Podcasts about organizational psychologist

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

In this special retrospective episode, Tim Sweet revisits past guests' most profound moments to explore the idea of “arriving” — that deep sense of alignment when purpose, values, and actions converge. Through compelling anecdotes from leaders across diverse fields, this episode sheds light on how moments of arrival are not endpoints but significant milestones that shape our journey. From navigating authenticity to redefining success, Tim unpacks how leaders grow into their roles and discover their impact.Listeners will hear insights on combating imposter syndrome, fostering self-trust, and staying true to personal values. This episode celebrates growth, resilience, and purpose by featuring wisdom from figures like Tracy Borreson on avoiding burnout, Tim Beissinger on non-traditional career paths, and Aaron McConnell on leading through challenges. Tune in to learn why arrival is not just a destination but an evolving state of being.Contact Tim Sweet | Team Work Excellence: WebsiteLinkedIn: Tim SweetInstagramLinkedin: Team Work Excellence--TranscriptTim 00:00I'd like to ask you some questions. Do you consider yourself the kind of person that gets things done? Are you able to take a vision and transform that into action? Are you able to align others towards that vision and get them moving to create something truly remarkable? If any of these describe you, then you, my friend, are a leader, and this show is all about and all for you. I'm Tim Sweet, and I'd like to welcome you to Episode 45 of the Sweet on Leadership podcast. Tim 00:31Today's episode is a little bit different. It's a reflective one. Over the past 42 episodes, we've been exploring leadership growth, transformation with some incredible guests, but one theme has stood out across many of these conversations, and that's the theme I want to bring you today. Today is all about arriving. So, for this episode, I'm diving back into some of our favourite guest contributions. You'll hear short quotes; you'll hear more in-depth stories and anecdotes. Each will add to our understanding of what it means to arrive. When I say, arrive, what I mean is that moment that you know you're enough, that moment that you know you are exactly where you belong. You are fulfilling a purpose. It's a special thing, and when it happens, you know it. But what brings it about? Is it an age or experience thing? Is it a moment? Is it a milestone or maybe just a feeling that we stumble upon when we least expect it? Let's start with the basics. What does it mean to arrive? In episode five, one of my good friends and guests, Paul Farmer, a leadership coach in Australia who specializes in guiding others toward alignment and purpose, captured it so well- Paul Famer 01:50Depending on the way that the conversations happen with the owners, then choosing to bring that feeling into the business allows the business to grow in a deliberate way, whereby the business feels good for all of those that are involved in it. Tim 02:08That's it, right? It's the feeling of alignment when your actions and your purpose, and your values all click. It's not always about what you accomplish, but how it feels when you're in sync with yourself and when you're in sync with yourself, you can be in sync with others. I remember a moment in my own journey when this clicked. Early in my career, I leaned on quotes and research and experts to validate my own ideas, but a mentor told me, You're making great points, but you're not willing to own them. It stung, but it planted a seed, and a few months later, I stood up in a high-stakes meeting and delivered my perspective without quoting anyone else. And in that moment, standing on my own two feet, facing senior executives, I knew I had arrived, not because of what I had said, but because I knew I belonged at the table. To the newer leaders out there, I know how hard it can be to wait for this to happen. You spend your days dealing with imposter syndrome. You spend your days wanting to know why you're not being accepted, wrestling with feelings that you might not be good enough. You're looking ahead and wondering, When am I going to start to feel confident? When am I going to feel like I am where I belong? Here's the thing: arrival isn't something you can rush. It's not something you can force. It's something that you literally have to grow into. It's not based on some predetermined plan, and most importantly, it's not someone else's plan. My good friend, Tracy Borreson, who helps entrepreneurs and business owners really figure out how they belong, talked about avoiding burnout and how to discover authenticity. And she had this to say– Tracy Borreson 03:53I think there's many places in the world where authenticity is a buzzword, but we don't really know what that means, and if we don't know what it means for us, then things can't be authentic. And so one of my big goals is to try and create some more awareness of what authenticity actually is, instead of what people want to tell us it should look like, and create our experience, whether that is a career experience, a home experience, a community experience, a life experience that is aligned with the things that we want to do, that we can uniquely contribute, instead of what people tell us we should. And if you've listened to Tim's show, I've heard, I know you've all heard his opinion on shoulds, so that's probably why we hang out. Tim 04:39If you're chasing someone else's version of success, you'll never feel aligned. In episode 42, Tim Beissinger, one half of that dynamic duo, the ThruHikers, who's a professor and a quantitative geneticist, spoke about risking a non-traditional career path. Tim Beissinger 04:57I think people have a fear of getting off of that PhD, postdoc, professor path because all of the examples they look to are doing exactly that, and it's compelling to want to mimic the path that's worked for others, but everybody's individual and it can be more powerful to follow the path that makes sense for yourself/ Tim 05:20if we can connect with things we're passionate about, we can start to see the impact we want to have on the world, and that's when everything starts to come into focus. You don't have to follow the same road as everyone else. Your journey will look different, and that's a good thing. So take a breath, trust the process. You're not behind. You're just on your own path. For those of us further along who've had this sense of validation, we realize that these arrivals don't always happen when we reach some milestone or event or achievement. It's often found in small moments when you show up fully, even on the hardest days, it's the journey up the mountain that shapes us more than our time at the summit. Dave Sweet, yeah, my cousin is a bit of a legend in the policing community in Canada and now around North America. He was a top homicide detective here in our city, and he's one of these guys that is constantly on true crime shows. His work has given him a unique perspective, he now acts as an expert witness, consultant and author who speaks about empathy and leadership under pressure. On one of his visits to the podcast, he shared this powerful reflection about how he found his calling and when he realized it was more than just solving crimes. It was being present for others. Dave Sweet 06:41The essence of somebody or the what your mantra is going to be. So first of all, I'll always consider myself a servant to the community, you know, first and foremost, and secondly, even on the worst days with some of the worst people, if you can remember to love people, it goes a long ways to being able to ultimately accomplish whatever you're sort of said, you know, to do that particular day. And it doesn't matter who it is, everyone has a story, the uniqueness of the world that I'm in, the world of murder and stuff, we would all think, Oh, well, you know, I would never be in that situation. This could never, ever happen to me. But the truth of it is, is that the majority of people that we investigate had no idea that morning they woke up that they were about to take a life that day, and the victim had no idea that they're about to lose their life. Tim 07:31Even when things are tough, there's something grounding about staying connected to your purpose and values. That's where arrival moments happen, and sometimes it's a personal transformation. Debbie Potts, a former teammate here at Sweet on Leadership, who's also a Senior Educational Administrator, reshaped her entire life to reflect her passions and the connections she wanted to nature. Tim 07:57What did the Red House represent to you? Debbie Potts 07:58Oh my gosh. It represented freedom. It represented achievements. It represented living life on my terms. And obviously, I love nature as you do. And it just represented, you know, being able to be close to nature. And, you know, completely do a 180 turnaround of my life. You know, I lived in a big city, London, full of people, full of traffic, full of everything, and I've now completely reversed that.  Tim 08:32Innovator Jagroop Chhina, a psychological content strategist, say that three times fast, shared this perspective on transformation and its importance. Tim 08:45And blend those suckers as well so that maybe they become something brand new. Jagroop Chhina 08:47Yeah, creating something brand new that didn't exist before in a new perspective that couldn't exist unless you lived it out the way that you lived it out. Right? For me, personally, I was always a pretty smart kid. And I had a tendency to just write the answers to whatever the problem or the thing in the classroom was, right? And where I always lost marks was in showing my work. That was my feedback over my entire, like, elementary to high school—'show your work.' And that's what creating content is actually about. It's about showing your work and documenting what it takes for us to succeed, right? Because that's how we actually learn our lessons—well, other people learn lessons from us is by showing them, 'Oh, this is what we go through on the day-to-day to build this out.Tim 09Æ41Even though we're focused on professional experiences, it's deeply personal. It's about those moments when you feel fully aligned with who you are and what you stand for. In an episode that we published our very first summer, George Trachilis shared a rich story about learning alongside a mentor. George Trachilis 10:01I brought Ritsuo Shingo, bless his heart; he's the late Shingo now. Shingo San, I brought him to Santorini, Greece, along with others, who were leaders in their industry, you know, there's business owners, there's, you know, others like Paul Akers, as an example, I brought him to Santorini, Greece. And we did training there. And we went through a Gemba Walk of Santo Wines, one of the biggest, the biggest winery in Santorini. And we're watching somebody work, we're watching somebody work. And what they're doing is they got a big light facing them, and they got, you know, like three bottles on each end. And they're looking, their eyes are focused on the bottle, and the light is behind it. So, you might be able to see something, you know, in the bottle. And so they're looking for spiders, because the bottle sometimes just, just over. So they do wash the bottles, but sometimes, you know, if there's like a big nest in there, you put that bottle aside and needs extra washing, but this is what this person's job function was. And Ritsuo wouldn't leave. And he's just observing. And I'm thinking, what's he, what could he possibly observe? Like the flow is such that there's such a queue in front of them, and the line is running, and there's no way he's gonna be out of work. Like, he's got a lot of work and the lines running, maybe he's not, maybe they're slack. I don't know if he's trying to calculate how much time he's actually working, versus how many bottles are moved. I don't know what he's doing. And it was so shocking. I said, what do you what are you doing? He says George San, watch his eyes. And I'm watching the worker's eyes. And as he lifts the bottles, his eyes are down. I'm going, oh, Shingo San; I never thought to watch the worker's eyes. Like pretend you're in the worker's shoes, and think you're the worker, and your job is to do this function. And he says also, there's no standard. I said, what do you mean no standard? Sometimes he lifts up three bottles, and two, and sometimes two and two, sometimes three and three, there's no standard. And I'm going, Wow, he got all that from what I would just say that's just not important.  Tim 12:10Okay, one thing that's clear with many of our guests is that they've all had several moments of arrival. Once you've had that first moment of arrival, you're now free to help others find theirs, because, you know, it exists. Rita Ernst, an Organizational Psychologist and author who explores positivity and authenticity, put it this way– Rita Ernst 12:32You become this beacon of possibility for others. It will happen in that way but it does take a little bit of courage to be the one to stand, and I'm not talking about swallow it down false positivity. You know, when people are being disrespectful, when people are harassing others, you need to stand up and challenge that behaviour and stand for your values in that moment, and that is showing up positive. So it's not about just smoothing everything out, and like we were talking about, really, it's not about avoiding conflict at all, but it is about being true to who you need to be to have the workplace around you that you desire. Tim 13:20From a completely different perspective. Brent Yonk, an FBI section chief, emphasized that self-leadership was the foundation for guiding others. Here's his reflection. Brent Yonk 13:31There are people that are following you in the sense that they are watching you, they are taking cues from you. They may even be modelling some of their behaviours after what you're doing. You just may not be aware of that. But even if all of that were taken away, there is still one person that you can absolutely have follow you, and that's you. And that may sound really funny, but I have seen so many people that you can clearly see that they don't have that confidence in themselves to lead themselves effectively, and if you're already struggling to recognize yourself as your own leader. Like what hope do we have for you to be able to effectively lead others? So I think that developing that internal compass, that internal sense that the power to make decisions, the power to guide your fate as it were, is in your hands, right? You get to choose the actions that you're going to take. You get to choose whether or not you're going to try to broaden your awareness of what is influencing and impacting you, or you can just shut down, and you can just put your head down, and you can just focus on doing the easy thing, right? Follow the downward path. That choice is there. And when you recognize that I can lead, even if it's just myself, I can be a leader, you start to unlock that potential. You start to broaden your horizon. You start to open that aperture and see more possibility for yourself. And then that will continue to broaden, and you'll start to see people around you, and you'll start to recognize in them the skills, the abilities, the knowledge, the potential that's there. And then you can start to encourage them to join you on this journey. And now you're starting to see exponential impact happen from that.  Tim 15:26Here's the thing about these moments of arrival. They don't happen all at once. They come in waves. And they don't happen all in the same place. They can happen in different areas of your life, different roles that you're fulfilling. Peter Root, an engineer and innovator working in wildfire robotics, reflected on his long journey. Peter Root 15:48Well, we're about to do a bunch of work with Alberta wildfire, and this means taking our team and our alpha prototype and eventually our next version out to real fires and interacting with them and the people there in a real way. And that, to me, is the most exciting part of running the business. This is where I wanted to be, like, you know, three years ago, but I'm finally here, and this is where I think the relationships get solidified. You know, we built the beginning up, but this is where we show them that, hey, we can come, we'll bring our thing, and then we'll improve it next time we're out here, and we're going to do that until it's something of such extreme value that you'll never kick us off again. Like, that's where we want to get to, and we're at the beginning stages of this, and we're also in an environment now where it's really fun, like there's nothing more fun to me than going out to a wild area with a bunch of hard-working people who have been continuing and interacting with the wildfire, which is such an extreme event and such a such an admirable profession, to be around those people and then to be able to bring them something new and work collectively to build it. What's more fun than that? Tim 16:51In another episode, Massimo Backus, an executive coach focused on self-trust and leadership, brought this to the table. Massimo Backus 16:59Yeah, yeah, one of those bedrock moments that you can always go back to remember what it was like when you truly trusted yourself. And you know, in the organizational context and leadership, you know landscape, we talk about trust all the time. Like leadership, how many books have been written about trust? How often in trust conversations, do we talk about the value of trusting ourselves? Or do we ask, How do I know when I trust myself? How do I know when I'm not trusting myself? What do I need in order to be able to trust myself? What's present when I trust myself least? These are questions that are very rarely asked in the broader conversation about trust. It is always about another person or the team, and that's important, absolutely. But I believe, and I found with the leaders that I've worked with throughout my career, that often, when trust is not present on a team, there is trust that is not present for each individual with themselves. Tim 18:05As we wrap up this retrospective, I want to finish on a couple of notes. Let's remember arrival isn't the end. It's a base camp, a place of safety along the journey. It's about trusting yourself, celebrating your growth and staying open to new possibilities. It's a revolution and an evolution. Here's a beautiful part of what Teresa Waddington brought in Episode 28.  Teresa Waddington 18:29We're gonna need that revolution. We're also gonna need the evolution, and we're gonna need them to come together, to really step change us into what is completely new. So, when I think about like from a leadership perspective, it's being open to change. It's looking for the holes in your argument. And I'll give you an example on my own leadership journey, I've always tried to say, What am I blind to? So, what are people saying about me that I should know in order to decide if I'm going to change anything about what I do, how I show up, how I build my skill sets, how I build my allegiances. Because if I don't know, it might feel comfortable. It might feel like I'm not, you know, exposed to negative opinions of myself. But if I do know, then I can make a choice, and to be comfortable enough to ask for the bad feedback, it requires a measure of worthiness, or belief in your own worthiness. And when I think about the people that I mentor and support, the ones that I want to see continue to drive forward and change the world, it's reinforcing their own core worthiness, while at the same time gathering feedback. Tim 19:39I want to give the last word to Aaron McConnell, my lifelong friend and the CEO of TransRockies. I feel that this story of his is very genuine and very real, and something that many of us can relate to because it's in the middle of hard work that these moments happen. I'm going to let Aaron wrap us up with this last story. Tim 20:02These are great events. You often talk about them as if they are summer camp for adults, right? And so people are out there, and they are having a blast, and they're doing what they love, and they're out in the sun, and they're out in nature, and they're sweating in all the right ways, and good food, good drink, good friends, campfires, the whole nine yards, and they must look at you and say, Wow. What a job to be able to do this for your entire career, right?  Aaron McConnell 20:38Well, there's definitely two sides to it. So we live double lives, I guess, and in this industry, because there is the times when we're in the field, basically, so when we're at an event. We're working on an event, we're with the athletes, and for the most part, that's really positive, you know, unless we're dealing with some kind of crisis that comes up, which does happen sometimes as well, but that's what we live for at events, or even when we're on a scouting trip or doing route planning or something out in the field, and that's where the glamorous side of the event promoter lifestyle is maybe a little bit true. I mean, yeah, sometimes we're trying to figure out where to put the porta potties or something. But you know, still, you know, being creative and hanging out with great people and really cool places. Tim 21:31Here's the thing about arriving: it's not the finish line; it's a feeling, a realization, and sometimes it's just a moment of clarity. It's never really over. And each time we reach a new understanding of ourselves, it allows us to open a door and then further explore our purpose and our impact until, eventually, we arrive again. As you reflect on your own journey, remember this. You're exactly where you need to be right now, whether you're at the start of your race, navigating switchbacks or midlife transitions or finding new ways to give back to others, know that each moment of arrival is a pivotal part of your story, and they're worth celebrating. Thank you for listening to this retrospective, and thank you for joining our community as always, keep leading, keep learning and keep arriving, and I'll see you in the next episode. Tim 22:26Thank you so much for listening to Sweet on Leadership. If you found today's podcast valuable, consider visiting our website and signing up for the companion newsletter. You can find the link in the show notes. If like us, you think it's important to bring new ideas and skills into the practice of leadership, please give us a positive rating and review on Apple podcasts. This helps us spread the word to other committed leaders, and you can spread the word too by sharing this with your friends, teams and colleagues. Thanks again for listening, and be sure to tune in in two weeks' time for another episode of Sweet on Leadership. In the meantime, I'm your host, Tim Sweet, encouraging you to keep on leading.

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/    

Shownotes00:00 - Intro & Context10:00 - Herausforderung der Strategiekommunikation25:00 - Selbstmanagement und Eigenverantwortung45:00 - Unterschied zwischen Management und FührungLinksGuest Linkedin: https://www.linkedin.com/in/niklas-frewel-b9b94bb2/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

  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

Rebecca Newton is an Organizational Psychologist with a PhD in psychology, a frequent Harvard Business Review contributor, a Senior Visiting Fellow at the London School of Economics, and the CEO of CoachAdviser, a London-based culture agency. She is also the author of ‘Authentic Gravitas, Who Stands Out and Why', based on her extensive experience coaching executives at companies like Google, Coca-Cola, and Accenture. We discuss why culture shouldn't be the sole responsibility of HR, highlighting leaders' need to step up and embrace change collectively. We also touch on Rebecca's three-pronged approach: engaging leaders with participation, using data to inform decisions, and skill development to ensure leaders are equipped for the journey ahead. Links Mentioned: Cultureandleadership.org HBR: HR Can't Change Company Culture by Itself Rebecca Newton on LinkedIn ‘Authentic Gravitas' by Rebecca Newton CoachAdviser

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

About Jonathan Dumas Jonathan is a Career Transition Coach, Organizational Psychologist, Speaker, and DEI Consultant passionate about joy, authenticity, community, and equity and I believe all play a vital role in our overall experience in our careers. I'm on a mission to empower individuals and groups to own their stories, unleash their skills, and cultivate workplaces where they truly thrive. It is my goal for every coachee or group I support to look at themselves in the mirror and be able to honestly tell themselves, “I'm the shit and I deserve more.” I have a unique way of having challenging conversations that connects with audiences in a genuine way that encourages them to reconsider their biases and preconceived notions about how things are "supposed to be." One way I do this is by combining humor and curiosity in how I approach taboo dinner table topics. Overall, I like to have a good time and leave listeners with at least one BIG aha moment. About ST Tangirala I'm the Host of The Next In Time Podcast where I interview up and coming visionaries who are looking to make major impacts in the future with what they're building. Along with that, I'm the author of the book, Havensbury, a young adult coming of age story of a prep school student that starts a business with the help, guidance, and support of a homeless person. The book has been ranked #1 on Amazon in New Release for Teen and Young Adult Fiction about Homelessness and Poverty.

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.

In today's episode I speak with Tomas Chamorro-Premuzic. Tomas is the author of the book I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. We talk about AI's ability to predict good leaders, and how this new technology can aide in better selecting people, free of bias. Tomas Chamorro-Premuzic is the Chief Innovation Officer at ManpowerGroup, a professor of business psychology at University College London and at Columbia University, co-founder of deepersignals.com, and an associate at Harvard's Entrepreneurial Finance Lab. He is the author of Why Do So Many Incompetent Men Become Leaders? (and How to Fix It), upon which his TEDx talk was based.

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.