Podcasts about organizational psychologist

I have mentioned before a program I attend entitled Podapalooza. This quarterly event brings together podcasters, would-be podcasters and people interested in being interviewed by podcasters. This all-day program is quite fun. Each time I go I request interview opportunities to bring people onto Unstoppable Mindset. I never really have a great idea of who I will meet, but everyone I have encountered has proven interesting and intriguing.   This episode we get to meet Dr. Laura Hambley Lovett who I met at Podapalooza 12. I began our episode by asking Laura to tell me a bit about her growing up. We hadn't talked about this before the episode. The first thing she told me was that she was kind of an afterthought child born some 12.5 years after her nearest sibling. Laura grew up curious about many things. She went to University in Calgary. After obtaining her Master's degree she worked for some corporations for a time, but then went back to get her Doctorate in Organization Psychology.   After discussing her life a bit, Dr. Laura and I discussed many subjects including fear, toxic bosses and even something she worked on since around 2005, working remotely. What a visionary Laura was. I like the insights and thoughts Dr. Lovett discusses and I think you will find her thoughts worth hearing.   On top of everything else, Laura is a podcaster. She began her podcast career in 2020. I get to be a guest on her podcast, _Where Work Meets Life_TM, in May of 2025. Be sure to check out her podcast and listen in May to see what we discuss.   Laura is also an author as you will learn. She is working on a book about toxic bosses. This book will be published in January of 2026. She also has written two fiction books that will soon be featured in a television series. She tells us about what is coming.       About the Guest:   Dr. Laura Hambley Lovett is an Organizational Psychologist, Keynote Speaker, Business Leader, Author, and Podcast Host. She is a sought-after thought leader on workplace psychology and career development internationally, with 25 years of experience. Dr. Laura is a thought leader on the future of work and understands the intersection of business and people.     Dr. Laura's areas of expertise include leadership, team, and culture development in organizations, remote/hybrid workplace success, toxic leadership, career development, and mental health/burnout. She holds a Ph.D. in Industrial/Organizational Psychology from the University of Calgary, where she is currently an Adjunct Professor.     As a passionate entrepreneur, Dr. Laura has founded several psychology practices in Canada since 2009, including Canada Career Counselling, Synthesis Psychology, and Work EvOHlution™ which was acquired in 2021.  She runs the widely followed podcast _Where Work Meets Life_TM, which began in 2020.  She speaks with global experts on a variety of topics around thriving humans and organizations, and career fulfillment.     In addition to her businesses, she has published two psychological thrillers, Losing Cadence and Finding Sophie. She hopes to both captivate readers and raise awareness on important topics around mental health and domestic violence.  These books are currently being adapted for a television series.  Dr. Laura received a Canadian Women of Inspiration Award as a Global Influencer in 2018. Ways to connect with Dr. Laura:   Email: Connect@drlaura.live   Website: https://drlaura.live/    LinkedIn: @drlaurahambley/    Keynotes: Keynotes & Speaking Engagements   Podcast: Where Work Meets Life™ Podcast   Author: Books   Newsletter: Subscribe to Newsletter   Youtube: @dr.laurawhereworkmeetslife   Facebook: @Dr.Laura.whereworkmeetslife   Instagram: @dr.laura__   Tik Tok: @drlaura__   X: @DrLaura_   About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:     Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.     Michael Hingson ** 01:21 Well, hi everyone, wherever you happen to be, I want to welcome you to another episode of unstoppable mindset. I am your host, Mike hingson, and we have, I think, an interesting guest today. She's an organizational psychologist. She is a keynote speaker, and she even does a podcast I met Dr Laura through a function that we've talked about before on this podcast, Pata palooza. We met at pollooza 12. So that goes back to January. I think Dr Laura is an organizational psychologist. As I said, she's a keynote speaker. She runs a podcast. She's written books, and I think you've, if I'm not mistaken, have written two fiction books, among other things, but we'll get to all that. But Laura, I want to welcome you to unstoppable mindset. And thank you very much for being here.   Dr. Laura Hambley Lovett ** 02:12 Well, thank you for having me, Michael. I really think the world of you and admire your spirit, and I'm just honored to be here speaking with you today. Well,   Michael Hingson ** 02:22 as I tell people when they come on the podcast, we do have one hard and fast rule, and that is, you're supposed to have fun. So if you can't have fun, forget about   Dr. Laura Hambley Lovett ** 02:30 it. Okay, alright, I'm willing to There   Michael Hingson ** 02:34 you go see you gotta have a little bit of fun. Well, why don't we start as I love to do with a lot of folks tell us kind of about the early Laura, growing up and all that, and kind of how you got where you are, if you will. Oh, my goodness, I know that opens up a lot of options.   Dr. Laura Hambley Lovett ** 02:52 I was an afterthought child. I was the sixth child of a Catholic mother who had five children in a row, and had me 12 years later, unplanned, same parents, but all my siblings are 12 to 19 years older than me, so I was caught between generations. I always wanted to be older than I was, and I felt, you know, I was almost missing out on the things that were going on before me. But then I had all these nieces and nephews that came into the world where I was the leader of the pack. So my niece, who's next in line to me, is only three years younger, so it just it makes for an interesting dynamic growing up where you're the baby but you're also the leader. Well,   Michael Hingson ** 03:39 lot of advantages there, though I would think,   Dr. Laura Hambley Lovett ** 03:42 Oh yeah, it taught me a lot about leadership. It taught me about followership. It taught me about life and learning the lessons from my older siblings of what you know, they were going through and what I wanted to be like when I grew up.   Michael Hingson ** 03:58 So, so what kind of things did you learn from all of that? And you know, what did, what did they teach you, and what did they think of you, all of your older siblings? Oh, they loved me. I was, I bet they were. Yeah, you were the baby sister.   Dr. Laura Hambley Lovett ** 04:13 But I should add my mom was mentally ill, so her mental illness got worse after having me, I think, and I know this about postpartum, as you get older and postpartum hits, it can get worse later on and and she suffered with a lot of mental health challenges, and I would say that that was the most challenging part of growing up for me.   Michael Hingson ** 04:42 Did she ever get over that? Or?   Dr. Laura Hambley Lovett ** 04:45 No, we just, I mean, it had its ups and downs. So when times were good, she was great, she was generous, she was loving. She was a provider, a caretaker. She had stayed at home her whole life, so she was the stay at home mom, where you'd come home from school. And there'd be hot, baked cookies and stuff, you know, she would really nurture that way. But then when she had her lows, because it was almost a bipolar situation, I would, I would say it was undiagnosed. I mean, we never got a formal diagnosis, but she had more than one psychotic break that ended her in the hospital. But I would say when she was down, she would, you know, run away for a few days and stay in another city, or have a complete meltdown and become really angry and aggressive. And, I mean, it was really unpredictable. And my father was just like a rock, just really stable and a loving influence and an entrepreneur like I am, so that, you know, he really helped balance things out, but it was hard on him as well,   Michael Hingson ** 05:48 I'll bet. Yeah, that's never easy. Is she still with us, or is she passed?   Dr. Laura Hambley Lovett ** 05:53 No, she got dementia and she passed. The dementia was about 12 years of, you know, turning into a baby. It's so sad that over 12 years, we just she lost her mind completely, and she died in 2021 and it was hard. I mean, I felt like, oh, man, you know, that was hard. I you know, as much as it was difficult with her and the dementia was difficult. I mean, she was my mother, and, yeah, it was a big loss for me. And I lost my father at age 21 and that was really hard. It was a very sudden with an aneurysm. And so that was in 1997 so I've been a long time without parents in my life.   Michael Hingson ** 06:30 Wow. Well, I know what you mean. My father, in this is his opinion, contracted some sort of a spore in Africa during World War Two, and it manifested itself by him losing, I think it was white blood cells later in his life, and had to have regular transfusions. And eventually he passed in 1984 and my belief is, although they classified it as congestive heart failure, he had enough other diseases or things that happened to him in the couple of years before he passed. I think it was actually HIV that he died from, because at that time, they still didn't understand about tainted blood, right? And so he got transfusions that probably were blood that that was a problem, although, you know, I can't prove that, and don't know it, but that's just kind of my opinion.   Dr. Laura Hambley Lovett ** 07:34 Oh, I'm so sorry to hear that, Michael, that is so, so sad.   Michael Hingson ** 07:38 Yeah. And then my mom was a smoker most of her life, and she fell in 1987 and broke her hip, and they discovered that she also had some some cancer. But anyway, while she was in the hospital recovering from the broken hip, they were going to do some surgery to deal with the cancer, but she ended up having a stroke and a heart attack, and she passed away. So Oh, my God. I lost my mom in 1987   Dr. Laura Hambley Lovett ** 08:04 and you know, you were young. Well,   Michael Hingson ** 08:08 I was, I was 37 when she died. So still, I missed them both, even today, but I I had them for a while, and then my brother, I had until 2015 and then he passed from cancer. So it happens, and I got married in 1982 to my wife, Karen, who was in a wheelchair her whole life, and she passed in 2022 so we were married 40 years. So lots of memories. And as I love to tell people all the time, I got to continue to be a good kid, because I'm being monitored from somewhere, and if I misbehave, I know I'm going to hear about it. So,   Dr. Laura Hambley Lovett ** 08:49 you know, well, that's a beautiful, long marriage that the two of you had   Michael Hingson ** 08:55 was and lots of memories, which is the important things. And I was blessed that with September 11 and so on, and having written thunder dog, the original book that I wrote about the World Trade Center and my life, it was published in 2011 and I was even reading part of it again today, because I spoke at a book club this morning, it just brings back lots of wonderful memories with Karen, and I just can't in any way argue with the fact that we did have a great 40 years. So no regrets.   Dr. Laura Hambley Lovett ** 09:26 Wow, 40 years.   Michael Hingson ** 09:30 Yeah. So, you know, it worked out well and so very happy. And I know that, as I said, I'm being monitored, so I I don't even chase the girls. I'm a good kid. Chris, I would point out none of them have chased me either. So, you know,   Dr. Laura Hambley Lovett ** 09:49 I love your humor. It's so awesome. So we gotta laugh, Mark, because the world's really tricky right now. Oh gosh, isn't it? It's very tricky. And I'd love to talk. About that today a bit, because I'm just having a lot of thoughts about it and a lot of messages I want to get across being well, you are well psychologist and a thought leader and very spiritual and just trying to make a difference, because it's very tricky.   Michael Hingson ** 10:16 So how did you get into psychology and all that. So you grew up, obviously, you went to college and tell me about that and how you ended up getting into the whole issue of psychology and the things that you do. Well,   Dr. Laura Hambley Lovett ** 10:30 I think being the youngest, I was always curious about human dynamics in my family and the siblings and all the dynamics that were going on, and I was an observer of all of that. And then with my mother and just trying to understand the human psyche and the human condition. And I was a natural born helper. I always wanted to help people, empathetic, very sensitive kid, highly sensitive person. So then when I went into psycho to university. We University. We call it up here for an undergrad degree, I actually didn't know what I wanted to do. I was a musician as well. I was teaching music throughout high school, flute and piano. I had a studio and a lot of students. And thought, well, maybe do I want to do a music degree? Or, Oh, maybe I should go into the family business of water treatment and water filtration that my father started for cities, and go in and do that and get a chemical engineering degree. Not really interested in that, though, no. And then just kind of stumbled my way through first year. And then I was really lost. And then I came across career counseling. And I thought, Okay, this is going to help me. And it did. And psychology lit up like a light bulb. I had taken the intro to psych course, which is more of a hodgepodge mix of topics. I'm like, yeah, and then, but when I looked at the second year courses in the third year and personality and abnormal psych and clinical psych and all of that. I thought, Oh, I found my place. This is juicy. This is interesting. And I want to help people. Is   Michael Hingson ** 12:09 this to say you fit right in when you were studying Abnormal Psychology? Just checking,   Dr. Laura Hambley Lovett ** 12:14 yeah, probably okay. I actually didn't go down the clinical psych route, which is where it's the clinical psych and the psychiatrists that tackle more of the personality disorders. So I went into counseling psych, which is the worried well. We call it the worried well. So people like you and I who are going through life, experiencing the various curve balls that life has to offer, and I know you've been through more than your fair share, but it's helping people get through the curve balls. And I specialized in career, I ended up saying people spend most of their waking lives, you know, working or thinking about work as part of their identity. So I specialized in career development psychology in my master's degree.   Michael Hingson ** 13:01 Yeah, well, that's, that's certainly, probably was easier than flute and piano. You couldn't do both of those at the same time.   Dr. Laura Hambley Lovett ** 13:07 I ended up having to, yeah, it became too much. I tried to for a while.   Michael Hingson ** 13:13 Yeah, you can play the flute or the piano, but kind of hard to do both at the same time. Oh,   Dr. Laura Hambley Lovett ** 13:18 at the same time, yeah, unless you play with your toes, which I've seen people actually people do that, yeah, do Yeah. There's this one speaker in our national speakers group, and he he does a lot with his toes, like I remember him playing the drums with his toes at his last keynote. So I was just amazed. So horn with no arms and does everything with his feet. So I bet he could do some piano too. There you go.   Michael Hingson ** 13:49 But then, of course, having no arms and he would also have a problem doing piano at the same time. But, you know, that's okay, but still, so you went into to psychology, which I find is a is a fascinating subject. Anyway, my interest was always in the physical sciences, so I got my master's degree in physics, although I did take a couple of psychology courses, and I enjoyed it. I remember the basic intro to psych, which was a lot of fun, and she's had a real hodgepodge, but still it was fascinating. Because I always was interested in why people behave the way they do, and how people behave the way they do, which is probably why I didn't go into theoretical physics, in a sense. But still it was and is very interesting to see how people behave, but you went off and got your masters, and then you also got a PhD along the line, huh?   Dr. Laura Hambley Lovett ** 14:47 Yeah, that was interesting. I did the Masters, and then I always did things a little differently. Michael, so all of my peers went on to become registered psychologists, which, which means you have. To go through a registration process, and instead, I got pulled into a.com company. We called them dot coms at the time, because in 1999 when I started with a.com It was a big thing. I mean, it was exciting, right? It was and it was a career development related.com that had a head office in New York City, and I ended up leading a team here in Calgary, and we were creating these technologies around helping people assess their passions, their interests, their skills, and then link to careers. We had about 900 careers in our database, and then linking people to educational programs to get them towards those careers. So I remember coming up a lot of times to Rutgers University and places like that, and going to New York City and dealing with that whole arena. So I was, you know, from a young age, I'd say I was too young to rent a car when I flew there, but I had a team of about 15 people that I oversaw, and it was great experience for me at an early age of, okay, you know, there's a lot I'm learning a lot here, because I really wasn't trained in Business and Management at that time, right?   Michael Hingson ** 16:17 But you But you did it.   Dr. Laura Hambley Lovett ** 16:20 I did it, yeah, I did it. And then I ended up working for another consulting firm that brought me into a whole bunch of organizations working on their competency models. So I did a lot of time in the Silicon Valley, working in different companies like Cisco, and I was just in this whole elaborate web of Okay. Organizations are quite interesting. They're almost like families, because they have a lot of dynamics there. It's interesting. And you can make a difference, and you can help the organization, the people in the workplace, you know, grow and thrive and develop. And I'm okay, you know, this is interesting, too. I like this. And then at that time, I knew I wanted to do a doctorate, and I discovered that organizational Psych was what I wanted to do, because it's the perfect blend of business and psychology. Because I'm a serial entrepreneur, by the way, so entrepreneurship, psychology, business, kind of the best of both worlds. Okay, I'm going to do that, so that's what I did.   Michael Hingson ** 17:24 That certainly is kind of cool. So when did you end up getting your doctorate?   Dr. Laura Hambley Lovett ** 17:28 I finished that in 2005   Michael Hingson ** 17:31 okay, were you working while you were doing that? Or did you just go back to school full   Dr. Laura Hambley Lovett ** 17:36 time? I had to go back to school because the program was very heavy. It was a program where you could not work full time during it. I still worked part time during it. I was working hard because I was registering as a psychologist at the same time, I knew I wanted to register and become a psychologist, and I knew I wanted to get that doctorate, and there were times when I almost stepped away, especially at the beginning of it, because when you're out in the real world, and then you go back into academia, it's just such a narrow How do I explain this? How does this, how is this relevant? You know, all these journal articles and this really esoteric, granular research on some little itty, itty bitty thing. And I just really struggled. But then I said, So I met with someone I remember, and she she said, Laura, it's like a car. When you buy a car, you can choose your own car seats and color, and you know, the bells and whistles of your car, and you can do that for the doctorate. And I said, Okay, I'm going to make the doctorate mine, and I'm going to specialize in a topic that I can see being a topic that the world of work will face in the future. So I specialized in remote leadership, and how you lead a team when they're not working in the same office, and how you lead and inspire people who are working from home. And that whole notion of distributed work, which ended up becoming a hot topic in the pandemic. I was, I was 20 years, 15 years ahead of the game. Yeah. Well, that,   Michael Hingson ** 19:09 of course, brings up the question of the whole issue of remote work and stuff during the pandemic and afterward. What do you what do you think has been the benefit of the whole concept of remote work. What did people learn because of the pandemic, and are they forgetting it, or are they still remembering it and allowing people to to work at home? And I ask that because I know in this country, our illustrious president is demanding that everybody go back to work, and a lot of companies are buying into that as well. And my thought has always been, why should we worry about where a person works, whether it's remote or in an actual office, so long as they get the work? Done, but that seems to, politically not be the way what people want to think of it today.   Dr. Laura Hambley Lovett ** 20:06 Yeah, it's, I mean, I have a lot to say on it, and I have years and years of data and research that supports the notion that it's not a one size fits all, and a blend tends to be the best answer. So if you want to preserve the culture and the collaboration, but yet you want to have people have the flexibility and autonomy and such, which is the best of both worlds. Because you're running a workplace, you're not running a daycare where you need to babysit people, and if you need to babysit people, you're hiring the wrong people. So I would say I'm a biggest fan of hybrid. I think remote works in some context, I think bringing everyone back full time to an office is very, very old school command and control, leadership, old school command and control will not work. You know, when you're trying to retain talent, when it's an employer's market, yes, you'll get away with it. But when it goes back to an employee's market. Watch out, because your generation Z's are going to be leaving in droves to the companies that offer flexibility and autonomy, same with some of your millennials, for sure, and even my generation X. I mean, we really value, you know, a lot of us want to have hybrids and want to be trusted and not be in a car for 10 to 20 hours a week commuting? Yeah? So,   Michael Hingson ** 21:27 yeah, I know I hear you, and from the baby boomer era, you know, I I think there's value in being in an office that is, I think that having time to interact and know colleagues and so on is important. But that doesn't mean that you have to do it every day, all day. I know many times well. I worked for a company for eight years. The last year was in New York because they wanted me to go to New York City and open an office for them, but I went to the office every day, and I was actually the first person in the office, because I was selling to the east coast from the west coast. So I opened the office and was on the phone by 6am in the morning, Pacific Time, and I know that I got so much more done in the first two to three hours, while everyone else was slowly filtering in, and then we got diverted by one thing or another, and people would gossip and so on. Although I still tried to do a lot of work, nevertheless, it got to be a little bit more of a challenge to get as much done, because now everybody was in and they wanted to visit, or whatever the case happens to be, and I think there's value in visiting, but I think from a working standpoint, if I'd been able to do that at home, at least part of the time, probably even more would have been accomplished. But I think there's value also in spending some time in the office, because people do need to learn to interact and know and trust each other, and you're not going to learn to trust if you don't get to know the other people.   Dr. Laura Hambley Lovett ** 23:08 Yeah, totally. I agree with you 100% and I know from it. I on my own podcast I had the founder of four day work week global, the four day work movement. I did four episodes on that topic, and yeah, people are not productive eight hours a day. I'll tell you that. Yeah, yeah. So just because you're bringing them into an office and forcing them to come in, you're not gonna it doesn't necessarily mean more productivity. There's so much that goes into productivity, apart from presenteeism, yeah,   Michael Hingson ** 23:45 yeah, I hear what you're saying, and I think there's, there's merit in that. I think that even when you're working at home, there are rules, and there you're still expected to do work, but there's, I think, room for both. And I think that the pandemic taught us that, but I'm wondering if we're forgetting it.   Dr. Laura Hambley Lovett ** 24:06 Oh yeah, that's the human condition. We forget, right? We, we forget. We it's almost I envision an icy ski slope. I'm a skier, you know, being up here in Canada and the Rocky Mountains, but it's a ski slope, and you walk up a few steps, and then you slide back so easily, because it's icy, right? Like you gotta just be aware that we slide back easily. We need to be intentional and stay on top of the why behind certain decisions, because the pendulum swings back so far so easily. And I mean, women's issues are one of those things we can slide back so quickly. After like, 100 years of women fighting for their rights, we can end up losing that very, very quickly in society. That's just one of many examples I know all the D, E and I stuff that's going on, and I. I mean, it's just heartbreaking, the extent of that pendulum slapping back the other way, so hard when we need to have a balance, and you know, the right balance, because the answer is never black and white, black or white, the answer is always some shade of gray.   Michael Hingson ** 25:20 How do we get people to not backslide? And I know that's a really tough question, and maybe there's no there, there very well may not really be an easy answer to that, but I'm just curious what your thoughts are.   Dr. Laura Hambley Lovett ** 25:37 That's a great question. Michael, I would envision almost ski poles or hiking poles. It's being grounded into the earth. It's being grounded into what are the roots of my values? What are my the values that we hold dear as human beings and as society, and sticking to those values, and, you know, pushing in to the earth to hold those values and stand up for those values, which I know is easier said than done in certain climates and certain contexts. And I mean, but I think it's really important to stand strong for what our values   Michael Hingson ** 26:20 are, yeah, I think that's really it. It comes down to values and principles. I know the late president, Jimmy Carter once said that we must adjust to changing times while holding to unwavering principles. And it seems to me you were talking about this being a tricky world. I thought that was an interesting way to express it. But I'm wondering if we're seeing all too many people not even holding to the unwavering principles, the sacrificing principles for political expediency and other things, yeah,   Dr. Laura Hambley Lovett ** 26:53 yes, exactly. And we know about values that sometimes values clash, right? So you might have a value that you want to have a lot of money and be financially, you know, successful, yet you have the value of work life balance and you want a lot of time off and and sometimes those values can clash, and sometimes we need to make decisions in our lives about what value takes precedence at this time in our life. But I think what you're right is that there's a lot of fear out there right now, and when the fear happens, you can lose sight of why those values are important to you for more of a shorter term, quick gain to get rid of the fear, because fear is uncertain and painful for humans.   Michael Hingson ** 27:44 Well, I wrote live like a guide dog, which is the latest book that was, that was published in August of last year, and it's all about learning to control fear, really. And the reality is, and what I say in the book, essentially is, look, fear is with us. I'm not going to say you shouldn't be afraid and that you can live without fear, but what you can do is learn to control fear, and you have the choice of learning how you deal with fear and what you allow fear to do to you. And so, for example, in my case, on September 11, that fear was a very powerful tool to help keep me focused going down the stairs and dealing with the whole day. And I think that's really the the issue is that fear is is something that that all too many people just have, and they let it overwhelm them, or, as I put it, blind them, and the result of that is that they can't make decisions, they can't move on. And so many things are happening in our world today that are fomenting that fear, and we're not learning how to deal with it, which is so unfortunate.   Dr. Laura Hambley Lovett ** 29:02 Yeah, you're right. And I back to your World Trade Center. So you were on, was it 778? 78 oh, my god, yeah. So to me, that must have been the scariest moment of your life.   Michael Hingson ** 29:17 I'm missing in a in a sense, no only until later, because none of us knew what was happening when the plane hit the building, which it did on the other side of the building from me and 1000s of others, and it hit above where we were. So going down the stairs, none of us knew what happened, because nobody saw it. And as I point out, Superman and X ray vision are fiction. So the reality is, it had nothing to do with blindness. The fact is, none of us knew going down the stairs. We figured out a plane hit the building because we smelled something that I eventually identified as burning jet fuel fumes, because I smell it every time I went to an airport. But we didn't know what happened. And. And and in a sense, that probably was a good thing for most people. Frankly, I would rather have known, and I can, I can say this, thinking about it a lot as I do, I would rather have known what happened, because it would have affected perhaps some of the decisions that I made later. If I had known that the buildings had been struck and there was a likelihood that they would collapse. I also know that I wouldn't have panicked, but I like information, and it's something that I use as a tool. But the fact is that we didn't know that. And so in a sense, although we were certainly worried about what was going on, and we knew that there was fire above us, we didn't know what it was all about.   Dr. Laura Hambley Lovett ** 30:41 Wow. And I would say, so glad you got out of there. I Yeah, what a horrific experience. I was up there the year before it happened. And I think being up there, you can just sense the the height of it and the extent of it, and then seeing ground zero after and then going there with my son last June and seeing the new world trade, it was just really, I really resonate with your or not resonate, but admire your experience that you got out of there the way you did, and thank goodness you're still in this world. Michael,   Michael Hingson ** 31:17 it's a weird experience having been back, also now, going through the museum and being up in the new tower, trying to equate where I was on September 11 and where things were with what it became when it was all rebuilt. There's no easy reference point, although I did some of the traveling around the area with someone who knew what the World Trade Center was like before September 11. And so they were able to say, Okay, you're standing in such and such a place, so you're standing right below where Tower One was. And then I could kind of put some reference points to it, but it was totally different. Needless to say,   Dr. Laura Hambley Lovett ** 32:05 Yeah, no kidding, but I think the fear that you go through during a disaster, right, is immediate like so the fight flight response is activated immediately, and you're, you're put into this almost state of flow. I call it a state where you time just is irrelevant. You're just putting one foot ahead of the other, right, right, right? Whereas the fear that society is going through right now, I think, is a projecting out into the future fear. It's not surviving this moment. It's more about I want to make sure I have enough money in the future, and I want to make sure I have safety in the future, or whatever it is, and you're projecting out, and you're living in the future, and you're worrying about the future, you're not living in the present, and it makes people kind of go crazy in the end, with anxiety, because we're not meant to be constantly worried about the Future. The only thing we can control is today and what we put into place for a better tomorrow, but fearing tomorrow and living in anxiety is so unhealthy for the human spirit,   Michael Hingson ** 33:13 and yet that's what people do, and it's one of the things we talk about and live like a guide dog. Worry about what you can control and don't worry about the rest. And you know, we spend so much time dealing with what if, what if this happens? What if that happens? And all that does, really is create fear in us, rather than us learning, okay, I don't really have control over that. I can be worried about the amount of money I have, but the real question is, what am I going to do about it today? And I know one of the lessons I really learned from my wife, Karen, we had some times when when we had significant debt for a variety of reasons, but like over the last few years of her life, we had enough of an income from speaking and the other things that I was doing that she worked really hard to pay down credit card bills that we had. And when she passed, most all of that was accomplished, and I was, I don't know whether she thought about it. She probably did, although she never got to the point of being able to deal with it, but one of the things that I quickly did was set up with every credit card company that we use paying off each bill each month, so we don't accrue credit, and so every credit card gets paid off, because now the expenses are pretty predictable, and so we won't be in that situation as long as I continue to allow things to get paid off every month and things like that. But she was the one that that put all that in motion, and it was something she took very, very seriously, trying to make sure. It. She brought everything down. She didn't really worry so much about the future. Is, what can I do today? And what is it that my goal is? Well, my goal is to get the cards paid off. I can do this much today and the next month. I can do this much today, which, which I thought was a great way and a very positive way to look at it. She was very methodical, but she wasn't panicky.   Dr. Laura Hambley Lovett ** 35:24 Mm, hmm. No, I like that, because panic gets us nowhere. It just It ruins today and it doesn't help tomorrow, right? Same with regret, regret you can't undo yesterday, and living in regret, guilt, living in the past is just an unhealthy place to be as well, unless we're just taking the learnings and the nuggets from the past. That's the only reason we need the past is to learn from it. You   Michael Hingson ** 35:52 have to learn from it and then let it go, because it's not going to do any good to continue to dwell on it.   Dr. Laura Hambley Lovett ** 35:57 Yeah, exactly.   Michael Hingson ** 36:00 Well, so you, you, you see so many things happening in this world. How do we deal with all of it, with all the trickiness and things that you're talking about?   Dr. Laura Hambley Lovett ** 36:10 Do you like that word, tricky? I like it. That's a weird word.   Michael Hingson ** 36:14 Well, I think it's, it's a different word, but I like it, it, it's a word that I think, personally, becomes non confrontive, but accurate in its descriptions. It is tricky, but, you know, we can, we can describe things in so many ways, but it's better to do it in a way that isn't judgmental, because that evokes attitudes that we don't need to have.   Dr. Laura Hambley Lovett ** 36:38 Yeah, if I use the word scary or terrible, or, I think those words are, yeah, just more anxiety provoking. Tricky can be tricky. Can be bad, tricky can be a challenge,   Michael Hingson ** 36:52 right? Like a puppy, unpredictable, or, you know, so many things, but it isn't, it isn't such a bad thing. I like that.   Dr. Laura Hambley Lovett ** 37:03 How do we navigate a tricky world? Well, we we need to focus on today. We need to focus on the things that we can control today, physically, mentally, emotionally, socially and spiritually, the five different arenas of our life and on any given day, we need to be paying attention to those arenas of our life and how are they doing. Are we healthy physically? Are we getting around and moving our bodies? Are we listening to our bodies and our bodies needs? Are we putting food into our bodies, and are we watching what we drink and consume that could be harming our bodies, and how does it make us feel? And are we getting enough sleep? I think sleep is a huge issue for a lot of people in these anxiety provoking times.   Michael Hingson ** 37:56 Well, I think, I think that's very accurate. The question is, how do we learn to do that? How do we teach ourselves?   Dr. Laura Hambley Lovett ** 38:07 How do we learn to do all that   Michael Hingson ** 38:09 stuff? How do we how do we learn to deal with the things that come up, rather than letting them all threaten us and scare us?   Dr. Laura Hambley Lovett ** 38:20 Oh, that's a big question. I think that well, the whole the five spheres, right? So if you're taking care of your physical health and you're making that a priority, and some people really struggle with that, and they need a buddy system, or they need professional helpers, right, like a coach or a trainer or a psychologist like me, or whatever it is that they need the extra supports in place, but the physical super important, the making sure that we are socially healthy and connectedness is more important than ever. Feeling connected to our tribe, whatever that is, our close friends. You know, whether we have family that we would consider friends, right? Who in our team is helpful to us and trusted allies, and if we can have the fingers of one hand with close people that we trust in our lives, that's that's great, right? It doesn't have to be 100 people, right? It can be a handful, over your lifetime of true allies to walk through this world together.   Michael Hingson ** 39:26 One of the things that I've talked about it a bit on this podcast, but I I love the the concept that I think I've come up with is I used to always say I'm my own worst critic, and I said that because I love to record, and I learned the value of recording speeches, even going back to when I worked at campus radio station at kuci in Irvine campus radio station, I would listen to my show, and I kind of forced all the On Air personalities. 90s to listen to their own shows by arranging for their shows to be recorded, because they wouldn't do it themselves. And then I sent recordings home with them and said, You've got to listen to this. You will be better for it. And they resisted it and resisted it, but when they did it, it was amazing how much they improved. But I as I recorded my talks, becoming a public speaker, and working through it, I kept saying, I record them because I'm my own worst critic. I'm going to pick on me harder than anyone else can. And it was only in the last couple of years because I heard a comment in something that I that I read actually, that said the only person who can really teach you anything is you. Other people can present information, they can give you data, but you are really the only one who can truly teach you. And I realized that it was better to say I'm my own best teacher than my own worst critic, because it changes the whole direction of my thought, but it also drops a lot of the fear of listening or doing the thing that I was my own worst critic   Dr. Laura Hambley Lovett ** 41:10 about. I love that, Michael. I think that's genius. I'm my own best teacher, not my own worst critic,   Michael Hingson ** 41:19 right? It's it's positive, it's also true, and it puts a whole different spin on it, because one of the things that we talk about and live like a guide dog a lot is that ultimately, and all the things that you say are very true, but ultimately, each of us has to take the time to synthesize and think about the challenges that we face, the problems that we faced. What happened today that didn't work well, and I don't use the word fail, because I think that also doesn't help the process. But rather, we expected something to happen. It didn't. It didn't go well. What do we do about it? And that ultimately, taking time at the end of every day, for example, to do self analysis helps a lot, and the result of that is that we learn, and we learn to listen to our own inner mind to help us with that   Dr. Laura Hambley Lovett ** 42:17 exactly, I think that self insight is missing in a lot of us, we're not taking the time to be still and to listen to the voice within and to listen to what we are thinking and feeling internally, because we're go, go, go, go, go, and then when we're sitting still, you know what we're doing, we're on our phones,   Michael Hingson ** 42:41 and That's why I say at the end of the day, when you're getting ready, you're in bed, you're falling asleep. Take the time. It doesn't take a long time to get your mind going down that road. And then, of course, a lot happens when you're asleep, because you think about it   Dr. Laura Hambley Lovett ** 43:01 exactly. And you know, I've got to say, however spirituality is defined, I think that that is a key element in conquering this level of anxiety in society. The anxiety in society needs to be conquered by a feeling of greater meaning and purpose and connectedness in the human race, because we're all one race, the human race, in the end of the day, and all these divisions and silos and what's happening with our great you know, next door neighbors to each other, the US and Canada. It's the way that Canada is being treated is not not good. It's not the way you would treat a neighbor and a beloved neighbor that's there for you. In the end of the day, there's fires in California. We're sending our best fire crews over. You know, World War One, where my grandpa thought and Vimy Ridge, Americans were struggling. British could not take Vimy. It was the Canadians that came and, you know, got Vimy and conquered the horrific situation there. But in the end, we're all allies, and we're all in it together. And it's a tricky, tricky world,   Michael Hingson ** 44:11 yeah, and it goes both ways. I mean, there's so many ways the United States has also helped. So you're not, yeah, you're not really in favor of Canada being the 51st state, huh?   Dr. Laura Hambley Lovett ** 44:26 You know, no, yeah, I love America. I mean, I have a lot of great friends in America and people I adore, but I think Canada is its own unique entity, and the US has been a great ally in a lot of ways, and we're in it together, right, right? I mean, really in it together, and we need to stay as allies. And as soon as you start putting up a fence and throwing rocks over the fence to each other, it just creates such a feud and an unnecessary feud, yeah.   Michael Hingson ** 44:55 Well, very much so. And it is so unfortunate to see. It happening. And as you said, I think you put it very well. It's all about we're friends and friends. Don't treat friends in this way. But that is, that is, unfortunately, what we're seeing. I know I've been looking, and I constantly look for speaking opportunities, home, and I've sent emails to some places in Canada, and a few people have been honest enough to say, you know, we love what you do. We love your story. But right now, with what's going on between the United States and Canada, we wouldn't dare bring you to Canada, and while perhaps I could help by speaking and easing some of that a little bit. I also appreciate what they're saying, and I've said that to them and say, I understand, but this too shall pass. And so please, let's stay in touch, but I understand. And you know, that's all one can do.   Dr. Laura Hambley Lovett ** 46:01 Yeah, and it, it too shall pass. I mean, it's just all and then anxiety takes over and it gets in the way of logic. Michael Hingston would, hingson would be our best speaker for this option, but the optics of it might get us into trouble, and they just get all wound up about it. And I you know, in the end of the day this, this will pass, but it's very difficult time, and we need to say, Okay, we can't control what's going to happen with tariffs or next month or whatever, but we can control today. And, yeah, I just went on a walk by the river. It was beautiful, and it was just so fulfilling to my soul to be outside. And that's what I could control the day   Michael Hingson ** 46:41 that's right? And that walk by the river and that being outside and having a little bit of time to reflect has to help reduce fear and stress.   Dr. Laura Hambley Lovett ** 46:54 It does it very much, does   Michael Hingson ** 46:58 and and isn't that something that that more people should do, even if you're working in the office all day, it would seem like it would be helpful for people to take at least some time to step away mentally and relax, which would help drop some of the fear and the stress that they face. Anyway,   Dr. Laura Hambley Lovett ** 47:20 100% and I am at my office downtown today, and I can see the river right now from my window. And there's research evidence that when you can see water flowing and you can see trees, it really makes a difference to your mental health. So this office is very intentional for me, having the windows having the bright light very intentional.   Michael Hingson ** 47:44 I have a recording that I listen to every day for about 15 minutes, and it includes ocean sounds, and that is so soothing and just helps put so many things in perspective. Now it's not quite the same as sitting at the ocean and hearing the ocean sounds, but it's close enough that it works.   Dr. Laura Hambley Lovett ** 48:06 That's beautiful. And you're going to come on to my podcast and we're going to talk a lot more about your story, and that'll be really great.   Michael Hingson ** 48:14 We're doing that in May.   48:16 Yeah,   Michael Hingson ** 48:17 absolutely, and I'm looking forward to it. Well, how did you get involved in doing a podcast? What got you started down that road? Oh, your tricky podcast. Yeah.   Dr. Laura Hambley Lovett ** 48:32 So I was running my company. So I have a company of psychologists in Canada, and we operate across the country, and we do two things really, really well. One is helping people navigate their careers at all ages and stages and make find fulfilling career directions. And then our other thing we do well is helping organizations, helping be healthier places to work, so building better leaders, helping create better cultures in organizations. So that's what we do, and we have. I've been running that for 16 years so my own firm, and at the same time, I always wanted a podcast, and it was 2020, and I said, Okay, I'm turning 45 years old. For my birthday gift to myself, I'm going to start a podcast. And I said, Does anyone else on the team want to co host, and we'll share the responsibilities of it, and we could even alternate hosting. No, no, no, no, no, no one else was interested, which is fine, I was interested. So I said, this is going to be, Dr Laura, then this podcast, I'm going to call it. Dr Laura, where work meets life. So the podcast is where work meets life, and then I'm Dr Laura, Canada's. Dr Laura,   Michael Hingson ** 49:41 yeah, I was gonna say there we've got lots of dr, Laura's at least two not to be   Dr. Laura Hambley Lovett ** 49:44 mixed up with your radio. One not to be mixed up completely different, right, in approach and style and values. And so I took on that started the podcast as the labor of love, and said, I'm going to talk about three. Three things, helping people thrive in their careers, helping people thrive in their lives, and helping organizations to thrive. And then, oh yeah, I'll throw in some episodes around advocating for a better world. And then the feedback I got was that's a lot of lanes to be in, Laura, right? That is a lot of lanes. And I said, Yeah, but the commonality is the intersection of work and life, and I want to have enough variety that it's stuff that I'm genuinely curious to learn, and it's guests that I'm curious to learn from, as well as my own musings on certain topics. And so that's what's happened. So it's it's 111 episodes in I just recorded 111 that's cool, yeah. So it's every two weeks, so it's not as often as some podcasts, but every episode is full of golden nuggets and wisdom, and it's been a journey and a labor of love. And I do it for the joy of it. I don't do it as a, you know, it's not really a business thing. It's led to great connections. But I don't do it to make money, and, in fact, it costs me money, but I do it to make a difference in the tricky world,   Michael Hingson ** 51:11 right? Well, but at the same time, you get to learn a lot. You get to meet people, and that's really what it's all about anyway.   Dr. Laura Hambley Lovett ** 51:21 Oh, I've met some incredible people like you through doing it, Michael and like my mentor, Sy Wakeman, who wrote the book no ego that's behind me in my office, and who's just a prolific speaker and researcher on drama and ego in the workplace. And you know, I've, I've met gurus from around the world on different topics. It's been fabulous,   Michael Hingson ** 51:47 and that is so cool. Well, and you, you've written some books. Tell us about your books, and by the way, by the way, I would appreciate it if you would email me photos of book covers, because I want to put those in the show notes.   Dr. Laura Hambley Lovett ** 52:03 Oh, okay, I'm going to start with my current book that it actually, I just submitted my manuscript the other day, and it's, it's about toxic bosses, and how we can navigate and exit and recover from a toxic boss. And I saw this as a huge problem in the last couple of years, across different workplaces, across different people, almost everyone I met either had experienced it or had a loved one experience a toxic boss. And so I said, What is a toxic boss? First of all, how is this defined, and what does the research say? Because I'm always looking at, well, what the research says? And wait a minute, there's not a lot of research in North America. I'm an adjunct professor of psychology. I have a team of students. I can do research on this. I'm going to get to the bottom of toxic bosses post pandemic. What? What are toxic bosses? What are the damage they're inflicting on people, how do they come across, and what do we do about it? And then, how do we heal and recover? Because it's a form of trauma. So that's what I've been heavily immersed in, heavily immersed in. And the book is going to really help a lot of humans. It really is. So that's my passion right now is that book and getting it out into the world in January 2026, it's going to be   Michael Hingson ** 53:27 published. What's it called? Do you have a title   Dr. Laura Hambley Lovett ** 53:30 yet? I do, but I'm not really okay title officially yet, because it's just being with my publisher and editor, and I just don't want to say it until actually, Michael, I have the cover so it's going through cover design. I have a US publisher, and it's going through cover design, and that's so important to me, the visual of this, and then I'll share the I'll do a cover reveal. Good for you, yeah, and this is important to me, and I think it's timely, and I really differentiate what's a difficult boss versus a toxic boss, because there's a lot of difficult bosses, but I don't want to mix up difficult from toxic, because I think we need to understand the difference, and we need to help difficult bosses become better. We need to help toxic bosses not to do their damage and organizations to deal with them. And it's just there's so many different legs to this project. I'll be doing it for years.   Michael Hingson ** 54:24 So what's the difference between difficult and toxic? Or can you talk about that?   Dr. Laura Hambley Lovett ** 54:29 Yeah, I can talk about, I mean, some of the differences difficult bosses are frustrating, annoying. They can be poor communicators, bad delegators. They can even micromanage sometimes, and micromanagement is a common thing in new leaders, common issue. But the difference is that they the difficult boss doesn't cause psychological harm to you. They don't cause psychological and physical harm to you. They're not. Malicious in their intent. They're just kind of bumbling, right? They're just bumbling unintentionally. It's unintentional. The toxic boss is manipulative, dishonest, narcissistic. They can gaslight, they can abuse, they can harass, all these things that are intentional. Negative energy that inflicts psychological and or physical harm.   Michael Hingson ** 55:27 And I suspect you would say their actions are deliberate for the most part, for the most part, at   Dr. Laura Hambley Lovett ** 55:35 least, yeah. And that's a whole Yeah, yeah. I would say whether they're deliberate or not, it's the impact that matters. And the impact is deep psychological hurt and pain, which is, and we know the Psych and the body are related, and it often turns into physical. So my research participants, you know, lots of issues. There's there's research. Cardiovascular is impacted by toxic bosses. Your mental health is your your heart rate, your your digestion, your gut. I mean, all of it's connected. When you have a toxic Boss,   Michael Hingson ** 56:09 what usually creates a toxic boss? It has to come from somewhere   Dr. Laura Hambley Lovett ** 56:18 that stems back to childhood. Typically got it. And we get into a whole you know about childhood trauma, right? Big T trauma and little T trauma. Little T trauma are almost death by 1000 paper cuts. It's all the little traumas that you know you you went through, if they're unaddressed, if they're unaddressed, big T trauma is you were sexually assaulted, or you were physically abused, or you went through a war and you had to escape the war torn country, or those sorts of things I call big T and I've learned this from other researchers. Little Ts are like this. You know, maybe microaggressions, maybe being teased, maybe being you know, these things that add up over time and affect your self confidence. And if you don't deal with the little Ts, they can cause harm in adulthood as well. And so that's what, depending on what went on earlier, whether you dealt with that or not, can make you come across into adulthood as a narcissist, for example,   Michael Hingson ** 57:21 right? Well, you've written some other books also, haven't   Dr. Laura Hambley Lovett ** 57:25 you? Oh, yeah, so let's cheer this conversation up. I wrote two psychological thrillers. I am mad. I have an active imagination. I thought, what if someone got kidnapped by a billionaire, multi billionaire ex boyfriend who was your high school sweetheart, but it was 10 years later, and they created a perfect life for you, a perfect life for you, in a perfect world for you. What would that be like? So it's all about navigating that situation. So I have a strong female protagonist, so it's called losing cadence. And then I wrote a sequel, because my readers loved it so much, and it ended on a Hollywood cliffhanger. So then I wrote the sequel that takes place 12 years later, and I have a producing partner in in Hollywood, and we're pitching it for a TV series filmed as a three season, three seasons of episodes, and potentially more, because it's a really interesting story that has you at the edge of your seat at every episode.   Michael Hingson ** 58:28 Have those books been converted to audio? Also?   Dr. Laura Hambley Lovett ** 58:33 No, no, I never converted them to audio. But I should. I should.   Michael Hingson ** 58:37 You should, you should. Did you publish them? Or did you have a publisher? I   Dr. Laura Hambley Lovett ** 58:41 published these ones. Yeah, a decade ago, a decade ago,   Michael Hingson ** 58:45 it has gotten easier, apparently, to make books available on Audible, whether you read them or you get somebody else to do it, the process isn't what it used to be. So might be something to look at. That'd be kind of fun.   Dr. Laura Hambley Lovett ** 59:00 I think so. And I'll be doing that for my toxic boss book. Anyway, Michael, so I'm going to learn the ropes, and then I could do it for losing cadence and finding Sophie,   Michael Hingson ** 59:09 you'd find probably a lot of interested people who would love to have them in audio, because people running around, jogging and all that, love to listen to things, and they listen to podcasts, yours and mine. But I think also audio books are one way that people get entertained when they're doing other things. So yeah, I advocate for it. And of course, all of us who are blind would love it as well. Of   Dr. Laura Hambley Lovett ** 59:34 course, of course, I just it's on my mind. It's and I'm going to manifest doing that at some point.   Michael Hingson ** 59:41 Well, I want to thank you for being here. This has been absolutely a heck of a lot of fun, and we'll have to do it again. We'll do it in May, and we may just have to have a second episode going forward. We'll see how it goes. But I'm looking forward to being on the your podcast in May, and definitely send me a. The book covers for the the two books that you have out, because I'd like to make sure that we put those in the show notes for the podcast. But if people want to reach out to you, learn more about you, maybe learn what you do and see how you can work with them. How do they do that?   Dr. Laura Hambley Lovett ** 1:00:14 Sure, that's a great question. So triple w.dr, Laura all is one word, D R, L, A, u, r, a, dot live. So Dr, Laura dot live is my website, and then you'll find where work meets life on all the podcast platforms. You'll find me a lot on LinkedIn as Dr Laura Hambley, love it, so I love LinkedIn, but I'm also on all the platforms, and I just love connecting with people. I share a lot of videos and audio and articles, and I'm always producing things that I think will help people and help organizations.   Michael Hingson ** 1:00:52 Well, cool. Well, I hope people will reach out. And speaking of reaching out, I'd love to hear what you all think of our episode today. So please feel free to email me at Michael H I M, I C H, A, E, L, H i at accessibe, A, C, C, E, S, S i b, e.com, or go to our podcast page, which is w, w, w, dot Michael hingson.com/podcast and Michael hingson is m, I C H, A, E, L, H i N, G, s o n.com/podcast, wherever you're listening, please give us a five star rating. We value that. If you don't give us a five star rating, I won't tell Alamo, my guy dog, and so you'll be safe. But we really do appreciate you giving us great ratings. We'd love to hear your thoughts. If any of you know of anyone else who ought to be a guest on our podcast, or if you want to be a guest, and of course, Laura, if you know some folks, we are always looking for more people to come on unstoppable mindset. So please feel free to let me know about that. Introduce us. We're always looking for more people and more interesting stories to tell. So we hope that that you'll do that. But I want to thank but I want to thank you again for coming on today. This has been fun,   Dr. Laura Hambley Lovett ** 1:02:07 definitely, and I really admire you, Michael, and I can't wait to have you on where work meets life.   **Michael Hingson ** 1:02:18 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

Dr. Marissa is an Organizational Psychologist, Inspirational Speaker,Network TV Commentator ontopics of Grief Hope andHappiness, #1 Bestselling Author of8 Ways to Happiness fromWherever You Are, and CelebrityHost of #1 NBC News Radio andiHeartRadio syndicated morningshow “Take My Advice, Im Not UsingIt: Get Balanced with Dr. Marissa”and she has been dubbed theAsian Oprah!

In this curated selection from the Happy Space Podcast, I'm bringing back voices that challenge, inspire, and expand our thinking about designing for inclusion and accessibility. These encore episodes highlight conversations that continue to resonate—on neurodiversity, workplace design, and the small shifts that can make a big difference. Whether you're tuning in for the first time or revisiting a favourite, I hope these episodes offer fresh insight into how thoughtful design can help everyone show up and perform at their best.Exploring a seemingly old-fashioned and often overlooked key ingredient necessary for workforce inclusion, organizational psychologist Gena Cox reminds us that the way we make people feel matters. As a highly sensitive person able to quickly assess whether respect is present in interactions… or not, Gena encourages leaders to make compassionate action the norm. She shares the 3 C's every leader needs to adopt and encourages everyone to get an “Inclusion MBA”. Dr. Gena Cox is an Organizational Psychologist, Leadership Impact Strategist, Executive Coach, Speaker, and award-winning author. She is known for her nuanced, multi-disciplinary insights and honest-but-supportive style.Gena spent decades working in and consulting to global companies, including the Fortune 500. Now, in her private practice, she works with leaders personally to optimize their impact and influence, and to build respect-first, inclusive organizations. Tune in to Gena's insights for a more inclusive tomorrow. CHAPTERS00:00:00 Intro00:03:38 Change you can feel00:09:50 The key to inclusive leadership00:11:58 Deciphering respect00:16:57 Understanding culture00:19:23 Gena's generosities00:20:29 Response to DEI initiatives00:25:13 The Global South has had enough00:28:30 The Inclusion MBA LINKSBlog post - Four Step P.L.A.N. to Get Organized™"Five Love Languages" by Gary ChapmanMichael J Fox on CBS News IMAGE CREDITS (see images on Youtube video)George Floyd - credit Wiki CommonsMaya Angelou - credit Depositphotos“Five Love Languages” by Gary Chapman - credit Clare KumarThai people smiling - credit Envato ElementsJapanese commuters not engaging with each other - credit Envato ElementsMichael J Fox - credit Wiki CommonsLisa Whited - credit LinkedIn“Work Better: Save The Planet” by Lisa Whited - credit Clare KumarJamie Dimon - CEO JP Morgan Chase - credit LinkedInREDI “Respect to Lead” Model and eBook - credit Gena Cox Learn more about and follow Gena:InstagramYoutubeTwitterLinkedInWebsite

What does it truly mean to be resilient? In this episode, GLN President and CEO David Ashcraft interviews top management thinker, organizational psychologist and self-awareness expert Dr. Tasha Eurich. Together they unpack Tasha's latest book, Shatterproof, and discuss how leaders today—she calls them “stressed-out strivers”—can move beyond mere resilience and learn to thrive in our modern world.

Our guest today is a renowned clinical and organizational psychologist, Dr. David Gruder — a man once dubbed 'America's Integrity Expert.' With a career spanning over four decades, Dr. Gruder is a multi-award-winning author, trusted advisor to leaders, and a compelling voice in the psychology of integrity, societal sanity, and ethical leadership. He's here with us to discuss the psychological challenges of our time, how we can reclaim personal and cultural integrity, and what it takes to thrive in an age of division and distortion.www.drgruder.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-x-zone-radio-tv-show--1078348/support.

Lindsey Caplan is a screenwriter turned Organizational Psychologist who helps business Leaders design gatherings and change programs for the effect they want.In this episode of The Leader Assistant Podcast, Lindsey talks about gathering teams for transformation, designing memorable offsites, and why offsites are important for cultivating a healthy workplace.Show Notes -> leaderassistant.com/320--In-person meeting planning can be a lot to manage. That's where TROOP Planner comes in. TROOP Planner is built to make life easier for busy assistants like yourself. Whether you're organizing an executive offsite, department meeting, or team retreat, TROOP keeps it simple, fast, and organized.Visit leaderassistant.com/troop to learn more! --Automate scheduling with YouCanBookMe by Capacity. Sign up for a FREE trial -> leaderassistant.com/calendar. --Get your digital copy of The Leader Assistant Workbook at leaderassistantbook.com/workbook to lead yourself, lead your team, and lead your executive.More from The Leader Assistant... Book, Audiobook, and Workbook -> leaderassistantbook.com Premium Membership -> leaderassistant.com/membership Events -> leaderassistantlive.com Free Community -> leaderassistant.com/community

Welcome back to World of Work Season Seven! We are so thrilled to be back for the very first episode where Carmen sits down with her former Culture Amp colleague – organizational psychologist, Craig Forman. Craig and Carmen team up to discuss non-promotion-based employee growth strategies and how People leaders can use the data they collect to build thriving workplace cultures. Drawing from his diverse career journey, including military service and corporate leadership, Craig emphasizes the importance of balancing data-driven strategies with empathy and transparency. Additionally, he discusses how organizations can navigate cultural shifts during periods of growth by staying transparent, intentional, and responsive to employee feedback. This episode offers actionable takeaways for People leaders looking to foster engagement, trust, and alignment within their teams.This podcast episode was produced by Quill.

People’s dreams change before their behavior does. Our guests, Codreaming founders Emily Cook and Kyle Napierkowski share evidence from their research including how large databases show that dreams about Donald Trump shifted long before his favorability ratings did. They also talk about how dreams reveal that the concerns of people in their 20s and 30s are foundationally different from older people and the evidence that this is not merely because of their age, but because of generationally changing priorities. After the break, we take a call from Lee from New York who talks about his 50 years of dream records, and we get into a conversation about demographics and the ethics of dream collection. BIOS: As an Organizational Psychologist, Emily Cook pioneers integrating psychological science and dream analysis into business strategy. Her research is published in leading academic journals, and her work has been featured in The Independent, Financial Times, and Fox News. Kyle Napierkowski is a leader in ad-tech, AI, and data science, and has created data-driven impact for startups like PagerDuty and for large enterprises like Coca Cola and American Express. He develops methodologies for using dream data to harness creativity and identify consumer trends. He holds degrees in Management and certifications in psychological and coaching modalities. Find our guests at: CoDreaming.org This show, episode number 304, was recorded during a live broadcast on March 29, 2025 at KSQD.org, community radio of Santa Cruz. Intro and outro music by Mood Science. Ambient music new every week by Rick Kleffel. Archived music can be found at Pandemiad.com. Many thanks to Rick for also engineering the show and to Tony Russomano for the answering the phones. The Santa Cruz Festival of Dreams is coming October 10-12, 2025! Mark your calendars now. Check our landing page at FestivalofDream.net and FB group page HERE or follow #keepSantaCruzDreaming on FB and IG. SHARE A DREAM FOR THE SHOW or a question or enquire about being a guest on the podcast by emailing Katherine Bell at katherine@ksqd.org. Follow on FB, IG, LI, & YT @ExperientialDreamwork #thedreamjournal. To learn more or to inquire about exploring your own dreams go to ExperientialDreamwork.com. The Dream Journal aims to: Increase awareness of and appreciation for nightly dreams. Inspire dream sharing and other kinds of dream exploration as a way of adding depth and meaningfulness to lives and relationships. Improve society by the increased empathy, emotional balance, and sense of wonder which dream exploration invites. A dream can be meaningful even if you don’t know what it means. The Dream Journal is produced at and airs on KSQD Santa Cruz, 90.7 FM. Catch it streaming LIVE at KSQD.org 10-11am Pacific Time on Saturdays. Call or text with your dreams or questions at 831-900-5773 or email at onair@ksqd.org. Podcasts are available on all major podcast platforms the Monday following the live show. The complete KSQD Dream Journal podcast page can be found at ksqd.org/the-dream-journal/. Closed captioning is available on the YouTube version of this podcast and an automatically generated transcript is available at Apple Podcasts. Thanks for being a Dream Journal listener! Available on all major podcast platforms. Rate it, review it, subscribe, and tell your friends.

Dr. Laura Gallaher is an Organizational Psychologist, Speaker, USA Today Best-Selling Author and Leadership Coach. She began her career at NASA Kennedy Space Center. After the Space Shuttle Columbia exploded upon re-entry in 2003, killing everybody aboard, Kennedy Space Center hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the tragedy. She worked for 8 years with NASA to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She was also hired to help manage the change associated with radical changes in the performance management process and philosophy at Walt Disney Parks & Resorts. Laura's company, Gallaher Edge, applies the science of human behavior to organizations so they can get their edge, achieve together, and enjoy the journey. She helps executive teams have conversations they didn't even know they needed to have. Organizations are just people. Gallaher Edge helps executives learn what it takes to be more profitable by truly putting people first.     CONNECT WITH Dr. Laura Gallaher LinkedIn: https://www.linkedin.com/in/laura-gallaher-phd/ Website: https://www.gallaheredge.com/     JOIN THE FIGHT AGAINST FOOD INSECURITY   Join the fight against food insecurity here in the U.S. with an online donation. $25 will provide food and life essentials for 10 vulnerable families. DONATE TODAY at Meet the Streets Outreach, INC. to fight hunger!    Meet the Streets Outreach provides essential support to Houston's food-insecure communities by offering over 2,000 hot meals each month. With your help, we can continue to serve those in need. Your support ensures that we can continue to make a meaningful difference in the lives of Houston's most vulnerable residents. Thank you for considering this opportunity to invest in the well-being of our community.   Food Insecure Households For many families in the U.S., the past several years have been difficult. Higher food prices, economic instability, and other factors have made providing for a family even harder. 1 in 8 households in the U.S. is food insecure. That means these families don't have enough money or resources to buy enough food for everyone in their household. As recently as 2022, 7.3 million children lived in food insecure households. Also, 16.9% of children live in poverty.   SNAP Benefits More than 22 million U.S. households use SNAP benefits to help with food costs, as of April 2023. Sometimes known as “food stamps,” SNAP is the federal Supplemental Nutrition Assistance Program. People who receive SNAP benefits can use it to buy groceries, seeds, and plants for food. SNAP cannot be used to purchase hot food or household items like cleaning supplies, vitamins, or diapers.   CONNECT WITH Cedric Francis Website: https://www.lead2greatness.com/ Facebook: https://www.facebook.com/cedricbfrancis X (twitter): https://twitter.com/cedricbfrancis Instagram: https://www.instagram.com/leadtogreatness/ LinkedIn: https://www.linkedin.com/in/cedric-b-francis-a0544037/    

BONUS: Beyond Process, How Psychology is Reshaping Modern Leadership with Ari-Pekka Skarp In this BONUS episode, we dive deep into the evolving landscape of Agile leadership with Ari-Pekka Skarp, an experienced Agile Coach, Psychotherapist, and Organizational Psychologist. Drawing from his unique blend of expertise, Ari-Pekka shares his lessons learned on how leadership has transformed over the past decades and what the future holds for Agile organizations. The Evolution of Agile and Social Complexity "We replaced authority with collaboration, this was revolutionary." The journey of Agile adoption over the past 16 years has been marked by two significant developments: technological advancement and increasing social complexity. Ari-Pekka reflects on how Scrum introduced a revolutionary "shared" aspect of collaborative work, fundamentally changing how hierarchies are established in modern organizations. This shift represents a departure from traditional command-and-control structures towards more collaborative approaches. The Therapeutic Turn in Leadership "Nowadays we are almost talking about the leaders as some sort of therapist." One of the most significant shifts in organizational dynamics has been the "therapeutic turn" in leadership. Where leaders were once expected to be commanders, today's leaders must embody the qualities of a therapist - demonstrating empathy, emotional intelligence, and a deep understanding of their team members' well-being. This transformation reflects broader societal changes, with mental health awareness becoming increasingly central to workplace dynamics. The Rise of Humanistic Leadership "We need a more humanistic leadership, but what does that look like in practice?" As organizations become more networked and complex, the need for humanistic leadership approaches becomes evident. Ari-Pekka shares his experience as an organizational psychologist, highlighting how traditional role definitions often fall short in addressing modern workplace challenges. The integration of tools from family therapy and other psychological disciplines is becoming crucial for effective leadership. The Future of Organizations "In order to compete you have to have a very well functioning organization!" Looking ahead, Ari-Pekka emphasizes the importance of viewing organizations through a psychological lens. He argues that organizational mental health culture and the psychological aspects of work are becoming critical competitive advantages. This perspective extends beyond processes and tools to encompass the holistic growth and well-being of people within organizations. A New Paradigm for Work "The biggest change was from a mechanistic world-view to a more humanistic world-view." As Agile evolves beyond its origins as a protest movement, Ari-Pekka explores how organizations are increasingly forming around purposes rather than just profits. He advocates for generative planning processes that foster creativity and human flourishing, suggesting a shift toward viewing work and organizations as social processes rather than mechanical systems. Leading Through Conversations "Why don't we look at work, organizations as social processes?" The conversation concludes with a powerful metaphor of leaders as gardeners, nurturing growth and development through meaningful conversations. This approach represents a fundamental shift in how we think about leadership and organizational development, emphasizing the importance of creating environments where people can thrive. In this segment, we refer to the work of Esko Kilpi, a thought leader and business philosopher who helped introduce complexity to the Agile community. About Ari-Pekka Skarp Ari-Pekka is a highly experienced Agile Coach, Psychotherapist, and Organizational Psychologist with over 20 years of experience working with organizations. As an author of several books on topics such as Complexity, the mind, and Mindfulness, Ari-Pekka blends deep psychological insight with practical expertise to help leaders and teams navigate the evolving landscape of work. You can link with Ari-Pekka on LinkedIn and connect with Ari-Pekka on Twitter.

Dain Johnson was a high-level mechanical and industrial engineer for a decade, during which time he worked under some great managers - and some terrible ones!  He developed a keen interest in psychology, eventually leading him to further his education with a Masters in Industrial and Organizational Psychology from CSU, and to the founding of his business, Rev 0.Dain is a coach for engineers turned managers. These range from first-time managers, to rising stars potentially headed toward the CEO role - and even new CEO's.  This podcast zooms in on the principals of coaching others to better lead people, and apply to anyone. Dain is an awesome guy, and shares abundantly from his knowledge and craft.  He also built and sold a coffee company in Texas in a previous chapter, and is co-founder and partner in Isolation Coffee here in Fort Collins, offering premium coffee, delivered to your door!  The LoCo Experience Podcast is sponsored by: Logistics Co-op | https://logisticscoop.com/

Toxic behaviors from top performers can create a tricky situation where individual success clashes with team well-being. While their results might stand out, the negative impact on workplace culture often ripples far beyond their achievements. Morale suffers, collaboration breaks down, and the long-term health of the organization takes a hit. Addressing this requires valuing the bigger picture over short-term wins, ensuring that success is measured by both results and how they're achieved. Gena Cox, Ph.D. is an organizational psychologist, executive coach, speaker, and author. Her book "Leading Inclusion" and her RESPECT ethos framework have been featured in prestigious publications like Harvard Business Review, Fast Company, and Forbes. Today, Dr. Cox discusses strategies for building a respectful work culture and shares her insights on the importance of respect in the workplace and how it can empower leaders to drive connection, collaboration, and innovation. Stay tuned! Resources Gena Cox: 25 Ways to Help Build a Culture of Respect at Work Gena Cox, Ph. D.: Strategic Executive Coach & Speaker. Optimize your leadership impact and influence. Get a copy of Leading Inclusion: Drive Change Your Employees Can See and Feel by Gena Cox on Amazon Connect with Gena Cox on LinkedIn

Overwhelmed? Tips to Increase Productivity and Decrease Stress with Organizational Psychologist Fiona Murden In this episode, we dive into strategies for overcoming life's challenges, whether it's applying for college, working on major projects, or launching a new product. Drawing from organizational psychology, the discussion highlights the importance of getting started and inspiring action in others. They explore how high achievers, like CEOs, approach large endeavors by breaking them down into actionable steps and maintaining a clear end goal.  Techniques from influential books and authors, like Atomic Habits by James Clear, as well as personal anecdotes, offer practical tips for maintaining productivity and creativity under pressure. Emotional resilience is another focal point, with actionable advice on self-kindness and dealing with emotional difficulties, such as grief. By being kind to oneself, one can tap into a relaxed state more conducive to creativity and problem-solving. The episode concludes with a three-step system: envisioning the end goal, creating a flexible outline, and taking iterative steps toward achieving it. These strategies, inspired by organizational psychology, are crucial for navigating both professional and personal challenges effectively. 01:08 Challenges and Overwhelm 02:24 Getting Started and Taking Action 03:39 Simultaneous Tasks and Planning 05:30 Vision and Iteration 09:13 Writing and Outlining 13:47 Emotional Resilience and Kindness 15:24 Final Thoughts and Next Steps Atomic Habits: https://jamesclear.com/atomic-habits  Fiona Murden: https://www.fionamurden.com/  Defining You: https://www.amazon.com/Defining-You-Profile-Yourself-Potential/dp/1529370272  Instagram: https://www.instagram.com/mindbody_space/    LinkedIn: https://www.linkedin.com/in/junabobby/ Website: https://mindbodyspace.com/  Youtube: https://www.youtube.com/@fallasleepeasy  More about MindBodySpace and monthly memberships for students K-12 and adults, coming up at https://mindbodyspace.com/   #Neuroscience #BrainPlasticity #DecisionMaking #OrganizationalPsychology --- Support this podcast: https://podcasters.spotify.com/pod/show/mindbodyspace/support

Welcome to today's enlightening episode of the Neuroscience Meets Social and Emotional Learning Podcast. Join host Andrea Samadhi as she explores the insights of Dr. Laura Gallaher, an organizational psychologist and executive coach. Dr. Gallaher shares her earlier days at NASA, revealing how she tackled the challenges following the Columbia shuttle disaster to reshape organizational culture and highlight the importance of psychological safety. Through an engaging conversation, Dr. Gallaher discusses her personal journey towards radical self-acceptance and how it transforms career and personal relationships. Learn how leaders can foster vulnerability and courage to build more productive, aligned, and self-aware teams, and discover the contagious nature of authentic connections based on self-awareness and acceptance. Tune in for an inspiring discussion that blends neuroscience, psychology, and real-life experiences to encourage growth both at work and home. Watch our interview on YouTube here https://youtu.be/b0Pc6bKKWwM On today's EPISODE #349 “Unlocking Radical Self-Acceptance with Dr. Laura Gallaher” we will cover: ✔  Where Dr. Gallaher's career began, leading her to work with NASA. ✔ How can radical self-acceptance transform our career, and personal lives. ✔ Uncover where YOU are on the self-acceptance quadrant, so you can blend science and psychology to take your results to new heights. On today's episode #349, we meet with Dr. Laura Gallaher, an Organizational Psychologist, Speaker, Facilitator, and Executive Coach. She is the founder and CEO of Gallaher Edge[i], which she started in 2013 where she works with busy executives to help you get your arms around the challenges in your organization. They work with you from the inside out, helping your executive team have conversations you didn't even know you needed to have. They help to increase self-awareness, team alignment, and shared accountability until your organization runs like a well-oiled machine. Organizations (she asserts) are just people. Her noteworthy career began after the Space Shuttle Columbia exploded upon re-entry in 2003. Following the tragedy, NASA hired Laura and a team of organizational psychologists to change the cultural influences that were deemed to play a role in the accident. She worked for 8 years to positively influence culture, develop leadership capacity, and improve organizational performance at Kennedy Space Center. She holds a Bachelor's degree in Psychology, and a Masters and PhD in Organizational Psychology. Laura is a Licensed Human Element® Practitioner, a Certified Radical Collaboration Trainer, and a Certified Coach. Let's meet Dr. Laura Gallaher, and learn together where we could possibly take our personal and work environments to new heights. Welcome Dr. Gallaher. Thank you for joining me today. Are you in Orlando now? I know that you have deep roots in the Phoenix area (and lots of places around the world).  INTRO Q: Dr. Gallaher, before asking you questions about your book, and your work, I have to say that there was something that drew me to you, before even looking at your bio. When you first meet someone, I think that what goes on inside us, (our mindset) shows on the outside, and I felt like you had a story to tell of where you began. When did you first learn about the importance of radical self acceptance, and how do you think that we can all use this skill in our personal and professional life? Q1: While coming up for some questions for you, I watched your TED TALK “How to Feel at Home Anywhere”[ii] where you talk about the ability to discover your inner confidence, and your ability to cope with the world (so that literally any place in the world) can feel like home. What drew you to create this TED TALK? Q2: It's interesting to me that your topic was “How to Feel at Home Anywhere” because I've thought about this concept often. While I've not worked and travelled to the places and countries that you have (other than via Google Maps) I have noticed that I've always been comfortable walking into a gym. Now I stopped going to a gym around the time of the pandemic, but I can recall always feeling a sense of belonging, and just the place that would fill me up with those feel-good vibes, when I was on the road, and would walk into a gym. Can you share what's important for us, as human beings, or the recipe that you've discovered, to feel comfortable…and make ANY place feel like home? Q3: Can we go to the questions that I think can open the door and help all of us, whether we are an employee in a company, a part of a bigger whole, or a teacher in a school, or a member of a team, how can we take this concept of radical self-acceptance to take us to new heights? Q4: We've been focused on taking our results to higher levels on this podcast. How important is what we think on the inside (our mindset with radical self-acceptance) to our results (on the outside)? Q5: Why are you so passionate about radical self-acceptance? How did NASA help you to uncover the gaps of where you were (actually) and where you wanted to go? Q6: What is psychological safety and how does it relate to how safe people feel to be vulnerable? Q7: Have you ever had a 360 Evaluation at work? How about asking your children how you are showing up as a parent? What can you learn from honest feedback from others? Q8: Dr. Gallaher helps Andrea to dig deeper into feedback that her children gave her. “What bugs me about you, is really about me.”[iii] Q9: How can we take radical self-acceptance into the workplace? Q10: Would you say the most critical leadership traits today would be vulnerability and courage? Q11: What are some stress reduction secrets you can share with us? Q12: How do we put this all together to become more self-aware? Dr. Gallaher, I want to thank you for your time meeting with me today. For people who would like to connect with you, I will put your contact information in the show notes. Do you have any final or closing thoughts? Take the Self-Acceptance Quiz Here  https://www.gallaheredge.com/sa-quiz-lp Andrea received the Pushing but Pressured quadrant that shows high on self-improvement, (which she would agree with) but low on self-acceptance (where she is right now) and she would agree this area could use some work.   Take the Self-Acceptance Quiz to see what quadrant you end up in, and see what you can learn about yourself. CONNECT with DR. GALLAHER Join her mailing list https://www.gallaheredge.com/leaders-journey-mailing-list Website: https://drlauragallaher.com/ LinkedIn https://www.linkedin.com/in/laura-gallaher-phd/ Instagram https://www.instagram.com/drlauragallaher/ TED TALK Dr. Gallaher “How to feel at home anywhere” https://www.youtube.com/watch?v=RUxT8wuDsG4 The Missing Links: Launching a High Performing Company Culture Published2021 https://www.amazon.com/Missing-Links-Launching-Performing-Company/dp/1637350880   REFERENCES:   [i] Dr. Laura Gallaher https://drlauragallaher.com/   [ii] TED TALK Dr. Gallaher “How to feel at home anywhere” https://www.youtube.com/watch?v=RUxT8wuDsG4   [iii] https://blog.gallaheredge.com/what-bugs-me-about-you/    

  With its no-bars-held look into the insidious world of investment banking, many of us fell in love with the HBO MAX series INDUSTRY, and more specifically, its non-traditional lead character, Harper Stern. Harper's brash and unapologetic maneuvering through the gritty political world set her up as a breakout character for the series and an interesting and unexpected deviation from the strong Black woman trope. Joining me this week for a deeper dive into Harper's character is Organizational Psychologist, Nchopia Nwokoma, who speaks to how relationships with organizations and communities impact how individuals show up in the workplace. During our conversation, we unpack Harper's journey across three seasons, reflecting on what her victories and challenges at PeerPoint might teach us about our own workplaces. About the Podcast The Therapy for Black Girls Podcast is a weekly conversation with Dr. Joy Harden Bradford, a licensed Psychologist in Atlanta, Georgia, about all things mental health, personal development, and all the small decisions we can make to become the best possible versions of ourselves. Resources & Announcements Grab your copy of Sisterhood Heals.   Where to Find Nchopia  LinkedIn Instagram   Stay Connected Is there a topic you'd like covered on the podcast? Submit it at therapyforblackgirls.com/mailbox. If you're looking for a therapist in your area, check out the directory at https://www.therapyforblackgirls.com/directory. Take the info from the podcast to the next level by joining us in the Therapy for Black Girls Sister Circle community.therapyforblackgirls.com Grab your copy of our guided affirmation and other TBG Merch at therapyforblackgirls.com/shop. The hashtag for the podcast is #TBGinSession.   Make sure to follow us on social media: Twitter: @therapy4bgirls Instagram: @therapyforblackgirls Facebook: @therapyforblackgirls   Our Production Team Executive Producers: Dennison Bradford & Maya Cole Howard Senior Producer: Ellice Ellis Producer: Tyree Rush Associate Producer: Zariah Taylor  See omnystudio.com/listener for privacy information.

In This Episode You Will Learn About:  Finding your purpose  Empowering yourself and others  The resilience model  Resources: Website: daliafeldheim.com & www.uppinessgame.com  Read Dare To Lead Like A Girl  Join Building Resilience Webinar Email: dalia@daliafeldheim.com  LinkedIn: @Dalia Feldheim & @Uppiness Pte Ltd Instagram: @dalia.feldheim Twitter: @DaliaFeldheim Facebook: @daliafeldheim Go to ConstantContact.com and start your FREE trial today. Sign up for a one-dollar-per-month trial period at shopify.com/monahan Oracle is offering to halve your cloud bill if you switch to OCI See if you qualify at oracle.com/MONAHAN. Download the CFO's Guide to AI and Machine Learning at NetSuite.com/MONAHAN. Call my digital clone at 201-897-2553!  Visit heathermonahan.com Reach out to me on Instagram & LinkedIn Sign up for my mailing list: heathermonahan.com/mailing-list/  Overcome Your Villains is Available NOW! Order here: https://overcomeyourvillains.com  If you haven't yet, get my first book Confidence Creator Show Notes:  We have SO much power when it comes to discovering our purpose and taking control of our lives! As an Organizational Psychologist, Happiness Professor, and Leadership Coach, our guest Dalia Feldheim is empowering EVERYONE to own their power by increasing their JOY and humanizing the workplace. So what is the key to owning your power? The first step is connecting to both your masculine AND feminine energies, and encouraging others to do the same! Dalia shares how we can THRIVE in work environments that may test our resilience or patience. Remembering to operate from a place of strength will help you utilize your growth mindset, and can lead you to develop life changing opportunities. By discovering your purpose, you will bring your strengths to life. Unleash your power and connect to your passions NOW!   About The Guest: Are you ready for some excitement!? Joining us today is Flow Leadership Consultancy Founder, Dalia Feldheim, who enables and inspires organizations to promote an authentic, HAPPY, and psychologically safe working environment. Dalia spent the past two decades immersed in the corporate world working as a C Suite level Global Marketing Executive for Procter & Gamble, where she led the charge on some of the world's most ICONIC ad campaigns. She is on a mission to share her happiness expertise and to help shape the new generation!   If You Liked This Episode You Might Also Like These Episodes: Time is a Choice: How to Harness Productivity with Laura Vanderkam The BEST Way To Start Thinking Beyond Your Limitations with Dr. Mark Goulston Just Ask! The 10 Rules You Need to Ask With Confidence with Heather! 

I'm excited to get into this episode but first, it's time for our DISC analogy:If DISC was a board game, what would it be?High D – Monopoly – described as the ultimate game of capitalism. The goal is to drive your competitors into bankruptcy!High I – Charades – interactive, emotive, fun, high spiritedHigh S – Game of Life – it rewards players for good behaviour. For instance, recycling, helping othersHigh C – Clue – Using deductive reasoning, to solve a mysteryThis checks out for me – I LOVE Clue, which one is your fav, Heather?Let's jump into part 2 of my discussion with Michelle Minnikin, (if you haven't listened to part 1) she's an Organizational Psychologist, Executive Coach, and Author of the book, Good Girl Deprogramming. Part 1 with Michelle Minnikinhttps://www.michelleminnikin.com/ To learn more about Victoria and her business offerings visit or email her at mailto:discoverwhatworks@gmail.comConnect with Victoria!https://pod.link/1614071253https://discoverwhatworks.org/https://www.facebook.com/VictoriaDISChttps://www.instagram.com/discoverwhatworks/https://www.linkedin.com/in/discoverwhatworks

Dr. Laura Gallaher is a professional speaker and organizational psychologist who inspires driven self-starters to transform their relationship with themselves and accomplish more than ever. She combines insights on radical self-acceptance with humor to create a unique connection with her audience.  Despite being a national best-selling author, Dr. Laura stands out from the typical "academic" personality of her PhD peers. Her notable achievements include being hired by NASA to reshape organizational culture after the Columbia accident, leading significant changes in performance management at Disney, and inspiring Yahoo's global teams to pursue transformation from within. In this episode, Cindra and Dr. Laura discuss:  What is radical self-acceptance Why radical self-acceptance is difficult and important to practice  Strategies to grow in your radical self-acceptance How radical self-acceptance relates to culture and leadership    HIGH PERFORMANCE MINDSET SHOWNOTES FOR THIS EPISODE LEARN MORE ABOUT DR. LAURA TO TAKE DR. LAURA'S SELF-ACCEPTANCE QUIZ REQUEST A FREE MENTAL BREAKTHROUGH CALL WITH DR. CINDRA AND/OR HER TEAM TO LEARN MORE ABOUT THE MENTALLY STRONG INSTITUTE Love the show? Rate and review the show for Cindra to mention you on the next episode.      

Learn how to effectively discuss mental health in the workplace for both supporters and individuals sharing their experiences from Organizational Psychologist & Author of "Yes, You Can Talk About Mental Health at Work," Melissa Doman. You'll learn:Why mental health conversations deserve a spot at workRealistic strategies for preparing for your mental health conversationsHelpful ways supporters can respond and take actionTeam rituals to maintain a mentally healthy teamShow NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQW Follow Career Contessa: http://bit.ly/2TMH2QP Guest Resources:LinkedIn: https://www.linkedin.com/in/melissadoman1/Instagram: https://www.instagram.com/thewanderingmel/Melissa: www.melissadoman.comBook: https://a.co/d/6HDaXjVCareer Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ Browse open jobs: https://www.careercontessa.com/jobs/ See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Career changes are rarely simple, but when the need to prioritize family life arises, it can be the driving force behind taking that leap! In this episode, Deborah talks with Rita Ernst about confidently navigating career transitions. They explore Rita's journey from the corporate world to becoming a business owner, shedding light on the mindset shifts essential for making such a bold move! Stay tuned! Here are the things to expect in the episode:Rita's journey from working in corporate to becoming a business owner.The steps Rita took to overcome the 'Freelancer' mindset.How can a supportive network help individuals overcome challenges in both life and business?The biggest challenges entrepreneurs face when balancing the demands of running a business and prioritizing family life.And much more! About Rita:Rita Ernst is a speaker and Organizational Psychologist specializing in workplace culture and change management. She is the author of Show Up Positive (2022) and Culture Impact: Strategies to Create World-Changing Workplaces (2023) and the owner of Ignite Your Extraordinary, a consulting practice leveraging positive psychology to create happier and healthier workplaces. Connect with Rita Ernst!Website: https://www.igniteextraordinary.com/LinkedIn: https://www.linkedin.com/in/rita-ernst-positivity-influencer/Instagram: https://www.instagram.com/igniteextraordinary/YouTube: https://www.youtube.com/channel/UCptfMqDcVTcgnbOLOn-8m7w Book Recommendation:Show Up Positive by Rita Ernst Connect with Deborah Kevin:Website: www.deborahkevin.comInstagram: www.instagram.com/debbykevinwriterLinkedIn: https://www.linkedin.com/in/deborah-kevin/Book Recommendations: https://bookshop.org/shop/storytellher Check out Highlander Press:Website: www.highlanderpressbooks.comTikTok: https://www.tiktok.com/@highlanderpressInstagram: https://www.instagram.com/highlanderpressFacebook: https://www.facebook.com/highlanderpress

Join us for a conversation on mental health at work with one of the leading voices on this topic- Melissa Doman, MA. Melissa is an Organizational Psychologist, Former Clinical Mental Health Therapist, and Author of Yes, You Can Talk about Mental Health at Work. If you are interested in learning more about Melissa's work and how she can support your organization, check out her website.

There's no doubt that mental health in the workplace has become increasingly destigmatized in recent years. While conversations about its importance have now become commonplace, they can fall flat if people don't know how to engage in these conversations effectively. In this episode of the Radical Respect podcast, Kim and Wesley speak with Melissa Doman, who unpacks her playbook for how to talk about mental health at work without messing up. about Melissa Doman:Melissa Doman, MA is an Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Here's Why And How To Do It Really Well). Melissa works with companies across industries around the globe – including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, Estée Lauder, & Janssen. She's spoken at SXSW and has been featured as a subject matter expert in CNN, Vogue, NPR, the BBC, CNBC, Inc., and in LinkedIn's 2022 Top 10 Voices on Mental Health.

Lesley Logan sits down with Melissa Doman, an organizational psychologist and author of Yes, You Can Talk About Mental Health at Work, to discuss the importance of open dialogues about mental health in the workplace. They explore how to approach difficult conversations, the power of vulnerability, and actionable steps for fostering a supportive work environment.If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co. And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe.In this episode you will learn about:How companies are embracing mental health discussions.Advice for handling negative workplace dynamics.Ways to use specificity to solve workplace challenges.How intentions and impacts can differ in interactions.Insights from meeting Radical Candor author Kim Scott.The benefits of receiving and asking for support.Awareness vs. action in mental health conversations.Episode References/Links:Melissa Doman WebsiteMelissa Doman LinkedInMelissa Doman InstagramYes, You Can Talk About Mental Health at Work by Melissa DomanRadical Candor by Kims Scott (Updated Edition)OPC WebsiteOPC PerksGuest Bio:Organizational Psychologist, Former Mental Health Therapist, & Author. Melissa Doman, MA is an ​​Organizational Psychologist, Former Clinical Mental Health Therapist, & Author of Yes, You Can Talk About Mental Health at Work (Here's Why And How To Do It Really Well). Melissa works with companies across industries around the globe – including clients like Google, Dow Jones, the Orlando City Soccer Club, Microsoft, Salesforce, Siemens, Estée Lauder, & Janssen. She's spoken at SXSW and has been featured as a subject matter expert in Vogue, NPR, the BBC, CNBC, Inc., and in LinkedIn's 2022 Top 10 Voices on Mental Health. Having lived abroad in South Korea, England, Australia and traveled to 45+ countries, Melissa calls upon her global experiences to inform how she works with companies around the world. She has one core goal: to equip companies, individuals, and leaders to have constructive conversations about mental health, team dynamics, and communication in the workplace. Her work and book aim to accomplish just that.  If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. DEALS! Check out all our Preferred Vendors & Special Deals from Clair Sparrow, Sensate, Lyfefuel BeeKeeper's Naturals, Sauna Space, HigherDose, AG1 and ToeSox Be in the know with all the workshops at OPCBe It Till You See It Podcast SurveyBe a part of Lesley's Pilates MentorshipFREE Ditching Busy Webinar  Resources:Watch the Be It Till You See It podcast on YouTube!Lesley Logan websiteBe It Till You See It PodcastOnline Pilates Classes by Lesley LoganOnline Pilates Classes by Lesley Logan on YouTubeProfitable Pilates Follow Us on Social Media:InstagramFacebookLinkedIn  Episode Transcript:Melissa Doman 0:00  People take things the wrong way and people have triggers and people have sensitivity. So it is a two-way street. So if someone is impacting your mental health, it's also helpful to think about, wait a minute, how much of this is my stuff and how much of this is them? Because when people activate things in us, it's not usually 100% them, some of it, it is our stuff to a degree.Lesley Logan 0:26  Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started.  All right, Be It babe. This interview today is one of my dear, lovely women in my life. I'm so grateful that I got to meet her. So grateful I reached out to meet her like, please, you guys, reach out to people who inspire you and tell them. Like and we have an amazing story about that in this episode, actually. But that is how I met Mel is because I heard her on another podcast. I was like I want you on mine. She said yes. And then we met in person. And while you'll hear that, physically, you know sparkles and glitter didn't come parting out of us. I felt them. So today I have a guest back. She's been on the show before. And she's an incredible author, and we'll talk about her book Yes, You Can Talk About Mental Health At Work and why you should. And we also talk a little bit how you can talk about it at work. And then what I'm excited for you to hear is also like two women sharing what it's like to grow in their business. And I know a lot of you are small business owners wanting to start new things and be working with other people. And I think it's so important that you know, everything is a work in progress. Everything takes a lot of time. A lot of people are doing things scared and doing the best they can and I hope that this really helps you see that you can do that, too. And you can be it till you see it. And it's not about being perfect. It's about learning. So here is Mel Doman. All right, Be It babe, this is gonna be an awesome wild interview. I'm just gonna say it right now, we're gonna have the best time Mel Doman is here. She's back. And she and I finally got to meet in real life. And it was a lunch that could have kept going in fact, I would definitely remember being late for my next call. So we are so excited that you're back, Mel, just in case anyone missed your first interview, can you tell everyone who you are and what you rock at?Melissa Doman 2:48  Oh, I have been so looking forward to this. And when we got to meet up in person, I'm shocked that we didn't fart sparkles or something like that because it was just it was like a clashing of two galaxies. So I am Melissa Doman. I'm an organizational psychologist, former clinical mental health therapist and author of Yes, You Can Talk About Mental Health at Work: Here's Why… and How to Do it Really Well. So I teach businesses, leaders and individuals how to have realistic and constructive conversations about mental health, team dynamics and communication in the workplace. My clients range from really large organizations like Estée Lauder, Dow Jones, Google to midsize organizations like Orlando City Soccer Club to small mom-and-pop companies and everything in between. And I do (inaudible) virtually, in person, keynotes facilitation, (inaudible) interviews, strategic advising and on a personal note, I do a very impressive Chewbacca impression. I do.Lesley Logan 3:52  Okay, Brad is gonna be upset if I don't ask you to do it though. You know, likeMelissa Doman 3:56  It'll be your reward at the end. Lesley Logan 3:58  I love it. You got to stay till the end, stay till the end. Okay, so this happened, we happen to be talking about what one of the things that you focus on all year long during the month of May which apparently is mental health month I did not know this because I don't live by the calendar as of like today is like dog mom day I don't I don't do although people are gonna laugh because every Thursday we do use the calendar. Okay, today is change your password day. Like we do do that on Thursdays guys, but I don't actually look at the month. And what I love about you is that you're like, not about companies only focus on mental health in May you're about them focus on it all the time. And since we last had you on, do you feel that companies are more open to talking about mental health or do you feel like it's, do you feel it's just it's the same as before and you're still kind of do you feel like you've made a dent? Or you know what I mean? Like where are we at in society?Melissa Doman 4:53  Oh, yes. Oh, yes. So I actually think it's a little bit of column A and a little bit of column B and here's why. It's entirely company-dependent, industry-dependent, and in some cases, team-dependent, because you might have a company that's super open about talking about mental health, but then you have some butthead leaders who are like, I'm not taking part of my chip. So there are some companies that really took the pandemic, as a serious kick in the butt to enable these conversations in a more sustainable way for a whole host of reasons. There are other companies that are like, well, we're in endemic status now, so we can stop check-boxing and go back to what we were doing before. So it's a little bit of both, I think it really depends very much on the ecosystem in which people work, however, on a very public plateau, and you know, looking outwardly seeing all the messaging that's coming out, Oh, my God, it's everywhere. It has come so far, in the past, gosh, six years since I started subspecializing in this, it's unbelievable. I even saw and I'm very conscious, I'm on a wellbeing-focused podcast, so please forgive me for the example I'm about to give, okay? McDonald's, put out an ad that for Mental Health Awareness Month, they're taking the smiley face off of the Happy Meal, because kids have a whole range of emotions, and you don't want to tell them how they're feeling. And I was like, Oh, my God, I never would have imagined seeing something like that. Yes, it seemed to children. But you never would have seen something like that 10 years ago.Lesley Logan 6:40  I'm shocked. Melissa Doman 6:41  The Happy Meal. The Happy Meal.Lesley Logan 6:44  Yeah. It's called the Happy Meal.Melissa Doman 6:46  They took the smiley face off the box for the month of May. And I sat there, I was like, Oh, my God, this is unreal. And so you're seeing it way more in the public sphere, which is great. Some places it's performative. Absolutely. But you know, long, long story short, I think it really depends on who you're talking to, and where you're looking. Lesley Logan 7:08  Okay. Yeah, yeah. Well, I'm so happy to hear it's a little bit of calming, that's great. And I also think Melissa Doman 7:13  Oh yes, I think making sure of it. Lesley Logan 7:15  Yeah, I know, you have it. And I also think the honesty there that sometimes it is the people and I think that, you know, it can be person-dependent. And it can, yeah, that person can have such an effect on your ecosystem, your sphere of like where you're at. So you could be working for the company that has all the things and people, I don't know what they're called, people services, HR is like doing all this work to make sure everything is there. And then like, there's one person that's in front of you. And I feel like I might have talked about this a little bit on our first podcast episode together. But for the people listening who are working in a space where they feel like there's a person who's kind of affecting them being able to talk about mental health at work, do you have advice for them? Because I do think that's a be it till you see it kind of thing. You almost can't just like walk in and go, like, here vomit up all of the stuff that's going on to your mental health, but also like you also want to feel like you have the confidence and capabilities to share what you're feeling.Melissa Doman 8:13  Yeah. Well, I think it's a you know, there's two different questions in there. Because one is, you know, effectively talking about your mental health at work. The other one is letting someone else know when they're affecting your mental health at work.Lesley Logan 8:27  I don't think I've ever been able to, I think I don't work in corporate, I work for myself, because I don't know that I would be able to do the second one. Like tell the person you're affecting my mental health. Melissa Doman 8:35  Oh, I might have done exactly that at a job I had. Would you like to hear the tale? Lesley Logan 8:41  Yeah, let's do. People like, we like stories here. Melissa Doman 8:43  Oh, yes. So a boss I had before I went out on my own. And I was doing a temporary cover position for someone who's out on leave for a while. And that person who I was covering for was amazing, very good at their job. I was also good at that job. And I did it just a little bit differently. And people received it differently and in a positive way. So that person's boss looked at me very much as a placeholder to make sure to, you know, feel that I was not welcome, we'll say, and kind of resented the fact that I did very well and went out of their way to you know, sabotage me and just make sure that they told me and that I wasn't welcomed in this place, despite the success I was having. And it got really bad to the point where this person would, you know, sabotage actively like workshops I was doing trying to trip me up stuff like that. And one day, I just had enough. And I kept trying to win this person over with kindness that didn't work. And so they saw my face after one of the sessions. And I'm the woman of a thousand faces. So they said, "Are you okay?" I said, "Nope." They said, "Do you need to talk?" I said, "That would be great." And so we go into a private room. And I said, "You negatively affect my mental health at and outside of work." To which they said, "Well, what's your proof?" That was their, that was their response. I was like, Oh, my God. And I said, "Me telling you is the proof. It is the proof. I understand that you don't want me here. I understand that my contract is temporary. That doesn't mean you get an excuse to treat me poorly, sabotage me, make me feel unwelcome. You, you don't need to, like love on me like you do the rest of your team. But you need to treat me with respect. And for the remainder of my contract here. I am not going to put up with this anymore. And shame on you." This is the head of HR, by the way. I said, "Shame on you for being in a people-focused role and doing this to me." And she was floored. She was like, well, you know, just like they all do. Now listen, folks, I am more direct than most. And I realized that it was a temporary contract. And I was like, consequences be damned. But you have to be able to address people who are negatively affecting your mental health at work or dare I say being a bully. Is there a risk to addressing that? Absolutely. Absolutely there's risks. Do I recommend doing it like balls to the wall like I did? Probably not. That came from a place of desperation. But if someone is negatively impacting your mental health at work, and I know this is much tougher if it's a boss versus a colleague, so let's do an easier example, colleague, you may not want to be so on the nose. But let's say this person is like stressing you out, not communicating in an effective way, not getting stuff done, you know, whatever the reason is, it might be something that sounds like, I feel it's really important for our working relationship for me to tell you the impact that you've been having on me at work, and also how I work. I've been trying to do ABCDEFG, it's often met with XYZ. I want us to have a good functional relationship. But I experience you as making that very difficult for me. And I know this is a hard conversation, but I want to have it. So we can try and work this out. Are you open to this feedback, because we can't continue this way. Now, again, that's very, very direct. And a lot of people they don't they don't like direct feedback, even when you use radical candor, when you're, you know, giving feedback with care. And so the alternative is saying nothing, letting that person continue to do what they're doing without consequence and then your mental health goes into a ditch. So it really needs to be addressed. I'm a big fan of making sure people know that intention and impact are not the same thing.Lesley Logan 13:20  Okay, well, I want to touch on that. And I also just to say like, while it feels it can be direct actually thought that your example was quite specific. And you guys, if you go to the show notes, you can just take that little transcript part and insert ABCD as what they are and XYZ as what they are. Because here's why. Here's why I think that it can be very helpful. If you, too often, instead of being direct, we do the opposite of like, you know, you make me like feel like this. And there's and it's been, you know, for a while, and if you're not specific about what the feeling is, and when it happened, people are less likely to take you seriously or to take it seriously. Because they're Melissa Doman 14:01  And to ask for a different solution. Some of these people are asking for solution. Lesley Logan 14:07  Yeah. So I think like, if you, if you are someone who needs this, like, take that little sentence there, (inaudible) big sentence, and just try to fill in the blanks there and then use your own words. But I do know that specificity actually makes people at least listen to the conversation whether or not they choose to react to it or play along. And then if it is a colleague versus a boss, and when you go to your boss, you can say this is what I said, which is has all the specific moments of how you felt or how you're made to feel and then the instances that happen and people your boss can also take that seriously and understand exactly when the evidence when the things happen. And I think that's really, really important.Melissa Doman 14:48  Well, also coming to the table saying, you know, these things are making me unhappy. But I want to invite a conversation to try to work this out where there could be in some cases that people have no idea that they are impacting that way, there are some people who are really dense and they're like, oh my God, I had no idea. And then there's other people who will not even consider the feedback and be like, thanks for stopping by. But it doesn't mean that, you know, just because it's a hard conversation doesn't mean it's a worthy one.Lesley Logan 15:15  Do you remember? I just have to like side note, did you hear about the women who found out that they were all dating Huberman at the same time, and they all approached him and his Melissa Doman 15:26  Dating who?Lesley Logan 15:27  Huberman the podcast, or the health podcast, or the Stanford doc like the Stanford scientist, whatever, researcher, so. Melissa Doman 15:35  What is this? Lesley Logan 15:36  Okay, go down the rabbit hole, I promise you, it's everything. So you know, he's living with one woman and going through fertility with her, treatments with her. And then there was other women. And look, it sounds like maybe no one had actually had a conversation that they were in an actual monogamous relationship. So but they and they never came forward with their names. They actually came forward as a group to him and just said, hey, we found out we're all dating you like, you know, this thing. And his response was, thank you for your feedback.Melissa Doman 16:11  That makes me so sad. I love listening to him.Lesley Logan 16:15  I know I'm so sorry. Melissa Doman 16:18  Oh, no. Lesley Logan 16:18  I know. I'm so sorry. Melissa Doman 16:20  When did this happen? Lesley Logan 16:21  Early. So you guys, this is May. So I think like I want to say February, March, it came out. Oh my god, but he hasn't responded at all. He's like doing the non-response. He's doing the no response. So in your example, like he just saw, he's like, no, no, like, just gonna keep going with life as a (inaudible). It's really, it's actually a very interesting, like, observation of people.Melissa Doman 16:46  That makes me feel so achy. I'm so sad to hear that. Lesley Logan 16:49  So sorry. I'm so sorry. Because he has really good information. Yeah, but. Melissa Doman 16:53  It's the truth. Lesley Logan 16:54  And then we have to just decide, like, you know, are we listening for the information? Or do we care about the person but, anyways, (inaudible) I wanted, Brad's gonna be rolling his eyes once he hears this. Melissa Doman 17:04  I can't wait to look this up. Lesley Logan 17:05  I know. It's a worthy read. So, you mentioned intention and impact are different things. Can we expand on (inaudible)? Melissa Doman 17:14  Yes. I mean, what, gosh, what's that old crappy adage is like the road to hell is paved with good intentions, stuff like that. I say that is, you know, as an atheist who doesn't believe in that stuff. But so, the thing is that intention versus impact is really different. And if I want to, you know, keep it light for a minute, you know, for anybody who's in a committed relationship of any type, I call those the Greatest Hits fights. It wasn't what you said, it's how you said it. And then this is how it landed, you know, whatever. So the, and yes, people take things the wrong way. And people have triggers. And people have sensitivity. So it is a two-way street. So if someone is impacting your mental health, it's also helpful to think about, wait a minute, how much of this is my stuff? And how much of this is them? Because when people activate things in us, it's not usually 100% them, some of it, it's our stuff to a degree. And so before having that conversation, I think you got to talk to yourself and be like, what is it I didn't like about this? Why don't, why don't I like it? Is it really them? Do I have some stuff I need to look at, you know, what, what's the most effective way to approach this? Because oftentimes, people will go to somebody who is like stressing them out or whatever. And though, you're stressing me out, like, from ABC, like, you have to stop. And then, but that's it, there's no, here's why I'm bringing this up. Here's what I would like, instead. You know, it's, it needs to be more, you know, how do we change this trajectory as opposed to let me give you a laundry list of, you know, a laundry list of reasons why you pissed me off, and you make me like mentally sick. So that's not really a helpful way to encourage dialogue.Lesley Logan 19:08  Yeah, 'cause also, then you're asking the person who is pissing you off or stressing you out to then come up with another way on their own to like, they would just be guessing. So like, it's which means they probably will do nothing, because like, you just get stuck. Like there's two, yeah, if you tell me Melissa Doman 19:26  Or it's awkward. Yeah. If you're going to talk about your mental health, and this will go on to the other. The other question that you had, if you're going to talk about your mental health, whether it's someone who is disrupting it, or you're just struggling in general, no offense to folks who believe in clairvoyance, mind readers, mediums, people generally can't read your mind. So if you're going to be talking about your mental health, you have to tell people what's going on for you, what you want them to do with that information because if that's a very complex conversation, don't want to overcomplicate it if you don't have to. And so, most of the onus, when it comes to mental health conversations, especially at work, is on the listener, it's on the supporter. But I think if you're gonna go into that conversation, the sharer has some responsibility to do a little bit of backend prep first about the outcome that they're going for. Lesley Logan 20:19  Yeah, I think that's, I think that's very fair and very wise. And also it allows, I think the one of the reasons I love doing the show and be until you see it is like acting as if you're the person you want to be. It requires us to be reflective of things and not just go and do the same thing over and over again, expecting it to be a different result. Like you have to act differently. And you have to do things differently. And what you're asking is, like, if something's bothering you, be reflective, like, why is that bother me? What is this bringing up? How does it make you feel? And what do I want instead? And you know, and so, because then if you can figure out what you want instead, people actually do want, like, they do want you to feel good, because if you feel good at work, then everyone's going to feel better than if you areMelissa Doman 21:11  I wish that was true for every person. Lesley Logan 21:14  There's just some some assholes. Yes, that's true. Do you want to hear something? Melissa Doman 21:18  And listen, I agree with you, generally speaking, people have some shred of empathy. I will never forget that someone said to me that their boss told them and I quote, unless someone is dying, I don't want to hear about your mental health. Verbatim. Lesley Logan 21:37  So strange. Like the mental, it's so strange to me that people don't, you know, I also, here's the thing, like as a small business owner who tries very, very hard to be open to my teams need a Mental Health Day, sometimes you're like, so you want, you need a mental health day today? There's like, God, we got to work on a project. So I get it. And like part of me is like, okay, how do we make sure we have a, we pick deadlines, and we start them early enough that if anyone needs a mental health day, like it doesn't fuck the deadline, you know? So it's like, it's like the onus on me as a person who wants to be thoughtful of what if someone gets sick? What if this changes, you know, like, I've got a person on my team I know who wants to have a kid. So we're talking about things the next year, I'm like, that person might be pregnant. So like, if she's pregnant, how are we going to do that thing, just in case like, I want to, like think through and that requires sometimes a bigger team or longer timelines. So I do get as a business owner, how that can be frustrating. I do not get like not wanting to think about it all. Like, I feel like that is like you're just not gonna have a team who cares. They're gonna be thereMelissa Doman 22:42  Oh girl. You don't want to hear some of the stories I've heard, the level of dispassionate-ness I'm sure I'm not saying, dispassion, maybe that's the right way to say it, the level of dispassion is shocking. Not to me, but in general, they absolutely exist. I just spoke to someone not long ago, who, when I said, oh you're, you know, you're a leader and you're in such an amazing position of visibility and influence to influence these conversations. And again, it can't just be leaders it has to be people from any tenure position, because we're all chronologically aged. It felt, the first thing they said, and they have over 100 people reporting to them. When I say oh, well, you're in such a great position. How cool is that? And they said, Well, you just have to be really careful and dot your, and dot your i's and cross your t's, because, immediately went to the liability lens. And I was like, yes, of course, that's a concern. Yes, these things can go south, but you, you're just not ready. You don't want to if that's the first place that your mind goes, or maybe you messed that up in the past and then went poorly. So now you're off of that sauce forever. And it's you just, you, unfortunately, can't assume and it makes me sad. Lesley Logan 24:08  Yeah, it makes me sad because I like wish that their first thing was like, hey, I want it to be that, but here's what I'm worried about. Or here's what happened. Like, how do I like, like, I, you know, because like, it's not like it's been smooth sailing for like, everyone's gonna make mistakes, especially when it comes to like, especially when it actually does come to talk about mental health because at the same time as the person listening, you have your own I have my own mental health stuff, but you know, so then you're like, okay, now I'm going to take on your thing. Okay. Noted. Got it. Okay. Got it. Got to figure this out. But I think that's why I like your suggestion on how to talk about it. Because if someone came to me with like, here's what's bothering me, here's how I'm going. Here's what I want to happen. Even if I'm having not so great a mental health day I can go okay, cool. Let me take that. Let me think about it. Let me think of what I can do. You know, it doesn't feel like I'm being vomited up onto and then I've got to figure your shit out, plus my shit out.Melissa Doman 25:08  I have lost track, even after leaving clinical 10 years ago, when the number of people who go and my first question is, what would you like me to do with this information? Or, you know, how can I best help you? And they they start glitching? Because they didn't think of it. All they did was I just need to get this out. And I go well, great. But now what? So, it's, you know, I'm all about, I'm all about that good old fashioned vent. But, you know, even if you're gonna do that, tell someone I need to vent and then you know how to take the information? Lesley Logan 25:49  Yeah, I think there's just, it's almost like awareness. We all need a little self-awareness around or laws (inaudible) intelligence on like, what is it that you need? And so I mean, like, with my, my husband always wants to fix things, right? When I tell him what's going on. He was like, I want to like, he'll often say, like, what do you want with this information? I'm like, okay, you're right. So now I just say, I don't want you to fix this. I just need to be fucking pissed off about this right now. And it'll be really great if he just like got pissed off with me.Melissa Doman 26:19  Like, I had the same conversation Lesley Logan 26:21  Be mad at them with me. You know, because if, but I had to learn that because if you if you don't say those things, then they try to fix like, I want you to fix it like, and then they're just confused. Melissa Doman 26:33  They don't know. Lesley Logan 26:33  They don't know. And that's not just husbands. That's like, everyone in your life, people. So like preface what it is, it's event. I need, I have, I would like to talk about solutions. You know, I'm trying to figure out what I want. Like, you know, there's just different things. Yeah. We could talk forever. And but I, you actually brought up Radical Candor. And I think that's a great time for us to chat about, like, you met the author of Radical Candor.Melissa Doman 26:58  I did. i did. I have no chill. She was so cool about it. I can't remember if I told you this story. Lesley Logan 27:04  You can just tell me again, because I want you to, I want you to share it. Because when you so we're going to talk a little bit about your like, like big, big girl business badass pants, like at South by Southwest and like what happened but like this story makes me smile. So it's a very be it it till you see it moment, guys. Here it is. Melissa Doman 27:23  So I call Kim Scott, the queen of feedback. And I just love her Radical Candor model. That was you know, her first, her first book, The second book that just came out it's called Radical Respect. I'm like 60 pages in and I kept like, my neck was hurting I was nodding so much as I was reading it.Lesley Logan 27:46  Oh I'm behind on the times I need to get this book. Melissa Doman 27:49  It just came, you know it just came out like a week ago, like a week ago, I got an advance reader copy at South by Southwest.Lesley Logan 27:55  Oh, check you out. Melissa Doman 27:57  Well, she had a book signing, it wasn't just me. I would love to say that. But so speaking of South by Southwest, in March, and I had my keynotes and I was going to do my book signing later that day. And I saw that Kim Scott was there and I was like, oh my God. And so I unfortunately had to miss her session, but the session on book signing like an hour before mine. And so I got in line, and I was the first person in line. And I had her book in my hands. And I went up to the table. And just like in Wayne's World, I had no chill, and started moving my arms up and down and going, I'm not worthy. I'm not worthy. And I just was ridiculous. And she was so cool about it. And she's so sweet. And she signed my book. And we took a picture together, me and her and her book. And I had like the biggest shit-eating grin on my face. And I told her about what I do for work. And she's and I was doing my sign in an hour. And I said, you know, it would be the honor of my career if I could give you a copy of my book. You can totally say no, but I would kick myself if I didn't ask. And she said, yes, I would love a copy. Will you sign it? And I was like, oh, yes, Kim Scott, I will give you a copy of my book and sign it. And I was telling her how I use Radical Candor, a ton in my work on mental health at work. And she said, oh, you should come on my podcast. And I was like, for real? She's like, yeah, go talk to my manager. He's over there. So I'm currently scheduled to be on her podcast later this year. And I'm just shitting a brick with like, fear and excitement and sparkles like all at the same time because she, yeah, she's like, yeah.Lesley Logan 29:56  I don't even remember when I read Radical Candor, but I read it many years ago because I feel like it's not, it's been out for a while. But you know, there's those years of the pandemic that just all blur together. And I bought it because I had an assistant, and my husband, and one other person on the team, I'm like, I think I need to learn how to do this, I need to learn to talk to my team because I don't know. And I just really, I love her examples in that book. So I just, I'm so excited for you. It's so this is the coolest thing. I love it. Because like, first of all, I love that you actually, like, let yourself do that, because I think that is actually really cool. And probably why you got to even talk to her as long as you did. Do you know what I mean? Like, if you had just (inaudible). Like, I love your book, you know? Like, if you would just be like, and I have a book, it wouldn't have been as genuine like you're so genuine.Melissa Doman 30:53  Thanks, girl. Yeah, I actually have to give credit where credit is due my intern, who I will, she did such an amazing job, I'm going to be hiring her in a freelance capacity to do some other stuff. For me. She's amazing. She flew in all the way from Germany to support me at South by Southwest. And she ended up being like, my assistant handler, like, what do you need, like, whenever I was talking to people, like she had a copy of my book in her purse, I didn't tell her to do that. And she, when I was talking to this, like former NFL player, and I mentioned the book, she just popped out for my three o'clock, I was like, here's a copy. And I was like, oh, my God, she's the one. Lesley Logan 31:36  New SOPs for all new speaking gigs, by the way, new standard procedures.Melissa Doman 31:42  She's the one to encourage me to offer a copy of my book to Kim. And I was like, no, I'm sure tons of people are gonna do that. Like, I don't want to be rude. I don't want to seem opportunistic. And she said, you're not because just be yourself. Just be yourself and offer it to her how you would do it to anybody else. And I was like, okay, so it was because of my intern who encouraged me to do it that I did it.Lesley Logan 32:09  I love that you had someone there to help you. I think we all. So just to talk about this. You were at South by Southwest, you spoke there you presented. And you, yes, she came out to support you. But like, we all need to actually admit that, like, it's actually okay for people to support us. And it's so good to have someone there. Whether it is an intern, or someone that you can say, hey, I just need you to be here because like there's a lot that goes on at events when you and if you are not the if you're not, if you're not just an attendee if you're also speaking at them, or you're also presenting or something like, it can be very difficult to keep it all you can kind of get like I'm in my head until my presentation, I got to do these things. And we kind of get you can get a little linear. Having someone who can be outside looking in and like spotting things and reminding you of things. It's so important to have those people. When my husband comes with me to events, we actually it is, they are always the best events because if I go out, when I go to Poland to speak by myself, I come back I'm like, so there was like three people I was supposed to talk to about. I don't know that I actually did it. Did I do that? Like it's a whirlwind? And so it's easy to forget things. And so to have someone there, it's so key. Melissa Doman 33:20  Oh, yeah. Oh, yeah. Having her change the entire experience for me. And every day, multiple times a day she goes, how can I support you? What do you need? How can I be helpful? There was even a moment because I was kicking myself for doing this, talk about a mental health panic. I was flying from Austin to Vegas, because then I spoke at a HR conference called transform, which is where you and I got to hang out. And so, not at the conference, but in Vegas. Lesley Logan 33:53  Yeah, you guys. The listeners did not think I was at a HR conference. They. Melissa Doman 33:58  No. So basically, I was like looking at my flight from Austin to Vegas. And I don't remember what happened. Because I think I got like it was heavily delayed or something like that. And I said, let me see if I can find a different flight In my stupidity I booked a flight for the next day, the wrong day. And then I tried to reverse it. And my seat was gone in under a minute. And I was panicking. And so she just come to my room from her hotel, and I was like, oh my god, I'm freaking out. And she goes, what can I do to help? We're gonna get this worked out. Just tell me and I was like, I'm so happy you're here. So she helped me and she like was doing other research. It all worked out fine. But you know, being a being a business of one. And now I'm at a business of like, five or six, and just remembering that, like I even opened up to so I mean, I realize, we, you and I've talked about this before, I feel I have the best assistant on the fucking planet. And I opened up to her the other day about some personal struggles I'm having and some other stuff that's going on. And she was so sweet. And she listened to me. And she, you know, we had a wonderful conversation. And she texted me actually later that night, and said, I'm really happy, we had a productive call, but I'm even more appreciative that you told me about the stuff that's going on. And like, my heart goes out to you, and I hope you're okay. And I was like, Oh, my God I love this person. It's good to ask for help. It doesn't matter. Like, how much of a badass, you know, you try to be, you know, everybody needs support. And I'm a huge, huge believer that it's a wonderful opportunity for people to support their boss, you know, managers support their team members. But I feel that's a two-way street. I really do. Lesley Logan 36:20  Yeah, well, I think like, especially when it comes to, you guys, for assistance. If you have one, like I told my executive assistant, I'm like, your job is going to have some things in my personal life and some things that are business life. And so you're going to know more about me, than the project manager does or anyone else in the team, aside from my husband, because there's just going to be things that I'm going to need help on so that I can do my job the best. And that was so hard for me to learn. My first assistant had been an assistant for a long, long time, so she trained me on what an assistant can do.Melissa Doman 36:58  Oh, mine is training me. She's training me, 100%. Lesley Logan 37:00  Totally, totally training me, like totally trained me. And she was so, so good at it. I was like, I was like, Can you do this? Can you do this? And she's like, it's my job. So you don't have to ask me if I can just, you actually can say, hey, here are the things I'd like you to do. And here's what I'd like them to be done by.Melissa Doman 37:17  Same conversation as mine. Oh my God. I literally sometimes have on my calendar. I'm not joking. I'll have like blocks with this do tasks for, her name is Alana, and I go do tasks for Alana and I told her I was like, I put my homework on my calendar to do my stuff for you. And she's like, you're ridiculous.Lesley Logan 37:38  I want to I want to say like, since you went from a business of one, and then now it's grown. And you obviously like your whole thing is like taught about mental health at work. How has that? What's the be it till you see it even doing to help yourself, like be the leader that you truly believe other people can be like, because I mean, like, you know what it is that you want to be like, was it easy to step into those shoes? Or did you find yourself taking your own homework?Melissa Doman 38:06  Oh, my God, being, being, okay, so hard. And I think that the best thing that I've been able to do, as I've been adding different folks to the team, now keep in mind, these folks are not full-time as a team of contractors, but they are my team. And I feel that what helped me transition best into that is admitting how novice I was. And basically saying, like, listen, I need to learn how to do this right. And so I'm gonna do the best that I think, but if there's anything I could do differently, I could do better, because I know they're coming from a good place. And so I always say like, please tell me, like, tell me what will help our relationship, what will help you succeed, etc. And so, for me, it was admitting how novice I truly was. And in some ways still am and how open to feedback that I want to be because I gosh, I had some terrible, terrible, terrible managers in my career. And that would be like a nightmare if I did something like that. And so yeah, that's it, admitting that I don't know how to do it all but that I'm trying to learn how to do it, you know, a little bit better a little bit more each day.Lesley Logan 39:41  I love that. That is awesome. I'm excited for you. You're gonna get, you're gonna get to do so many more things. Just so you know, because like, it's not easy to do it all yourself. There's like a lot of stuff that and by the way, like, there's a lot of times it's actually exhausting to do when you don't need to be the one that does it.Melissa Doman 39:59  Oh my god. I remember when I first started out with my assistant, that it was really because my business is my baby. And I work so hard, and I'm very detail-oriented. And it was really hard to find someone to trust. And they understood that, you know, they were like, okay, let's start with these low hanging fruit. We'll see how that goes, let's ease into it. And she really understood. And initially, because she, oh my god, she is like, amazing at the things I'm terrible at. So like process implementation, data management, you know, all these like, this, this core one-on-one set of things. I'm like, I don't want to do that. So she initially was so patient with me, because I fought it kicking and screaming, because I did everything like very manual. And now, I'm like, oh, my God, what, what can you take from me? And how do we do that? Because it's so nice to not have to worry and just have that complete trust in someone that she genuinely gives a shit. And that is so hard to find. Lesley Logan 41:01  Yeah. And also, when you know, when you start to, like, let go of the things that actually take up more brain space, because it's not natural for you, then you actually can spend more time doing the things that do come natural and do like (inaudible) why you like doing it, which means more energy and excitement and more ideas. And you can go, you know, you can go further because you've got people to help you.Melissa Doman 41:24  Exactly. So I'm in that scaling mode now. And it's, I'm not gonna lie, scary. It's tough. But I also know I need to, and my husband, probably maybe a year ago, or something a little bit less. He had a come to Jesus conversation with me and was like, you cannot continue doing everything yourself. You have to start finding people that can take stuff off your plate, and that you can trust. And this is not negotiable. And I was like, oh, fine. And it was the best lecture. I didn't want and, and needed, so.Lesley Logan 42:04  I'm glad he did that. Because it meant you had this event at South by Southwest because if you're like, you know what I mean, you wouldn't have had that it wouldn't have happened. Melissa Doman 42:14  The best part is when I have calls with my assistant, and my husband walks in and he goes, what are you talking about? And then Alana goes, we're talking about blah, blah. And so my husband's name is Matt, and she goes we're talking about blah, blah, and he goes oh fucking finally. He goes, I'm happy she's listening to you. (inaudible) You're ganging up against me (inaudible) there's two of them. Lesley Logan 42:40  Matt's gonna start sending her a Slack message just like hey, by the way, there's these other three things since she brought those up we gotta put these on the timeline.Melissa Doman 42:48  When they hear this episode, don't give them ideas. Don't give them ideas. Lesley Logan 42:52  I will say. So I wanted to, I wanted a Vespa in L.A. because like I wanted a little Vespa and you can just get a Vespa right? You don't have to like, you don't have to get a motorcycle license because they ride like a bike. But my husband's like, no, if you're gonna get a Vespa in L.A. you got to get a motorcycle license. And I was like, okay, I'll go. So my assistant, flexing the motorcycle license, school thing, whatever it is. And I did everything perfect, perfect written test every day of the practice was really great until the test, which of course, test anxiety, of course, this happens to me. All the people crash the whole time, they're crashing all the time, we get to the test, they don't crash at all. And instead, when we get to the breaking thing, I broke too soon. So they wanted me to do it again. And so when I did it again, my tire, I broke a little too hard on the on the back tire and it hit a little wet spot on paint on the parking lot. And of course, motorcycle crashes. I'm on the ground, and I failed the test. Right? So my sister was like, I'm so sorry, like, that happened, (inaudible) want to reschedule and I said, oh, we're not, we're not rescheduling. (inaudible) I'm gonna get an E-bike. He can't make me take a test for that. So like, there would be this movement like, hey, when is this getting rescheduled? And Lindsay's like, oh, I'm looking into seeing when Lesley's schedule can handled it. I'm like we're not doing we're still not doing it. So they can gang up on you. But you can, you can work it out. Melissa Doman 44:18  But it comes from a place of love and care. You know? There's different things that when we're doing it, and she'll even say to me, she's like, I know this is difficult for you. You need to remember what we're going for. And she's so patient with me. And she teaches me stuff like all the time and I really see her like as an advisor, in addition to being you know, my online business manager, my assistant like she is, she's like a trusted advisor for me. Lesley Logan 44:52  It sounds like especially as like, which, whatever she's doing evolves, sounds like she'd be a really great integrator and like could be the person who is your right hand who can then run people on the team so you don't have to, you know, that's like I'm sorry, I'm helping you grow.Melissa Doman 45:07  We might have had that conversation literally a few days ago. Lesley Logan 45:10  That's huge. Melissa Doman 45:12  Yeah. And so I think that, you know, she just like lives and breathes ops and like she justLesley Logan 45:19  Thank God for those people, if you breathe ops, you guys can work for anybody who's got big dreams, I promise you. Melissa Doman 45:26  She's amazing. And she's smart as a whip. And she's funny. And I just deep, I deeply care about her on a personal level. And you know, she, I feel deeply appreciative that she puts up with me. Lesley Logan 45:39  But I also just like a testament to the work that you do and the work that you've put out there, because it does attract people who want to work with that, and who want to be part of the vision, like the impact that you're making is really huge. And you can't you make a big impact by yourself. You have to have people that are that see your vision, but because of who you are, and how you've been putting yourself out there and the way that you have been, unapologetically, and really voicing why we have to talk about mental health, there are people who want to be part of that impact. And so you have to like celebrate yourself a little bit.Melissa Doman 46:15  Thank you. I appreciate that. Lesley Logan 46:16  You're welcome. So we're gonna take a brief break, and then we're gonna get those Be It Action Items and also the Chewbacca impersonation. All right, Mel, where can people find you, follow you, work with you, get your book?Melissa Doman 46:31  So my website is melissadoman.com. I'm also on LinkedIn, melissadoman on LinkedIn. On Instagram my handle is @thewanderingMel one word. And my book is available across all major online retailers. Amazon's the best place to get it but if you don't want to feed the Bezos machine, it's also available, you know, Target and Barnes and Nobles and all that. And, you know, if you feel like you need me to come in and crack some heads, no pun intended, to enable mental health at work conversations in your business, please reach out, I would love to help.Lesley Logan 47:11  Thank you. Okay, you've given us a lot, you gave us like some great tips on how to talk about things, but bold, executable, intrinsic target steps people can take to be it till they see it. What do you have for us? Melissa Doman 47:22  When it comes to mental health at work, awareness is great, action is better. And I think that when it comes to changing what conversations look like, it's one thing to have the intention to do it. And it's another thing to create the impact. So decide how you're going to speak differently about your mental health at work, or how you want to support others and in a different way. Because, you know, you may not be able to make a big dent, but any dent is helpful. Lesley Logan 47:50  Yeah, yeah. I like that. I like that. I think, I mean, we talked about at the beginning of the episode, in case you guys fast forward through the intro, because you've heard it so many times. I do say, action brings clarity. So like, you know, it really does. And so I think like, yes, talk about it, and then like, take the action and you'll understand more and more, you'll have more clarity around what to do next about the impact want to make.Melissa Doman 48:16  There's a reason that my tagline on my website that I trademarked is "Awareness is great, action is better." And I have to give credit again, where credit is due. My husband works in product marketing, and technology evangelism, and he's helped me so much with helping to shape my message and I always tell people, I have a crush on my CMO. I pay him, I pay him with respect and my company. He's amazing. He's so amazing at what he does, he does product marketing and technology evangelism for a salesforce partner company and I'm very deeply proud of him. Lesley Logan 48:57  That's amazing. That's so cool. You guys are a dynamic duo. Melissa Doman 49:01  We're trying to be, trying to be.Lesley Logan 49:04  Okay, can you do the Chewbacca voice for us? Melissa Doman 49:07  Oh god. Lesley Logan 49:08  Because I know, I know I have Star Wars fans especially my husband's going to listen to this. But also Hi Katie and Rachel andMelissa Doman 49:17  Okay. Ready?Lesley Logan 49:31  That's amazing. (inaudible) they'll love it and it was beautiful.Melissa Doman 49:37  Oh my god. I literally do that like as a reward to a workshop participants like if there's, if they're really engaged and not distracted by tech and they're like really present really, really doing the workshops with me. I dangle that as the carrot at the beginning and I go if you're good, if you participate, I will reward you all with this at the end. I would hold it. I would hold it if they don't.Lesley Logan 50:11  Yeah, I, well, thank you for sharing with us. And also because, hello Be It babe, you are a good listener, you made it all the way to the end. So thank you so much. Mel, you are the best, I just adore you. I'm so glad we got to finally meet in person, I got to have you back on the pod talk about what you've been up to. Because it is it I think is really important for people to see someone can have, like, publish a book and like make magic happen in their business and actually get those big, huge gets. And then also they keep going. And there's new, new moments of not just imposter syndrome, like going outside of your comfort zone and doing big things that scare you and then getting other big opportunities. So I cannot wait for your episode to come out with Kim Scott, because I'll be listening to it.Melissa Doman 50:54  Thank you so much. I'm so happy we get to meet in person, to come back on the pod and yeah, just really deeply appreciate it.Lesley Logan 51:03  Yeah. Well, y'all, how are you going to use these tips in your life? Are you going to read her book? Are you going to help talk about mental health at work? Because you should. And please share this with a friend. If you have a friend who's like even a leader or a person at a company who needs this, you know, this is how we get the word out there. And the more people who talk about this stuff, the more companies actually have to talk about these things because there's power in the workforce, really being empowered and knowing what they want to talk about and how they want to be treated. So please share this. We can spread Mel's amazing word. And until next time, Be It Till You See It. That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network. If you want to leave us a message or a question that we might read on another episode, you can text us at +1-310-905-5534 or send a DM on Instagram @BeItPod. Brad Crowell 52:17  It's written, filmed, and recorded by your host, Lesley Logan, and me, Brad Crowell. Lesley Logan 52:22  It is transcribed, produced and edited by the epic team at Disenyo.co. Brad Crowell 52:27  Our theme music is by Ali at Apex Production Music and our branding by designer and artist, Gianfranco Cioffi. Lesley Logan 52:34  Special thanks to Melissa Solomon for creating our visuals. Brad Crowell 52:37  Also to Angelina Herico for adding all of our content to our website. And finally to Meridith Root for keeping us all on point and on time. Transcribed by https://otter.aiSupport this podcast at — https://redcircle.com/be-it-till-you-see-it/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Elana Blanchard Goldsmith is an Organizational Psychologist and is currently on staff at Kingsley Gate, an international executive search firm. Elana has a special interest in helping employees find joy and meaning both in their work and family systems and is currently pursuing doctoral work on this topic. Elana has a Masters in OD from Reichman University and is a trained Executive and Career Coach. Elana is originally from New York City and now lives in Tel Aviv with her husband and 2 daughters. Listen in to hear Elana share:The transition from student to working adultWhy aiming for the work life flow is better than striving for the work life balanceAvoiding burnout in the home and in workplace What actually makes someone happy and motivated in their work The mental load of working mothersHow we identify with our work and what effect that has on our lives+ so much moreConnect with ElanaInstagramConnect with LaurenFollow me on Instagram or and head to my website to get 60+ free hormone healthy recipes, download my free Ebook, How to Boost Your Egg Quality, learn about my coaching programs and stay up to date on all my latest workshops and courses!Thank you so much for listening to the About Health and Hormones Podcast! If you loved today's episode, I would love to know! Please leave a rating and review so I can make this podcast even better for you all. I would love to connect with you.I'm so glad you were here today, and I wish you all health and happiness!This episode was edited and produced by Intent Media.

Ever want to put your head down, work hard, and advance at work? Unfortunately, hard work isn't enough to get you ahead in most organizations. Navigating the unspoken rules of the workplace is crucial for career success, especially for those from nondominant identities who face additional challenges. If you want to succeed in the business world without sacrificing your authenticity, this episode is for you! Podcast guest and author of Unspoken, Dr. Ella F. Washington, shares why these hidden dynamics exist, how they can impact your professional journey, and how to navigate the unspoken. In this episode, Ella explains the concept of code switching, and how to use it in a way that's strategic and not soul-crushing. She underscores the value of “reading the room” and observing social dynamics before asserting your competence. Ella defines personal standards of excellence and why they're critical to career success. She highlights the necessity of networking and showcasing unique skills and contributions.  We discuss Ella's love of negotiation and how it doesn't need to stop once you've been hired. Finally, she shares why we need to speak the unspoken, giving voice to uncomfortable conversations that can make the workplace a better place. Join us as we dive into strategies for excelling in spaces where what's left unsaid often holds the most power.  Connect with Jen on LinkedIn Connect with Ella on LinkedIn

 The latest annual report from the Safeguarding Health in Conflict Coalition identified more than 2,500 incidents of violence against, or obstruction of, health care in conflicts during 2023. Those incidents, which span from Myanmar to Mali, include attacks on health care workers and facilities, the use of drones to target hospitals and ambulances, and the occupation of hospitals to conduct military operations. And many attacks are carried out with impunity. Joining the show to unpack patterns of attacks on health care in armed conflicts is an expert team from the nonprofit organization Physicians for Human Rights (PHR) and their local partners. Dr. Houssam al-Nahhas is PHR's Middle East and North Africa (MENA) researcher where he documents attacks on health care, including unlawful detention of health care workers, and advocates for access to health.  Dr. Neema Rukunghu Nadine-Néné is a gynecologist at Panzi hospital in the eastern Democratic Republic of the Congo (DRC) and an expert trainer on the care of survivors of sexual violence for PHR and the Panzi Foundation.  Uliana Poltavets is PHR's Ukraine Emergency Response Coordinator where she focuses on documenting attacks on health care in Ukraine since the onset of Russia's full-scale invasion of the country in February 2022. Dr. “B” Zemen is an Organizational Psychologist and board member of the Health Professionals Network for Tigray (HPN4Tigray).Show Notes: Dr. Houssam al-Nahhas (@h_alnahhas)Dr. Neema RukunghuUliana PoltavetsDr. "B" ZemenParas Shah (@pshah518) Uliana and Christian De Vos' Just Security article “Russia's Attacks on Ukraine's Energy Infrastructure Imperil Healthcare Access” Just Security's International Humanitarian Law (IHL) coverageJust Security's health coverageJust Security's Civilian Harm coverageJust Security's Gaza, Russia-Ukraine War, Syria, and Tigray coverageMusic: “Broken” by David Bullard from Uppbeat: https://uppbeat.io/t/david-bullard/broken (License code: OSC7K3LCPSGXISVI)

Listen Carefully and Continuously for Better Results and Competitive Advantage.That may seem obvious and simple, yet in today's tumultuous business environment, leaders can occasionally lose their focus along with low self-awareness. That's where asking questions and gaining answers from others with unique perspectives drives improvement to achieve better outcomes.One extraordinary leader who demonstrates these positive attributes of listening intently, authentically, and responsively is Sanja Licina, PhD, President of QuestionPro Workforce.She takes listening to a higher level by building bridges, connecting people, uncovering concerns, with empathy to co-create, sustainable solutions for mutual benefit. How? By cultivating an inclusion and belonging mindset. She is a citizen of the world, a person 'who never met a stranger.'  Is easy to get to know, and eager to know the points of view of others, to learn from and grow people, organizations, and communities.It was an absolute honor to sit down with my special guest, Sanja Licina, to discuss her life, work, passion and the power of listening when embedded in organizations' processes, as a priority to support an inclusive and belonging culture.Sanja Licina, Ph.D. is an Organizational Psychologist and President at QuestionPro Workforce, a global leader in online survey and research services. In this role she has overall responsibility for driving growth, product development and client satisfaction for Workforce Experience division. Sanja has 20 years of experience as an executive and senior leader in high-growth organizations. For nine years she held multiple strategic roles at CareerBuilder, including product management, talent intelligence and workforce analytics. Prior to joining QuestionPro she led the Future of Organizations unit at Globant, a company that leverages digital-cognitive technologies to help companies transform. Early in her career she was a researcher for Ipsos and a consultant for Harvard Business School.   She is also a member of the distinguished Forbes Human Resource Council.In this episode of the Inclusive Enterprise Conversations Podcast,  Listening Continuously, talks about maximizing benefits.Don't miss this revealing conversation and key takeaways:How continuous listening can establish or invigorate effective DEI Strategy and business growthRecognize personal values and beliefs evolve over time for leaders and employeesLeaders engaging more employees in decision-making can lead to faster and more meaningful changeBuilding exceptional experiences and workplace cultures begins with Leaders' human connection, reflection, observation, innovation, and retentionActively and consistently listening to employees demonstrates a commitment to inclusivity, making them feel valued and heard. When employees believe their voices matter, they are more likely to stay with the organization, leading to higher talent retention rates, which is an important concern for DEI, HR, and senior leaders!As Sanja says 'Most of us spend so much of our lives working, and there is still a tremendous opportunity to help people feel better connected to their companies, to their colleagues, and to feel passionate to make a difference with their work. So, I dedicated my career to helping companies create a culture that employees love to be a part of.'   Who better than Sanja and her team to lead the way, modeling the behaviors, actions and shared knowledge with resources to empower organizations and individuals to reach their full potential. Creating Workplace Cultures of Belonging....

Despite all your success, do you ever feel like you've lost yourself along the way? Or wondered if It really is possible to create a life that you love. In this episode of the Limitless podcast, host Jamie Ratterman is joined by Erica Pieczonka, an organizational psychologist and certified leadership coach, to explore transformative life design principles. Erica shares her inspiring journey from corporate burnout to successful entrepreneurship, highlighting the critical role of values alignment and family support.  They discuss what it takes to balance motherhood and entrepreneurship, energy prioritization, and the importance of self-care. Erica shares insights on defining success on your own terms, setting boundaries, overcoming perfectionism, and effective task delegation. Tune in to learn how to craft a life by design and thrive both personally and professionally.   About Erica Pieczonka Erica Pieczonka is an Organizational Psychologist and Certified Leadership Coach. She helps women leaders and working moms ditch burnout, build confidence, and design a life and career they love. Erica is on a mission to see more women leaders, CEO's, and founders doing what they love, challenging the status quo, and changing the world for the better. She is a wife, mom of two boys under 3, a pilates addict, and a lifelong learner. LinkedIn: https://www.linkedin.com/in/erica-pieczonka/ Instagram: https://www.instagram.com/erica_pieczonka/ Website: https://www.dreamlabcoaching.com Learn more about Erica: https://www.dreamlabcoaching.com/renewed-mama   Resources Want to empower yourself to tame rejection to your will and raise your self-worth? Download these 10 FREE  self-worth journal prompts to get started and become more wealthy and worthy? Check out my mini-course, "3 Steps to 30 Days of Content." It's designed to help you develop a rewarding and repeatable system for increasing your visibility and enjoying the process of content creation. Try Sunsama: https://try.sunsama.com/jamie-ratermann  Launch with certainty and excitement with this new free training! This mini-course includes 15 minutes of coaching, my 7-point launch planning guide, and a workbook to start planning your next launch. Get the Launch Checklist Now! Leave a review and share it! If you enjoyed tuning in to the Limitless Podcast, we'd appreciate it if you wrote us a review. You can also share it to help other entrepreneurs expand their network and create faster business growth.

Get all the inside secrets and tools you need to help you develop your intuitive and leadership skills so you are on the path to the highest level of success with ease. Bring your true authentic self to your organization or business!In this episode you will learn:Practice gratitude - the ride of life is bumpySurround yourself with the right peopleSelf care! Put your gas mask on first!Dr. Laura Hambley Lovett is an Organizational Psychologist, Keynote Speaker, Business Leader, Author, and Podcast Host of Where Work Meets LifeTM. She is a sought-after thought leader on workplace psychology, the future of work and career development with nearly 25 years of experience. Dr. Laura is passionate about creating cultures that attract top talent and where people stay and thrive.Reach out to Dr. Laura at:Website: https://drlaura.live/Podcast: https://podcasts.apple.com/us/podcast/where-work-meets-life-with-dr-laura/id1558159907 If you are ready to start reaching your goals instead of simply dreaming about it, start today with 12minutegift.com! Grab your FREE meditation: Reduce Your Anxiety MEDITATIONAre you ready to tiptoe into your intuition and tap into your soul's message? Let's talk Listen in as Jennifer Takagi, founder of Takagi Consulting, 5X time Amazon.Com Best Selling-Author, Certified Soul Care Coach, Certified Jack Canfield Success Principle Trainer, Certified Professional Behavioral Analyst and Facilitator of the DISC Behavioral Profiles, Certified Change Style Indicator Facilitator, Law of Attraction Practitioner, and Certified Coaching Specialist - leadership entrepreneur, speaker and trainer, shares the lessons she's learned along the way. Each episode is designed to give you the tools, ideas, and inspiration to lead with integrity. Humor is a big part of Jennifer's life, so expect a few puns and possibly some sarcasm. Tune in for a motivational guest, a story or tips to take you even closer to that success you've been coveting. Please share the episodes that inspired you the most and be sure to leave a comment. Official Website: http://www.takagiconsulting.comInstagram: https://www.instagram.com/jennifertakagi/Facebook: facebook.com/takagiconsulting Wishing you the best,Jennifer TakagiSpeaker, Trainer, Author, 12 Minute Success CoachPS: We would love to hear from you! For questions, coaching, or to book interviews, please email my team at Jennifer@takagiconsulting.com

Kasem Rodriguez Mohsen is one of the co-founders of Equilibrium Ventures, a venture capital fund based in Winston-Salem, NC. Venture capital isn't typically a space where minority founders are successful, and not all funders have been entrepreneurs themselves. I was super interested in Kasem's perspective on business funding, as he's been a serial entrepreneur who's had 3 exits (aka sold his businesses). This intimate conversation on our relationships with money, innovation, ourselves, each other, and the future of raising capital is one that left me with contentment and admiration for his journey. I wanted to honor his lived experience, successes, and failures. I know you'll receive notes of motivation and encouragement while hearing him share his wisdom.---Join Our Community on Substack: https://pleasehustleresponsibly.substack.com/Use Our Affiliate Links: https://www.honeyandhustle.co/digitaltoolsSponsor The Podcast: https://www.honeyandhustle.co/sponsorsBuy The Interview Workbook for Storytellers: https://www.blurb.com/b/11662269-interview-workbook-for-storytellersSubscribe To Our YouTube Channel: https://www.youtube.com/c/AngelaHollowellFollow Us On Twitter: https://twitter.com/honeyandhustleConnect With Angela on LinkedIn: https://www.linkedin.com/in/angelahollowell/

Two-time Emmy and Three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Dr. Cherry Collier.   Talking Points/Questions *•    The Science of Connection: Delve into the psychological theories and research that underpin the science of connection. How do these principles help leaders and teams enhance their performance and well-being?•    Challenges in Today's Workplace: Discuss the common challenges leaders and organizations face in today's fast-paced and often remote or hybrid work environments. How can RISE help address these issues?•    Challenges Faced by Black Women in Leadership: Initiate a discussion about the obstacles Black women encounter in climbing the corporate ladder and establishing themselves in leadership roles. How do these challenges impact their professional journey and personal growth?•    The Role of RISE in Overcoming Barriers: Explore how the principles of RISE (Relational, Interpersonal, Social, and Emotional intelligence) can be particularly empowering for Black women in navigating the complexities of race and gender in corporate environments. How can strengthening these areas of intelligence support Black women in overcoming systemic barriers and biases?•    The Role of Connections in Financial Success: How do you see the relationship between building solid connections and achieving financial success in the corporate world? Can strong interpersonal relationships directly contribute to the bottom line?•    Challenges in Building Authentic Relationships: What are some of the most prominent challenges leaders face in building authentic relationships within their teams, and how can these challenges impact their financial goals?•    Personal Story of Connection Leading to Success: Could you share a personal story or case study where fostering strong connections directly contributed to financial improvement or a significant professional achievement?•    The Future of Relationship-Building in Business: Looking ahead, how do you think relationship-building dynamics in business will evolve, especially considering technological advancements and the potential for AI integration?See omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning television Executive Producer Rushion McDonald interviewed Dr. Cherry Collier.   Talking Points/Questions *•    The Science of Connection: Delve into the psychological theories and research that underpin the science of connection. How do these principles help leaders and teams enhance their performance and well-being?•    Challenges in Today's Workplace: Discuss the common challenges leaders and organizations face in today's fast-paced and often remote or hybrid work environments. How can RISE help address these issues?•    Challenges Faced by Black Women in Leadership: Initiate a discussion about the obstacles Black women encounter in climbing the corporate ladder and establishing themselves in leadership roles. How do these challenges impact their professional journey and personal growth?•    The Role of RISE in Overcoming Barriers: Explore how the principles of RISE (Relational, Interpersonal, Social, and Emotional intelligence) can be particularly empowering for Black women in navigating the complexities of race and gender in corporate environments. How can strengthening these areas of intelligence support Black women in overcoming systemic barriers and biases?•    The Role of Connections in Financial Success: How do you see the relationship between building solid connections and achieving financial success in the corporate world? Can strong interpersonal relationships directly contribute to the bottom line?•    Challenges in Building Authentic Relationships: What are some of the most prominent challenges leaders face in building authentic relationships within their teams, and how can these challenges impact their financial goals?•    Personal Story of Connection Leading to Success: Could you share a personal story or case study where fostering strong connections directly contributed to financial improvement or a significant professional achievement?•    The Future of Relationship-Building in Business: Looking ahead, how do you think relationship-building dynamics in business will evolve, especially considering technological advancements and the potential for AI integration?Support the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Quote:We talk about the effect of technology on everything, but ultimately, it's the people that matter." This theme has shown up repeatedly, emphasizing that technology doesn't have uniform effects; we have to consider the psychology of implementation, how it's used, and its context​​.Summary:In a thought-provoking episode of "People, Science, Inc.," Dr. Charles Handler sits down with Dr. Tara Behrend, a leading expert in the intersection of industrial-organizational psychology and technology. They explore the profound impact of technology, especially AI, on workplace dynamics, employee well-being, and organizational effectiveness. Dr. Behrend, with her extensive background in the study of how technology influences human behavior at work, sheds light on critical issues such as the ethical use of AI in hiring, the psychological effects of remote work technologies, and the future of learning and development in increasingly digital environments.In this engaging episode of "People, Science, Inc.," Dr. Charles Handler welcomes Dr. Tara Behrend, an esteemed Industrial and Organizational Psychologist and current president of SIOP. Dr. Behrend, also a professor at Michigan State University, shares her insights into the psychological implications of emerging technologies in the workplace, the role of AI in learning and connection, and the significance of career and technical education in addressing evolving workforce demands. With a focus on how AI and technology impact employee well-being, decision-making, and organizational dynamics, this conversation sheds light on the critical intersection of psychology, AI ethics, and workplace innovation.Take aways:Balancing AI and Ethics in Hiring: The discussion reveals that while AI can streamline the hiring process, it requires a careful balance to ensure ethical application. Dr. Behrend stresses the importance of transparency and continuous oversight in AI systems to mitigate biases and uphold fairness, providing a blueprint for organizations to follow.Adapting to Remote Work Technologies: Insights from the episode illustrate that successful remote work depends not just on the technology used but on how it's implemented. Strategies for maintaining communication, fostering collaboration, and sustaining engagement in remote settings are crucial for preserving company culture and employee well-being.Innovating Learning and Development: Dr. Behrend points out that technology's role in learning and development extends beyond access to information. It involves creating adaptive systems that tailor learning experiences to individual needs, promoting more effective skill acquisition and career growth.Understanding the Psychological Impact of AI: One of the pivotal learnings is the nuanced psychological impact of AI on employees, including feelings of trust or mistrust towards automated systems. Companies are encouraged to foster an environment where technology serves as a support, not a replacement, enhancing job satisfaction and productivity.Navigating Technological Change: The episode underlines the necessity for both organizations and employees to remain agile amidst technological advancements. This involves fostering a culture that values upskilling, reskilling, and continuous learning as essential components for thriving in the evolving workplace landscape.Addressing Surveillance in the Workplace: Through her insights, Dr. Behrend highlights the increasing use of surveillance tools in monitoring employee productivity and behavior. A key learning from her work is the critical need for ethical guidelines and transparent communication about the use and purpose of surveillance technologies. Organizations must balance efficiency and privacy concerns, ensuring that surveillance practices are implemented with respect to employee autonomy and trust, thereby preventing potential negative impacts on morale and workplace culture.

This week Career Transition Coach, Organizational Psychologist, and Podcast Host, Jonathan Dumas joins the show to discuss how to go from career misery to career bliss. We talk about the difference between career joy and career despair, avoiding bad jobs, and what to do when the representative leaves and the real company shows up. Connect with JonathanWebsite: https://heyjonathandumas.com/ LinkedIn: https://www.linkedin.com/in/jonathan-l-dumas/ Thank you to this week's episode sponsor, McLaren Coaching.https://mclarencoaching.com/McLaren Coaching trains people who want to become Professional Coaches and Coach-Style Leaders in their organizations.Cami McLaren is the creator and lead trainer for the Transformative Coaching Essentials coach training program and has been working with professionals to reach the next level in their businesses and lives for over 16 years.Their next program starts July 27, 2024.www.mclarencoaching.com/coach-trainingSupport the showStay connected to Glow Up, Gyrl! Follow us @glowupgyrl for more updates! Visit glowupgyrl.com for more podcast episodes. Watch podcast episodes on our YouTube channel. Chat with us via email at hello@glowupgyrl.com.

PEG Podcast With Dr. Helen Ofosu, Organizational Psychologist, Author, Coach & Consultant The Trauma-Informed Workplace & Inclusion Biography Dr. Helen Ofosu has been practising Industrial / Organizational Psychology (also known as Work or Business Psychology) in the public and private sectors for over 20 years. In addition to Career and Executive Coaching, her specialties include assessing and developing leadership skills and navigating the complex issues of workplace bullying, harassment, equity, diversity and inclusion. In 2012, she founded I/O Advisory Services, a practice where she offers Executive and Career Coaching, HR Consulting, and some speaking and training. On February 23, 2023, her first book How to be Resilient in Your Career: Facing Up to Barriers at Work by Dr. Helen Ofosu will be published by Routledge. Link: https://theresilientcareer.com/ Donate to support PEG free artist interviews: PayPalMe link Any contribution is appreciated: https://www.paypal.com/paypalme/PhantomElectric?locale.x=en_US Support PEG by checking out our Sponsors: Download and use Newsly for free now from www.newsly.me or from the link in the description, and use promo code “GHOST” and receive a 1-month free premium subscription. The best tool for getting podcast guests:  Podmatch.com https://podmatch.com/signup/phantomelectricghost Subscribe to our Instagram for exclusive content: https://www.instagram.com/expansive_sound_experiments/ Donate to support PEG free artist interviews: Subscribe to our YouTube  https://youtube.com/@phantomelectricghost?si=rEyT56WQvDsAoRpr PEG uses StreamYard.com for our live podcasts https://streamyard.com/pal/c/6290085463457792 Get $10.00 Credit for using StreamYard.com when you sign up with our link RSS https://anchor.fm/s/3b31908/podcast/rss --- Send in a voice message: https://podcasters.spotify.com/pod/show/phantom-electric/message

The Art and Science of 1:1 Meetings That Build Productivity and Success How many times have you heard, "we have too many meetings"? How much thought have you given to that statement? Let me ask you this if the meetings were both personally and professionally meaningful to you, and they were productive would you say the same thing? Probably not. Then there is the 1:1 meeting. Sadly, when we think about those meetings since they happen typically so infrequently, we often dread them. Because when we are asked to come into the office for a 1:1 it is not usually good news. What if we changed all that? What if we did more frequent 1:1s that actually were planned. That could be fulfilling, life changing, business changing, and would improve both the employee and the employer? Well, that is exactly what we are going to dig into on this episode of A New Direction with Organizational Psychologist and Meeting Expert Dr. Steven Rogelberg and his latest book "Glad We Met: The Art and Science of 1:1 Meetings". Steven Rogelberg's book, "Glad We Met: The Art and Science of 1:1 Meetings" is by far one of the best books on how to have successful 1:1 meetings. This book is for mangers and their direct reports, owners and their employees, C-suite professionals and their employees, consultants, coaches, and anyone else who is trying to improve. The science behind "Glad We Met" is thorough and puts teeth behind many of the thoughts, words, and phrases we use everyday when it comes to creating meetings that have meaning and move the needle when it comes the people we work with. The book is not a dry read.  In fact Steven Rogelberg makes "Glad We Met" and enjoyable read with his wit and humor. The bonus of this book is that Steven provides questions, assessments, and guides to help you make you 1:1 meetings the best that they can be. Please note that ALL proceeds from "Glad We Met" go to cancer research in support of Steven's sister-in-law.  I personally believe it is a must read! Please reach out and like A New Direction sponsors Facebook Pages: EPIC Physical Therapy  – www.EPICpt.com EPIC PT Facebook Page – Click Here They are my physical therapists and the therapists of professional athletes.  Make them yours too! They will customize a treatment plan specifically for you.  Gget your Epic Relief, Epic Recovery, and Epic Results got to Epic PT! Linda Craft Team, Realtors –www.LindaCraft.com Linda Craft & Team Facebook Page – Click Here No matter where you are at in the world for more than 39 years Linda Craft Team, Realtors have been helping people sell and buy their homes. Completely locally owned and operated and independent.  They know how to take the stress out of your life transition of buying and selling a home. Coach Jay here!  Thanks for listening to and reading about this episode of A New Direction. I am a business and life coach that specializes in helping people improve their performance in their business and life and help them become more successful in all aspects of their life. You may have thought about a coach, but you just were not sure if a coach is for you.  That's a great question to ask, and I would encourage you to call me and least chat about it. My gift to you is Free complimentary call.  Let's talk and see what if I am a fit for you. Just fill out this form and let's start talking.  Coaching Mavericks – Unlock Your Potential with Jay Izso. My business is Coaching Mavericks, because there is a Maverick in all of us that when we find our way with our own unique gifts, talents and abilities, we will be the most successful. I look forward to talking with you! Also Book readers do you use Audible to listen to your books?  I do and I love it. Now you can get your FREE 30 day trial and other discounts by using going to www.audibletrial.com/AND

Emerson Souza is an Organizational Psychologist by trade, working as a government consultant in the field of Human Capital, Human Centered Design, and Tech Integration and Development. He's an overtly curious person with a profound interest in people. For example, he went to five colleges, intentionally, to diversify the type of people he could meet, and now runs a successful podcast, Hear Some Evil, where he interviews the interesting, the weird, the knowledgeable, and the controversial.Please rate us on Apple and Spotify and subscribe for free at mikeyopp.com This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit mikeyopp.substack.com/subscribe

We hear a lot about workplace inclusion, but rarely inclusion and trauma,Why? Helen Ofosu, Industrial and Organizational Psychologist shares her insight. Coach & Consultant, Author of "How to be Resilient in Your Career" on Amazon. https://theresilientcareer.com www.linkedin.com/in/helenofosu

TRP - Season 4, Episode 21: We continue our fourth season of The Ramped Podcast with Dr. Sandy Fiaschetti, Founder and Managing Partner of Lodestone People Consulting, who is an expert in leadership coaching and talent development, and transforms businesses with psychology and HR strategies.IN THIS EPISODE, SANDY AND DANNY COVER:00:55 - Who is Dr. Sandy Fiaschetti?02:16 - What you need to know to navigate today's job market05:29 - Your early career is to learn08:07 - Focusing on transferable skills when re-entering the workforce11:50 - Crafting effective career stories 14:58 - Using personality profiles and science to level the playing field20:32 - Authenticity in job searching and career development22:49 - Advice for Sandy's younger selfWe hope you enjoy the conversation. MORE ON SANDY:Dr. Sandy Fiaschetti is the Founder and Managing Partner of Lodestone People Consulting, specializing in enhancing human capital for private equity firms through extensive services like leadership coaching, talent assessment, and DEI initiatives. With a strong foundation as an Organizational Psychologist and HR Executive, her expertise spans across talent management, executive coaching, and organizational development. Dr. Fiaschetti is driven by a passion to foster tangible business transformations through the strategic application of psychological principles and practices.Find her on LinkedIn - https://www.linkedin.com/in/sandy-fiaschetti-4b4a60/MORE ON RAMPED:Learn more about us here: rampedcareers.comWant us to help in your job search? Join Ramped Premium: https://www.rampedcareers.com/services

Why is friction both good and bad for your organization How can leaders identify and reduce bad friction?My guest on this episode is Bob Sutton who is an organizational psychologist, professor emeritus at Stanford, New York Times bestselling author, and speaker.During our conversation Bob and I discuss:Why you should think like a “friction fixer” regardless of your positionWhen and how to apply “good friction” to slow things down for better decision makingHow to identify good and bad friction in your organizationWhy empathetic leaders seek out the “friction” in their organizations and then work to reduce itHow to play the “subtraction game” and how it can help your organizationConnecting with Bob SuttonConnect with Bob Sutton on LinkedInLearn more about Bob and his latest book, “The Friction Project”

On this episode of the Live Greatly podcast Kristel Bauer sits down with organizational psychologist and Stanford professor, Robert Sutton, to discuss his new book, THE FRICTION PROJECT: How Smart Leaders Make the Right Things Easier and the Wrong Things Harder, which Robert wrote with Hayagreeva “Huggy” Rao.  Kristel and Bob discuss what is bad friction at work, how leaders can create an optimal work environment, Bob's no asshole rule, how to better recieve feedback and more.  Tune in now! Key Takeaways from This Episode: A look into THE FRICTION PROJECT: How Smart Leaders Make the Right Things Easier and the Wrong Things Harder A look into Bob's No Asshole Rule What is bad friction at work? Some keys for leaders to navigate friction at work The importance of savoring How to build self-awareness as a leader A look into addition sickness An example of a get rid of stupid stuff campaign Why having a thick skin is important as a leader Bob's take on some keys to Adam Grant's success What kind of feedback should you be looking for in the workplace? ABOUT ROBERT SUTTON: Robert I. Sutton is an organizational psychologist and professor of Management Science and Engineering in the Stanford Engineering School. He has given keynote speeches to more than 200 groups in 20 countries, and served on numerous scholarly editorial boards. Sutton's work has been featured in the New York Times, BusinessWeek, The Atlantic, Financial Times, Wall Street Journal, Vanity Fair, and Washington Post. He is a frequent guest on various television and radio programs, and has written eight books including The Friction Project, and two edited volumes, including the bestsellers The No Asshole Rule; Good Boss, Bad Boss; and Scaling Up Excellence. About the book THE FRICTION PROJECT: How Smart Leaders Make the Right Things Easier and the Wrong Things Harder (St. Martin's Press; January 30, 2024), bestselling authors and Stanford professors Robert I. Sutton and Hayagreeva “Huggy” Rao present a decade's worth of research on what ought to be easy and what ought to be hard in organizations, and how to change things for the better. Based on their research, case studies, and hundreds of engagements with top companies, the authors reveal just how widespread this affliction is, and provide a roadmap for readers to take up the mantle and blaze a path out of the muck. Sutton and Rao tease out the most common and destructive forms of friction, and share proven tactics, tools, and practices that can help us avert these traps and move forward. Ultimately, THE FRICTION PROJECT makes the case for a new philosophy that empowers us to build positive, productive, and humane organizations that make life better for their people and those they serve. Website:  https://www.bobsutton.net/  Order the book, THE FRICTION PROJECT - How Smart Leaders Make the Right Things Easier and the Wrong Things Harder: https://www.bobsutton.net/book/the-friction-project/  Social Media Links: LinkedIn: https://www.linkedin.com/in/bobsutton1/  Twitter:  https://twitter.com/work_matters   About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness expert, popular keynote and TEDx speaker, and the host of top-rated podcast, “Live Greatly,” a show frequently ranked in the top 1% for self-improvement. Kristel is an Integrative Medicine Fellow & Physician Assistant with clinical experience in Integrative Psychiatry, giving her a unique perspective into optimizing mental well-being and attaining a mindset for more happiness and success in the workplace and beyond. Kristel decided to leave clinical practice in 2019 when she founded her wellness platform “Live Greatly” to share her message around well-being and success on a larger scale.  With a mission to support companies and individuals on their journeys for more happiness, success, and well-being, Kristel taps into her unique background in healthcare, business, and media, to provide invaluable insights into high power habits, leadership development, mental well-being, peak performance, resilience, sales, success, wellness at work, and a modern approach to work/life balance. Kristel is a contributing writer for Entrepreneur and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. A popular speaker on a variety of topics, Kristel has presented to groups at APMP, Bank of America, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. She has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine, has contributed to CEOWORLD Magazine & Real Leaders Magazine, and has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC and Ticker News. Kristel lives in the Chicago area with her husband and their 2 children.  She can be booked for speaking engagements worldwide. You can learn more at https://www.livegreatly.co/  To Book Kristel Bauer as a speaker for your next event, click here. You can view Kristel Bauer's speaking reel here.  Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

If you have ever worked in a toxic workplace, you have learned the hard way that dysfunctional organizational cultures are harmful and hinder employee performance. Taylor Peyton, Ph.D., senior organizational psychologist for BiasSync, and co-founder of Mojo Moments, defines organizational culture as “a force, both visible and invisible, that massively influences employee behavior and an organization's chance of success.” Telltale signs of a good, thriving work culture go well beyond a company's stocked kitchen, modern office lounges, flexible work schedules, and other perks.    Learn in this podcast how to see beneath a company's shiny veneer by looking for factors that reveal the company's true self (warts and all) and find out practical steps leaders can take to cultivate a positive organizational culture.  This episode is the first in the Distinguished Leadership Series where we share perspectives from experts from various fields and from around the world on learning to identify and develop a positive, values-based leadership style that motivates employees and propels company success. The “Distinguished” podcast is produced by Boston University School of Hospitality Administration. Host: Arun Upneja, DeanProducer: Mara Littman, Director of Corporate and Public RelationsSound Engineer and Editor: Andrew HallockGraphic Design: Rachel Hamlin, Marketing Manager Music: “Airport Lounge" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0

Adam Grant wasn't always a dynamic teacher, speaker, and bestselling author. He struggled early on at some of the things that he does best today and even failed his first freshman writing exam at Harvard. And now in his latest book, the well-known organizational psychologist and Wharton School professor is out to help others reach their own hidden potential as well. In today's episode, Adam shares his insights into how you can build a framework that allows you to routinely exceed expectations and achieve your goals.   Adam Grant is an organizational psychologist, a professor at the Wharton School, and a bestselling author who explores the science of motivation, generosity, rethinking, potential, and so much more. Adam hosts the TED podcasts ReThinking and WorkLife, and is the #1 New York Times bestselling author of several books, including Think Again and Give and Take. His newest book is Hidden Potential: The Science of Achieving Greater Things.   In this episode, Hala and Adam will discuss: - Why changing your mind is a sign of strength - Why leaders should make data-driven decisions - Why he imagines the next Trump or Musk in his class - How character building is important to success - How late bloomers can surprise us - The dangers of perfectionism - What he learned from a key failure at Harvard - Why imposter syndrome is a paradox - Defining success by progress and not performance - The importance of seeking discomfort - How to manage procrastination - And other topics…   Adam Grant is an organizational psychologist and bestselling author who explores the science of motivation, generosity, rethinking, and potential. He is a professor of management and psychology at The Wharton School, University of Pennsylvania, and is a leading expert on how we can find motivation and meaning, rethink assumptions, and live more generous and creative lives. Adam hosts the TED podcasts ReThinking and WorkLife, and authors a free monthly newsletter, GRANTED. He is the #1 New York Times bestselling author of multiple books, and his latest book is Hidden Potential: The Science of Achieving Greater Things, which offers a new framework for raising aspirations and exceeding expectations.   Resources Mentioned: Adam's Website: https://adamgrant.net/ Adam's LinkedIn: https://www.linkedin.com/in/adammgrant/ Adam's Twitter: https://twitter.com/AdamMGrant Adam's Instagram: https://www.instagram.com/adamgrant/ Adam's Facebook: https://www.facebook.com/AdamMGrant/ Adam's Podcasts: Rethinking: https://podcasts.apple.com/us/podcast/rethinking/id1554567118  WorkLife: https://podcasts.apple.com/us/podcast/worklife-with-adam-grant/id1346314086?mt=2 Adam's Newsletter (Granted): https://adamgrant.substack.com/ Adam's latest book Hidden Potential: The Science of Achieving Greater Things: https://www.amazon.com/Hidden-Potential-Science-Achieving-Greater/dp/0593653149   LinkedIn Secrets Masterclass, Have Job Security For Life: Use code ‘podcast' for 30% off at yapmedia.io/course.   Sponsored By: Shopify - Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify HelloFresh - Go to HelloFresh.com/profitingfree and use code profitingfree for FREE breakfast for life Nom Nom - Go to youngandprofiting.co/trynomnom for 50% off your two-week trial  Coda.io - Head over to coda.io/profiting to try Coda for free Indeed - Get a $75 job credit at indeed.com/profiting   More About Young and Profiting Download Transcripts - youngandprofiting.com  Get Sponsorship Deals - youngandprofiting.com/sponsorships Leave a Review -  ratethispodcast.com/yap Watch Videos - youtube.com/c/YoungandProfiting   Follow Hala Taha LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ TikTok - tiktok.com/@yapwithhala Twitter - twitter.com/yapwithhala   Learn more about YAP Media Agency Services - yapmedia.io/

Every wondered what career transition coaching is? Well, fellow podcaster, Jonathan Dumas is a Career Transition Coach, Organizational Psychologist, and Diversity, Equity, and Inclusion Consultant is on a mission to empower Black Millennials to uncover their brilliance through guided career transition coaching. During our conversation we chat about career transition coaching, career joy, career despair, and “professionalism”. Website: www.heyjonathandumas.comPodcast: Highly Visible & A Little Misunderstood on Apple Podcasts LinkedIn: https://www.linkedin.com/in/jonathan-l-dumas/Let's Stay in Touch! LinkedIn (be sure to mention you heard the podcast ;-)) Twitter Instagram Website - B.O.O.S.T.® Your Brilliance

In the Final hour of the Marc Cox Morning Show: Father Ed Beck compares Gaza survivors to Jesus Gerard Filitti, Political Strategist, joins the Marc Cox Morning Show to discuss House Speaker Mike Johnson calling on Biden to take executive actions to help the border Dr. Andre Martin, Organizational Psychologist talks with Marc & Kim about Bill Gates saying using AI could lead to a 3-day work week Chiefs keep losing Thanks for listening!!

 Dr. Andre Martin, Organizational Psychologist talks with Marc & Kim about Bill Gates saying using AI could lead to a 3-day work week

Host Colbert Cannon sits down with John Amaechi OBE, founder of APS Intelligence, an organizational consulting firm that helps businesses create ethical workplace cultures, and drive productivity, growth, retention, and success. John explains how he coaches businesses to find practical solutions that work for their specific type of organization and distinct needs. We also talk about how John leveraged his time in the NBA to carve out a unique lane in psychology with broad and scalable impact. Learn more about John Amaechi and APS Intelligence here. Learn more about Colbert's Best Idea for the week, the Apple Plus TV show Hijack, here.

10X your TIME. 10X your MONEY. 10X your RELATIONSHIPS. 10X your PURPOSE!!!If you're seeing this, odds are you are dedicated to GROWTH in all areas of your life… and on this week's episode, we're going to kick up the intensity and deliver mind-bending strategies on how to 10X your life and grow EXPONENTIALLY with my brilliant friend, DR. BENJAMIN HARDY.Dr. Benjamin Hardy is an ORGANIZATIONAL PSYCHOLOGIST and BEST-SELLING AUTHOR and is sharing his REVOLUTIONARY methods on how to 10X your TIME, 10X your MONEY, 10X your RELATIONSHIPS and 10X your PURPOSE including:How Mastering your PAST can shape your legacy.The art of FRAMING: Viewing events and people through a transformative lens.How to harness your superpower of adaptability.Turning every stumble into a stepping stone.Crafting a compelling future with REVERSE ENGINEERING.The magic behind setting seemingly IMPOSSIBLE GOALS.Digging deep into the SELF-DETERMINATION THEORY.Deciphering your genuine WHY.How to master timeOperating to a 10X level is fundamentally about QUALITY VS. QUANTITY because the quality of your freedoms determines the results you achieve.Listen closely this week as Dr. Hardy gives you the EXPONENTIAL EQUATIONS you need to 10X every area of your life.