and Peter dig into one of the biggest tensions in modern software delivery: the push for speed versus the need to manage risk.They unpack the idea that when agile is done right, it actually helps reduce risk, not amplify it. You'll hear stories and analogies (yep, including a messy kitchen and airplane cockpits) that bring this idea to life. Along the way, they highlight why teams that obsess over "faster delivery" often end up with systems that are, well, kind of fragile.Whether you're navigating compliance hurdles, trying to foster psychological safety, or just figuring out how to move fast without chaos, this conversation brings a grounded, practical take on how agile and risk can work together, not against each other. This week's takeaways:Learning continuously is more powerful than just moving quicklyTeams should feel safe to say “something doesn't feel right”Focus on what's working, not just what's broken

We're joined by John Fallon, former CEO of Pearson PLC, who led its transformation from a 175-year-old publisher to a global digital learning company. Now an author and academic, John shares insights from his new book, “Resurgent,” on how established companies can thrive amidst disruption by leaning into their core strengths while learning to be agile. He argues that a strong, unifying sense of purpose is the most critical factor in navigating the immense challenges of change.John asserts that the “transformation” aspect of digital change is far harder than the “digital” part itself. He describes the core leadership challenge as bridging the gap between exponential technological progress and the linear way humans adapt. Success requires making change tangible and near-term, and he reframes middle managers not as a “permafrost” layer blocking change, but as the organization's essential “shock absorbers” who translate strategy and manage the associated anxiety.Looking ahead, John provides practical advice, from using AI as a tool to create a powerful “first draft” that human creativity can then elevate, to having the patience required for a journey that often takes over a decade. He explains that leaders must protect small, innovative initiatives with non-financial KPIs and foster a culture of continuous change, recognizing that in the modern era, you are either busy being born or busy dying.→ John's new book "Resurgent: How Established Organizations Can Fight Back and Thrive in an Age of Digital Transformation"

Gawain Smart, CEO of International Campus Group, joins me on the People Property Place Podcast

Greg Shea, Adjunct Professor of Management and Senior Fellow at the Wharton Center for Leadership and Change, outlines how Boeing's long-term shift away from its engineering roots has led to widespread reputational damage and organizational dysfunction—and what its leadership must do to repair both internal culture and external credibility. Hosted on Acast. See acast.com/privacy for more information.

Send us a textJulie Jenkins and Dr. Thomas Anderson II explore how leaders can navigate complex change by embracing curiosity as a way of being rather than seeking stability or rushing to solutions.• Complex change differs from linear change—there's no step-by-step process, only sense-making and educated guesses• Leaders create the "weather" for their teams—their approach to uncertainty directly affects how others respond• Moving from a controlling leadership style to a curious one requires sitting with the discomfort of not knowing• Breaking out of leadership defaults requires self-awareness and intentionally designing new responses• Creating spaciousness, asking one more question, and mapping out knowns versus unknowns are practical leadership tools• Resistance and readiness are two sides of the same coin—resistance signals important information• Embracing paradox ("two things can be true") helps teams move forward despite uncertainty• Approaching change as experiments allows for learning without judgment about right or wrong• Being vulnerable with your team builds trust that sustains through uncertaintyRemember that leadership during complex change doesn't require having all the answers. Be kind to yourself, extend compassion to others, and trust the process of learning as you go.Connect with our experts on LinkedIn:https://www.linkedin.com/in/julie-jenkins/https://www.linkedin.com/in/thomasandersonii/BelemLeaders–Your organization's trusted partner for leader and team development. Visit our website to connect: belemleaders.org or book a discovery call today! belem.as.me/discoveryUntil next time, keep doing great things!

In dieser Episode meines Podcasts Positiv Führen spreche ich mit Christoph Müller-Höcker über Mindfulness und achtsame Führung in Unternehmen. Einige der Themen: - Was bedeutet Mindfulness für Führungskräfte – und was nicht? - Der Business Case für Achtsamkeit: Warum investiert die Allianz in Mindfulness? - Praktische Tools wie der "physiologische Seufzer" und die "Minute des Ankommens" - Typische Widerstände und Missverständnisse gegenüber Achtsamkeit im Business - Zielgruppen und Demographics: Wer nutzt Mindfulness-Angebote – und wer sollte sie (mehr) nutzen? - Wie man Achtsamkeit am besten in Organisationen einführt (und wie man es versemmelt) Über den Gast: Christoph Müller-Höcker ist Group Mindfulness Lead der Allianz Gruppe. Er verantwortet als "Unternehmer im Unternehmen" weltweite Mindfulness-Programme für Mitarbeiter und hat eine Community von 8.000 Menschen aufgebaut. Seine Arbeit zeigt beeindruckende Zahlen: 100% Net Promoter Score, 4,6 Sterne Bewertungen und täglich rund 100 Teilnehmende bei Meditation-Sessions, die regelmäßig von positiven Effekten auf Fokus, Stressreduktion, Resilienz und Empathie berichten. Nach einer berufsbegleitenden Ausbildung zum Public Relations-Berater hat Christoph Soziologie mit Betriebswirtschaft und Psychologie studiert. In seinem bald 20-jährigen Berufsleben widmete er sich schwerpunktmäßig dem Thema Transformation, Veränderung und Wachstum von Menschen und Organisationen, arbeitete langjährig als Unternehmensberater und war zuletzt global für das Thema Organisationsentwicklung und Veränderungsmanagement als Head of Organizational Change bei dem internen Technologie-Partner Allianz Technology verantwortlich. Ihnen, Euch und Dir viel Freude und Anregung beim Zuhören! Weitere Infos zu mir auf positiv-fuehren.com. Kritik, Fragen, Wünsche gern an kontakt@positiv-fuehren.com Wem die Folge gefallen hat – mein Podcast und ich freuen sich über Bewertungen, Abos und/oder Rezensionen auf Apple Podcasts oder Spotify. Danke! Sämtliche weiteren Folgen findet Ihr hier: [positiv-fuehren.com/podcast](https://positiv-fuehren.com/podcast) – oder auf diversen Podcast-Plattformen. _____ Für Dich vielleicht spannend: Schon angemeldet für mein neues Programm Mindfulness-based strengths practice (MBSP) für Führungs- und Personalkräfte im Herbst?

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

Send us a textThis conversation explores the transformative journey of a church as it navigates a crisis that forces it to rethink its mission and methods. Drawing insights from the book 'Spent Matches', the discussion highlights the shift from an attractional model to a hybrid approach that emphasizes disciple-making and community engagement. The speakers delve into the importance of culture, training, and the need to challenge ingrained assumptions to foster growth and adaptability.TakeawaysThe church faced a crisis that revealed the limitations of its current model.A paradigm shift is necessary when old methods fail.The hybrid model combines traditional and innovative approaches to church growth.Success is redefined as disciples making disciples, not just attendance.Learning from unexpected sources can provide valuable insights for growth.Building a supportive culture is crucial for sustaining movement.Training and retraining are essential for effective disciple-making.Language matters; small changes can remove barriers to engagement.Understanding the Dunning-Kruger effect is vital for humility in learning.Challenging assumptions can lead to breakthroughs in personal and organizational growth.Resources: Resource GuideListen in one of 20 different languages - !Coming Soon!*This is an AI generated podcast

In this special encore episode of The Voice of Retail, recorded live at the Cox School of Business at Southern Methodist University in Dallas, host Michael LeBlanc is joined by longtime Remarkable Retail #podcast collaborator and retail thought leader Steve Dennis to celebrate the launch of Steve's latest book, Leaders Leap: Transforming Your Company at the Speed of Disruption.Best known for his bestselling book Remarkable Retail, Steve steps outside the retail-specific lens to explore a broader question: Why do leaders and companies fail to transform—even when they know they must? Drawing on personal experiences at iconic retailers like Sears and Neiman Marcus, Steve shares how legacy mindsets, fear of risk, and "timid transformations" can doom even the most well-intentioned strategies. He recalls a pivotal moment at Sears when, after 18 months of strategic planning and board approval, a colleague remarked that the new plan was “not a strategy to win—just a strategy to suck less.”From there, the conversation dives into the key themes of Leaders Leap, including Steve's concept of “leadership mind leaps”—seven fundamental shifts that leaders must make to truly drive meaningful transformation. These include “Crush Your Ego,” “Open the Aperture,” “Edit to Amplify,” “Start with Wow,” “Think Radically,” “Embrace the Risk of Inaction,” and “Accelerate with Urgency.” Each leap challenges conventional leadership norms and encourages leaders to rethink their roles in the face of fast-paced disruption.Steve and Michael discuss why merely optimizing the business model isn't enough in an age defined by exponential change, and how legacy brands can learn from disruptors like Uber, Airbnb, and Netflix—companies that pivoted boldly and often. Using examples from RH (formerly Restoration Hardware) and Vuori, the episode highlights how focus, differentiation, and bold thinking can enable even established players to reinvent themselves.This episode is a masterclass in leadership transformation for retailers and executives across sectors. Whether you're a C-suite veteran, a team leader, or an entrepreneur navigating disruption, this conversation offers both strategic frameworks and personal insight that can help you leap forward, not fall behind. Michael LeBlanc is the president and founder of M.E. LeBlanc & Company Inc, a senior retail advisor, keynote speaker and now, media entrepreneur. He has been on the front lines of retail industry change for his entire career. Michael has delivered keynotes, hosted fire-side discussions and participated worldwide in thought leadership panels, most recently on the main stage in Toronto at Retail Council of Canada's Retail Marketing conference with leaders from Walmart & Google. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, CanWest Media, Pandora Jewellery, The Shopping Channel and Retail Council of Canada to his advisory, speaking and media practice.Michael produces and hosts a network of leading retail trade podcasts, including the award-winning No.1 independent retail industry podcast in America, Remarkable Retail with his partner, Dallas-based best-selling author Steve Dennis; Canada's top retail industry podcast The Voice of Retail and Canada's top food industry and one of the top Canadian-produced management independent podcasts in the country, The Food Professor with Dr. Sylvain Charlebois from Dalhousie University in Halifax.Rethink Retail has recognized Michael as one of the top global retail experts for the fifth year in a row, the National Retail Federation has designated Michael as on their Top Retail Voices for 2025, Thinkers 360 has named him on of the Top 50 global thought leaders in retail, RTIH has named him a top 100 global though leader in retail technology and Coresight Research has named Michael a Retail AI Influencer. If you are a BBQ fan, you can tune into Michael's cooking show, Last Request BBQ, on YouTube, Instagram, X and yes, TikTok.Michael is available for keynote presentations helping retailers, brands and retail industry insiders explaining the current state and future of the retail industry in North America and around the world.

In this episode, Dave and Peter explore why "safe bets" in business can be the riskiest moves today. They unpack the shift from long-term plans to fast, testable experiments, and why companies must embrace uncertainty to stay competitive. Topics include digital transformation pitfalls, cultural resistance to change, and the importance of alignment over tech.Key takeaways:Shorter cycles are essentialThere are no safe bets anymoreAlignment matters more than technologyFor more insights, visit definitelymaybeagile.com, subscribe, and follow us on social media. Questions or feedback? Reach out at feedback@definitelymaybeagile.com.

Michael Bungay Stanier: Change Signal Michael Bungay Stanier is best known for The Coaching Habit, the best-selling coaching book of the century and recognized as a classic. He was a Rhodes Scholar, and was recently awarded the coaching prize by Thinkers50. He's now the host of the new Change Signal podcast. If you're doing change right, it's going to be messy. In this conversation, Michael Bungay Stanier returns to show us where to start, the key mindsets to have, and the first steps for getting traction. Key Points If you're doing change right, it's going to be messy. Before you remove a fence, figure out why it's there. Take inspiration from Emily Dickinson: “Tell all the truth but tell it slant.” Beware giving lip service to the emotional realities of change and then moving forward without really addressing them. Strategy is a living conversation. Run experiments. Fire bullets before cannonballs. Motivation is a critical factor in change. Better to be less efficient and have people with you than to force compliance with a “perfect” plan. Emily Dickinson: Tell all the truth but tell it slant — Success in Circuit lies Too bright for our infirm Delight The Truth's superb surprise As Lightning to the Children eased With explanation kind The Truth must dazzle gradually Or every man be blind — Resources Mentioned Change Signal podcast hosted by Michael Bungay Stanier The Coaching Habit* by Michael Bungay Stanier Related Episodes Engaging People Through Change, with Cassandra Worthy (episode 571) How to Approach a Reorg, with Claire Hughes Johnson (episode 621) How to Prevent a Team From Repeating Mistakes, with Robert “Cujo” Teschner (episode 660) Expert Partner Are you a talent development or human resources leader seeking a coach for an internal client? Coaching for Leaders has partnered with some of the top coaches in the world, including a number of past podcast guests. Help us make an introduction by visiting our Expert Partners Page and telling us what you're seeking in a coach. Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

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

Porschia Parker-Griffin, MS, PCC is Founder and CEO at Fly High Coaching where she is an organizational consultant, career services and strategy leader, and Host of the “Career 101 Podcast”. Mike Petrusky asks Porschia about how the physical workspace impacts company culture and employee engagement, while leading to collaboration, innovation and better business outcomes. They explore the marketplace today where organizational change, including reorganizations, mergers and acquisitions are all significant challenges for companies. Employee engagement is at its lowest point globally since the start of the pandemic, so leaders must bridge generational differences to deliver results while recognizing people want to feel valued and make a difference. Porschia believes that being innovative today involves continuous learning and adapting to new ideas, technologies, and insights to improve processes, so she and Mike encourage listeners to make incremental changes over time that can lead to better outcomes, as they inspire you to be a Workplace Innovator in your organization! Connect with Porschia on LinkedIn: https://www.linkedin.com/in/porschiaparker/ Learn more about Fly High Coaching: https://www.fly-highcoaching.com/ Listen to Mike on the Career 101 Podcast: https://www.fly-highcoaching.com/innovation-in-the-workplace/ Discover free resources and explore past interviews at: https://www.workplaceinnovator.com/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

Why do most transformation efforts fail, even when people are deeply committed? In this thought-provoking episode of The Leadership Project, Michael Lopez, transformation coach and author of Change, unpacks the science behind why change is so hard and what we've been getting wrong all along. With over 20 years of experience helping organizations navigate complex change, Lopez challenges the conventional, rational-only approach and introduces six brain-based strategies to make change stick, both personally and systemically.Rather than focusing on willpower or generic frameworks, Lopez dives into the biology of transformation. He explains how the brain and body respond to change as a perceived threat, which often sabotages even our best intentions. Using real-world examples, including a remarkable case where a failing nuclear plant climbed from the bottom 10 percent to top 10 percent performance in just a year, he reveals how aligning change efforts with our neurobiology unlocks lasting results. His framework begins with understanding what's really going on, fostering individual ownership, and building a movement rather than enforcing compliance.The episode also flips popular beliefs on stress and failure. Lopez makes a compelling case that stress, when properly framed, is not the enemy but a key ingredient for growth. He unpacks how challenge strengthens the anterior mid-cingulate cortex, the part of the brain that helps us overcome difficulty. From building new habits to transforming entire teams, you'll walk away with a practical, science-backed blueprint to navigate change effectively and sustainably. Whether you're leading others or leading yourself, this is a must-listen.

What happens when leadership shifts from command and control to purpose and presence? Join us as we explore this powerful transformation with Dr. Roger Gerard, leadership expert, executive consultant, and author of Lead With Purpose. In this compelling episode, Dr. Gerard shares stories from decades of experience guiding cultural change in healthcare and education—sectors where professionals often feel commoditized and constrained. Discover how thoughtful leadership that listens can reignite fulfillment, unlock engagement, and create environments where professionals thrive. We discuss lean methodology beyond the buzzword, leadership as service, and how reconnecting people with their intrinsic motivations leads to meaningful work and elevated organizational culture. What this episode will do for you: Reveal how traditional leadership models demotivate professionals Uncover a purpose-driven alternative that empowers individuals and elevates culture Share tools for identifying and removing barriers to fulfillment Offer real-world stories of professionals rediscovering their path Inspire a more human, present, and empowering leadership style For a curated transcript, episode extras, and free strategic tools, visit the full episode page at: https://www.thoughtleadershipstudio.com/b/podcast/Leadership-That-Listens-with-Dr-Roger-Gerard Download the Free Marketer's Guide to Strategic Thought Leadership at https://thaut.io/guide

Tune in, subscribe, and connect with Kelli Lester at www.onyx2rise.com. Don't forget to share this episode with your network!Credits:• Host: Taryell Simmons• Guest: Kelli Lester• Music: Will Maker• Production Team: RISE Urban Nation Join the Movement with RISE Urban Nation Podcast

The Scrum community is buzzing about a new 55-page expansion to the Scrum Guide. Is this the depth practitioners have been asking for, or is it turning the lightweight framework into bloatware? In this episode, Enterprise Business Agility Coach Om Patel and Product Manager Brian Orlando critically examine the "DLC" that claims the original guide was "deliberately oversimplified." We explore new concepts like outcome vs output definitions of done, the "supporters" role, and the inclusion of complex frameworks like Cynefin.Stick around as we debate whether these additions help teams navigate complexity or create more confusion, while highlighting crucial omissions around organizational structure and practical implementation guidance. #Scrum #Agile #ProductDevelopment= = = = = = = = = = = =LINKS= = = = = = = = = = = = http://arguingagile.comYouTubehttps://www.youtube.com/@arguingagileSpotify https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Applehttps://podcasts.apple.com/us/podcast/agile-podcast/id1568557596= = = = = = = = = = = =Toronto Is My Beat (Music Sample)By Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

In the third installment of our series of shorter form interviews, Rachel sits down with Brett Underhill, who heads up talent acquisition and learning and development at Taboola. They discuss the benefits of using a pilot approach to implement changes and initiatives within an organization. Brett shares insights into setting up a pilot, including clear timelines, project objectives, and engaging key stakeholders. They also explore the challenges of maintaining quality talent during rapid hiring phases and how companies can best activate and engage their existing workforce. Brett offers actionable advice on experimenting with new ideas, leveraging pilots for valuable feedback, and ensuring sustainable project momentum.  Have a question for Modern Mentor? Email us at modernmentor@quickanddirtytips.com.Find Modern Mentor on Facebook, Twitter, and LinkedIn, or subscribe to the newsletter to get more tips to fuel your professional success.Modern Mentor is a part of Quick and Dirty Tips.Links: https://www.quickanddirtytips.com/https://www.quickanddirtytips.com/modern-mentor-newsletterhttps://www.facebook.com/QDTModernMentorhttps://twitter.com/QDTModernMentorhttps://www.linkedin.com/company/modern-mentor-podcast/

Are you the next-generation leader ready to take the reins of your family business, only to find the current generation won't let go? Then this episode is for you! Andrea and Michelle tackle the number one challenge facing family businesses: navigating the transition of power.   Discover the unspoken fears and habits that hold the current generation back, from losing their identity to doubting the next generation's readiness. Learn the frustration of Gen 2, who feel disrespected, un-trusted, and stuck in a holding pattern. We reveal the ripple effect on employees, the chaos of "damage control" when Gen 1 swoops back in, and why open, structured conversations are vital.    This episode provides actionable strategies, including establishing clear decision-making authority and fostering a "consultant" mindset for Gen 1, ensuring a smoother, more respectful transition for your family's legacy.   Takeaways   Gen 2 often feels untrusted by Gen 1. Current leaders may not realize their habits hinder transition. Clarity in roles is essential for effective leadership. Communication is key to reducing uncertainty. Gen 1 may struggle with identity after stepping back. Gen 2 needs to build confidence in decision-making. Creating a legacy mindset can facilitate smoother transitions. Regular meetings between generations can enhance understanding. Consulting roles can help maintain involvement without micromanaging. Unclear expectations can lead to chaos in the workplace.   For more resources on developing leadership skills visit us at Revela. Where we've helped hundreds of executives lead productive teams and thriving organizations. This podcast is produced by Two Brothers Creative.

In today's episode, Erik Jaspers, Chair of IFMA EMEA's Executive Board, joins author and speaker Rex Miller to unpack the evolving landscape of hybrid work. Together, they examine the push and pull between remote and office-based models—shaped by high-profile return-to-office mandates from companies like Amazon and Dell. Their conversation emphasizes the need to rethink organizational structures, decision-making, and incentives to support hybrid success. They also highlight the critical role facility managers play as change leaders, advocating for a collaborative, cross-functional approach to navigating this new world of work.This episode is sponsored by ABM! Learn more about ABM here.  Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

Summary In this episode, Andy talks with Faisal Hoque, author of Transcend: Unlocking Humanity in the Age of AI. Faisal brings a unique blend of deep philosophical insight, entrepreneurial experience, and technological expertise to the conversation. They explore how leaders can navigate the fast-evolving landscape of artificial intelligence while staying grounded in what makes us human. The discussion explores how to think about AI not just as a tool or collaborator, but as a mirror that reflects our biases and decisions. Faisal introduces the OPEN and CARE frameworks as practical ways to innovate while managing risk, making this conversation highly actionable for project managers and leaders. From detaching from digital noise to preparing the next generation for an AI-shaped world, Faisal offers a thoughtful roadmap for embracing technology without losing our agency. If you're looking for insights on how to thrive in the age of AI with both optimism and responsibility, this episode is for you! Sound Bites “You can be optimistic, but you can also mitigate risk at the same time. One doesn't really work without the other.” “Catastrophizing is not doomism, but it's really a risk management practice.” "AI is not just a tool or collaborator, it's a mirror." “Don't outsource your agency. It's easy to let AI nudge your decisions without even realizing it.” “Just like you don't put a 10-year-old in a car to drive... technology can do a lot of good, but it can also be disastrous.” Chapters 00:00 Introduction 01:33 Start of Interview 02:00 What From Your Background Shaped Your Thinking? 03:54 How Philosophy and Systems Thinking Intersect 06:00 Introducing the OPEN and CARE Frameworks 06:55 What Is the Human Role in an AI World? 09:43 How AI Can Subtly Influence Our Choices 11:40 Sci-Fi's Influence on AI Perception 15:07 What Is an AI Persona and How Do You Use Them? 18:13 Why AI Is Also a Mirror of Us 22:33 Introducing the OPEN Framework for Individuals 25:33 How Emotional Intelligence Applies to AI Partnership 27:02 The Role of Catastrophizing in Risk Management 28:58 The Value of Detaching and Devoting 32:03 How We Can Prepare Our Kids for an AI World 35:31 End of Interview 36:00 Andy Comments After the Interview 40:33 Outtakes Learn More You can learn more about Faisal and his work at FaisalHoque.com. For more learning on this topic, check out: Episode 460 with Dr. Joe Sutherland about AI, Data, and Decision Making Episode 454 with Dr. Christie Smith about how AI is changing leadership Episode 437 with Nada Sanders on her book Humachine (Human + Machine) Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Business Acumen Topics: AI, Leadership, Risk Management, Innovation, Digital Transformation, Emotional Intelligence, Strategic Thinking, Project Management, Decision Making, Organizational Change, Technology Ethics, Future of Work The following music was used for this episode: Music: Echo by Alexander Nakarada License (CC BY 4.0): https://filmmusic.io/standard-license Music: Chillhouse by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

Today, we explore the intersection of leadership, product strategy, and platform transformation with Travis Hess, CEO of BigCommerce. As the company navigates a focused shift toward B2B, curated composability, and revenue-first outcomes, Travis unpacks how BigCommerce is redefining its ideal customer profile, integrating key acquisitions, and leading change in a public SaaS environment. He shares the mindset required to execute the high-stakes transformation, why serving everyone is a trap, and how clarity, optionality, and organizational agility power long-term success. Tune in for actionable insights on composable commerce, AI-driven productivity, and what it takes to lead through complexity at scale. This conversation arrives at a pivotal moment: BigCommerce is announcing discussions to expand its commercial partnership with Noibu. The proposed integration would streamline how merchants detect and resolve revenue-impacting issues, enabling faster innovation and frictionless performance monitoring — all without complex contracting or integration delays.

Joel Bancroft-Connors: How Performance Reviews Killed a Great Agile Team Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. Joel tells the story of a team caught in the crossfire of a poorly executed large-scale agile transformation. While the CTO championed going agile, they quickly checked out, leaving the organization without clear direction or understanding of why they were adopting agile practices. The company measured success through output metrics like "number of teams trained" rather than meaningful outcomes. Joel worked with an exceptional team that had built their own collaborative workspace and was performing well, but external forces kept pulling them out of flow. Performance reviews created internal conflict, leading team members to focus on individual success rather than collective achievement. The team ultimately fell into their own traps, with everyone "focusing on themselves and throwing others under the bus." Joel recommends balancing performance evaluations with 50% team-based and 50% individual metrics to prevent this destructive pattern. Self-reflection Question: Does your team truly understand why they are using Scrum, or are they just going through the motions of the framework? Featured Book of the Week: Start with Why by Simon Sinek Joel credits Simon Sinek's "Start with Why" as a transformational influence on his coaching approach. The book's central principle that "people don't buy what you do, they buy why you do it" fundamentally changed how Joel teaches Scrum. He realized he had been teaching Scrum incorrectly by focusing on the mechanics rather than the purpose. Now Joel listens to this book annually and has shifted his focus to helping teams and organizations understand why Scrum matters and why it's important. This shift from teaching the "what" to emphasizing the "why" has made his coaching significantly more effective and meaningful. Joel also mentions the book Coaching Agile Teams by Lyssa Adkins. [Scrum Master Toolbox Podcast Recommends]

Welcome to Part 2 of our conversation on navigating organizational change. In today's episode, we dive into three more essential behaviors that will help you confidently and compassionately pastor your people through the necessary changes that come with pursuing your church's full potential.

BONUS: Martti Kuldma shares how to transform century-old organizations through product-driven agile transformation In this BONUS episode we explore the remarkable transformation journey at Omniva with CEO Martti Kuldma. From traditional postal services to innovative logistics solutions, we explore how a 100+ year old company embraced product thinking, DevOps practices, and agile transformation to become a competitive force in modern logistics. Omniva's Digital Evolution—IT as a Revenue Center "We innovated the parcel machine business for a few years, and software has been an area of investment for us - software as a separate vertical in our business." Omniva represents a fascinating case study in organizational transformation. While many know it as Estonia's post office, the company has evolved into an international logistics powerhouse with significant revenue streams beyond traditional postal services. Under Martti's leadership, the organization has reimagined software not as a support function but as a core revenue driver, positioning itself for the dramatic shifts expected in logistics delivery over the next five years. The Vision: Physical Mailing as the Next IP Network "The Vision: physical mailing as the next IP network - this will give us a lot more freedom to adapt to changes in delivery demand." Martti's strategic vision extends far beyond conventional logistics thinking. By conceptualizing physical delivery networks similar to internet protocols, Omniva is preparing for a future where logistics companies leverage their physical infrastructure advantages. This approach addresses the fundamental challenge of fluctuating demand in e-commerce and traditional logistics, creating opportunities for crowd delivery solutions and gig economy integration that capitalize on existing network effects. Breaking Down Waterfall Barriers "When I came we had waterfall processes - annual budgeting, procurement for software development. It took a couple of weeks to do the first rounds, and understand what could be improved." The transformation from traditional procurement-based software development to agile product teams required dismantling entrenched processes. Martti discovered that the contractor model, while seemingly cost-effective, created expensive knowledge transfer cycles and left the organization vulnerable when external teams departed. His engineering background enabled him to recruit talent and build sustainable development capabilities that keep critical knowledge within the organization. Creating Cross-Functional Product Teams "We started to create cross-functional product area teams. We are not going to tell you what you need to build. You are accountable for the logistics efficiency." The shift from eleven distinct roles in software development to autonomous product teams represents more than organizational restructuring. By empowering teams with accountability for business outcomes rather than just deliverables, Omniva transformed how work gets planned and executed. This approach eliminates traditional handoffs and role silos, creating teams that own both the problem and the solution. The Product Manager Evolution "For me, the PM is directly accountable for the business results. The final step of the transformation started when I took the CEO role." Martti identifies a critical challenge in agile transformations: the misunderstanding of Product Manager responsibilities. Rather than falling into delivery or project management patterns, effective PMs at Omniva own business results directly. This shift required company-wide transformation because technical changes alone cannot sustain organizational evolution without corresponding changes in mindset and accountability structures. Leadership Through Storytelling "My main tool is just talking. All I do is story-telling internally and externally. I needed to become the best salesman in the company." The transition from technical leadership to CEO revealed that transformation leadership requires different skills than technical management. Martti discovered that his primary value comes through narrative construction and communication rather than direct technical contribution. This realization highlights how senior leaders must evolve their impact methods as organizations scale and transform. Real-Time Feedback Philosophy "The feedback needs to be given immediately. ‘Last year, in May your performance was not the best' - this is completely useless feedback." Martti's rejection of annual reviews stems from practical experience with feedback effectiveness. Immediate, personal feedback creates learning opportunities and course corrections that annual cycles cannot provide. Anonymous 360 feedback systems often dilute accountability and actionability, whereas direct, timely conversations enable meaningful professional development and relationship building. Essential Transformation Practices "You need to tell the story - and convince people that this transformation is essential and needed. You need to trust and let them make their own decisions." Drawing from experiences at both Pipedrive and Omniva, Martti identifies three critical elements for leading complex organizational change: Compelling narrative: People need to understand why transformation is necessary and how it benefits both the organization and their individual growth Distributed decision-making: Trust enables teams to solve problems creatively rather than waiting for hierarchical approval Business accountability for engineers: When technical teams understand and own business outcomes, they innovate more effectively toward meaningful goals The dynamic team formation model used at Pipedrive, where engineers and PMs pitched ideas and assembled mission-focused teams, demonstrates how organizational structure can enable rather than constrain innovation. About Martti Kuldma Martti Kuldma is CEO of Omniva, leading its transformation into a product-driven logistics company. A former engineering leader at Pipedrive and CTO at Omniva, he brings deep expertise in scaling teams, agile transformation, and digital innovation. Martti is also a startup founder and passionate advocate for high-impact product organizations. You can link with Martti Kuldma on LinkedIn.

The Great Career Divorce: When You and Your Job Just Don't Match Anymore Gone are the days of the gold watch retirement fantasy. Today's workplace reality? Companies change direction faster than a GPS with poor signal, and sometimes that means your career path suddenly looks like it was planned by a drunk GPS. So what happens when organizational priorities shift and your professional values feel like they're speaking different languages? The Real Talk: Three Critical Realizations About Career Misalignment Stop Getting Your Worth from Your Workplace Here's the uncomfortable truth: if your entire identity revolves around your job title, you're setting yourself up for professional heartbreak. When organizations pivot (and they will), employees who derive their self-worth externally find themselves emotionally devastated. The solution isn't finding the "perfect" company—it's developing internal value that doesn't fluctuate with corporate reorganizations. Safety vs. Growth: The False Security Trap Many professionals stay in misaligned positions because it feels "safe." But here's the plot twist: real safety comes from knowing your skills are valuable anywhere, not from hanging onto a paycheck that slowly erodes your professional soul. High-S personality types especially struggle with this, preferring status quo over the uncertainty of change—even when that status quo is professionally toxic. Communication Before Evacuation Before you storm out dramatically (tempting as it may be), try adult conversation first. Write down your concerns, remove the emotion, and present them professionally. Go up the chain if necessary. You might not change the situation, but you'll change yourself—and leave with integrity intact. The Leadership Perspective: Why Good Leaders Prepare Teams for Uncomfortable Conversations Smart leaders set expectations early. They tell new hires: "We will have uncomfortable conversations. This is normal and necessary." When issues arise, they reference this upfront agreement, creating psychological safety even during difficult discussions. This approach builds trust instead of breeding resentment. The Bottom Line Career misalignment isn't a character flaw—it's a navigation challenge. Companies will always operate in their best interest; you must know yours. Sometimes the best growth happens when things aren't working for you, but on you. Tune In For:

A live SXSW panel on how employee complaints illuminate the path to organizational innovation.Wrong question: How can AI revolutionize productivity in my organization?Right question: What do my employees hate most about their jobs?For the Portland Trail Blazers, a winning game plan for AI implementation didn't begin with a tech-first approach — it began with a talk-first one. “The whole concept was to talk about pain points," explains David Long, VP of Digital Innovation, describing the "Lunch and Launch" sessions where employees could openly share frustrations about their daily work. “People really enjoy talking about what they hate about their jobs,” says Christa Stout, Executive Vice President and Chief Strategy & Innovation Officer, and as they did, they illuminated opportunities for optimization. “By getting this insight across the whole company, it is already opening our eyes [to how] we can potentially transform the business more broadly,” Stout says.In this special live episode of Think Fast, Talk Smart, recorded at SXSW, host Matt Abrahams leads a panel with Long, Stout, and Stanford colleague Jeremy Utley, exploring how "catharsis catalyzes change.” For any team wanting to implement new technology or rethink workflows, these experts reveal how creating space for complaints can catalyze meaningful innovation throughout an organization.Episode Reference Links:Jeremy UtleyDavid LongChrista StoutEp.77 Quick Thinks: AI Has Entered The Chat – A "Conversation" with ChatGPTEp.134 How to Chat with Bots: The Secrets to Getting the Information You Need from AI  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 (04:42) - The Business Behind Basketball (06:13) - Why AI and Why Now? (07:21) - Collaborating with the Team (08:39) - The Lunch & Launch Method (11:11) - Branding AI Initiatives (12:29) - David Detractor & Kelly Kindness (16:00) - Human Connection through AI (16:45) - Auditing for Brand Consistency (18:53) - AI in National Parks (21:36) - Making AI Personal (22:58) - Using AI to Learn AI (27:27) - Encouraging AI in the Workplace (30:21) - Change Management: Iteration Over Perfection (34:07) - Start with Curiosity and Empower Action (37:50) - Communication Ingredients (39:22) - Conclusion   ********This episode is sponsored by LinkedIn. Dare to discover what's next. Explore your job potential at LinkedIn. Become a Faster Smarter Supporter by joining TFTS Premium.  

Today's episode kicks off a two-part conversation where we unpack six key behaviors that help leaders navigate organizational change with greater confidence and clarity. Whether you are leading through a season of transition or preparing for what's ahead, these behaviors are practical, grounded, and tested in real-world leadership

If you're feeling like you're ready for that corporate board seat but keep getting overlooked, then you are not alone! It's frustrating to see others land those opportunities while you're left wondering what's holding you back. Maybe you've been networking, applying for positions, or even serving on non-gov committees, but still not seeing the results you want. It's time to break free from the cycle of missed opportunities and finally get the recognition and opportunities you deserve. Let's unravel the mystery and unlock those boardroom doors together! Dr. Keith D. Dorsey is a seasoned board member, researcher, and speaker specializing in guiding executives toward corporate board service. His book, The Boardroom Journey, offers actionable strategies for leaders seeking their first or next corporate board seat. Keith's insights have been featured in leading publications, including Harvard Business Review, MIT Sloan Management Review, Directors & Boards, Forbes, and Fast Company, where he writes extensively on leadership, governance, and board effectiveness. Keith is a member of the Private Directors Association and National Association of Corporate Directors Certified Director and was recognized as an honoree of the 2023 NACD Directorship 100TM, an annual recognition of 100 leading corporate directors and corporate governance experts who impact boardroom practices and performance. He serves as a board member at Vimly Benefit Solutions, a private technology and third-party administration company; Continu, a private learning management system SaaS company; Pepperdine University's Graziadio Business School, Pacific Crest Trail Association; and the Chair of the City of La Quinta's Financial Advisory Commission. Former Board Member, Orion Talent is a talent acquisition firm. Keith holds a Doctorate in Organizational Change and Leadership from the University of Southern California. The key moments in this episode are:00:00:02 - Introduction to A World of Difference Podcast 00:00:49 - Importance of Cognitive Diversity in Boardrooms 00:01:23 - The Boardroom Journey for Women 00:02:28 - Overcoming Barriers to Board Service 00:03:51 - Landing a Board Position 00:16:19 - The Power of Networking and Visibility 00:18:44 - Unconscious Bias and Gender Disparities 00:23:18 - Diversity, Equity, and Inclusion 00:26:11 - Systemic Challenges and Building Stronger Pipelines 00:31:54 - Breaking Gender Narratives in Boardrooms 00:32:27 - Assessing Board Member Competencies 00:35:07 - Strategic Interviewing for Board Positions 00:36:21 - The Importance of Strategic Thinking in Board Interviews 00:38:04 - Embracing Multiple Perspectives in Board Appointments Share this episode with five people in your network who could benefit from the insights and strategies shared in this conversation. Start a conversation with them about leadership and making a difference together. Purchase Dr. Keith D. Dorsey's book The Boardroom Journey to gain valuable insights and strategies for securing a corporate board seat or expanding board opportunities for women. The book provides practical advice and actionable steps for aspiring board members. Connect with us: https://www.aworldofdifferencepodcast.com Linkedin YouTube Substack FaceBook Instagram Threads Patreon (for exclusive episodes just for Difference Makers) Bluesky TikTok Subscribe to the podcast, leave a review, and share this episode with someone who might need to hear it. Your support helps the community grow and keeps these important conversations going. If you need professional help, such as therapy: https://www.betterhelp.com/difference If you are looking for your next opportunity, sign up for Lori's Masterclass on Master the Career Pivot: https://www.loriadamsbrown.com/careerpivot Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us a textWhat if your most significant leadership asset isn't what you know, but what you're willing to ask? Jon Bassford, joins us to reveal how asking better questions can transform organizations from the inside out. When leaders speak last, truly listen, and create environments where questions are welcomed, teams develop the confidence to share insights that drive innovation. For leaders looking to cultivate curiosity, Jon offers practical exercises in this episode. Whether you're leading a startup or an established organization, Jon's insights provide a blueprint for fostering a culture where curiosity becomes your competitive advantage. Ready to transform your leadership approach? Listen now and discover how staying curious might be the most powerful change you make this year.Episode Guest: Jon BassfordLinkedIn: https://www.linkedin.com/in/jonbassford/Instagram: https://www.instagram.com/Jon_bassford/YouTube: https://www.youtube.com/@JonBassfordtext code: “chapter” to 33777 (to get the first chapter Jon's book)All episodes and guest requests can be found at:www.leadershipmomentspodcast.comFollow Stacey Caster on Instagram @staceycaster_Follow Tracy-Ann Palmer on Instagram @tracy_ann_palmer

Join us in this insightful episode as we welcome back Gary Hamel, author of 'What Matters Now: How to Win in a World of Relentless Change, Ferocious Competition, and Unstoppable Innovation.' In this episode, Gary discusses his latest book, which provides an agenda for building resilient organizations amidst dynamic global challenges. The conversation delves into the importance of core values such as stewardship, accountability, and equity. Gary also reflects on the 2008 financial crisis and its lessons on ethical leadership and innovation. Tune in to explore how businesses can rehumanize their approach, foster a culture of innovation, and retain a sense of purpose and moral high ground.   00:00 Introduction to the Book and Author 01:22 Dedication and Personal Insights 02:13 Book Structure and Context 03:29 The Importance of Values 04:02 Capitalism and Ethical Challenges 10:50 Learning from the Financial Crisis 16:53 Rediscovering Farmer Values 21:19 Renouncing Capitalism's Conceits 29:16 Reclaiming the Noble in Business 38:07 The Importance of Innovation 45:07 Conclusion and Contact Information     Gary Hamel, What Matters Now, Reinventing Management, Future of Work, Innovation Culture, Organizational Change, Capitalism Reform, Moral Leadership, Business Ethics, Corporate Accountability, Management Strategy, Values in Business, Adaptive Organizations, Leadership Innovation, Future-Ready Companies, Strategic Agility, Purpose-Driven Leadership, Post-Crisis Management, Employee Empowerment, Organizational Renewal

In this episode, Pascal is joined by Scott Wingo, a pioneer in the e-commerce space, to discuss the concept of 'liminal space' and the rapid changes brought by AI and geopolitics. Scott shares his journey from growing up with a mainframe in his home to navigating the fast-paced shifts from desktop to mobile and now AI. The conversation delves into the complexities organizations face in adapting to technological advancements, highlighting Martex's Law and the need for a non-binary approach to change. Scott explains his 70-20-10 framework developed at ChannelAdvisor to balance core business activities with innovation. The discussion also covers the future of AI-native organizations, the rise of agents in e-commerce, and how leaders can manage these agents effectively. Scott emphasizes the importance of staying updated through podcasts and other high-signal sources while also sharing insights on potential disruptions in traditional search models by AI-driven platforms.00:00 Introduction and Liminal Space00:59 Technological Evolution and AI03:15 Organizational Change and Martex Law04:15 Framework for Managing Change07:34 AI Native Organizations11:31 Staying Updated in a Rapidly Changing World17:36 Diving into Agent AI in E-commerce18:56 The Potential of Agent AI in Everyday Life20:52 Managing a Company with AI Agents22:06 Building an AI-Driven Organizational Structure28:42 The Future of AI in Business Efficiency31:26 The Shift from Google Search to AI-Powered Tools33:58 Conclusion and Final Thoughts↗ Scot's new venture: ReFiBuy.ai

In this episode of Experiencing Healthcare, Jamie sits down with Matt to tackle a common innovation roadblock: when great ideas fall flat because no one owns them. From software tools that never get used to communication that gets lost in translation, they explore why ownership matters more than ever—and how to take responsibility without overstepping. Whether you're leading change or adapting to it, this conversation offers practical wisdom for staying aligned, accountable, and action-oriented.

There is a strong relationship between the business' bottom line and workplace culture. Companies that prioritize their company culture can see a substantial 33% increase in revenue, highlighting the undeniable link between a strong workplace culture and financial success.1Human Resources (HR) plays a vital role in making a business' most important asset – its people – feel valued and supported, enabling them to deliver their best work. This is imperative for any enterprise undergoing major change. By creating a culture inclusive of well-being, companies can foster a more people-first environment while delivering on strategic business outcomes.In this episode, our experts dive into why prioritizing people creates a more positive and supportive workplace culture and ultimately drives success for the business.Source: Organizational Culture: What Leaders Need to KnowFeatured ExpertsMatt Elliott, Chief People Officer, Bank of IrelandMaryjo Charbonnier, Chief Human Resources Officer, Kyndryl

Leadership isn't about stubbornly sticking to a plan—it's knowing when to pivot. In this lively episode of No More Leadership BS, the panel dismantles the myth that strong leaders never change direction. Through colorful analogies and real-world examples, they explore the crucial distinction between being persistent and just plain stubborn. The Myth of Unwavering Leadership: The dangerous idea that leaders must "stay the course" no matter what stems from military and corporate storytelling that equates doubt with weakness. But as our panel highlights, this approach is more likely to sink your ship than save it! True leadership means having the wisdom to recognize when a change in direction is necessary. Destination vs. Journey: The panel brilliantly distinguishes between being firm about your destination while remaining flexible about how you get there. Just like a pilot who adjusts for unexpected obstacles while still landing at the intended airport, leaders must keep their eyes on the ultimate goal while being willing to try different routes. Reading the Warning Signs: When should leaders pivot? Our experts reveal the critical signals to watch for—from team unrest and "water cooler talk" to political, financial, and industry shifts. A leader who ignores these warnings does so at their peril, as one panelist learned through personal experience with team dissolution. The Bottom Line: Leadership isn't about saving face—it's about serving your mission and your people. Staying the course just to appear strong isn't leadership; it's "fear with a really sexy suit on." Tune in for: *How budget planning demonstrates the balance between firm goals and flexible methods *Why Blockbuster and Kodak are cautionary tales of stubborn leadership *The surprising ways your team watches and interprets your every move Practical advice for creating a culture that values nimbleness and adaptation Remember, the last person defending a bad idea is rarely remembered as a great leader!

In this episode of Change Leader Insights, Jessica Crow speaks with Abhijit Patharkar, an entrepreneur and academic, about how artificial intelligence (AI)—a transformational change impacting businesses worldwide—impacts organizational culture and data governance. A serial entrepreneur and Columbia University alum, Abhijit grew up immersed in his family's retail business, giving him an intimate understanding of the industry's challenges. With an engineering background and a Staff Engineer role at VMware's Office of the CTO, he developed a deep love for solving complex problems using technology. Abhijit has set out to bridge the gap between traditional retail and cutting-edge AI-powered solutions. During the conversation, Jessica and Abhijit discussed data governance and AI to understand whether an organization is prepared to undergo the business transformation and changes associated with implementing AI. Abhijit explained that data governance is a critical factor for AI-readiness. In describing how to prepare from a governance perspective, ”Governance is based on three pillars. One is data quality, one is security, and the third is availability.” Highlights from the conversation include: ☑️ Understanding the importance of a unified data approach when leveraging AI for tools to be most useful for employees ☑️ The gap in data governance across organizations and how to address it to better prepare an organization for technological transformation ☑️ Practical steps for change management in AI adoption If you want to learn more about AI and organizational culture change, be sure to tune in and hear what Abhijit has to say!

This episode of "Evolving Your Workplace: After Hours" features hosts Rob Swymer and Carol Schultz discussing best practices and challenges involved with leading through organizational changes. The conversation gets rolling with a discussion on how constant transformation is a usual part of life in the modern business world, such as when you must adjust to new leadership. Rob emphasizes that consistent communication is needed from leaders as he opens up about his personal experience merging vastly different company cultures. As the conversation continues, Carol highlights the importance of teaching adaptability and resilience to employees, especially if uncertainty is felt after events like acquisitions or layoffs. Rob urges leaders, and companies as a whole, to clarify what resilience means for their teams and to model their preferred behaviors. Both hosts advocate for collaboration and vulnerability in difficult times. Ultimately, both hosts agree that there are three essential factors in effective change leadership: trust, communication, and alignment. The two also share stories about the necessity of personal responsibility in leadership as well as issues with promoting leaders that haven't received proper training. The episode closes with a reminder that having a growth mindset and embracing transformation can help teams and leaders not just survive, but thrive. Connect With UsFind more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, and Instagram.Find more information about our cohost Rob Swymer and his company at Rob Swymer, Linkedin, Facebook, and Instagram.And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

What if your instinct to control change is exactly what's breaking trust with your team? In this episode, we uncover the two most common failure patterns in change management: smuggling and muscling. These covert and coercive tactics might deliver short-term results—but at the cost of long-term commitment, culture, and credibility. If you're ready to stop managing change at your team and start leading it with them, this episode is for you.

Chapters 00:00 Introduction to the Future of Work01:26 The Impact of Family Background on Career03:05 Career Journey and Work-Life Integration05:48 The Shift in Workplace Culture Post-Pandemic10:56 The Importance of Intentional Office Presence14:39 Future of Work Grand Challenge and Reskilling19:15 AI's Role in the Future of Work21:26 Empowering Employees in the Age of AI22:00 Investing in Talent: Measuring Success23:05 Reimagining Workplace Relationships24:45 Creating Open Feedback Loops26:23 Equity as a Profit Driver29:09 Measuring Equity and Employee Engagement30:47 Insights from Writing 'The Win-Win Workplace'32:36 The Concept of Shared Value34:04 Building Community in the Workplace35:26 Who Should Read 'The Win-Win Workplace'?36:54 The Future of Work: Avoiding Old Mistakes37:54 Defining Success Beyond Career Achievements 

In this candid episode of the Leadership Sandbox podcast, Tammy J. Bond explores the challenges of leading through uncertainty. As leaders, it's essential to navigate limbo effectively—whether it's due to organizational changes, unclear roles, or shifting team dynamics. Tammy emphasizes that silence is not a solution; in fact, it can lead to a dangerous disconnect. By focusing on how to lead courageously during these uncertain times, leaders can create a culture of trust and engagement. KEY INSIGHTS: The Importance of Speaking Up: Silence in leadership can result in indecision and stagnation, impacting the team's morale and effectiveness. The Role of Authenticity: Authentic leadership encourages openness and honesty, allowing team members to feel safe in sharing their concerns. The Power of Intentional Actions: Leaders must commit to showing up intentionally, even when facing uncertainty. Small Actions Matter: Leading through limbo requires intentional gestures that build trust and confidence within the team. Declaring Truths: Speaking out one true statement can ground leaders and their teams during turbulent times. TAKEAWAYS: Don't let uncertainty keep you from leading; your team needs you to step up. Embrace discomfort and address issues head-on to foster a healthy team dynamic. Consistent communication and support can navigate your team through limbo effectively. Limbo is a temporary state—how you lead during it defines your impact as a leader. Join Tammy as she shares her insights into leading through uncertainty, encouraging leaders to remain proactive and forthright during transitional periods.

Get ready for a high-vibe convo with Carajane Searcy Moore ✨—President & Partner at Hunt Big Sales—who shares how she stepped into unexpected leadership and found her groove. Carajane joins Rosie to unpack what it really means to "step up and step in" (spoiler: it's not just a buzz phrase) and why clarity beats chaos every time. From redefining middle management to her genius “black pen, red pen” method, this episode is full of practical takeaways, powerful stories, and yes—a mic drop moment you won't forget

What if the secret to surviving chaos at work isn't just strategy—it's laughter? In this eye-opening return to Thrive Loud, host Lou Diamond brings back the incomparable Kathy Klotz-Guest: speaker, podcaster, workshop leader, humorist, and “human connector.” This episode is a masterclass in how organizations (and individuals!) can harness improv, humor, and creativity to navigate relentless uncertainty, adapt to change, and strengthen connection—even in an AI-driven workplace. Key Highlights: Improv in Leadership: Kathy reveals why the “yes, and…” mindset from improv isn't just about saying yes—it's about embracing curiosity, experimentation, and resilience in fast-changing environments. The AI-Human Balance: Think AI is coming for your creativity? Kathy demystifies why human skills—humor, storytelling, connection—can't be automated, and shares how to partner with AI for efficiency without losing your humanity. Culture Check: Discover why laughter is a leading indicator of healthy workplaces, and how losing humor could mean losing your best talent. Building Trust and Connection: Kathy shares post-pandemic observations: teams are more disconnected than ever, and trust is low. She challenges leaders to tackle this head-on, not just with words, but by creating cultures that encourage play, vulnerability, and genuine human interaction. The Power of Content Creation: Hear why sharing authentic stories (even the messy, funny ones) can build bridges and encourage audience engagement—plus the unexpected gifts creators receive in return. Ready to make your workplace future-proof, fun, and more human than ever? Start with a smile—and “keep it human.” Timestamped Overview 00:00 Adapting Through Improv and Humor 04:34 Embracing Adaptability and Humor 09:34 Embracing AI for Workplace Efficiency 13:03 Connection and Change Post-Pandemic 15:06 "Confront Organizational Issues Directly" 18:00 "The Gift of Relatability" 20:52 Podcast Growth & Scheduling Balance 26:23 Comedy in Mundane Moments 28:07 "Comedy's Essential Truth" 32:13 "Epic Global Family Journey"   Follow Us:

Try Fellow's AI Meeting Copilot - 90 days FREE - fellow.app/cooTimestamps:(02:00) Fellow's shift from productivity tool to AI assistant.(07:00) Implementing large-scale organizational change.(13:00) Managing change and internal communications.(20:00) Moving toward an agentic, automated workflow future.(23:00) Unexpected real-world AI uses at Fellow.(29:00) Privacy, security, and enterprise-grade compliance.(33:00) Selecting and utilizing LLMs and managing AI economics.(36:00) How to build an AI-first company from scratch.(40:00) Why existing companies struggle to adopt AI effectively.(44:00) Practical advice on starting AI implementation in established companies. Key Takeaways:Fellow transformed from a productivity tool into a strategic, AI-powered assistant helping organizations automate meetings, streamline workflows, and derive actionable insights.Aydin emphasizes the necessity of disruptive innovation, detailing Fellow's cultural shift toward agility and fearlessness to stay ahead in the AI-driven landscape.Security, privacy, and compliance remain core to Fellow, with advanced governance and redaction features designed specifically for internal enterprise meetings.Real-world AI applications include automatically generating meeting summaries, tracking and following up on action items, updating CRM and project management systems, and creating customized client communications.Insights on successful AI adoption: Aydin highlights practical steps organizations should take, from establishing AI councils to experimenting actively with new technologies and leveraging external AI consultants. LinksTry Fellow's AI Meeting Copilot - 90 days FREE - fellow.app/cooEpisode URL: https://betweentwocoos.com/the-bold-pivot-from-meetings-to-ai-with-aydin-mirzaee-ceo-of-fellowBetween Two COO's website: https://betweentwocoos.com Michael Koenig on LinkedIn: https://linkedin.com/in/michael-koenig514Aydin Mirzaee on LinkedIn: https://www.linkedin.com/in/aydinmirzaee/ 

In this new, limited series of Brick by Brick, Jason Reichl sits down with Paulina Paczala, Privacy Manager at Crowe, for Episode 5 of ‘The Power of AI in Risk.' Paulina shares her journey from privacy to leading AI governance efforts balancing innovation with privacy principles.

Co-hosts Michael LeBlanc and Steve Dennis return from ShopTalk brimming with insights on the rapidly shifting retail environment. They kick off by breaking down the rollercoaster of consumer confidence, spurred by persistent inflation and ongoing uncertainty. The conversation touches on potential reverberations from looming tariffs that could drive up costs and shake consumer sentiment. Headlines from major brands paint a mixed picture: Lululemon's cautious optimism contrasts with H&M's ongoing struggle to redefine its place in fast fashion, while Dollar Tree's dramatic divestment of Family Dollar underscores the perils of poorly integrated acquisitions. Meanwhile, Chewy's robust earnings provide a bright spot.Also fueling industry chatter is the arrival of French department store Printemps in Lower Manhattan, sparking excitement among those who see it as a bold venture amid broader department store decline. The conversation pivots to Canada's retail landscape, where Hudson's Bay's long-anticipated liquidation underscores the challenges legacy retailers face in a hyper-competitive era.  The second half of the show features a conversation with Lowe's SVP Product and Technology, Data and AI, Chandhu Nair, who outlines the home improvement retailer's sweeping digital transformation. Aware that their category historically lagged in technology adoption, Lowe's has accelerated its efforts, focusing on delivering customer-centric solutions while modernizing decades-old infrastructure. With the newly launched MyLow application, shoppers can receive instant project advice, seamless product recommendations, and integrated how-to guidance. For professionals, speed, in-stock reliability, and tailored credit remain top priorities.Nair emphasizes that data and AI make up only 30% of the equation, with the remaining 70% tied to organizational change and process reengineering. The discussion highlights Lowe's approach to fostering innovation: start small, iterate quickly, and focus on core customer needs rather than novelty for novelty's sake. In addition, immersive experiences such as the Lowe's Style Studio for Apple Vision Pro build on years of research and strategic experimentation. By proactively partnering with leading tech companies and harnessing new capabilities like generative AI, Lowe's aims to stand out in a competitive retail market. Ultimately, Nair's insights underscore a cultural shift where failing responsibly is integral to success, and where the ability to adapt quickly defines a retailer's future. About ChandhuAs senior vice president, data, artificial intelligence and innovation, Chandhu Nair leads Lowe's AI transformation office, data and analytics, and AI products and platforms teams. He also leads Lowe's Innovation Labs, focusing on emerging technologies and technology investments, and is responsible for the technology enabling marketing, Lowe's Media Network, personalization and loyalty experiences. He joined Lowe's in 2020.Chandhu has more than 20 years of experience in technology transformations. In a prior role at Lowe's, he was vice president, technology, omnichannel marketing and digital customer engagement, and spearheaded best-in-class technology product launches including Lowe's Pro loyalty program and media network. Before joining the company, he served as CEO and co-founder of Cognitive Retail Inc., a computer vision AI technology company providing U.S.-based retailers with advanced data analytics. He was also a managing partner and co-founder at Merkatus Partners, a strategy consulting firm focused on emerging technology investment services. Before that, he held global e-commerce and technology leadership roles at Staples Inc and Infosys. Chandhu earned a master's degree in general management and operations from Harvard University and a bachelor's degree in engineering – information technology from Bharathiar University, India. He serves on the Board of Industry Leaders at the Consumer Technology Association, as well as the advisory board for United Planet, a non-profit organization connecting volunteers in the areas of education, health and environmental sustainability with opportunities in more than 30 countries. About UsSteve Dennis is a strategic advisor and keynote speaker focused on growth and innovation, who has also been named one of the world's top retail influencers. He is the bestselling authro of two books: Leaders Leap: Transforming Your Company at the Speed of Disruption and Remarkable Retail: How To Win & Keep Customers in the Age of Disruption. Steve regularly shares his insights in his role as a Forbes senior retail contributor and on social media.Michael LeBlanc is the president and founder of M.E. LeBlanc & Company Inc, a senior retail advisor, keynote speaker and now, media entrepreneur. He has been on the front lines of retail industry change for his entire career. Michael has delivered keynotes, hosted fire-side discussions and participated worldwide in thought leadership panels, most recently on the main stage in Toronto at Retail Council of Canada's Retail Marketing conference with leaders from Walmart & Google. He brings 25+ years of brand/retail/marketing & eCommerce leadership experience with Levi's, Black & Decker, Hudson's Bay, CanWest Media, Pandora Jewellery, The Shopping Channel and Retail Council of Canada to his advisory, speaking and media practice.Michael produces and hosts a network of leading retail trade podcasts, including the award-winning No.1 independent retail industry podcast in America, Remarkable Retail with his partner, Dallas-based best-selling author Steve Dennis; Canada's top retail industry podcast The Voice of Retail and Canada's top food industry and one of the top Canadian-produced management independent podcasts in the country, The Food Professor with Dr. Sylvain Charlebois from Dalhousie University in Halifax.Rethink Retail has recognized Michael as one of the top global retail experts for the fourth year in a row, Thinkers 360 has named him on of the Top 50 global thought leaders in retail, RTIH has named him a top 100 global though leader in retail technology and Coresight Research has named Michael a Retail AI Influencer. If you are a BBQ fan, you can tune into Michael's cooking show, Last Request BBQ, on YouTube, Instagram, X and yes, TikTok.Michael is available for keynote presentations helping retailers, brands and retail industry insiders explaining the current state and future of the retail industry in North America and around the world.