Podcasts about organizational development

Send us Fan MailFor too long, work and leadership advice has focused on beginnings – how to make a great first impression, nail a new job, or start projects on the right foot. But what about endings – how can we successfully lead through messy transitions like redundancies, retirement or mergers? In the current global environment of mass layoffs, ‘Good Bye: Leading Change Better by Attending to Endings' is brilliantly timely, revealing how leaders can manage endings with care, respect and emotional agility. Our guests today is the dynamic author duo behind this book – top leadership coaches, Lizzie Bentley Bowers and Alison Lucas. Distilled from two decades of working with leaders in transition, and born out of practice, this highly practical book guides readers in navigating the four steps of endings – Reality, Emotion, Accomplishment and Ritual – offering a powerful framework for working through past, present, and future endings.Vinay traces Alison and Lizzie's incredible journey to ‘Good Bye'. Hit play for the low down!   [4:30s] Their journey into coaching [10:31s] Genesis of their book ‘Good Bye'[17:29s] The need to attend to endings during transitions [24:06s] Slowing down, breaking the ‘cycle' [40:01s] Managing ‘goodbyes' in the age of AI[47:46s] RWL Read: Alison and Lizzie's book, ‘Good Bye: Leading Change Better by Attending to Endings'  Alison and Lizzie's recommendation to READ: ‘Transitions' by William Bridges, ‘Daring Greatly' by Brené Brown; ‘Emotional Agility' by Susan David;   Connect with Alison on LinkedIn Connect with Lizzie on LinkedIn Connect with Vinay on LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

What separates a transactional HR leader from a transformational CHRO?In this powerful episode, NextGen People founder and executive leadership strategist Dr. Lepora Flournoy breaks down the 7 habits that elevate Chief Human Resources Officers, Chief People Officers, and senior HR executives from operational support leaders into true boardroom powerhouses.This is not another conversation about policies, paperwork, or HR administration. This episode is about business influence, executive courage, organizational transformation, leadership strategy, and the evolving role of people leadership in an AI-driven world.Whether you are a CHRO, Head of People, HR Business Partner, Talent Executive, Organizational Development leader, CEO, founder, or emerging executive leader, this episode provides a practical and strategic roadmap for leading organizations with impact, influence, and measurable results.Throughout this conversation, Dr. Flournoy challenges leaders to stop thinking like policy managers and start thinking like enterprise architects. The organizations that will thrive in the future are not simply the ones with the best technology or systems. They will be the organizations with leaders who know how to align people strategy with business strategy in a rapidly changing marketplace.Inside this episode, you will learn why modern HR leadership requires far more than employee relations expertise or compliance knowledge. Today's executive leaders must understand revenue, productivity, organizational risk, talent pipelines, leadership succession, workforce transformation, culture shaping, executive influence, and change management at the highest level.Dr. Flournoy explains why one of the biggest mistakes HR leaders make is leading with policies instead of leading with business outcomes. Executive teams are not asking for more handbooks or additional procedural documentation. They want solutions that improve productivity, accelerate growth, reduce risk, strengthen leadership, and improve organizational performance.You will discover how elite people leaders frame conversations in the language of the business. Instead of focusing solely on training programs or HR initiatives, strategic leaders focus on measurable outcomes such as reducing ramp-up time for new hires, improving leadership effectiveness, increasing retention of top talent, accelerating readiness for critical roles, and driving sustainable business growth.The episode also dives deeply into intentional culture design. Culture is not accidental. Culture is engineered through what organizations reward, tolerate, reinforce, ignore, and measure. Dr. Flournoy explains why organizational culture is not a soft concept but rather one of the most measurable and powerful business forces inside any company.Listeners will gain insight into how toxic behaviors become normalized when organizations reward results without accountability, and how leadership credibility is damaged when executives say one thing while rewarding the opposite behavior. The discussion explores how authentic culture is created through alignment between values, leadership actions, systems, recognition, accountability, and operational practices.Another major theme of the episode is succession planning and building organizational bench strength before a crisis occurs. Dr. Flournoy explains why organizations must identify mission-critical roles and ensure they have both “ready now” and “ready later” successors in place. Leaders will learn why high-performing organizations intentionally create mentorship opportunities, stretch assignments, and cross-functional development experiences that prepare future leaders before transitions become urgent.This conversation also addresses one of the most critical competencies of modern leadership: data-driven decision-making. HR intuition alone is no longer enough. While experienced leaders often possess strong instincts regarding people dynamics, today's executives must pair wisdom with measurable workforce analytics and business intelligence.Dr. Flournoy explores how leaders can use metrics such as engagement data, promotion trends, performance indicators, productivity measurements, compensation patterns, and retention analytics to identify opportunities, diagnose organizational challenges, and influence executive decision-making. She explains why combining quantitative insights with executive judgment creates a far more compelling leadership narrative in the boardroom.One of the most compelling sections of the episode focuses on change leadership. In an era defined by artificial intelligence, digital transformation, economic uncertainty, evolving workforce expectations, and constant disruption, organizations cannot afford leaders who only function well during stability. Leaders today must build the discipline of managing change continuously rather than treating transformation as an emergency response.Dr. Flournoy discusses the realities of organizational resistance, fear, uncertainty, employee anxiety, system rollouts, leadership transitions, and workforce adaptation. She explains why the ability to lead through ambiguity and guide people through disruption has become one of the most valuable executive competencies in the global marketplace.The conversation also highlights the importance of executive courage. Great CHROs do not simply protect harmony by remaining silent. They speak difficult truths in ways that executive teams can understand and act upon. Dr. Flournoy explains how leaders can raise concerns regarding culture breakdowns, leadership gaps, talent risks, reputational concerns, and organizational dysfunction while still maintaining executive credibility and strategic influence.Listeners will also hear an important discussion around fairness, access, opportunity, and organizational trust. Many of the most influential decisions inside organizations happen quietly behind closed doors — including succession planning, leadership selection, stretch opportunities, visibility, sponsorship, and talent reviews. This episode challenges leaders to think critically about how opportunities are distributed and how organizational systems impact employee trust, morale, and long-term engagement.Throughout the episode, Dr. Flournoy combines executive insight with practical leadership guidance developed through more than two decades of experience working with Fortune 500 organizations, executive teams, and senior business leaders. Her perspective integrates leadership psychology, organizational transformation, strategic HR leadership, workforce development, operational excellence, executive coaching, and AI-driven business evolution.This episode is ideal for:• Chief Human Resources Officers (CHROs) • Chief People Officers (CPOs) • HR Executives and VPs of HR • Executive Coaches and Leadership Consultants • Talent Management Leaders • Organizational Development Professionals • CEOs and Founders • Operations Executives • Business Transformation Leaders • AI and Workforce Strategy Professionals • Emerging executives preparing for senior leadership rolesKey topics explored include:• Strategic HR leadership • Boardroom influence • Executive communication • Organizational culture • Leadership development • Succession planning • Workforce transformation • Change management • AI and the future of work • Executive coaching • Employee engagement • Data-driven HR strategy • Leadership accountability • Business alignment • Organizational trust • Workforce analytics • Talent strategy • Leadership pipelines • High-performance teams • Executive presence • Enterprise leadershipIf you are serious about becoming a more strategic, courageous, and influential leader in today's business environment, this episode will challenge the way you think about leadership, talent, culture, and organizational impact.The future belongs to leaders who can align people, performance, business strategy, adaptability, and culture in a rapidly changing world.Connect with Dr. Lepora Flournoy and NextGen People for executive coaching, leadership development, organizational transformation consulting, AI workforce strategy, keynote speaking, and executive advisory services designed to help leaders build high-performing organizations prepared for the future of work.Follow, subscribe, and share this episode with leaders, executives, HR professionals, founders, and decision-makers who are committed to building organizations that thrive through transformation, adaptability, accountability, and intentional leadership.Support the show

When I got into consulting, I was really drawn to organization development. I was a young international HR manager at the nonprofit where I worked. As I walked around the organization, I would always get confused by what was said on the break room walls and what was actually lived out. And I always wanted to bring those two things together. I think that's a lot of what drove me. And I think many of us want to bridge the gap between what organizations could be and what they are. That's part of what got me to form The Common Good Consulting & Coaching Consortium, you've heard me talk about… and today I'm bringing people from that group together to discuss whether or not we're all on the same page around what the heck a people-centered organization is, or what people-centered leaders are. I brought on three of the participants from this Common Good Consortium from different perspectives - from Lean, from OD, and L &D, and we're gonna have a conversation around what it looks like, around what we have in common, around our definitions, and where we have different perspectives and where we can piggyback on one another's expertise. Tune in to hear from Matt White around Lean and Continuous Improvement, Kristen Chase from OD, and Deborah Masak from L&D. Let's dive in! Where to Dive In: 00:00 — Are We Aligned on People-Centered Leadership and Organizations? 06:16 — Why Betsy Started the Common Good Consortium Conversation 07:38 — The Lean and Continuous Improvement View of People-Centered Leadership 12:46 — The Organizational Development Perspective on Culture and Leadership 18:30 — The Learning & Development Perspective on People and Business Results 20:49 — Why OD, L&D, and Continuous Improvement Often Work in Silos 36:26 — The Need for Better Cross-Functional Collaboration 45:20 — The Biggest Challenges Facing People-Centered Organizations Today 54:43 — Moving Leaders from Reactive to Responsive 58:25 — Final Thoughts on Collaboration, Culture, and Long-Term Impact Next Steps: Participate in a cross-functional group to share best practices across disciplines and a "Common Good Toolkit" of resources and approaches for creating balanced, people-centered decision-making in organizations. This group will be led by Kristin Chase, a seasoned OD consultant who founded the Greater Orlando Organization Development Network (GOOD). She has direct experience bringing a successful professional networking organization to life and will be getting the word out to more of our peers who share our vision and goals. You can let me know if you're interested in this group, or reach out directly to Kristin at kristin@chasetd.com Thank you again for all that you do to make a difference each day and for helping me further the conversation around what it looks like for us to more effectively partner with one another to influence organizations to truly serve the common good. Other episodes you may enjoy: How to Monetize Your Zone of Genius How to Use AI Without It Running The Show with Tamra Cajo To AI or Not to AI: The Question is When Not If Too Many Business Ideas? 5 Steps to Find Your Focus Consulting and Coaching in The Messy Middle How to Become a Confident Speaker with Dr. Christina Madison Do You Love Consulting or Coaching but Hate Marketing? About my guests: Matthew White: Matthew White is a continuous improvement leader and Lean practitioner who is passionate about servant leadership, leadership development, and helping organizations create more effective and people-centered workplaces. With more than 20 years of experience in healthcare and manufacturing, he leads continuous improvement initiatives while coaching and mentoring leaders and teams in Lean thinking, problem solving, and operational excellence. Matthew's leadership philosophy is rooted in humility, continuous learning, and adding value to others both professionally and personally as a husband, father of three, and youth baseball coach. Kristen Chase: Kristen Chase is an organizational development consultant, culture strategist, and executive coach with more than 24 years of experience helping organizations align culture, leadership, and talent for long-term success. Before launching Chase Talent Development, she built the Organizational Development function at Universal Destinations & Experiences, part of NBCUniversal and Comcast, where she advanced to Senior Director of Organizational Development. Kristen specializes in people-centered culture strategy, leadership effectiveness, and executive coaching, blending strategic insight with practical, human-centered solutions. Deborah Masak: Deborah Masak is a transformational talent, culture, and learning executive with deep expertise in leadership development, workforce enablement, and organizational growth. She has led enterprise-wide learning and talent strategies for global organizations, helping align culture, leadership, and business priorities during periods of rapid change and expansion. Deborah is known for building scalable learning ecosystems, driving engagement initiatives, and partnering with executives to create inclusive, high-performance cultures that fuel long-term impact. About the host: Betsy Jordyn is a business mentor, brand messaging strategist, and former Disney consultant who helps purpose-driven consultants and coaches build profitable businesses rooted in their unique strengths. With over 20 years in the industry and a knack for turning big ideas into clear positioning, she's your go-to for strategy that aligns with your calling. Work with me: https://www.betsyjordyn.com/services

Send us Fan MailMeet Ash Seddeek, a globally recognized executive coach and change leadership advisor with over 15 years of experience helping leaders drive transformation through compelling communication and strategic influence. Ash has coached senior teams at Cisco, Uber, Google, Boston Scientific, San Francisco International Airport and Doosan Bobcat. A former leader at Deloitte, Oracle, and Cisco, Ash blends deep expertise in executive presence, strategic facilitation, and change sponsorship. Ash is also an Amazon bestselling author and creator of leadership frameworks such as Chief Excitement Officers (CExOs) and Exponential Value Moments (EVMs) through which he equips leaders to lead with clarity, align stakeholders, and inspire action. Ash is a two-time Fulbright Scholar, linguist, AI fintech inventor, and entrepreneur. Ash is currently also working on a passionate AI startup Intelligent Context AI. Hit play for the lowdown! [4:26s] Fulbright Scholar to Leadership Communication Coach[6:48s] The Top 1 % for Sales Leadership [9:36s] Strategic Communication in Leadership [16:10s] On his book ‘Meaning: How Leaders Create Meaning and Clarity During Times of Crisis and Opportunity' [19:33s] What makes a great coachee[31:48s] On AI in the world of coaching[41:46s] On his Intelligence Context AI launch plansRWL Read: ‘Meaning: How Leaders Create Meaning and Clarity During Times of Crisis and Opportunity' by Ash Sedeek and Leslie Rubin; 'The Path of Least Resistance' by Robert FritzRWL Listen: Jim Rohn Motivation Connect with Ash on LinkedIn or email him at ash@executivegreatness.com Connect with Vinay on LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

Today: building and keeping a strong public health workforce through innovative tools and strategies.  Brianna Gorman, a senior analyst for workforce at ASTHO, discusses ASTHO's new Workforce Employee Experience Implementation Tool, an interactive resource built to help agencies address workforce challenges across the employee lifecycle: from recruitment and onboarding to retention, succession planning, and offboarding. Later, LaShonda Freeman, workforce development director at the Bureau of Organizational Development, Workforce Development Section South Carolina Department of Public Health, shares how South Carolina's Supplemental Tuition Assistance Policy Program (STAP) is helping employees pursue advanced education while strengthening the agency's long-term workforce pipeline. Home | Public Health Careers.orgASTHO Learning Opportunity: ACEs Strategic Communications TrainingDeveloping a Policy Action Plan to Improve Access to STI Medications Webinar

In this episode, we dive into the provocative assertion by W. Warner Burke that much of today's change management work is not truly Organizational Development. That may sound surprising. After all, many OD practitioners spend much of their time helping organizations navigate change. So how could change management not be OD? As we explore Burke's perspective, we find ourselves agreeing that his argument has more merit than many might initially think. At the center of the debate is the idea that much of modern change management — particularly as practiced by large consulting firms such as Deloitte and McKinsey & Company — tends to focus heavily on implementation, project plans, communications strategies, training rollouts, and adoption metrics. While these approaches may improve execution, Burke argues they often lack the deeper human and systemic foundations that have traditionally defined OD. Joyce and Bob reflect on examples from their own consulting work where change efforts were grounded in core OD principles. Rather than rushing to implementation, they describe the importance of first diagnosing what is really happening in the organization — understanding the culture, relationships, dynamics, and underlying patterns driving behavior. They also explore how effective OD-based change relies on collaboration, co-creation, participation, and leveraging an understanding of human behavior to build solutions with people rather than imposing solutions on them. In their experience, sustainable change happens not simply through execution discipline, but through engaging the organization in meaningful ways that create ownership, trust, learning, and commitment. Whether you are an OD practitioner, consultant, leader, or someone trying to help organizations change effectively, this episode challenges us to rethink what meaningful organizational change really requires.

Send us Fan MailMeet Laura Best, keynote speaker who helps global brands like US Bank activate passion as a science-back method to drive energy, motivation, engagement and performance in their people. She is the bestselling author of Born to Buzz and the founder of Passion Collective- a group of thousands seeking to embed more passion into their daily working lives. Today, Laura advises some of the world's biggest passion-driven brands across sectors. Hit play for the lowdown! [2:54s] History to PR: Laura's genesis story[5:25s] What first sparked ‘Born to Buzz' [12:09s] Passion-led jobs versus passion-less ones[19:47s] Purpose versus Passion[32:55s] The generational aspect of purpose-at-work[36:21s] Laura's top tips for organizations to cultivate passion [45:45s] Laura's top tips for you to avoid burnout RWL: Read: Laura's book Born to Buzz: How to Spark Your Passions (Without Quitting It All)  Laura's recommendation to read: ‘Meditation for Fidgety Skeptics' by Dan HarrisConnect with Laura on LinkedIn Connect with Vinay on X and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

In this episode, we explore a powerful—and often overlooked—opportunity: the workplace as a source of stability in an increasingly unstable world. At a time when the outside environment feels chaotic, divisive, and uncertain, people are craving something deeply human—connection, meaning, and a sense of belonging. Isolation is more common than we admit, and the pull toward like-minded tribes is growing stronger. That's where work can step in—not just as a place to perform tasks, but as a place to feel grounded. We talk about how leaders and organizations can intentionally create workplaces that offer psychological safety in a noisy world, real community (not just collaboration), and a shared sense of purpose that rises above the daily grind. This isn't about making work soft. It's about making it steady—predictable in the best ways, and human at its core. Because when done well, the workplace can become something rare today: an island of sanity. Jump in with us as we explore the question, “What if the most stabilizing force in someone's life right now… is their job?”

In this Quick Hit, we tackle 2 aspects of our business - Organizational Development + Coaching - and explore why they are most powerful when organizations leverage them TOGETHER. Getting the right structure to serve the business paired with the right people in each of the seats - and then, ongoing attention and coaching for each person - is the key to a highly functioning team. Dive deeper in the full episode here

In this episode, we take the timeless insights of Peter Drucker and ask a simple question: what should HR and OD actually do with them? Drawing from The Daily Drucker, we focus on a few ideas that still hit hard. First, the purpose of any organization is to create a customer—so if HR isn't helping the business win externally, it's missing the point. We also challenge the overused idea that culture “just happens.” Drucker's thinking pushes OD to shape the daily behaviors that drive results—not just talk about them. Then there's accountability. Drucker saw management as a discipline. For HR, that means stepping beyond support roles and helping leaders make better, tougher decisions. And finally, focus. In a world of endless initiatives, Drucker's message is clear: do fewer things that matter—and do them well. This isn't about quoting Drucker. It's about applying him—and pressure-testing where his ideas still hold up, and where they might fall short.

 What you'll learn in this episode: ● The key difference between leading and managing ● How your words can carry more weight than you realize ● Why great leaders attract people seeking guidance ● How to empower your team through influence, not authority ● The mindset shift that transforms management into leadership

Strong leaders don't just appear, they're developed. In this episode, Joshua Allen, leadership training Director for the South Carolina Department of Public Health's Bureau of Organizational Development, talks about how targeted supervisor training and mentorship programs are reshaping workforce culture in public health. Born out of a clear need to better prepare new supervisors, Allen's team built a hands-on training program focused on real-world skills, like communication and conflict resolution, and strategic planning and burnout prevention. Paired with a structured mentorship initiative for new hires, the approach is already delivering results.Home | Public Health Careers.orgPublic Health Leadership Starts in the Classroom | ASTHODemonstrating the Impact of School-Based Health Centers | Key Measures That Highlight ROI | ASTHO

In this lightning-round conversation, Bob and Joyce explore leadership through the lens of gender—challenging common assumptions about how men and women tend to lead. Do women naturally lean more collaborative? Are men more decisive—or just perceived that way? And how much of what we call “gendered leadership style” is real pattern versus outdated stereotype? With honesty, curiosity, and humor, they reflect on what they've seen across years of working with leaders. Along the way, they surface where gender-based generalizations can be useful—and where they quietly limit how we see people and performance. This isn't about defining how men or women lead. It's about noticing the patterns we default to, and asking what becomes possible when we look beyond them.

This episode is dedicated to the memory of Michael Senturia.Ever feel like your leadership team isn't in tune, or that you hit the wrong note with people at work? Today's guest says the world of jazz has the answers. In this episode of 97% Effective, host Michael Wenderoth explores what leaders can learn from jazz musicians with Dr. Michael Y. Brenner, CEO of Right Chord Leadership. They discuss Dr. Brenner's new book, Strike the Right Chord, and the connection he makes between musical harmony and effective leadership. If you are tired of the same old leadership cliches, transport yourself in this episode to the world of jazz, where you'll see your leadership challenges through a refreshingly different and powerful new lense.SHOW NOTESMike's pathThe record that changed his trajectory: “They're making that up as they go? I gotta learn how to do that!”Copy writing, working at QVC, and his hard truth about leadership Lessons for leadersHow jazz musicians approach their craftKeys to collaboration: “Jazz attitude” and walking the line between structure and chaosA novel new framework: Mike's CHORD model for leadershipWhat jazz teaches us about different profiles working in harmony – and how Mike uses DISC to help teams do that in practiceLessons from Mike's doctoral research in Canada: what leaders learn from artists“When you hit the wrong note, it's the next note that makes it good or bad.” Dealing with the messy part of leadershipIs the goal of leadership to achieve harmony?Respect, support – and the need for tough loveThe key to managing egos and managing up: “Serve the music”Why we still get crappy leaders who don't embody the qualities Mike describesA novel way to think about authenticity: Having a “foundation of voice” but being able to adapt to the situation BIO AND LINKSAs founder and CEO of Right Chord Leadership, Dr. Michael Brenner collaborates with leaders and teams to strengthen the essential skills needed for peak performance. He achieves this by drawing on more than 25 years of experience as an international leadership consultant, executive coach, keynote speaker, and educator, and more than 40 years as a professional musician. Michael holds a doctorate in Adult Learning and Leadership from Columbia University and a master's degree in Adult and Organizational Development from Temple University. He plays in two bands based in Philadelphia, PA, USA. Strike the Right Chord is his first book. Connect with Dr. Michael Y. BrennerLinkedin: https://www.linkedin.com/in/michaelybrenner/Right Chord Leadership: https://rightchordleadership.comGet Mike's Book, Strike the Right Chord: https://rightchordleadership.com/resources/Speaker Reel: https://rightchordleadership.com/speaking/Email: michael [at] rightchordleadership.comOrganizations, People and Resources ReferencedEpisode dedicated to the memory of Michael Senturia: https://music.berkeley.edu/news/department-mourns-passing-emeritus-professor-michael-senturiaAl Jarreau: https://en.wikipedia.org/wiki/Al_JarreauThe Columbia Coaching Conference: https://www.columbiacoachingconference.orgBanff Institute: https://www.banffcentre.caWhiplash, the movie: https://www.imdb.com/title/tt2582802/Christian McBride: https://www.christianmcbride.comDr. John Schaffner interview on 97% Effective: https://redcircle.com/shows/97-effective/ep/4fae4e9f-bdbf-4cab-8aa5-298544b3651cPat Metheny: https://open.spotify.com/artist/3t58jfUhoMLYVO14XaUFLA?si=H-meVhdFQlqWxQSvjf7O1g More from 97% EffectiveMichael's Award-winning Book: Get Promoted: What You're Really Missing at Work That's Holding You Back: https://tinyurl.com/453txk74Watch this episode on YouTube: https://www.youtube.com/@97PercentEffectiveAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

US companies spent nearly $100 billion on workplace training last year. Employee engagement hasn't meaningfully improved in two decades. In this episode of Shedding the Corporate Bitch, executive coach Bernadette Boas makes the case that the problem is not one of effort, talent, or even budget, it's a design problem. Most organizations have built their development infrastructure around discrete events: a workshop here, an assessment there, a coaching session when someone gets promoted. That model was never engineered to produce lasting behavioral change. It was designed to check boxes.Bernadette walks through the four structural reasons their current programs are failing, including why 81% of organizations measure completion rates instead of behavioral change, why the Ebbinghaus Forgetting Curve makes single-session training scientifically ineffective, and why most leaders lack the self-awareness to absorb and apply what they're being taught. More importantly, she introduces a solution: the Leadership Development Operating System: a five-pillar framework that connects training, coaching, curriculum, assessment, and measurement into a single compounding architecture. What You'll Learn•       Why the workshop model fails and how the distinction between an event and a system determines whether your investment produces resultsThe four root causes of program failure: lack of self-awareness, no structured practice, absent measurement, and no pull-through•       How to structure skill training so that 60–70% of session time is dedicated to practice and feedback, not information transfer•       The five pillars of the Leadership Development Operating System and how each one reinforces the others•       Why external coaching is essential for real-time behavioral change, and why internal L&D teams cannot fully replace it•       The four-layer measurement framework: behavioral assessment, application data, business impact metrics, and cultural integration•       A diagnostic question to immediately identify the structural gaps in your existing programs Key Timestamps:[00:00] — Why positive workshop feedback doesn't equal behavioral change[01:30] — 80% mindset, 20% skillset: the leadership success formula[03:00] — Why the current development model was built to check boxes, not produce change[13:00] — Introducing the Leadership Development Operating System[14:30] — Overview of the five pillars[31:30] — The diagnostic question for your current program[32:00] — How to book a 30-minute diagnostic call with BernadetteResources & Links:Book a 30-Minute Diagnostic Call: coachmebernadette.com/discovery-callPodcast Hub (all platforms): balloffirecoaching.com/podcastFollow on YouTube: HERESupport the show

In this episode, we tackle a blind spot in organizational development: the physical workspace. While HR and OD leaders spend countless hours shaping culture, engagement, and strategy, the environment people work in is often left to architects, facilities, or finance. That's a miss. The spaces people walk into every day send powerful signals about what matters—collaboration or isolation, energy or exhaustion, inclusion or hierarchy. Workspace isn't just about aesthetics; it directly influences behavior, productivity, and how people feel at work. We also take on the ongoing debate around open workspaces. Do they actually foster collaboration—or do they create distraction and disengagement? The answer isn't one-size-fits-all, and that's exactly why OD needs to be part of the conversation—bringing intention to how space aligns with the work being done. We explore why OD should have a seat at the table when workplaces are designed or redesigned, and how even small shifts in layout, flow, and intention can create more welcoming and productive environments. Because culture doesn't just live in values and conversations—it lives in the walls, the light, and the space between people.

Send us Fan MailBest known for his work in organizational development (OD) spanning over three decades, Dr. Douglas O'Loughlin won over our listeners when he first came on this podcast four years ago. The episode was among our top listened episodes of all time! And today, the OD OG, the guru of OD is back to share from his treasure trove of insights and knowledge, and his belief that organizations and communities can be life-giving spaces for each and all.Originally from the US, Douglas has been living in Singapore since 1993, where he is the Principal of The Dao of Thriving, as well as being an Associate Consultant with Civil Service College, and has done projects in more than 20 countries. Douglas has co-founded several OD Networks, written numerous articles and blogs, spoken at global conferences, is a TEDx speaker, and has also written the books ‘ANDlightenment: Polarity Thinking from Self to Society' and ‘Facilitating Transformation'.Hit play for the lowdown! [3:35s] What has changed in OD since 2022[12:00s] OD in the age of AI[20:45s] Common OD challenges today [32:13s] His work on Polarity Thinking [40:25s] OD in the near future [45:00s] Top tips for OD practitionersRWL: Read: ‘OD for the Accidental Practitioner' by Larry Kokkelenbeeg and Regan Miller; Douglas' books ‘ANDlightenment: Polarity Thinking from Self to Society' and ‘Facilitating TransformationConnect with Douglas on LinkedIn Connect with Vinay on X and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

In this episode, Candice sits down with Tracy Ward, founder and president of Forward Talent Strategies, a boutique HR consulting firm that helps businesses strengthen their people strategy, build strong workplace cultures, and create environments where employees can truly thrive. With a background in HR leadership, organizational development, and talent strategy, Tracy brings deep insight into what it takes to align people, purpose, and performance.   In this episode, they discuss: Why company culture must be intentional and clearly defined from the top down How misalignment in values leads to hiring and retention challenges The role leadership plays in modeling and reinforcing culture daily How onboarding experiences shape an employee's long-term engagement Why employees want to feel part of something bigger than just a job How feedback, communication, and listening improve retention and morale The impact of purpose-driven work and philanthropy on team connection   This episode is a powerful reminder that culture is not just something you talk about. It's something you live, build, and reinforce through every action, every hire, and every conversation!   About Tracy Ward: Tracy Ward is Founder & President of Forward Talent Strategies, a boutique HR consulting company that partners with businesses to strengthen their HR strategy and HR practices, develop their organizational vision, and build programs to attract, engage and retain top talent. Tracy previously held HR executive roles with oversight of Human Resources, Organizational Development and Risk Management, and is passionate about helping companies cultivate positive workplace cultures and environments for employees to thrive. Tracy has a degree in Sociology with minor in Law & Society from the University of California, San Diego, and holds the Senior Professional in Human Resources (SPHR), California (PHRca) and Global Professional in Human Resources (GPHR) certifications. Tracy serves on the Board for SDHR Forum, is active in ProVisors, serving on the Executive Committee for the Human Capital group and Diversity & Inclusion Committee, and volunteers as a resume coach for the Veterans Career Transition Assistance Program.   https://forwardtalentstrategies.com https://www.linkedin.com/in/tracy-ward-shrm-scp/ https://www.instagram.com/forwardtalentstrategies   ----- Connect with Candice Snyder! Website: https://www.podpage.com/passion-purpose-and-possibilities-1/ Facebook: https://www.facebook.com/candicebsnyder?_rdr Passion, Purpose, and Possibilities Community Group: https://www.facebook.com/groups/passionpurposeandpossibilitiescommunity/ Instagram: https://www.instagram.com/passionpurposepossibilities/ LinkedIn: https://www.linkedin.com/in/candicesnyder/ Shop For A Cause With Gifts That Give Back to Nonprofits: https://thekindnesscause.com/ Fall In Love With Artists And Experience Joy And Calm: https://www.youtube.com/@movenartrelaxation

In this episode, we draw a clear line between real Organization Development and work that just looks productive. Too often, OD starts with tools, processes, and “best practices”—without ever getting clear on the purpose behind them. The result? A lot of activity… and not much impact. We break it down simply: The Why – increasing organizational effectiveness and health The How – the tools and processes used to get there Most teams start with the How. That's the problem. Using performance management as an example, we explore why traditional approaches fall flat—despite all the effort—and why more than two-thirds of employees see reviews as a waste of time. We'll share a different approach we've used—one that starts with Why and actually drives results. If your OD work feels busy but not effective, this episode will help you refocus on what really matters.

In this episode of the HR Like a Boss podcast, John interviews Nicole Hall, the Director of Human Resources and Organizational Development at TCT Federal Credit Union. Nicole shares her unique journey into HR, emphasizing the importance of continuous learning and the human element in the workplace. She discusses her passion for teaching and how she balances the needs of employees and the organization. Nicole also reflects on the impact of mentorship and the significance of advocating for oneself in one's career.ABOUT NICHOL HALLBorn and raised in Upstate NY. Wife and mother of 2. BS in Psychology. Masters in Industrial and Organizational Psychology. 30 year career in Telecommunications, Marketing, L&D, Financial Wellness, Coaching, HR, Process Improvement and Strategy. Currently the VP | Director of HR & OD at TCT Federal Credit Union. My passion lies in empowering individuals and teams to achieve their full potential through thoughtful preparation and innovative solutions. I enjoy singing and playing my flute at church, reading, yoga, skiing, and spending quality time with friends and family

Send us Fan MailFrom AI's explosive rise to climate disruption and escalating geopolitical strain, history is hitting a tipping point today. Amidst all this, Alain Bejjani offers a striking counterpoint: however fast and complex the world feels today, it is the slowest and simplest it will ever be again.In his soon to be released book ‘Next: Leading Through the New Realities', Bejjani invites leaders to take a clear-eyed view of how to live and lead through major transformation and turbulence. Alain is the former CEO of the major retail group, Majid Al Futtaim, responsible for one of the world's largest shopping complexes, ‘Mall of the Emirates' in Dubai, and during his tenure, he led Majid Al Futtaim 50,000 employees across 17 countries, producing $9.5 billion in revenue. He is a globally recognized business leader, investor, and strategist with more than two decades of experience driving cross-border growth across the Middle East, North Africa, and South Asia. Applying the invaluable lessons he has learned from growing up in war-torn Beirut to decades leading through major change, Alain explores how leaders can navigate the storms to come – and those presently – in the book. Hit play for the lowdown! [4:21s] Alain's origins story  [11:07s] Leading a multi-billion-dollar company: Insights, Learning, Challenges[32:50s] Genesis of ‘Next: Leading Through The New Realities' [36:10s] Top leadership traits to lead in new and fast-changing realitiesRWL: Alain's book ‘Next: Leading Through The New Realities'  - link to order to be updated shortly as soon as the book is released. Connect with Alain on LinkedIn and InstagramConnect with Vinay on X and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

What if “soft skills” are actually the most powerful leadership skills you can have?In this episode, Nicole Greer sits down with leadership expert Nanci Appleman-Vassil to break down the 8 power skills every leader must have to build strong teams, improve communication, and create a thriving work culture.From reading the energy in a room to giving feedback that actually drives change, these leadership skills are not optional—they're essential for leaders who want to show up with clarity, confidence, and real impact.If you're a leader, manager, or business owner looking to improve engagement, strengthen communication, and build accountability on your team—this conversation is your playbook.What You'll Learn in This Episode:✔️ Why “soft skills” are actually power skills✔️ How to build a strong organizational culture✔️ How leaders communicate effectively✔️ How to improve team communication and accountability✔️ Leadership strategies that work in real businesses✔️ Practical approaches to project management and team performanceThe 8 Power Skills Every Leader Must Have:00:04:04 Reading the Room: Picking up on energy, body language, and engagement00:13:51 Giving Meaningful Feedback: Why telling isn't feedback00:14:23 Addressing Issues in the Moment: Stop waiting, start leading00:17:25 Staying Curious Instead of Judgmental: Engage instead of label00:24:15 Building Self-Awareness: Understanding yourself and others00:30:53 Adapting Your Communication Style: Move beyond “this is just how I am”00:32:26 Creating Psychological Safety: Prevent disengagement and turnover00:36:19 Connecting Strategy to People: Align plans with real humansWant to build a stronger work culture, improve leadership, and create a thriving team? You're in the right place.Connect with Nanci:18 Common Mistakes Small Business Owners Make: https://a.co/d/069ec1ZwNanci's Website: https://www.nanciapplemanvassil.com/APLS Group Website: https://aplsgroup.com/Nanci's LinkedIn: https://www.linkedin.com/in/nanciapplemanvassil/APLS Group LI: https://www.linkedin.com/company/281681/admin/dashboard/FREE DOWNLOAD: You're on the Workplace Stage https://talk.ac/nanci (Code: KIND)Learn more about training, coaching, and courses at https://vibrantculture.comConnect on LinkedIn: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/For speaking inquiries: https://vibrantculture.com/speaker-kit-request/Download our training catalog: https://vibrantculture.com/catalog-request/Want to be a guest? Send your request to podcast@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

If you've ever felt drained by other people's negativity or wondered whether happiness is something you have to earn, episode 416 of Grief and Happiness is for you. Self-mastery coach Michele Phillips — known as "The Light Lady" — reveals why happiness comes before success, and shares simple tools to quiet your inner critic and reclaim your energy. From a smile that changed a stranger's life three years later to writing letters to your future self, this one is quietly transformative.In This Episode, You Will Learn:(00:55) Why happiness comes before success(02:26) The "pom poms" story: protecting your energy without dimming it(03:21) How to support others without absorbing their low energy(04:29) The smiling experiment that changed a stranger's life(08:58) Why micro-moments of connection matter more than we think(11:08) "Energizio": directing your energy toward what you actually want(14:03) Meet Wanda and Grace: naming your inner voices to take back control(17:02) Why journaling is Michele's most powerful tool(20:05) The case for putting down your phone and picking up a pen(21:39) Personal energy alignment: accessing your own flow state(22:41) How journaling helps you process grief and rediscover joy(26:09) The goddess gathering: writing a letter to your future selfMichele Phillips is a self-mastery coach, corporate trainer, and author known to her clients as "The Light Lady." As President of Key Performance — a New York State Certified Women-Owned Business she founded in 1998 — she has spent over two decades coaching leaders at Fortune 500 companies including Pfizer, Verizon, and The PGA. She holds a Master's in Organizational Development from Fordham University, a certification in Positive Psychology, and is the author of Happiness is a Habit and her latest, Energize Your Happiness: Tap into Your Personal Energy and Shape Your Destiny. Her core belief: happiness doesn't come after success. It comes before it.That conviction anchors everything Michele shared with Emily here. She introduced "energizio" — a word she coined for energy directed intentionally toward what you want rather than what you don't — and personified our inner voices as the critical "Wanda" and the wise "Grace," making the inner work both accessible and fun. The conversation wove in the power of micro-moments: a genuine smile, a kind gesture, the choice not to absorb someone else's low energy. And Michele closed with a passionate case for handwritten journaling as the gateway to personal energy alignment — a flow state she believes is available to all of us — including a moving exercise where participants write letters to the women they intend to become a year from now.Connect with Michele Phillips:WebsiteLinkedInFacebookYouTubeBooksPodcast: Write Your OutcomeLet's Connect: WebsiteLinkedInFacebookInstagramTwitterPinterestThe Grief and Happiness AllianceBook: Emily Thiroux Threatt - Loving and Living Your Way Through Grief Hosted on Acast. See acast.com/privacy for more information.

In this podcast episode, Dr. Jonathan H. Westover talks with how leaders can build highly engaged teams in today's performance-focused environment.Dr. Roger A. Gerard is the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. He also specializes in process improvement, and the use of lean methodologies in bringing about significant and measurable organizational improvement. He is the former Chief Learning Officer for ThedaCare, an integrated healthcare delivery system, retiring from that position in 2014 after 23 years in that role. Dr. Gerard has a 52-year career history leading executive and management development initiatives, in both large and small organizational environments. His work has been primarily within the healthcare industry, but he has also spent a quarter of his career consulting in manufacturing and service industries nationwide. In addition, he is a creative photographer, and provides help to his wife Debra in her fine art business (www.sloangerardstudio.com). Previously, Dr. Gerard served as Vice President of Northern Michigan Hospitals and as the Director of Organizational Development. Before joining NMH, he was Creative Manager for Quality Systems for Sandy Corporation where he consulted with major clients (Burroughs, IBM, General Motors, Hyatt, etc.) on systemic leadership development and quality improvement projects. Dr. Gerard is the author of Owning the Room: Leading with Mind, Heart and Spirit to Make Extraordinary Choices in a Demanding World and the forthcoming title, Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis. He also co-authored On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry. Dr. Gerard has presented at numerous national conferences and locally throughout Wisconsin and Michigan on leadership and lean in the healthcare industry. He earned his Ph.D. in Management and Applied Decision Sciences from Walden University in 2001.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, we take on a hard truth: sometimes the very people trained to help organizations—OD practitioners—end up getting in the way. Great facilitation isn't about executing a perfect plan. It's about reading the room, adjusting in real time, and having the courage to do what the moment actually requires. And if we're honest, that's where things can go sideways. We unpack a few common “OD traps” that can quietly derail impact: • Confusion about our role in the moment—are we facilitating, advising, or leading? • Sticking to the plan when the room is telling us to pivot • Creating dependency instead of building capability • Letting our expertise turn into needing to be the smartest person in the room This isn't about beating ourselves up—it's about getting better. Because doing good OD work takes more than tools and frameworks. It takes awareness, humility, and the willingness to let go of getting it “right” in favor of doing what's actually needed. If you've ever walked out of a session thinking, “That didn't land the way I hoped,” this conversation is for you.

Welcome to another inspiring episode of The Brand Called You! In this conversation, host Ashutosh Garg sits down with Josh Epperson, senior manager of Organizational Development at Amazon and author of "Bacon, Bots and Teamwork: How to Orchestrate Success When Agents Join Your Team."Josh shares the story behind his book's unique title and dives into the powerful “bacon moment” that transformed his perspective on work, teamwork, and leveraging AI agents. This episode explores why middle managers are under unique pressure, the pitfalls of getting stuck in execution mode, and why stepping back can lead to the biggest breakthroughs.Josh breaks down the crucial differences between humans and AI agents, explains common misconceptions about AI, and reveals what leaders must do to successfully integrate AI into their workflows without losing a sense of identity or relevance. If you're curious about the future of work, human-AI collaboration, and how to future-proof your approach to leadership, this episode is for you!

In this episode, we continue our conversation about the role of Organization Development in unsettled times. Last time we explored what it means to act hopeful when it's hard to feel hopeful. This time we go a step further: How do you show up when things feel uncertain—and still make a positive difference? We draw inspiration from Margaret Wheatley's book Who Do We Choose To Be?, which offers a powerful historical perspective on how societies and systems evolve—and what that might mean for the world we're navigating today. If we understand these patterns, leaders and OD practitioners can better assess what is actually happening around them—and more importantly, decide how they want to respond. In our conversation we explore the practical ways leaders can show up in difficult moments: • Strengthening connection when people feel fragmented • Choosing love over fear in how we lead • Maintaining a willingness to contribute, even when outcomes are uncertain • And yes—keeping a sense of humor along the way Because in challenging times, leadership isn't about waiting for optimism. It's about generating it.

The Fortified Life Podcast with Jason DavisEpisode 226 |Guest: Steve Woodworth – Marketing, Management, and Organizational Development ExpertShow Theme: Developing a dependency on Jesus in the marketplace—because from the boardroom to the bathroom, God is with you!Guest IntroductionSteve Woodworth brings over 40 years of expertise in advancing Christian organizations through marketing, management, and organizational development.Former leader at World Vision, overseeing a decade of double-digit growthSteve co-founded and leads Masterworks, serving hundreds of Christian organizations.Board volunteer, industry convener, CEO advisorAuthor of Lost in Transition: Lessons from the Most Disastrous and Successful Ministry SuccessionsKey Topics & HighlightsSteve's Professional JourneyRadical conversion to Christianity led to a desire to engage in missionary work.Early career at World Vision, rising from data analytics to senior leadership.Steered World Vision through remarkable growthCo-founded the Masterworks agency to help Christian organizations achieve their missionsBook Focus: Lost in TransitionExplores both successful and disastrous leadership transitions in ministries and nonprofitsMotivated by seeing many failed successions and the pain they caused leaders and organizations.Principles in the book help prevent disasters and create healthy, honoring transitions.Worst-Case Scenario in SuccessionLeaders pushed out or dishonored, losing trust with donors and staff.Lack of celebration and poor communication can cause sharp declines in donations and morale.One example: A CEO with an eight-year plan was forced out early, leading to significant setbacks for the organization and its finances.Best-Case Scenario in SuccessionThe outgoing leader is honored and included in succession planning.Successor is a strong culture fit, and overlap provides continuity.Example: World Vision's transition from Rich Stearns to Edgar Sandoval, with collaboration, respect, and discernmentExample: Trueface's founder mentoring and supporting his successor, then returning to serve new opportunitiesDangers of Founders OverstayingFounders unwilling to let go can hinder organizational growth and succession, sometimes cycling through multiple potential successors.Steve's personal experience: Gradual transition and willingness to let the new CEO lead, maintaining a respectful, supportive relationshipSo, what makes transitions work? Here are the key conditions for a successful handoff:Friendship and an ongoing relationship between predecessor and successor help ease the transition.Boards should include outgoing leaders and senior staff in the hiring process and bathe the process in prayer.Hiring from within increases success rates; mentoring multiple candidates is wise.Practical Takeaways for OrganizationsStart succession planning years in advance.Prioritize culture fit and internal candidates when possible.Foster humility, respect, and communication among all partiesBoards must recognize their own limitations and seek input from those who know the organization best.Prayerful discernment is critical at every stage.Steve Woodworth's BookLost in Transition: Lessons from the Most Disastrous and Successful Ministry SuccessionsAvailable from: Kingdom Life Publishers and Amazon (Kindle version)Connect with Steve WoodworthMasterworks AgencyBook details and contact via Kingdom Life PublishersAdditional ResourcesPodcast Website: fortifiedlifepodcast.comHost's Book: Fortify: Being Rooted in God's Plan for Work and Business by Jason Davis (Available on Amazon)Closing EncouragementDon't compartmentalize your faith. From the boardroom to the bathroom, God is with you!Listen & Subscribe:Apple PodcastsSpotifyiHeartRadioYouTube (@ The Fortified Life)

In this episode, we tackle 2 aspects of our business - Organizational Development + Coaching - and explore why they are most powerful when organizations leverage them TOGETHER. Getting the right structure to serve the business paired with the right people in each of the seats - and then, ongoing attention and coaching for each person - is the key to a highly functioning team. You'll hear everything from the things most organizations get wrong to real client examples from our work. For more about ForthRight Business by ForthRight People or for 1:1 consultation, check us out at ForthRight-Business.com And as always, if you need Strategic Counsel, don't hesitate to reach out to us at: ForthRight-People.com FACEBOOK https://www.facebook.com/forthrightpeople.marketingagency INSTAGRAM https://www.instagram.com/forthrightpeople/ LINKEDIN https://www.linkedin.com/company/forthright-people/ RESOURCES https://www.forthright-people.com/resources VIRTUAL CONSULTANCY https://www.forthright-people.com/shop

Send a textIn this Shiny Happy People special, we bring you a deeply insightful conversation mapping the fast-growing landscape of GCCs in the Philippines – with Natalie ‘Nats' Lim-Ang. A Board Trustee with the Global Capability Center Council (GC3) in the Philippines since 2019, Nats brings in a unique perspective as a pioneer of the Manila Shared Services Center who has closely witnessed, and been a part of, the growth of GCCs in the Philippines. [4:27s] Her journey into the shared services industry [06:53s] Growth and evolution of GCCs in the Philippines [15:44s] Geographical growth spread of GCCs across the Philippines [18:32s] GCC talent in the Philippines: Opportunities and challenges[26:55s] Top three challenges for GCCs in the Philippines today[30:05s] Growth of global leadership roles in GCCs in the Philippines [35:17s] Role of the Global Capability Center Council (GC3)  [42:21s] Future outlook for GCCs in The PhilippinesFind more about GC3 at www.giccphilippines.com  Connect with Nats on LinkedInConnect with Vinay on X and LinkedIn What did you think about this episode? What would you like to hear more about? Or simply, write in and say hello! podcast@c2cod.comSubscribe to us on your favorite platforms – Google Podcasts, Apple Podcasts, Spotify, Overcast, Tune In Alexa, Amazon Music, Pandora, TuneIn + Alexa, Stitcher, Jio Saavn and more.  This podcast is sponsored by C2C-OD, your Organizational Development consulting partner ‘Bringing People and Strategy Together'. Follow @c2cod on Twitter, LinkedIn, Instagram, Facebook 

Andy Storch sits down with Allyson Roote, Vice President of Learning and Organizational Development at the Bonadio Group. Allyson Roote shares her inspiring journey from studying psychology and working with an executive coach, to leading a thriving L&D function at a major professional services firm.In this conversation, we dive into how Allyson Roote built Bonadio's learning and development team from the ground up, scaling from a solo role to a team of nine—even expanding internationally. She explains the importance of relationships, taking a consultative approach to internal learning, and tying learning outcomes directly to performance results. We explore the innovative quarterly business reviews she's implemented, her leadership development framework, Manager and Principal Development Programs, future leaders academy, and her latest initiative—Amplifier, an adaptive AI-powered learning platform.I hope you enjoy it! As always you can learn more and connect with me on my website (andystorch.com) or LinkedIn. And you can find my books - Own Your Career Own Your Life and Own Your Brand, Own Your Career - on Amazon.Connect with Allyson Roote: LinkedInMentioned in this episode:Thanks for listeningThanks again for listening. You can find more information about me and everything I do on my website: andystorch.com

Let's be honest. The world feels a little nuts right now. Divided. Loud. Unsettled. Tired. And organizations don't exist outside of that. They absorb it. So in this episode, we ask a simple but uncomfortable question: What does OD need to be when the world feels like it's coming apart? And maybe even harder… How do we act hopeful when we don't always feel hopeful ourselves? That's not fluff. That's leadership. Instead of offering grand theories, we get practical. We suggest starting here: Stop trying to fix everything. Start by finding the energy. In every organization — even the messy ones — there are pockets of good energy. People who still care. Teams that still want to build something better. Conversations that feel constructive instead of draining. If you think in systems, you know this is true. OD's job? Go find that energy. Name it. Amplify it. Build from it. We also talk about diagnosing energy instead of just diagnosing problems. Ask: • Where do people feel most alive? • Where do meetings feel productive? • Where is there momentum — even if it's small? Energy is data. And then we double down on participation. Because when people help shape the way forward, they create the hope they're looking for. Participation isn't soft. It's catalytic. We close with a practical exercise inspired by Power vs. Force by David Hawkins — a simple way to surface the life-giving energies (like courage and willingness) versus the draining ones (like fear and blame) that may be shaping your culture more than you realize. Consider this episode another tool for your toolkit. Not because we have all the answers. But because in chaotic times, OD isn't just about alignment and strategy. It's about stewarding energy. And if OD can't create hope… Who will?

Stacy Heisey-Terrell's BIO: As a Career Ownership Coach, Stacy helps individuals explore career possibilities that align with who they are and what they want from both their personal and professional lives. After nearly 30 years navigating the corporate rollercoaster in Human Resources across industries including legal, healthcare, insurance, environmental/chemical, local government, and energy, she experienced firsthand the frustrations many professionals face—long hours, broken promises, lack of opportunity, fear of change, and even unexpected layoffs. Those lessons inspired her to take control of her own path, create a balanced lifestyle, and build the work environment she had always envisioned. Now, Stacy brings that experience and passion to coaching others who are ready for a change but aren't sure where to begin. She guides clients toward their "Career 2.0"—a future of greater fulfillment, autonomy, and purpose. Stacy lives in the Philadelphia area with her husband, Christopher, and their four teenage daughters. She holds an MS in Organizational Development and Human Resources Management. Outside of coaching and family life, she dedicates time to her church's food pantry, where she leads teens in serving their community. Life may be messy and wild, but Stacy believes your career doesn't have to be. She's here to help you make work work for you. In this episode, Virginia and Stacy talked about Exiting the Corporate Rat Race The difference between being an employee & becoming an entrepreneur The shift from corporate networking to networking to build a business How to make a living doing Joint Ventures Moving from the passenger seat to the driver's seat of your career Takeaways: Entrepreneurship: Be your whole self Maybe the corporate path isn't your final destination Career ownership starts when you move into the driver's seat Your next chapter may require courage before clarity You can build income by connecting people, not just selling to them Connect with Stacy on her social media accounts to learn more about her work and insights into networking effectively:   LinkedIn URL www.linkedin.com/in/stacyheiseyterrell Facebook URL https://www.facebook.com/people/Stacy-Heisey-Terrell-The-Entrepreneurs-Source/100093328212010/ Website URL www.mylifemybiz.com   Connect with Virginia: https://www.bbrpodcast.com/

The 1992 Los Angeles Uprising was sparked after a jury acquitted four LAPD officers who had been charged with using excessive force in the arrest and beating of Rodney King on April 29, 1992. With the anniversary of the civil unrest approaching, MHD and his co-host, Chavonne Taylor, discuss new policing and public safety models with PUSH LA (Promoting Unity, Safety & Health in Los Angeles) convener Leslie Cooper Johnson and former LAPD Officer Brian S. Bentley.Leslie Cooper Johnson is the Vice President of Organizational Development at Community Coalition, or CoCo, a social justice organization in South Los Angeles, where she has worked for the past 15 years. A lifelong resident of Inglewood, she received her Master's in Social Work from the University of Southern California. As part of her role at CoCo, Leslie convenes the PUSH LA collective, which stands for Promoting Unity, Safety & Health in Los Angeles. PUSH LA was formed in response to decades of racist policing and has a mission to “reimagine protect & serve.”Brian S. Bentley is an author and a former LAPD officer. His first book, One Time: The Story of a South Central Los Angeles Police Officer, graphically depicts his involvement in suspect beatings and describes in detail the gratification he and his partners received from their actions. He claims some officers are addicted to violence and can't stop on their own. His book lets readers see firsthand how police brutality is accepted and encouraged in law enforcement. Bentley spent most of his career at Southwest Division. He was one of the few LAPD officers who lived in the division they patrolled. Resources:REIMAGINING TRAFFIC SAFETY & BOLD POLITICAL LEADERSHIP IN LOS ANGELESEpisode Spotify Playlist

Join Mandi Rodgers, VP of Events at VGM, as she sits down with Heartland Conference leaders Shanon Eckhardt (Heartland Pillar Chair & VP of Special Projects) and Arienne Martinez (Education Pillar & Director of Organizational Development for HOMELINK) to celebrate a major milestone—the 25th anniversary of the Heartland Conference.In this special Industry Matters podcast, discover what makes Heartland more than just a conference. From the legendary "drunk on kindness" hospitality to practical education sessions led by industry peers, Shanon and Arienne share what attendees can expect at this year's reunion-style event happening June 8-10, 2025, in Waterloo, Iowa.The conversation explores the power of community and connection that's defined Heartland for 25 years, reveals what's new and exciting for this milestone anniversary (including a special field trip!), and explains how the education tracks balance honoring legacy with preparing for the next 25 years. Shanon and Arienne offer practical tips for first-time attendees to maximize their experience and discuss why AI, leadership, and resilience stories are taking center stage this year. They also share the moments you absolutely can't miss, from keynotes to Farewell at the Farm.Whether you're a Heartland veteran or considering your first visit, this episode will inspire you to be part of something bigger than yourself. As Shanon says, "You're not just coming to Waterloo, Iowa—you're coming to our home."Learn more and register at vgmheartland.com.

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.

What if the biggest obstacle in your organization isn't resistance — but thinking? In this episode, Bob 'n Joyce explore why smart leaders keep applying logical, linear solutions to problems that require something different. Drawing on the work of Edward de Bono and his ideas on lateral thinking, we examine why better analysis doesn't always produce better outcomes. True creativity — the kind that shifts culture and unlocks strategy — happens when leaders deliberately disrupt their own patterns of thought. That doesn't come naturally. It takes structure, intention, and often a skilled OD practitioner willing to redirect the conversation sideways. We share practical ways to apply these concepts in your organization, including how to: • Interrupt entrenched thinking • Expand options before narrowing them • Facilitate conversations that create possibility instead of reinforcing positions If you're an OD professional or executive leader, this conversation may challenge how you approach your next strategic discussion. Sometimes progress doesn't require more effort. It requires a different question.

 Scott Burgmeyer and Tammy Rodgers,  are the Founders and CEO of BecomeMore Group,  Scott isn't your typical business coach - over the past 30 years, he has transformed and optimized hundreds of companies across the U.S., including Google, Procter & Gamble, and Bridgestone.He's known for tackling the toughest organizational challenges: reversing decades-long declines, resolving complex succession disputes, boosting employee retention, and helping organizations unlock their full potential. His clients love working with him - he retains 95% of them.• PhD in Organizational Development and Leadership from the University of Arizona• Master's degree in Business Administration, Organizational Leadership from Ashford University• Recipient of the Iowa Recognition of Performance Excellence seven times• Won the Bridgestone CEO awardTammy Rodgers, Co Founder and Co-CEO

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

If your leadership team defines culture by your values statement, engagement scores, or what you wish were true — you don't know your culture. You're describing your aspirations. In this episode, Bob 'n Joyce challenge leaders and OD practitioners to stop treating culture like a slogan and start treating it like a system. Using a disciplined lateral thinking methodology, they show how to uncover what really drives behavior — the unwritten rules, the workarounds, the quiet power dynamics, and the habits that get rewarded and repeated. Not the culture on the wall. The culture in motion. Why does this matter? Because culture determines how decisions actually get made. It shapes who advances, what gets funded, what gets tolerated, and what quietly dies. Strategy doesn't fail because it's flawed. It fails because culture wins. Lateral thinking offers an indirect, disruptive way to see your organization as it actually operates — not as you've convinced yourself it does. And once you can see it clearly, you can lead it intentionally. Because whether you define it or not, your culture is defining you.

What would faith look like if living in a place where owning a Bible could cost you your freedom? Tune in for an inspiring discussion with Dirk Smith on his new book The Impossible Dream: The Unstoppable Journey of God's Word Behind the Iron Curtain and Beyond.Moments with Marianne airs in the Southern California area on KMET1490AM & 98.1 FM, an ABC Talk News Radio Affiliate!  https://www.kmet1490am.comDirk Smith, co-author of The Impossible Dream, serves as EEM Vice President, following his highly successful tenure as a development officer with his alma mater, Harding University. An accomplished manager, he earned experience in business development with an eye for revenue building through positions with firms like Jackson & Coker in Dallas, Texas, and T. Williams Consulting serving clients in Pennsylvania, New Jersey and New York. He has a bachelor's degree in Mathematics and an MBA with a focus on Organizational Development and Ethics. At EEM, Dirk oversees fundraising and marketing efforts as well as assists with U.S. operations. He is an experienced presenter and storyteller and loves sharing the stories of what God is doing through the ministry of EEM. https://theimpossibledreambook.com/ https://eem.orgLearn more about publishing your book, publicity services, and show opportunities at: https://www.mariannepestana.com 

If you're in OD or a leadership role, chances are your 2026 priorities already look familiar—and that might be the problem. In this episode, Bob and Joyce unpack what a group of seasoned OD practitioners believe must be at the center of OD and leadership attention in the year ahead. Some of the themes will feel like the usual suspects. Others—especially the growing influence of AI—push against comfortable assumptions about how OD creates value. Rather than offering a tidy checklist, this conversation invites a harder look. Where is your organization genuinely making progress—and where are you telling yourselves a reassuring story? As you listen, you're encouraged to ask a deceptively simple question: What are we actually focused on, and why? While OD has evolved in tools, language, and scope, its core mission hasn't changed: sustaining the health of the organization as a living system. The real challenge for OD leaders today isn't knowing everything that matters—it's deciding what matters most given the realities you're facing. To ground the conversation, Joyce shares how a leadership development program she created at Delhaize—Leadership College—directly addressed all six focus areas discussed in the episode, offering a concrete example of what intentional, system-level OD can look like in practice. Come on in. Grab a snack. Welcome!

Learning and development remains a top priority for HR, yet many professionals still struggle to see a clear path forward. Elizabeth S. Egan, Director of Talent Management and Organizational Development at Cerence AI, joins host Nicole Belyna, SHRM-SCP, to explore how personalized learning and development strategies can better support career growth, engagement, and retention. Get guidance for HR leaders focused on building sustainable, people-centered development strategies.  This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires March 1, 2027.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

It's January—the season of clean closets, organized drawers, and freshly emptied garages. In this episode, Bob 'n Joyce look beyond the annual cleanup ritual to ask a more interesting question: Does decluttering actually change anything, or does it just make us feel productive for a while? Yes, clearing clutter feels good. It can be energizing and even cathartic. But as we explore, the real value of decluttering—whether in our personal lives or in organizations—doesn't come from an occasional burst of cleaning. It comes from making decluttering a deliberate, ongoing practice. When clutter builds up—physical, mental, or organizational—it often goes unnoticed until it slows us down or gums up the system. Done well, decluttering releases energy, sharpens focus, and clears the way for a fresh start by helping us see what truly matters. Some takeaways from today's conversation: • Decluttering feels good, but it can also postpone work on what matters most. • One-time cleanups offer short-term relief; the benefits rarely last. • A daily cadence of doing just two things that genuinely make a difference may be far more powerful than an occasional cleanup surge. Individuals and organizations both benefit from clearing the clutter that slows them down. The challenge is that clutter often hides in plain sight. For leaders and OD practitioners, the work is learning to see it—and engaging people in periodically clearing the air so real progress can happen. So let's get to it. Come on in. Grab a snack. Welcome.

Building a multi-million dollar business can feel overwhelming, especially when you don't know where to start.  Today, Sandra will share her proven six-ingredient “recipe” for success that can help any entrepreneur turn big dreams into reality.  You'll discover practical steps to move forward with clarity and confidence. If you love the episode and the show, I invite you to subscribe so you won't miss any of the great advice, tips, and impact. Sandra Yancey is an award-winning entrepreneur, #1 best-selling author of six books, movie producer, founder and CEO of eWomenNetwork, and is recognized by the International Alliance for Women as one of the world's 100 Top Difference Makers. Selected by the Emmy award-winning TV show The Doctors as their transformation expert, she is also recognized by CNN as an American Hero.  Sandra holds a Master of Science degree in Organizational Development from The American University, Washington, D.C., and a post-graduate certification in Organization and Systems Design from the prestigious Gestalt Institute. Sandra is considered one of the premier business success experts in the world.  Welcome, Sandra!Support the showCheck out Petite2Queen for more great interviews, podcasts, and blogs to help you achieve more, faster!https://www.petite2queen.com/​

In today's episode, Bob 'n Joyce take on a question many organizations avoid—but can't afford to ignore: What does the business actually need from its leaders right now? Rather than defaulting to generic competency models or last year's leadership playbook, Joyce pulls from her flip-chart archives—capturing real-world leadership “must-haves” identified by two distinct groups: the C-suite and Operations VPs working in the trenches. What emerges is a fascinating contrast between strategic expectations and operational realities—from leading large-scale change and building long-term capacity, to battle-hardened confidence, simplicity of mindset, and spending more time in the field than the office. Bob 'n Joyce then force-rank the top three leadership attributes from each group and invite you to do the same. Why? Because leadership development without context is just activity—not impact. Given the challenges your organization faces this year, this episode helps you make a conscious, strategic choice about where to focus leadership development so it serves the business—not just the curriculum. Come on in. Grab a snack. Welcome. Footnote: Leadership Attributes Identified by Each Group C-suite Leadership “Must-Haves” • Proven track record • Builds capacity • High energy endurance • Vision for strategy • Inspires • Compassionate • Courageous • Builds productive relationships • Leads large change • Keeps the long-term good of the company in mind Operations VP Leadership “Must-Haves” • Passionate and curious • Battle-hardened confidence • Team smarts (collaborative) • Simple mindset (ultimate sophistication) • Fearlessness (no comfort in comfort) • Preparation and patience • Time management • Smart interviewing • More time out of the office than in • The art of running meetings

What happens when you slow down, ask better questions, and resist the urge to rush to answers? In this episode, Bob 'n Joyce model a real-time reflection that sparks insight, tension, and surprising clarity for the year ahead. Using curiosity and inquiry, they pose a series of powerful questions to one another—questions designed to disrupt familiar thinking and generate fresh insights and “aha” moments. What unfolds is a candid, in-the-moment assessment of their current reality, paired with the creative tension between where they are today and what they hope for in the year ahead. You'll hear the pauses, the uncertainty, and the less-than-polished responses that come with doing this work honestly. Fair warning: this is not an easy or comfortable exercise. But it is a meaningful one. The rewards of slowing down, asking better questions, and reflecting together—whether with a team or across an entire organization—are well worth the effort. Come on in. Grab a snack. Welcome!

What a wonderful year this has been! One of the highlights has been the SmikleSpeaks Podcast being ranked #1 on Feed Spots list of Top 10 Organizational Development podcasts for 2025. Another highlight has been the focused attention we've devoted to Brain Matters. Each and every guest has enriched the podcast and I am grateful!

Dr. Debra Clary is a purpose-driven leader with a compelling message to share. Her enthusiasm lies in inspiring leaders and organizations in achieving business success through the enhancement of strategic alignment, team dynamics, and fostering a culture of curiosity.Bringing a wealth of experience from her roles in operations, strategy, marketing, and people development at prominent companies as Frito-Lay, Coca-Cola, Jack Daniel's, and Humana, Debra brings incredible business insights. Her dedication is evident in her commitment to working with leaders who aspire to elevate their impact and contribution to their respective organizations. With a doctorate in Leadership and Organizational Development, Debra continues to inspire and empower individuals and organizations on their journey to success. Connect with Dr. Debra Clary: Website: https://www.debraclary.com/ LinkedIn: https://www.linkedin.com/in/drdebraclary/ Amazon: https://www.amazon.com/dp/1639081380 TurnKey Podcast Productions Important Links:Guest to Gold Video Series: www.TurnkeyPodcast.com/gold The Ultimate Podcast Launch Formula- www.TurnkeyPodcast.com/UPLFplusFREE workshop on how to "Be A Great Guest."Free E-Book 5 Ways to Make Money Podcasting at www.Turnkeypodcast.com/gift Ready to earn 6-figures with your podcast? See if you've got what it takes at TurnkeyPodcast.com/quizSales Training for Podcasters: https://podcasts.apple.com/us/podcast/sales-training-for-podcasters/id1540644376Nice Guys on Business: http://www.niceguysonbusiness.com/subscribe/The Turnkey Podcast: https://podcasts.apple.com/us/podcast/turnkey-podcast/id1485077152