Podcasts about organizational psychology

In this episode of the Journey of My Mother's Son podcast, I talk with Brian Hite, Ph.D. Brian is "The High-Stakes Performance Whisperer," an expert in transforming how individuals and organizations perceive and navigate high-stakes environments. With over 30 years of experience as a professional stuntman and a decade coaching elite military personnel, Brian has dedicated his life to helping people see through the illusions of stress and pressure, unlocking clarity and achieving extraordinary results. Blending real-world expertise with academic rigor—including a Ph.D. in Organizational Psychology and a Master's in Sport Psychology—Brian empowers leaders, athletes, first responders, educators, and creatives to break free from the constraints of outdated thinking about high-stakes situations. Through his groundbreaking FACTs, he equips clients with the tools to master their mindset and act decisively in the moments that matter most. Brian's career spans Hollywood and beyond, with over 100 film and television credits and a Screen Actors Guild Award for his work on 24. As a Master Resilience Trainer for the U.S. Army, he spent a decade teaching soldiers how to reframe their perceptions of challenges, enabling them to perform with focus and confidence. Today, Brian continues to share his expertise through programs like PressureX, PhaseX, and FACTs; his podcast Flow Under Fire; and dynamic keynotes that inspire audiences to rethink their potential and embrace transformative growth. As a faculty member at Grand Canyon University, he mentors future leaders in performance and organizational psychology, ensuring his methods have a lasting impact. Whether speaking, writing, or coaching, Brian's mission is to guide others in shifting their perspective, harnessing their strengths, and realizing their full potential in even the most demanding circumstances. To find out more about Brian, you can check out his website at https://www.brianhiteglobal.com/.

Send us a textAlexander Negrow, Ph.D., is a theologian and leadership researcher with over thirty years of teaching and leadership experience. As the founder and President of Hodos Institute, he leads efforts to impact leadership practices in the United States and his country of birth, Ukraine. He is deeply passionate about advancing spiritual, ethical, and effective leadership, as well as spiritual coaching and guidance. Dr. Negrov integrates all these practices into his broader leadership philosophy. Ronald E. Riggio, Ph. D., is the Henry R. Kravis Professor of Leadership and Organizational Psychology and former director of the Kravis Leadership Institute at Claremont McKenna College. He is the author of more than a dozen books and more than 100 research articles and book chapters on leadership, assessment centers, organizational psychology, and social psychology. He's served on the editorial boards of The Leadership Quarterly, Leadership, Group Dynamics, and Journal of Nonverbal Behavior.A Few Quotes From This Episode“Peace is like air; when it's there, you don't notice it. When it's absent, you suffocate.""Partnership, not competition, became a key theme and practice of Ukrainian leadership during this wartime.""Leadership begins and ends with presence—being there, next to people when they're hurt."Resources Mentioned in This Episode Leadership in Ukraine: Studies During Wartime Hodos Leadership About The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. Plan for Prague - October 15-18, 2025!About  Scott J. AllenWebsiteWeekly Newsletter: Practical Wisdom for LeadersMy Approach to HostingThe views of my guests do not constitute "truth." Nor do they reflect my personal views in some instances. However, they are views to consider, and I hope they help you clarify your perspective. Nothing can replace your reflection, research, and exploration of the topic. ♻️ Please share with others and follow/subscribe to the podcast!⭐️ Please leave a review on Apple, Spotify, or your platform of choice.➡️ Follow me on LinkedIn for more on leadership, communication, and tech.

What if the best leaders aren't the ones who always have the answers, but the ones who know how to ask the right questions? Learn from the incredible Angela Pappas in this unforgettable episode of The Ripple Effect Podcast! This conversation will leave you rethinking everything you know about career growth, team building, and what real leadership looks like today. Angela's journey is anything but ordinary. From leading software developers in cold data centers to building high-performing teams at Tesla and Palo Alto Networks, she's seen firsthand how empathy, emotional intelligence (EQ), and vulnerability aren't just “soft skills.” They're the foundation of servant leadership, high-performing teams, and long-term success. Angela believes trust-based relationships empower people to embrace autonomy, find inspiration, and hold themselves accountable to deliver results. From diversity and inclusion to onboarding, leadership development, and performance management, Angela works to engage employees and leaders in learning, growing, and accelerating individual, team, and organizational performance. Angela has led technical training, cybersecurity training, and professional development teams at Thomson Reuters, Tesla, and Palo Alto Networks. She's thrilled about her current role at Lumen Technologies, using her learning and organization development skills to support the company's transformation to a next-generation tech company, redefining what's possible beyond telecom.  Angela lives in Minnesota with her husband, daughter, and the dog that rules their home. She enjoys being in nature and speaks gratitude fluently. Introductions aside, this episode is packed with authentic stories, leadership strategies that actually work, and candid moments that will make you rethink your role as a leader. You'll hear how Angela helped launch talent initiatives in some of the world's top tech companies, turned setbacks into leadership superpowers, and why creating positive Ripples in your organization matters more than ever. Sometimes, all you need to do is admit that you can't possibly know everything, listen with curiosity, and use what you've learned to face challenges with a brave face. Make sure to listen until the end!   Connect with Angela Pappas: linkedin.com/in/angelapappas-learndevelop Ripple with Steve Harper Instagram: http://instagram.com/rippleon Facebook: https://www.facebook.com/rippleon X: https://twitter.com/rippleon Website: http://www.ripplecentral.com Be a Patron: https://www.patreon.com/SteveHarper Join our ever-growing community of Ripplers in The Pond: https://ripplecentral.com/pond  #therippleeffect #leadership #organizationaldevelopment #talentdevelopment #companyculture #careergrowth #careeradvancement #learningjourney #learningvideos

How can you tell if you're a bad boss?Healthy workplace cultures start from the top. Effective leaders are self-aware, and understand the power dynamics in their organizations. They constantly build trust through admitting mistakes, recognizing their own blind spots, inviting and acting on feedback, and fostering constructive dissent to create an inclusive environment where people genuinely want to contribute.On this episode of Just One Q, Dominique chats with Jamie Woolf and Dr. Christopher Bell, leaders at Creativity Partners, a consultancy with a focus on unleashing, trust and innovation through constructive disruption. They discuss how to identify and avoid being a "bad boss" and explore the importance of self-awareness, fostering trust, playfulness, open communication, and creating spaces for feedback and dissent.Keep Up with Jamie & Christopher:https://www.creativity-partners.com/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest  

Welcome to the Social-Engineer Podcast: The Doctor Is In Series – where we will discuss understandings and developments in the field of psychology.   In today's episode, Chris and Abbie are discussing Emotional Regulation in the Workplace.  They will talk about the different strategies that can be used to help, not just at work, but in most areas of our lives. [May 5, 2025]   00:00 - Intro 00:38 - Dr. Abbie Maroño Intro 00:57 - Intro Links -          Social-Engineer.com - http://www.social-engineer.com/ -          Managed Voice Phishing - https://www.social-engineer.com/services/vishing-service/ -          Managed Email Phishing - https://www.social-engineer.com/services/se-phishing-service/ -          Adversarial Simulations - https://www.social-engineer.com/services/social-engineering-penetration-test/ -          Social-Engineer channel on SLACK - https://social-engineering-hq.slack.com/ssb -          CLUTCH - http://www.pro-rock.com/ -          innocentlivesfoundation.org - http://www.innocentlivesfoundation.org/                                 02:30 - The Topic of the Day: Emotional Regulation in the Workplace 04:14 - Strategy 1: Deep Acting 14:10 - Strategy 2: Mindfulness & Acceptance 19:24 - Strategy 3: Social Sharing 26:40 - Strategy 4: Humor & Distraction 31:21 - Wrap Up 33:07 - Next Month: The Lonely Chapter 33:41 - Outro -          www.social-engineer.com -          www.innocentlivesfoundation.org   Find us online: -          LinkedIn: linkedin.com/in/dr-abbie-maroño-phd -          Instagram: @DoctorAbbieofficial -          LinkedIn: linkedin.com/in/christopherhadnagy     References: Kalokerinos, E. K., Résibois, M., Verduyn, P., & Kuppens, P. (2017). The temporal deployment of emotion regulation strategies during negative emotional episodes. Emotion, 17(3), 450–458. https://doi.org/10.1037/emo0000248 Côté, S., & Hideg, I. (2011). The consequences of faking emotions: Emotional dissonance, relationship quality, and employee well-being. Emotion, 11(4), 803–815. https://doi.org/10.1037/a0023868 Lomas, T., Medina, J. C., Ivtzan, I., Rupprecht, S., & Eiroa-Orosa, F. J. (2019). The impact of mindfulness on well-being and performance in the workplace: An inclusive systematic review of the empirical literature. European Journal of Work and Organizational Psychology, 28(6), 782–804. https://doi.org/10.1080/1359432X.2019.1659420 Bono, J. E., Foldes, H. J., Vinson, G., & Muros, J. P. (2007). Workplace emotions: The role of supervision and leadership. Journal of Applied Psychology, 92(5), 1357–1367. https://doi.org/10.1037/0021-9010.92.5.1357 Clayton, S. (2024). Working well: The simple act of taking deep breaths can reduce stress and anxiety. Associated Press. Ordali, E., et al. (2024). Exhaustion at work can lead to difficulty controlling emotions, scientists say. The Guardian. Mesmer-Magnus, J., Glew, D. J., & Viswesvaran, C. (2012). A meta-analysis of positive humor in the workplace. Journal of Managerial Psychology, 27(2), 155–190. https://doi.org/10.1108/02683941211199554 Scheibe, S., & Zacher, H. (2013). A lifespan perspective on emotion regulation, stress, and well-being in the workplace. In The Oxford Handbook of Stress, Health, and Coping (pp. 291–306). Oxford University Press. https://doi.org/10.1093/oxfordhb/9780195375343.013.0017

Irina Cozma is an executive coach, speaker, trainer and consultant who helps professionals design more fulfilling career adventures. With a Ph.D. in Organizational Psychology and over 20 years of experience, she has coached hundreds of senior leaders and entrepreneurs across industries like tech, healthcare, and finance. An ICF-certified coach, Irina teaches at Purdue University, contributes to Harvard Business Review, and brings global insight from living and working in four countries. In this episode, we talk with Irina about her journey from HR roles in global corporations to launching her own coaching and consulting practice. She shares how a mix of planning and serendipity shaped her career, why she believes every leader is above all human, and what it means to design better career adventures. Irina challenges traditional training methods, discusses her “Go Broad, Go Deep, Go Forward” coaching approach, and offers empowering advice for young professionals. Links from the episode: Irina's articles in Harvard Business ReviewIrina's personal homepageIrina's LinkedIn profileThanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast

If all the noise in the popular media and online is anything to go by, differences between various generations including Gen Z, Gen X, Boomers and so on are not just real but are something that leaders and organisations need to take seriously in order to ensure their effectiveness into the future. But is that really the case? Is there really a scientific basis to support arguments and assertions about generational differences and their impact on organisations?To explore these questions, I am delighted to welcome to Brain for Business Professor David Costanza.David Costanza is a professor at the University of Virginia's McIntire School of Commerce.About our guest...Professor Costanza's research focuses on generational differences; adaptive leadership; high potential; organizational culture, decline, and death; as well as statistics and research methods. He has published in Journal of Business and Psychology; Journal of Vocational Behavior; Personnel Psychology; and Work, Aging and Retirement. He has authored for Slate and has been interviewed by The Washington Post, The Wall Street Journal, Financial Times, TIME magazine, VOX, and Yahoo! Finance. He is a member of the Society for Industrial and Organizational Psychology and the Academy of Management and serves on the editorial boards of Journal of Business and Psychology and Work, Aging and Retirement.The 2023 article from the journal Acta Psychologica – Are generations a useful concept? – can be accessed here: https://www.sciencedirect.com/science/article/pii/S0001691823002354The Slate article referred to – Can We Please Stop Talking About Generations as if They Are a Thing? – to is available here: https://slate.com/technology/2018/04/the-evidence-behind-generations-is-lacking.html Hosted on Acast. See acast.com/privacy for more information.

In this episode, we bring Jenny and our audience up to speed on Society for Industrial and Organizational Psychology 2025. Eccho and Duoc share the insights they gained from this year's conference. Together, we discuss the prevalence of AI, the impact of current executive orders and how it impacts the work on DEI research, and talks on the perceptions of East vs. South Asians in the workplace.

In this powerful and thought-provoking episode of The Happy Whole You Podcast, Dr. Anna Marie sits down with Monique Rogers for a deep and raw conversation about self-discovery, resilience, and the craftiness of asking for what you truly deserve.   Monique shares her journey from relentless overworking to a defining moment that changed her life, leading her to embrace self-care, community, and personal empowerment. She dives into the science behind why women often hesitate to speak up, the societal conditioning that holds them back, and how practicing the "ask" can reshape confidence and success.   This episode is packed with insights on: ✨ Overcoming burnout and prioritizing your well-being ✨ The power of community in healing and personal growth ✨ Understanding how to confidently ask for what you want—at work, in relationships, and in life ✨ Breaking free from limiting beliefs and embracing your voice ✨ Practical tools to negotiate, communicate, and stand in your power   If you're ready to step into your confidence and rewrite the way you advocate for yourself, this episode is for you!  About Dr. Monique Rogers: Dr. Monique Rogers is a visionary leader, lifelong learner, and passionate advocate for holistic well-being and empowerment. As the Co-Founder of ARRC Technology and CharTec, Dr. Rogers has not only built transformative businesses but has also embodied the power of purpose, resilience, and intention in every aspect of her journey. Her academic foundation is rooted in a Bachelor's degree in Communications with a focus on Business Administration and Marketing, a Master's in Industrial and Organizational Psychology, and a Doctorate of Education from USC, where her groundbreaking dissertation, “Negotiation Strategies for Women Impacting the Gender Earnings Gap at Midlife,” highlights her commitment to creating equitable pathways for women. She has further honed her wisdom through the Harvard University Program on Negotiation and is currently pursuing a Master's in Law at USC Gould School of Law, embracing continuous growth as a way of life. Dr. Rogers' professional journey began with a bold vision: transforming a two-person technology repair start-up into ARRC Enterprises, Inc., a thriving managed technology services company and five-time INC 5000 honoree. Alongside its sister company, CharTec, which empowers and educates technology leaders globally, ARRC continues to be a pillar of innovation and service in Kern County after 32 years. Beyond her professional accomplishments, Dr. Rogers embraces her role as a mother, a nurturer of two grown young adults, and the loving caretaker of her two rescue dogs. Her spirit of service extends into her personal life, where she finds balance and inner peace through teaching yoga. Grounded in mindfulness, movement, and intention, she inspires others to cultivate harmony in their personal and professional lives. A recipient of the prestigious CSUB Hall of Fame Alumni Award, Dr. Rogers exemplifies that true success is about aligning ambition with authenticity, heart, and purpose. Her life's work is a testament to the transformative power of perseverance, compassion, and service. Whether she is leading innovative businesses, empowering women, or guiding others toward inner peace through yoga, Dr. Rogers is a radiant force for positive change, reminding us all that wholeness, happiness, and growth begin from within.     Connect with Anna: Email: annamarie@happywholeyou.com / info@HappyWholeYou.com Website: www.happywholeyou.com / https://linktr.ee/happywholeyou Instagram: @happywholeyou Facebook: Happy Whole You LinkedIn: Anna Marie Frank Venmo: @happywholeyou

Leadership expert Dr. Ryan Crittenden explains how leaders can help draw out the strengths of the people they lead.  Ryan holds a PhD in Industrial and Organizational Psychology.  He is the head of XL Coaching and Development which specializes in strengths-based coaching for leaders and aspiring leaders.  You can reach Ryan at his website https://xlcoaching.netSome of the highlights Ryan shares:How to become a better leaderHow to raise your own level of awarenessHow to develop your strengths and recognize who you are and who you're notHow to elevate the people you're leadingLearn how to recognize and draw out the strengths of the people you leadHow to help employees stay engaged and increase performanceDon't dictate and beat down employeesLead in your strengthsHow to recognize your strengthsHow to put a language to your talents through assessmentsWhat is the difference between a talent and a strength?Why it's beneficial to bring other people with different talents to your teamBecome comfortable and confident being youHow to increase buy in and ownershipHow leaders can share the burden of leadership to prevent burnoutHow to compensate for your weaknessesAnd more  Please share, subscribe, leave a rating and review, visit the Linda's Corner website at lindascornerpodcast.com and/or follow on youtube, facebook, instagram, and pinterest @lindascornerpodcast. Thanks!Also please visit the Hope for Healing website at hopeforhealingfoundation.org for free resources to increase happiness, build confidence and self esteem, improve relationships, manage stress, and calm feelings of depression and anxiety.   Become the champion of your own story as you overcome your challenges. 

Why are Black women still expected to carry everything without complaint? They keep telling Black women to be strong, to push through, to hold it all together. But what they never address is the damage that message leaves behind—mentally, physically, emotionally. The burnout, the silence, the pressure to succeed at the expense of our well-being. If you've ever felt like you're doing everything right and still paying too high a price, you're not imagining it. You're navigating systems that were never designed with your safety in mind. In this special National Black Girl Month™ episode, you're invited into a powerful conversation with Dr. Vanessa Perry, global thought leader, psychologist, and CEO of The Perry Group. Alongside Dr. Rikesha Fry Brown, we explore what Superwoman Syndrome actually costs Black women—and how to stop carrying what was never ours to begin with. This episode answers the unspoken questions so many Black women ask themselves: Why do I feel like success is wearing me down? Is it possible to lead without losing myself? How do I reclaim peace when the world expects performance? Dr. Perry shares insights from over 25 years of research and executive advising in Fortune 500 companies, federal agencies, and high-level leadership spaces. Together, we discuss how to name the cycle, build supportive community, and create spaces—personally and professionally—where Black women no longer have to prove themselves to belong. This isn't just about workplace equity. It's about redefining what thriving looks like on our own terms. → Learn more and access your free toolkit at nationalblackgirlmonth.com → Join our virtual community: facebook.com/groups/nationalblackgirlmonth → Connect with Dr. Venessa Perry: https://www.linkedin.com/in/venessam/ → Connect with Dr. Rikesha Fry Brown: www.instagram.com/dr.rikesha → Connect with Felicia Ford: www.threads.net/@friendscallmefe Join Momentum Lab: https://lab.feliciafordandco.com About Dr. Venessa Perry: Dr. Venessa M. Perry is a trailblazing organizational psychologist, executive coach, author, and global thought leader, recognized for her dynamic impact in shaping inclusive, high-performing organizations. As the visionary Founder and CEO of Health Resources Solutions dba The Perry Group, she has led the firm for over 25 years, delivering transformational leadership and organizational development consulting with an unwavering commitment to equity. Her expertise has empowered C-suite executives at Fortune 500 companies, government agencies, and non-profits to drive meaningful, sustainable change for their organizations and communities. Dr. Venessa's groundbreaking research centers on the career mobility and well-being of Black and Brown women in the workplace, with a focus on gendered racism and the often-overlooked impact of peri(menopause) on leadership potential. Her forthcoming book, The Path to Inclusivity: How to Create Safety, Well-Being, and Belonging for Black Women in Financial Services, set to be released by Palgrave and Macmillan in early 2025, is already being hailed as a must-read for executives committed to fostering diversity and inclusion. A powerhouse speaker and contributor, Dr. Venessa is in high demand across national and international stages, where she has captivated audiences on topics such as leadership, equity, and women's health in the workplace. She has been featured on a variety of influential podcasts, including Intentional Conversations, Wills, Women and Wealth, What's Possible, Embodied Justice, and The WhatNow Movement. In July 2024, she delivered a landmark presentation on peri(menopause) in the workplace at the Diversity Network Inclusion Festival in the UK, sparking global dialogue. Named one of the top leadership voices on LinkedIn and consistently recognized as one of Washington, DC's top executive coaches from 2022 to 2024, Dr. Venessa's thought leadership continues to shape the future of business and organizational health. She has been featured in Forbes, Medium, CanvaRebel, HuffPost, Cosmopolitan, and more, sharing her insights with diverse audiences around the world. Dr. Venessa is a respected member of the Forbes Coaches Council, Harvard Business Review Advisory Council, and the American Psychological Association. A proud Desert Storm veteran, she passionately advocates for veteran mental health, entrepreneurship, and homelessness solutions. With a PhD in Organizational Psychology, as well as master's degrees in Public Health and Psychology, Dr. Venessa is a lifelong learner who believes in giving back. She actively serves her community through her involvement with Delta Sigma Theta Sorority, Inc., the Diversity Council at the University of Michigan, and as the first Black President of George Washington University's Alumni Association. A mentor and coach to countless emerging leaders, Dr. Venessa embodies the belief that "We are better when we are together." Her life's work is a testament to the power of collaboration, inclusion, and transformative leadership.  

In this enriching episode of Handful of Leaves, Venerable Sumangala shares how Buddhist wisdom can be applied to everyday challenges—whether in the workplace, in speech, or in balancing spiritual life with modern demands. With heartfelt stories and practical guidance, she offers a grounded path toward wisdom, mindfulness, and right living.Key Takeaways:

Duc Quy NGUYEN – Joined in July 2018 Duc Quy Nguyen, from Vietnam, is a Department Manager at Amaris Consulting, where he has worked since July 2018. He holds a Master's degree in Industrial & Organizational Psychology from Coventry University and a Bachelor's degree in Business Law from Ho Chi Minh City University of Law.... L'article Scaling-Up & Intrapreneurship – Episode 09 – Duc Quy NGUYEN – Amaris Consulting & Audencia est apparu en premier sur La 1ère chaine académique de podcasts sur l'entrepreneuriat.

In this episode, host Munir Haque's guests are members of the ActionEdge team who work in ActionEdge Business Development, ActionEdge Executive Development, and ActionEdge Coach. Munir talks with managing partners Kevin Simpson and Jarrod Stanton about the origins of ActionEdge and the passions they instill into the business. He speaks with Cory Dyrland, Ester Pike, Kris Segmeth, and Bertha Taylor to learn more about each of them, what they bring to their roles, and what clients can anticipate with ActionEdgeJarrod and Kevin talk about their working history together and highlight the culture and values that make ActionEdge the powerhouse company that it is. Jarrod shares stories of his aunt, who really inspired and inducted him into the world of coaching, and Kevin highlights not only the valuable structure of the coaching but also the honesty that drives real results. Cory tells Munir details of his journey from being an ActionEdge client to becoming one of their coaches. Ester explains how her business psychology background informs her work and how key action takeaways form the foundation of client success. Kris discusses her work history, the variety of clients she has worked with, and how she defines success through the ActionEdge lens. Bertha shares how her roles, including quality control and quality assurance, help contribute to the ActionEdge difference and what she learns in client follow-ups. This episode shines a light on why ActionEdge is such a powerful business and how the individual team members contribute to the company's quality and visible positive changes for clients.About Action Edge: Kevin Simpson: Managing PartnerKevin Simpson is an award-winning coach and professional presenter with the #1 business coaching firm in the world – ActionCoach and is ranked globally in the top 50 list of best business coaches.Jarrod Stanton: Managing PartnerJarrod is the co-founder and managing partner of Canada's number one performing business coaching firm, and has been coaching, presenting, facilitating, and training business leaders, executives, and owners for 14 years. Cory Dyrland, SCMP: Executive Business CoachEster Pike: MSc.Occ.Psy, GMBPsS, Executive Business Coach, Organizational Psychology and Psychometric Assessments Lead | Senior FacilitatorKris Sigmeth: Executive Business Coach, Performance Catalyst and FacilitatorBertha Taylor: CODA, Director of Client Results—Contact Munir Haque | ActionEdge Executive Development: Website: AEEDNow.comLinkedin: Action Edge Executive Development Inc.Contact ActionEdge: ActionEdge Business Coaching: ActionEdgeBusinessCoaching.comActionEdge Executive Development: AEEDnow.com—TranscriptEster Pike: [00:00:01] The higher up that you get in a lot of these corporate organizations, or larger entities, the harder it is to have somebody there in your corner that you can bounce ideas off of, that you can have some form of feedback with, and somebody who can look at you from that external perspective and provide you their experience and their perspective on how you're doing. So that is the one area of business psychology where, individually, it assists.Munir Haque: [00:00:33] Hello everyone, and welcome to another episode of The Boardroom 180 Podcast. I'm your host, Munir Haque, an executive coach and senior board strategist. I have partnered with Action Edge Executive Development to lead their governance and political acumen division. In each episode, we meet with governance leaders and step into their boardrooms where decisions shape the world around us.Munir Haque: [00:00:53] Hello everybody, today I thought we'd do something a little bit different on the podcast. I wanted to turn the tables and talk a little bit more about Action Edge business coaching, Action Edge Executive Development. They are the sponsors of this, and I want to tell you a little bit more about my team, the people I associate with that are responsible for bringing this podcast to you. Right now I have with me the, I think your terms are, managing partners and owners of Action Edge Executive. Jarrod Stanton is with me, and Kevin Simpson. Welcome to the podcast, gents. I'm a little bit light on the history of the company, so I thought I'd have you guys on, first to talk a little bit more about that. Jarrod, you've been doing this for a long time. You're nearing the 20 year mark or so?Jarrod Stanton: [00:01:50] Yeah, that's right. Coming into my 19th year here.Munir Haque: [00:01:52] I want to talk a little bit about our origin story at Action Edge, so why don't you tell us a little bit about how you got into the business and how you launched Action Edge and what you've seen over the years.Jarrod Stanton: [00:02:09] Taking it back even further than that, our parent company was founded in 1993, in Brisbane, Australia. So we're over 30 years now. My aunt was one of the pioneer business coaches in North America under that brand. She started telling me about what she did for a career. I think she knew I was somewhat entrepreneurial, had a little bit of an inkling towards teaching and coaching through school and sports growing up, but also a strong interest in business. It was 2005 we started discussing the idea and I started learning a bit more, and it was September of that year that I reached out to Action Coach to get the certification.Munir Haque: [00:03:03] What was happening in the world at that time that made you think it was the right time to launch something like this?Jarrod Stanton: [00:03:09] Nothing, actually. It was a bunch of worry and fear and concern and "what am I doing?" A lot of my friends at the time were starting families and buying houses. I spent all the money I had and borrowed all the money I could to try to convince my family to lend me some money to buy a piece of paper that said I was able and certified to help business owners in this community. I wouldn't say nothing was really aligning, I had a bit of a sense of adventure. I desperately wanted to get into business, and it was mainly just on account of my aunt's confidence in me and her showing me the attributes I had, the skills I had, and how it related to what she did day in and day out with her clients. She allowed me to shadow a few sessions, and I instantly was amazed at how revered and respected and admired she was, and the sentiments I was hearing from the clients on how the course of their life had been changed. It really gave me an added depth of understanding and appreciation of what she did.Munir Haque: [00:04:28] You're talking about clients a little bit here, so in the early days, what kind of clients did you have and what were the services that you were providing?Jarrod Stanton: [00:04:38] Not a lot different from today. We have never really targeted clients in terms of industry or specialty. I think we're pretty strong minded about the difference between a mentor and a coach. We often joke, but are also often dead serious in the sentiment that one of the biggest benefits we bring to a company is being outside of their industry. There's never...

In dieser Episode meines Podcasts "Positiv Führen" spreche ich mit Prof. Dr. Carsten Schermuly über sein Buch "Die Psychologie der Macht" – und darüber, was Führungskräfte über den reflektierten Umgang mit Macht wissen sollten. Themen: Macht und ihre Nebenwirkungen: Wie verändert Macht unser Verhalten und unsere Wahrnehmung? Empowerment-orientierte Führung als Alternative zur autoritären Führung Warum autoritäre Führung langfristig schädlich für Organisationen ist Machtdiagnostik bei der Personalauswahl Die Idee der "Machtlandkarte" zur Visualisierung von Machtstrukturen Eine Kultur des Machtverzichts in Organisationen Über den Gast: Prof. Dr. Carsten Schermuly ist Professor für Wirtschaftspsychologie und geschäftsführender Direktor des Instituts for New Work and Coaching (INWOC) an der SRH Berlin University of Applied Sciences. Für seine Forschung wurde er mit Preisen der Henley Business School, der Harvard Medical School und dem European Journal of Work and Organizational Psychology ausgezeichnet. Ihnen, Euch und Dir viel Freude und Anregung beim Zuhören! Weitere Infos zu mir auf positiv-fuehren.com. Kritik, Fragen, Wünsche gern an kontakt@positiv-fuehren.com Wem die Folge gefallen hat – mein Podcast und ich freuen sich über Bewertungen, Abos und/oder Rezensionen auf Apple Podcasts oder Spotify. Danke! Sämtliche weiteren Folgen findet Ihr hier: positiv-fuehren.com/podcast – oder auf diversen Podcast-Plattformen. Für Dich vielleicht spannend: Schon angemeldet für meinen Online-Impulstag Stärkenorientiert führen für Führungs- und Personalkräfte?

BONUS: NVC, Walking Towards Conflict with Love With Maria Arpa and Bob Marshall In this BONUS episode, we explore Nonviolent Communication (NVC), a powerful tool that has changed how many people work and relate to family, friends, and colleagues. Maria Arpa, a previous guest on the podcast, and who studied directly under Marshall Rosenberg, the creator of NVC, shares her insights on this transformative practice. Joining us is Bob Marshall, an NVC advocate and practitioner who applies these principles in organizational settings. Understanding the Foundation of Nonviolent Communication "We have universal needs... what we try to distinguish is the need and the strategy I'm using to meet the need." Nonviolent Communication is both a practical communication tool and a spiritual practice designed to help us connect more authentically with ourselves and others. Maria explains how NVC emerged from the work of Dr. Marshall Rosenberg, who studied under Carl Rogers, the developer of person-centered therapy. At its core, NVC represents a paradigm shift away from what Maria calls "domination culture" – a system built on hierarchy, punishment, and obedience to rules. The dominant culture in which we live often relies on fear, guilt, and shame to motivate behavior. In contrast, NVC comes from the philosophy of nonviolence, encouraging people to be independent thinkers who make choices from their own internal compass. This approach recognizes that all people have the potential to manifest love, even in challenging situations. The Power of Needs-Based Theory "If I take a need for fairness or respect... how many ways are there to meet that need? And what if you believe you're meeting your need for fairness using whatever strategy you're using, and I believe that is impacting on my need for respect? We have a collision in strategies." A fundamental aspect of NVC is needs-based theory. Maria explains that while we all share universal needs – from basic physical requirements like air and food to psychological needs like creativity, recognition, and fairness – conflicts arise not from the needs themselves but from the strategies we use to meet those needs. This distinction between needs and strategies offers a powerful framework for resolving conflicts. When we understand that we're arguing over strategies, not the underlying needs, we can empathize with each other and explore different approaches that honor everyone's needs. As Maria advises, "Don't try to strategize until you understand all the needs on the table." Breaking Free from the Debate Model "The debate model of conversation is about one argument prevailing over all others... it's a terrible idea for when we want to meet as humans and have a conversation." Maria highlights how our society has embraced the debate model of conversation, where one perspective must win over others. This approach, while potentially useful in controlled settings like scientific research, creates significant problems in human interactions. When operating in debate mode, we're focused on overpowering others or protecting ourselves from humiliation rather than genuinely connecting. The dialogue roadmap that Maria developed offers an alternative to this debate model. It allows people to express themselves fully – to "empty out" everything they're carrying, even if it doesn't initially make coherent sense. This process helps people make sense of their experiences and move toward authentic dialogue rather than competitive debate. NVC in Organizations: Addressing Collective Needs "Needs are getting ignored in most organizations... it's not that we have shared needs and we debate about the strategies for getting those needs met." Bob Marshall, an organizational psychotherapist, explains how NVC principles can transform workplace dynamics. He observes that many organizations operate through "fear, obligation, guilt, and shame" – what he calls "the four horsemen of the work apocalypse." These mechanisms are used to control behavior but create toxic environments that diminish both productivity and well-being. By applying NVC in organizational settings, Bob helps collective entities recognize and address their needs. Many companies are unaware of their collective needs, and some cultures even shame people for acknowledging needs exist. Helping organizations understand their shared needs creates a foundation for healthier, more productive workplaces where people can thrive rather than merely survive. In this segment, we refer to an episode with Michelle Pauk, where we explore the lessons from Foucault's Book Discipline and Punish, and to Manfred Max-Neef, a Chilean economist. The Connection Before Correction Principle "One of the most wonderful things is connection before correction." Maria emphasizes the importance of building relationships before attempting to change behaviors or address problems. She suggests that our fast-paced world has created a situation where our emotional processing cannot keep up with the speed of our actions and decisions. We've become skilled at multitasking and meeting deadlines but haven't paid adequate attention to our emotional needs. The result is that many people are emotionally "backed up" or "constipated" – unable to process their feelings in healthy ways. Maria's work involves slowing things down to create space for authentic connection and emotional integration. This approach doesn't sacrifice efficiency – as she notes, "We get more done with less resource once we've been through the tunnel." Learning Directly from Marshall Rosenberg "Marshall Rosenberg said, 'The people that are going to take this forward will have the right balance of compassionate understanding and political savvy.' And I just went, 'That's me.'" Maria shares her personal journey with NVC, beginning with a chance encounter at her son's school that led her to attend a presentation by Marshall Rosenberg. She was immediately captivated by his approach, which answered questions she had been unable to resolve through other therapies and educational frameworks. Her pivotal experience came in 2005 when she joined Rosenberg and others for a 15-day intensive in Switzerland focused on social change. This immersive experience transformed her understanding of communication and human connection. When she asked Rosenberg who would carry his work forward, his answer about needing both "compassionate understanding and political savvy" resonated deeply with her, setting her on a path to develop her own applications of NVC principles. In this segment, we refer to the book The Surprising Purpose of Anger by Marshall Rosenberg. About Maria Arpa and Bob Marshall Maria Arpa is a facilitator, mediator, and trainer who describes her work as "walking towards conflict with love." She developed the Dialogue Road Map, a framework that builds on NVC principles to guide people out of debate-style conversations into authentic dialogue. Maria studied directly under Dr. Marshall Rosenberg and has applied NVC in various challenging contexts, including working with gang violence and facilitating dialogue between concentration camp survivors and a business that had purchased a former concentration camp site. You can link with Maria Arpa on LinkedIn and follow Maria's work on her website. Bob Marshall is an organizational psychotherapist who works with the collective psyche of organizations. He has been studying and practicing NVC for over 15 years, incorporating it into his work helping organizations understand and meet their collective needs. Bob believes in creating more joyful work environments and has dedicated his career to helping people have more pleasant experiences in the workplace. Bob Marshall is the author of several books on organizational psychotherapy. You can link with Bob Marshall on LinkedIn and follow Bob Marshall's blog.

Welcome to the Let's Eat, Grandma Career Warrior Podcast, where our goal is not only to help you land your dream job but to help you live your best life!Elizabeth Lotardo helps organizations drive emotional engagement. She is a consultant, writer, and training creator who has worked with leaders at every level in over 150 organizations including Salesforce, DraftKings, Hilton, and numerous Berkshire Hathaway organizations. She's designed programs for senior leaders, frontline managers, and entry-level teammates that enable everyone to create more purpose-driven work experiences.Elizabeth is a wildly popular LinkedIn Learning Instructor, with millions of views on her courses like Leading without Formal Authority, Finding Your Purpose at Work, and Leading Yourself. She has a bachelor's degree in advertising from Boston University and a master's in Industrial and Organizational Psychology and is a contributor for Harvard Business Review. Her work has been featured in The Wall Street Journal and on NPR.Elizabeth's newest book, Leading Yourself, is about creating meaning, joy, and opportunities at work, even when your job is far from perfect. She's also the co-author of Selling with Noble Purpose.Today's episode is about forging your own path and leading yourself to the career you deserve. Don't wait for someone else to direct your career. Take control today!Resources:Get more help on your applications from Let's Eat, GrandmaCheck out Elizabeth's book, Leading YourselfConnect with Elizabeth on LinkedInFollow us:Follow Let's Eat, Grandma on LinkedInUse Chris' LinkedIn for the newsletterCheck us out on Instagram Hosted on Acast. See acast.com/privacy for more information.

Episode 127: Mimi Gonzalez & The Creative Act: A Way Of Being by Rick Rubin ABOUT MIMIMimi Gonzalez is the founder and podcast host of griefsense, a platform and community exploring grief, mental health, and social impact. She's a LinkedIn creator, speaker, and community builder based in Hartford, CT, passionate about storytelling that centers community care, identity, and rewriting the narrative for future generations.Mimi created griefsense after losing 36 loved ones, building the spaces she wished existed. In addition to podcasting, she supports first-generation college students and partners with brands and workplaces on responsible marketing, mental health and well-being, and Gen Z inclusion.She's regularly invited to speak to organizations on building inclusive, supportive cultures.Mimi is a 3x alum of the University of Hartford and serves on the Board of Hillyer College. Her work has been featured in NOW THIS, Success Magazine, SHRM, The Atlantic, LinkedIn News and more.CONVERSATION HIGHLIGHTS"...we are all humans having a human experience. Like for us to only talk about one dimension of our lives when we are multidimensional beings, I mean, it's just myopic..."Being radically present.The State of Flow.Making your own rules means breaking someone else's.Organizational Psychology - a catalyst for doing it all.The impact of Scott Haney.Channeling pain into being radically happy, present, and creating.Having to be a parent for yourself.The power of side quests.Being a Manifesting Generator.The power of creator hindsight."We live on a floating rock in space!"The power of detachment.The magic in being sensitive.Being a recovering people-pleaser.The power of your breakout rooms, workshops, and keynotes.How can you tune into your inner frequency?The MAIN QUESTION underlying my conversation with Mimi is, Are you living the life you want, or wasting it? Do you know what it is you really want (and need) to do deep down inside, or are you still playing by someone else's rules? FIND MIMIWebsite: https://mimigonzalez.komi.ioLinkedIn: https://www.linkedin.com/in/mimi-gonzalez/beehiiv: https://griefsense.beehiiv.com/ LinkedIn – Full Podcast Article: VIDEO CHAPTERS00:00 - The Book Leads Podcast - Mimi Gonzalez 00:45- Introduction & Bio06:05- Who are you today? Can you provide more information about your work?11:51- Mimi and the feeling of Flow22:26 - Mimi on her podcast, griefsense 25:20 - Mimi on self-care after so much loss26:57 - How does the work you're doing today reconcile to who you were as a child?31:57 - What do you consider your super power?34:45 - Mimi's discoveries through Human Design36:37 - Mimi's definition of griefsense45:36 - The power of detachment48:52 - What does leadership mean to you?49:41 - Can you introduce us to the book we're discussing?52:42- Can you provide a general overview of the book? / A breakdown of the chapters in the book.01:20:06 - What are you up to these days? (A way for guests to share and market their projects and work.)This series has become my Masterclass In Humanity. I'd love for you to join me and see what you take away from these conversations.Learn more about The Book Leads and listen to past episodes:Watch on YouTubeListen on SpotifyListen on Apple PodcastsRead About The Book Leads – Blog PostFor more great content, subscribe to my newsletter Last Week's Leadership Lessons, if you haven't already!

In this episode of Handful of Leaves, Venerable Sumangala shares insights on the practice of letting go and renunciation, emphasising the importance of inner transformation and understanding suffering. She explains how letting go of attachment to ego and external perceptions leads to true freedom and happiness, while still pursuing goals with a balanced approach.Key Takeaways:

Dr. Sunita Sah is a leading expert on decision-making, compliance, and ethical influence. A tenured professor at Cornell University, she has spent decades researching why people struggle to say "no" and how they can reclaim their voice. Her groundbreaking work has been featured in The New York Times, The Wall Street Journal, and The LA Times, shedding light on the hidden costs of compliance and the power of strategic defiance. Before becoming an organizational psychologist, Sunita was a medical doctor, an experience that shaped her insights into authority, trust, and professional ethics. Her new book, Defy: The Power of No in a World that Demands Yes, offers a practical roadmap for standing up against social pressures while staying true to one's values. A sought-after speaker and thought leader, Sunita is passionate about empowering individuals to make better decisions and challenge the status quo with confidence.In this episode, Dr. Sunita Sah provides expert insight into the psychological and social dynamics of defiance and compliance. She explains that people often feel a deep internal tension when confronted with situations that contradict their values but struggle to act due to societal conditioning, fear of consequences, or reluctance to challenge authority. Sunita shares personal stories about growing up in a strict Indian household, her journey from medical doctor to organizational psychologist, and how her fascination with compliance and influence led her to research this topic. She introduces key concepts from her book, including the "Defiance Compass," a framework for determining when and how to defy, and emphasizes that defiance is a skill that can be learned and practiced over time. She also reassures Ami about her difficult parenting moment, highlighting the importance of assessing safety before acting. Sunita's research underscores the hidden costs of compliance and how individuals can reclaim their agency by standing up for their values in meaningful ways. A South Asian Perspective: The Cultural Battle with Defiance: Ami and Sunita bond over their shared South Asian backgrounds, discussing how immigrant upbringings shaped their views on obedience, compliance, and the challenge of saying no. (03:31)The Power of a Name: Why Sunita Kept Hers: Sunita shares the story of why she didn't change her last name after marriage, despite social pressure, and how this small act of defiance can have larger implications. (04:53)The Parenting Dilemma: When Should You Defy?: Ami recounts a powerful personal story about an aggressive stranger confronting her daughter at a movie theater. Sunita walks her through the "Defiance Compass" framework to evaluate whether speaking up would have been the right choice. (18:03)Why We Comply—Even When We Shouldn't: Sunita breaks down the five psychological stages of defiance, explaining why we often freeze in the moment and default to compliance (28:02)The Hidden Cost of Saying Yes: Ami shares her struggle with ulcerative colitis and how years of suppressing her voice may have contributed to her chronic stress and health issues. Sunita discusses how unchecked compliance can take a physical toll. (34:42)Why Women (Especially) Struggle to Say No: Sunita introduces the concept of “insinuation anxiety”—the fear of making someone feel bad by rejecting their request—and why women often feel this pressure more acutely than men. (40:08)How to Build the Skill of Defiance: Sunita explains why defiance isn't just a personality trait but a learned skill, offering actionable advice on how to practice saying no in small, everyday moments. (49:05)Success, Oprah, and The Cure: In a lighthearted closing, Sunita shares her definition of success, her dream collaboration (hint: Oprah!), and her love for The Cure—tying back to the importance of being true to oneself. (55:34)Connect with Sunita Sah:WebsiteInstagramLinkedInXGet Sunita's book!Let's talk Connect:InstagramThis podcast is produced by Ginni Media

In episode 115, we sit down with Eloisa Perard, CEO and President of Gracelight Community Health in Los Angeles, to talk about all things healthcare advocacy and federally qualified health centers. Don't know what those are? No worries, we didn't either! Listen to this episode to learn more about the amazing work they do. Gracelight Community Health is a non-profit, Federally Qualified Community Health Center organization. In partnership with the executive management team, Ms. Perard creates strategies in support of the organization's mission and goals while accelerating and deploying technologies that improve patient care and operational efficiency.A long-time resident of Los Angeles, California, Mrs. Perard holds a Bachelor of Science Degree in Business and Leadership and a Master of Science in Organizational Psychology. She serves on the Board of Directors and the Finance Committee for Health Care L.A., an Independent Physician Association. Additionally, she is a member of the Chicago School Board of Trustees and serves on the Board of Directors for the California Primary Care Association.Resources:* Eloisa's LinkedIn* Gracelight Community HealthConnect with USS:* Substack* InstagramThis episode was edited by Kevin Tanner. Learn more about him and his services here:* Website* Instagram Get full access to United SHE Stands at www.unitedshestands.com/subscribe

Unlocking Family Business Potential Through Advisory Teams with Dr. Jeremy Lurey   In this episode of the 'Secret Thoughts of CEOs and Business Leaders' podcast, host Chris Yonker discusses the complexities of managing family business transitions with Dr. Jeremy Lurey. The episode covers key topics such as building effective advisory teams, succession planning, and the nuances of family dynamics in business settings. Chris and Jeremy explore the importance of external advisors, the challenges of sibling rivalries, and how to prepare for pivotal moments like selling a business. They also offer insights into identifying the right advisors and emphasize the importance of continuous learning and personal development for effective leadership.   What You'll Learn   ·       Why it's important to have an independent advisor ·        The necessity of being a continuous learner to belong in the field.   Timestamps   03:07 Introduction to Dr. Jeremy Lurey 05:20 The Role of Family Business Advisors 20:06 Navigating Family Business Relationships 32:46 The Importance of Independent Advisors 38:42 Generational Transitions and Family Harmony 44:47 The Importance of Personal Connection   Memorable Quotes ·       “Common sense is not that common. Right. People just don't stop and think about how I'm interacting with my partner, my child, my cousin, my uncle, my whomever it is. And so we get to shine the flashlight in places where people typically don't look..” [11:16]   ·        ”for my dad, I will always be the 16 year old who wrapped a car around the tree. I always will be because I did. I did stupid things when I was 16 and 17 year old when I got my driver's license..” [17:34]   ·        ”We could all get hit by the buff. I prefer the metaphor of when the lottery and move to Fiji myself. But regardless life happens when we least expect it. So having a plan is critical.” [23:01]   Websites: fambizforum.com. www.chrisyonker.com. Familylegacy1st.com LinkedIn: @jeremylurey      Jeremy Lurey PhD Bio:   Family Advisor & Leadership Coach   Dr. Lurey is a talented family advisor, executive coach, and business consultant with more than 25 years of experience helping clients—from families of significant wealth to Fortune 500 corporations—achieve their strategic objectives and build sustainable futures. He specializes in leadership development, succession planning, governance, and strategic planning, guiding family offices and family businesses through critical transitions and long-term planning. A PhD in Organizational Psychology, Dr. Lurey is a US Ambassador for the Global Family Office Community and frequently speaks at industry events. Recognized as a “40 Under 40” executive, he is known for his compassionate approach, enabling clients to unlock their leadership potential and focus on what matters most.    

Brian Hite, Ph.D., is known as "The High-Stakes Performance Whisperer," blending over 30 years as a professional stuntman with advanced expertise in performance psychology. With a Ph.D. in Organizational Psychology and a Master's in Sport Psychology, Brian helps leaders, athletes, first responders, and creatives see through the illusions of stress and pressure to unlock clarity and achieve extraordinary results. Brian's career includes over 100 film and television credits, a Screen Actors Guild Award for 24, and a decade coaching soldiers as a Master Resilience Trainer for the U.S. Army. Today, he shares his expertise through programs like PressureX, PhaseX, and FACTs; his podcast Flow Under Fire; and keynotes that inspire audiences to rethink their potential. We talk about goals, creating our futures, recognizing opportunity, overcoming fear and anxiety, being a stuntman, avoiding injury, getting hit by cars, stretching and flexibility, seeing the good in the bad, finding motivation for self-employed people, eliminating pressure, visualization, focusing on the moment to maximize success, and more. "Nothing is either good or bad, but thinking makes it so." Links are on the shownotes page here. Support the show through Patreon.

This episode is an interview with a fellow podcaster Julie Marty-Pearson, PsyD, is a dynamic Podcaster of 2 shows, Speaker, and Coach dedicated to empowering women to share their stories through podcasting. #podcasting #podmatch #podcaster====================Join Podmatch ⁠⁠https://www.joinpodmatch.com/roy⁠Speaking Podcast Social Media / Coaching My Other Podcasts ⁠https://bio.link/podcaster⁠====================Bio of Julie Marty-Pearson :Julie Marty-Pearson, PsyD, is a dynamic Podcaster, Speaker, and Coach dedicated to empowering women to share their stories through podcasting. With a doctorate in Organizational Psychology and a background spanning over 15 years in higher education, Julie brings a unique blend of academic and research expertise, love of teaching, and real-world experience to her work. She hosts two podcasts, her first, The Story of My Pet, highlights inspiring tales of pets and their parents while advocating for animal rescue, fostering, and adoption. Her newest podcast, Podcast Your Story Now, features her own personal stories, as well as the journeys of other female podcasters and provides practical guidance for being an awesome podcast guest, and launching and growing your podcast. What we Discussed:00:00 Who is Julie Marty-Pearson01:30 How her Background Evolved02:25 The Advantages of a Creative Background05:00 Her Animal Podcast and the inspiration it creates06:50 How her tech improved on her journey09:47 How overwhelming too many tech updates causes13:00 Descript and how it helps Podcasters16:00 Price of Descript16:50 Creating Shorts18:30 How to be an Awesome Guest23:00 Why You should have Video with your Podcast24:10 Ensure you Create a Playlist25:20 Ways Your Podcast Can Grow Your Business29:15 Don't be afraid to share good tips on your show30:00 Some Podcaster lying about their numbers33:00 Is it worth having a Merch Shop37:15 Has a Blog help get Podcast Listeners39:20 Using Cartoon Graphics41:00 Social Media to help your Podcast43:20 The advantages of PinterestHow to Contact Julie Marty-Pearson :https://www.juliemartypearson.com/https://www.facebook.com/jmartypearsonhttps://www.linkedin.com/in/julie-r-marty-pearson-psydhttps://www.youtube.com/@juliemartypearsonhttps://instagram.com/thestoryofmypetpodcasthttps://instagram.com/podcastyourstorynow___________________

Want to take your leadership to the next level? Today's episode of The Ripple Effect Podcast will help you uncover realizations and put them into action. This episode is the result of a Ripple with my long-time friend, Anne Grady, who introduced me to the amazing Jennifer Hutcheson, our special guest today. Like me, Jennifer Hutcheson is deeply fascinated with human behavior and connections, which made us get along quickly!  Jennifer Hutcheson is an executive and leadership coach with a background in industrial and organizational psychology. She shares her incredible journey from a 26-year career at Dell Technologies as an executive coach to a full-time entrepreneur. Jennifer explains why building strong networks is crucial, how executive coaching transforms leaders, and how understanding the “why” behind coaching makes all the difference.  We also touched on leadership challenges, the power of curiosity, and how data-driven coaching helps leaders grow. So, if you're an aspiring leader, entrepreneur, or coach, this episode is full of insights you can't afford to miss. Know what it really takes to lead with IMPACT. Hit play now and take the next step in your leadership journey! ____________________________________________ For those curious about Jennifer's work, click these links to know more.  Connect with Jennifer Hutcheson on LinkedIn: linkedin.com/in/jenniferhutcheson Visit Jennifer's website: jenniferhutcheson.com ____________________________________________ If you found this channel helpful, please like, comment, and subscribe for more content like this!

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Welcome to the Strength Connection!Brian Hite, Ph.D., is "The High-Stakes Performance Whisperer," blending over 30 years as a professional stuntman with advanced expertise in performance psychology. With a Ph.D. in Organizational Psychology and a Master's in Sport Psychology, Brian helps leaders, athletes, first responders, and creatives see through the illusions of stress and pressure to unlock clarity and achieve extraordinary results.Brian's career includes over 100 film and television credits, a Screen Actors Guild Award for 24, and a decade coaching soldiers as a Master Resilience Trainer for the U.S. Army. Today, he shares his expertise through programs like PressureX, PhaseX, and FACTs; his podcast Flow Under Fire; and keynotes that inspire audiences to rethink their potential.Check out more from Brian at:https://BrianHiteGlobal.com

On the next episode of the Move Swiftly Podcast, we welcome Brian Hite, Ph.D., widely known as "The High-Stakes Performance Whisperer." With over 30 years as a professional stuntman and a decade coaching elite military personnel, Brian has dedicated his career to transforming how individuals and organizations navigate high-pressure environments.Blending real-world expertise with academic rigor—holding a Ph.D. in Organizational Psychology and a Master's in Sport Psychology—Brian equips leaders, athletes, first responders, and creatives with game-changing strategies to reframe stress, master their mindset, and perform at their peak when it matters most.From Hollywood to the battlefield, Brian has seen firsthand how perception shapes performance. Whether through his FACTs methodology, programs like PressureX and PhaseX, or his podcast Flow Under Fire, he empowers people to break free from outdated thinking and unlock extraordinary results.Tune in as Brian shares actionable insights on resilience, mental toughness, and thriving under pressure—this is an episode you don't want to miss!#MoveSwiftlyPodcast #HighStakesPerformance #Resilience #BrianHite #MindsetMastery #Leadership

This podcast segment highlights concerns over loan servicing capacity, Ginnie Mae's reliance on contractors, industry agency leadership changes, and potential political impacts on mortgage operations and efficiency.------------------------------------------------------------------Marc Helm, CEO, and AuthorMarc Helm serves as a Principal Partner at Transformational Mortgage Solutions, bringing over 46 years of extensive experience in the financial services and mortgage banking industry. Currently serving as the President and CEO of both ReverseAmerica Advisors, Inc. and Mortgage Consultants of America (MCA), Marc has established a proven track record of leadership and accomplishments, both within and beyond the mortgage banking sector.In his notable role as the former President and Chief Executive Officer of Reverse Mortgage Solutions, Inc. (RMS), Marc played a pivotal role in steering RMS to become one of the largest Ginnie Mae Securitizers, originators, and servicers/sub servicers in the reverse mortgage industry. His influence has reached various key positions in the industry, including serving as Chairman of the Mortgage Bankers Association (MBA) Loan Administration Committee and Chairman of the MBA Technology Committee. Recognizing his expertise, he has been honored with memberships in prestigious advisory boards such as the Fidelity (LPS) Information Systems Mortgage Servicing Advisory Board and the National Reverse Mortgage Lender Association's (NRMLA) Board of Directors.Marc's commitment to community involvement and philanthropy is evident in his roles as a Board Member of the American Heart Association (AHA), his past chairmanship of the AHA's "Open Your Heart Campaign" for the Paul "Bear" Bryant National Coach of The Year Award, and his service on the boards of additional organizations such as The Helm Foundation. His dedicated support extends to various causes, including initiatives for children, veterans, military service organizations, and the welfare of homeless mothers and children.Marc's dedication to philanthropy is complemented by his prior involvement in various committees and campaigns, such as his role as the Former Chairman for the Houston Area Special Olympics Campaign and Former Chairman of the Houston Area United Way Campaign.Beyond his professional achievements and community engagement, Marc Helm is a family man, celebrating 49 years of marriage to Sallie Fortner Helm. Together, they have two children, Thomas Charles Helm and Dr. Jean Ann Helm Allen, and five grandchildren. Holding a BS Degree (Summa Cum Laude) and an MS Degree from Troy University, Marc showcases his commitment to education and continuous learning. Currently pursuing a PHD in Organizational Psychology, Marc Helm's multifaceted expertise, leadership roles, and philanthropic contributions make him an invaluable Principal Partner at Transformational Mortgage Solutions and reinforces his active role as a Co-Host of the “Lykken on Lending” Podcast.

Send us a textWhat makes a truly memorable leader? Dr. Rob Lion believes it's someone who creates work environments that energize people rather than drain them – a philosophy he's developed through his fascinating journey from academic to multi-business entrepreneur.In this soul-stirring conversation, Dr. Lion shares how he navigated the challenging transition from economic development expert to cycling studio owner, restaurateur, and finally to the leadership consultant he is today. His candid stories about COVID destroying businesses he'd built from scratch offer rare insights into the resilience required to pivot when everything seems lost."I realized everything's learned," Dr. Lion explains, describing his epiphany that entrepreneurship wasn't an innate gift but rather a skill anyone could develop with the right mindset. "It's usually us that gets in our way." This growth perspective became foundational to his business philosophy, which he distills into the memorable phrase "give me growers, not showers" – valuing humble learners over know-it-alls.The most valuable nugget may be Dr. Lion's insights about psychological safety in organizations. When leaders respond consistently to both triumphs and failures, team members develop the courage to admit mistakes, ask questions, and hold themselves accountable. This creates cultures where innovation thrives naturally rather than being forced.Dr. Lion's wisdom extends beyond the workplace into personal relationships too. His "24-hour rule" with his spouse – allowing only one day to process negative emotions before moving forward – demonstrates how principles of emotional intelligence can strengthen both professional and personal connections. "We've learned to give each other permission to sit in the suck," he explains, "and it's amazing how quickly we move back out of that."Whether you're leading a Fortune 500 company, launching your first startup, or simply trying to build stronger relationships, Dr. Lion's practical advice will transform how you approach the human side of business. Subscribe now to hear more conversations that balance mindset optimization with real-world entrepreneurial challenges.http://www.blackriverpm.comThanks for listening & being part of the Mindset Cafe Community.----------------------------------------------Connect With Devan:https://www.devangonzalez.com/connect----------------------------------------------Follow On Instagram https://www.instagram.com/devan.gonzalez/https://www.instagram.com/mindsetcafepodcastLet me know what topics or questions you want covered so we can help you achieve your goals faster.----------------------------------------------P.S. If you're not already a part of the The Mindset Cafe Community Page I would love to have you be a part of the community, and spread your amazing knowledge. The page is to connect and network with other like minded people networking and furthering each other on our journeys!https://www.facebook.com/groups/themindsetcafe/

Host:Michelle Walters - Hypnotherapist and Mind Power CoachCinthia Varkevisser - Intuitive Healer and MysticGuest:Julie Marty Pearson, Psych D - Podcaster, Speaker, and CoachDescription:In this episode of Mind Power Meets Mystic, hosts Michelle and Cinthia are joined by Julie Marty Pearson, a seasoned podcaster, speaker, and coach. Julie is passionate about empowering women and non-binary individuals to share their stories through the power of podcasting. With a background in Organizational Psychology and over 15 years in higher education, Julie blends academic expertise with a love for teaching and a deep connection to her work.Julie takes us on her podcasting journey, from starting The Story of My Pet, where she shared inspiring pet stories, to launching her latest podcast, Podcast Your Story Now. She reflects on how her love for animals, her background in coaching, and her personal experiences have shaped her career in podcasting.Julie talks about the importance of community in podcasting and how her podcasting conferences, such as Podfest and Podcast Movement, helped her discover a passion for supporting aspiring podcasters, especially women, in finding their voice and sharing their stories.Topics Discussed:Julie's journey from career coaching to podcastingThe Story of My Pet and the bond between humans and their petsHow podcasting became a form of self-expression and healingThe role of community and connection in podcastingAdvice for aspiring podcasters: Start as a guest and discover your "why"Julie's new podcast Podcast Your Story Now and her mission to uplift women and non-binary podcastersJulie's free monthly masterclasses on storytelling and being an effective podcast guestKey Takeaways:Start Messy: Julie shares how her first podcast episodes weren't perfect but emphasized the importance of starting regardless of imperfections.Podcasting as Healing: Julie talks about how sharing personal stories has been a transformative experience for her and others.Find Your Why: Before starting a podcast, it's essential to know your purpose. Julie stresses how clarity in your podcast's "why" will guide its success.Community Matters: Julie highlights the significance of podcasting communities and networking for growth, especially for women podcasters.Resources Mentioned:Julie's Website: Julie Marty PearsonJulie's Podcast: Podcast Your Story NowJulie's Monthly Masterclasses: Check out Julie's free masterclasses on storytelling and becoming a great podcast guest.Connect with Julie:Julie's Linktr.eeThe Story of My Pet Podcast & Blog Websitejulie@podcastyourstorynow.comAbout Mind Power Meets Mystic:Mind Power Meets Mystic is a podcast that brings together practical mind power and mystical wisdom, hosted by Michelle Walters, a hypnotherapist and mind power expert, and Cinthia Varkevisser, an intuitive healer and mystic. Together, they blend humor, bold action, and curiosity to shake up the way you think about spirit, business, relationships, and personal growth.Work With Us!

In this episode of Change Leader Insights, Jessica Crow speaks with Jeff Skipper, an international expert in accelerating change and author, about the value of selling to activate behavior change and how conducting workshops can help. For more than 25 years, clients such as IBM, Suncor, Goldman Sachs, and The Salvation Army have engaged Jeff Skipper to achieve dramatic results during strategic transformation by wrapping complex change in motivating mission. Jeff holds a Master's degree in Organizational Psychology and is a Certified Change Management Professional. His first book, Dancing with Disruption, was published in 2023, and his second, out now, is a reference book of 30 workshop exercises to help people understand, support, and navigate the change journey. During the conversation, Jessica asked Jeff to share one tip that consistently benefits teams with unique challenges and opportunities. Says Jeff, “Going and building one-on-one relationships with influencers within an organization...you've got to get one-on-one with people and, hopefully in a casual setting, get to know them as individuals.” Highlights from the conversation include: ☑️ An often overlooked link between change management and sales (and how to use it to your advantage) ☑️ A look into why Jeff wrote his latest book, High-Impact Workshops for Leading Change, and how change professionals can use it to conduct innovative, more engaging workshops outside of common ones ☑️ How to make change methodologies work best for you and your team while honoring the need to flex If you want to learn how to use selling to your advantage when leading change, be sure to tune in and hear what Jeff has to say!

This podcast segment highlights the growing spam problem in digital communication, its impact on businesses and consumers, and the need for stronger regulations to protect against scams and fraud.------------------------------------------------------------------Marc Helm, CEO, and AuthorMarc Helm serves as a Principal Partner at Transformational Mortgage Solutions, bringing over 46 years of extensive experience in the financial services and mortgage banking industry. Currently serving as the President and CEO of both ReverseAmerica Advisors, Inc. and Mortgage Consultants of America (MCA), Marc has established a proven track record of leadership and accomplishments, both within and beyond the mortgage banking sector.In his notable role as the former President and Chief Executive Officer of Reverse Mortgage Solutions, Inc. (RMS), Marc played a pivotal role in steering RMS to become one of the largest Ginnie Mae Securitizers, originators, and servicers/sub servicers in the reverse mortgage industry. His influence has reached various key positions in the industry, including serving as Chairman of the Mortgage Bankers Association (MBA) Loan Administration Committee and Chairman of the MBA Technology Committee. Recognizing his expertise, he has been honored with memberships in prestigious advisory boards such as the Fidelity (LPS) Information Systems Mortgage Servicing Advisory Board and the National Reverse Mortgage Lender Association's (NRMLA) Board of Directors.Marc's commitment to community involvement and philanthropy is evident in his roles as a Board Member of the American Heart Association (AHA), his past chairmanship of the AHA's "Open Your Heart Campaign" for the Paul "Bear" Bryant National Coach of The Year Award, and his service on the boards of additional organizations such as The Helm Foundation. His dedicated support extends to various causes, including initiatives for children, veterans, military service organizations, and the welfare of homeless mothers and children.Marc's dedication to philanthropy is complemented by his prior involvement in various committees and campaigns, such as his role as the Former Chairman for the Houston Area Special Olympics Campaign and Former Chairman of the Houston Area United Way Campaign.Beyond his professional achievements and community engagement, Marc Helm is a family man, celebrating 49 years of marriage to Sallie Fortner Helm. Together, they have two children, Thomas Charles Helm and Dr. Jean Ann Helm Allen, and five grandchildren. Holding a BS Degree (Summa Cum Laude) and an MS Degree from Troy University, Marc showcases his commitment to education and continuous learning. Currently pursuing a PHD in Organizational Psychology, Marc Helm's multifaceted expertise, leadership roles, and philanthropic contributions make him an invaluable Principal Partner at Transformational Mortgage Solutions and reinforces his active role as a Co-Host of the “Lykken on Lending” Podcast.

Innovation: A way of thinking about the worldIs your company's culture stifling innovation? Dr. Laura Hamill, organizational psychologist and author of "The Power of Culture," argues that innovation is fundamentally about mindset."Innovation is a mindset. It's a way of thinking about the world," says Dr. Hamill. She emphasizes the importance of creating a culture where people feel encouraged to innovate, think differently, and connect dots.How can leaders foster a culture of innovation in their organizations?------------------------------------------------------------Episode Guide:0:00 - Intro0:56 - What is Innovation?2:55 - Innovation Beyond Technology5:39 - Culture, Mindset, and Success6:58 - Shared Mindset and Challenges in Startup Cultures9:09 - Experience with an Insurance Company10:51 - Book: The Power of Culture15:28 - National Association of Corporate Directors' position paper on culture23:04 - Familiarity Bias26:30 - Openness and Curiosity in Career Growth31:48 - Advice for Innovators------------------------------------------------------------Dr. Laura Hamill is an organizational psychologist and business leader, focusing on the intersection of science and HR. Laura is an expert on creating great places to work and is the owner of Paris Phoenix Group, a consulting firm specializing in forming and transforming culture. Previously, Laura worked at Microsoft and was a co-founder of Limeade. Laura has written a book called The Power of Culture with The Economist.More about our guest:Dr. Laura HamillCompany: Paris Phoenix GroupBook: The Power of CultureOUTLAST Consulting offers professional development and strategic advisory services in the areas of innovation and diversity management

Here's what to expect on the podcast:Julie's journey into podcasting and how she uses her voice to support women.The power of storytelling and why it resonates with women.Finding empowerment in everyday moments, including the bond with pets.Stories of how animals provide companionship, healing, and joy.And much more! About Julie:Julie Marty-Pearson, PsyD, is a dynamic Podcaster, Speaker, and Coach dedicated to empowering women to share their stories through podcasting. With a doctorate in Organizational Psychology, Julie brings a unique blend of academic expertise, love of teaching, and real-world experience to her clients, podcasts, and stages alike. Podcasting since 2022, Julie's first show, The Story of My Pet, highlights inspiring tales of pets and their parents while advocating for animal rescue, fostering, and adoption. Her second podcast, Podcast Your Story Now, launched in 2024 and features Julie's own journey in podcasting.She also interviews other female and non-binary podcasters about their experiences and provides practical guidance for launching a podcast and being an awesome podcast guest. Julie believes Your Story Matters, and podcasting is the fastest way to share your stories and create meaningful connections around the world. Connect with Julie Marty-Pearson!Website: https://www.juliemartypearson.com/Linktree: https://linktr.ee/podcastyourstorynowLinkedIn: https://www.linkedin.com/in/julie-r-marty-pearson-psydFacebook: https://www.facebook.com/jmartypearsonInstagram: https://www.instagram.com/podcastyourstorynowYouTube: https://www.youtube.com/@juliemartypearson Connect with  Anne Zuckerman!Websites: https://annezuckerman.com/ | https://justwantedtoask.com/Facebook: https://www.facebook.com/AnneInPinkInstagram: https://www.instagram.com/annezuckerman/LinkedIn: https://www.linkedin.com/in/annezuckerman/Bezi Woman:  https://beziwoman.com/ | https://www.beziwoman.shop/two-step-order1591558404525Bezi Bra Discs Facebook: https://www.facebook.com/bezibradiscs

Is it just Layla and MJ that recognize just how universal some really good advice is? On this episode, they share some great advice, including from previous podcast guests: Mr. Deryk Gilmore, President & Owner of Day 1 Sports & Entertainment, and Dr. Karen Kendrick, a Ph.D. in Organizational Psychology. Finally they share some bad advice that you definitely should not take and how to deal with it when you hear it. Some immediate advice? Be sure to follow the podcast on Apple Podcasts, Spotify, etc., to never miss an episode. Then go ahead and give it five stars! Have an idea for an upcoming episode? Drop us a comment here or let us know on on Instagram, Twitter, or Facebook. And remember, it may not just be you, but it could be! Show notes: What's the origin of the expression “mind your P's and Q's”? (The Straight Dope) How to Say Please in Russian: Pronunciation and Examples (ThoughtCo) Deryk Gilmore: Life As A Sports & Entertainment Agent (Is It Just Me Podcast, Season 3, Episode 14) Dr. Karen Kendrick: New Year, New You (Is It Just Me podcast, Seasson 2 Episode 9) Offensive Much? (Is It Just Me podcast, Season 2 Episode 2)

Creativity through the lens of a performance psychology coach, stuntman and author"To me creativity is approaching things in my own way."Brian Hite, Ph.D., is "The High-Stakes Performance Whisperer," blending over 30 years as a professional stuntman with advanced expertise in performance psychology. With a Ph.D. in Organizational Psychology and a Master's in Sport Psychology, Brian helps leaders, athletes, first responders, and creatives see through the illusions of stress and pressure to unlock clarity and achieve extraordinary results.Brian's career includes over 100 film and television credits, a Screen Actors Guild Award for 24, and a decade coaching soldiers as a Master Resilience Trainer for the U.S. Army. Today, he shares his expertise through programs like PressureX, PhaseX, and FACTs; his podcast Flow Under Fire; and keynotes that inspire audiences to rethink their potential.Whether coaching, speaking, or writing, Brian's mission is to empower others to shift their perspective, harness their strengths, and thrive in high-stakes moments.https://brianhiteglobal.com/https://www.linkedin.com/in/brianchite/https://www.facebook.com/brian.hite1/Send us a text

WHAT YOU WILL LEARN:What if you could actually figure out what people want of you in a way that would help you become more successful professionally and in your personal life? The greatest challenge to that is how different each person's reality contributes to confusion, misunderstandings, conflict, and missed opportunities. In this episode, we'll learn how to break into those insights. In this episode, you'll have a chance to reflect on the influence of your values and drivers, and how to identify, tap into, and integrate those of others to create a more inclusive and robust depiction of our diverse reality, improve emotional intelligence, and become better and more effective at everything we choose to do.We'll explore what societal norms have rewired us to sabotage our relationships, how to debunk some deeply-held notions and replace them with more appropriate and expansive ways of perspective adoption, and how to better understand ourselves and make ourselves and our own expectations better understood by others, while we stay open to better understanding them and theirs.***ABOUT OUR GUEST:Karl is a certified Executive Coach, Leadership/Team/Organization Development Consultant, and international speaker who has over 25 years of experience coaching leaders and their teams (from Individual Contributors to CEOs in myriad industries and sectors) to work better together and consistently exceed their organizations' goals. He holds a PhD in Organizational Psychology (where this thesis was on “using the Enneagram to Help Organizations Attract, Retain, and Motivate their Employees”) and has authored three books: “The How & Why: Taking Care of Business with the Enneagram” (now in its 3rd Edition!), “Nina and the Really, Really Tough Decision” (now available in English, Spanish, French, and Greek!), and, most recently, “Explicit Expectations: The Essential Guide & Toolkit of Management Fundamentals.” ***IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!***LINKS MENTIONED IN EPISODE:www.gotowerscope.comwww.performandfunction.comhttp://linkedin.com/in/rkarlhebenstreitIG: r.karl.hTwitter/X: rkarlhWhy do we have such a difficult time working and getting along with other people? Why do we experience so many misunderstandings and disappointments when we try to communicate and work with others? Why don't others see things the way we do? In this episode we'll tap into how to better understand ourselves and make ourselves and our own expectations better understood by others, while we stay open to better understanding them and theirs.Tune in for this empowering conversation at TalkRadio.nyc

Send us a textIn this episode of the Starter Girlz podcast, host Jennifer Loehding engages with Brian Hite, a high-stakes performance consultant with a unique background as a stuntman. They explore the intricacies of organizational psychology, the importance of resilience in high-pressure situations, and the holistic approach to human well-being. Brian shares his journey from the entertainment industry to consulting for elite military personnel, emphasizing the significance of mental, emotional, and physical health in achieving success. The conversation highlights the need for a deeper understanding of success beyond financial metrics, focusing on personal fulfillment and well-being. In this conversation, the speakers explore the importance of creating attainable wins in life and performance, emphasizing the need to focus on the process rather than just the end result. They discuss broader definitions of leadership and performance, highlighting that everyone can be a leader in their own right. The conversation also touches on Brian Hite's journey in the film industry, the thrill of performing stunts, and the value of traveling as a family to gain new perspectives. Ultimately, the discussion encourages listeners to embrace their unique paths and experiences.TakeawaysHigh-stakes performance requires clarity and overcoming stressOrganizational psychology focuses on creating optimal work environmentsA holistic approach to well-being encompasses physical, mental, and emotional healthSuccess should be defined in multiple dimensions, not just financiallyUnderstanding the mind-body connection is essential for performanceCreating attainable wins is crucial for motivationFocusing on the process leads to greater well-beingSuccess should be defined by controllable actionsEvery interaction influences others, making us all leadersPerformance can be defined broadly, beyond traditional rolesPersonal experiences can enhance professional coachingFamily experiences, like travel, enrich our livesTo learn more about Brian, visit https://brianhiteglobal.com/.

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.

In this episode of Remodelers On The Rise, Kyle Hunt sits down with behavioral psychologist Dr. Kurt Nelson to dive into the psychology behind leadership, motivation, and team engagement. Kurt introduces the Four Drive Model and explains how remodelers can apply behavioral science to better lead their teams, improve company culture, and create a more motivated workforce. Whether you're looking to retain employees, boost productivity, or understand what truly drives people, this episode is packed with actionable insights to help you build a stronger remodeling business. ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit RemodelersOnTheRise.com today and take your remodeling business to new heights! ---- Chapters 00:00 - Introduction to Behavioral Psychology in Remodeling 06:54 - Understanding Employee Motivation: The Four Drive Model 14:53 - The Importance of Challenge and Growth in the Workplace 21:57 - Understanding Incentives and Engagement 23:44 - The Power of Incremental Improvements 24:46 - Defend and Define: Building a Strong Culture 26:04 - Tangible Steps for Team Engagement 30:11 - The Importance of Challenge and Growth 32:37 - Behavioral Insights from Real-World Applications 36:27 - Integrating Behavioral Psychology in Business 40:19 - Final Thoughts on Leadership

I want to introduce you to our guest this time, Fred Dummar. I met Fred through Susy Flory who helped me write Thunder Dog. Fred is taking a class from Susy on writing and is well along with his first book. I look forward to hearing about its publishing sometime in 2025.   Fred hails from a VERY small town in Central Nevada. After high school Fred went to the University of Nevada in Reno. While at University, Fred joined the Nevada National Guard which helped him pay his way through school and which also set him on a path of discovery about himself and the world. After college Fred joined the U.S. army in 1990. He was accepted into the Special Forces in 1994 and served in various locations around the world and held ranks from Captain through Colonel.   Fred and I talk a fair amount about leadership and how his view of that subject grew and changed over the years. He retired from the military in 2015. He continues to be incredibly active serving in a variety of roles in both the for profit and nonprofit arenas.   I love Fred's leadership style and philosophy. I hope you will as well. Fred has lots of insights that I believe you will find helpful in whatever you are doing.       About the Guest:   Colonel (Retired) Fred Dummar was born and raised in the remote town of Gabbs, Nevada. He enlisted in the Nevada National Guard in 1986 and served as a medic while attending the University of Nevada. He was commissioned as an Infantry Officer in the U.S. Army in April 1990.   Fred was selected for Special Forces in 1994 and went on to command at every level in Special Forces from Captain to Colonel. He trained and deployed in many countries, including Panama, Venezuela, Guyana, Nigeria, Zambia, Botswana, Malawi, Mozambique, Namibia, Iraq, and Afghanistan. Most notably, Col Dummar participated in the liberation of Kurdish Northern Iraq in 2003, assisting elements of the Kurdish Peshmerga (resistance fighters) with the initial liberation of Mosul.   Colonel Dummar's last tour in uniform was as the Commander of the Advisory Group for Afghan Special Forces from May 2014 to June 2015. Immediately after retiring, he returned to Afghanistan as a defense contractor to lead the Afghan Army Special Operations Command and Special Mission Wing training programs until May 2017.   Beginning in 2007 and continuing until 2018, Fred guided his friend, who was blinded in Iraq, through 40 Marathons, several Ultra marathons, climbing Mount Kilimanjaro, running with the bulls in Pamplona, and a traverse of the Sahara Desert to raise funds and awareness for Special Forces Soldiers. He personally ran numerous Ultramarathons, including 23 separate 100-mile runs and over a hundred races from 50 miles to marathon.   Fred graduated from the U.S. Army Command and Staff College and the U.S. Army War College with master's degrees in military art and science, strategy, and policy. He is currently pursuing a Doctoral Degree in Organizational Psychology and Leadership.   Since retiring from the Army in 2015, Fred has led in nonprofit organizations from the Board of Directors with the Special Forces Charitable Trust (2015-2022) as the Chief of Staff for Task Force Dunkirk during the evacuation of Afghan Allies in August 2021, as a leadership fellow with Mission 43 supporting Idaho's Veterans (2020-2023), and as a freshwater advocate with Waterboys with trips to East Africa in 2017 and 2019 to assist in funding wells for remote tribes.   Fred has led in the civilian sector as the Senior Vice President of Legacy Education, also known as Rich Dad Education, from 2017-2018 and as the startup CEO for Infinity Education from 2021-2022, bringing integrity and compassion to Real Estate Education. Fred continues investing in Real Estate as a partner in Slate Mountain Homes, Idaho and trains new investors to find, rehab, and flip manufactured homes with Alpine Capital Solutions.   Fred is married to Rebecca Dummar, and they reside in Idaho Falls, Idaho, with three of their children, John, Leah, and Anna. Their daughter Alana attends the University of Michigan.   Ways to connect with Fred:   Here is a link to my webpage - https://guidetohuman.com/ Here is a link to my Substack where I write - https://guidetohuman.substack.com/   About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, hi everyone, and welcome to another edition of unstoppable mindset where inclusion diversity and the unexpected meet, but it's more fun to talk about unexpected than inclusion or diversity, although it is relevant to talk about both of those. And our guest today is Fred Dummar. It is pronounced dummar or dumar. Dummar, dummar, see, I had to do that. So Fred is a person I met Gosh about seven or eight months ago through Susy Flory, who was my co author on thunder dog, the story of a blind man, his guide dog and the triumph of trust at ground zero. And Susy introduced us because Fred is writing a book. We're going to talk about that a bunch today, and we'll also talk about Fred's career and all sorts of other things like that. But we've had some fascinating discussions, and now we finally get to record a podcast, so I'm glad to do that. So Fred Dummar, welcome to unstoppable mindset.   Fred Dummar ** 02:22 Yeah, no. Thanks for having me. Michael, yeah, we've had some some interesting discussions about everything unstoppable mind and blindness and diversity. And yeah, it's good to be on here.   Michael Hingson ** 02:34 Yeah. And one of the things I know that you have done is ran with a blind marathoner, and I'm anxious to hear about that, as well as what an ultra marathon is. We'll get to that, however. But why don't we start by you may be talking a little bit about kind of the early freight growing up and all that you grew up in, in Nevada, in a in a kind of remote place. So I'm going to just leave it to you to talk about all   Fred Dummar ** 02:57 that. Yeah, Michael, so, and actually, that's part of my, part of my story that I'm writing about. Because, you know, obviously, where we're from forms a large basis of how we sometimes interact with the world. And I came from a very remote town in Nevada. It's dying, by the way. I'm not sure how long that town will be with us, but, yeah, being from a small town where, you know, graduating class was 13 kids, and it's an hour to the closest place that you could watch a movie or get fast food, those types of things, it's definitely a different type of childhood, and much one, much more grounded in self reliance and doing activities that you can make up yourself, right? Instead of being looking for others to entertain you.   Michael Hingson ** 03:50 Yeah, I hear you. So what was it like growing up in a small town? I grew up in Palmdale, California, so it was definitely larger than where you grew up, we had a fairly decent sized High School senior graduating class. It wasn't 13, but what was it like growing up in that kind of environment?   Fred Dummar ** 04:12 Yeah, it was. It was one where you know, not only did you know everybody, everybody else knew you, and so you could pretty much count on anyone in the town for for assistance or, or, you know, if, I guess, if you were on the house for not, not assistance, so, but no, it was. It was a great place to have many, many, many friends from there. But it was, certainly was an adjustment, because I think growing up, there are our sort of outlook on life for us, you know, certainly from the people that that ran our high school and the other adults, most people were seen as, you know, your life after high school would be going to work at one of. The mines, or going to work on one of the, you know, family cattle ranch or something like that. So making the jump from there to, you know, even a few hours away to Reno, you know, to start at the University of Nevada, that was a big it's a big jump from for me, and because the school is so small, I ended up graduating from high school when I was 16, so I barely had a driver's license, and now I am several hours away and Reno, Nevada, going to the university. And, you know, quite an adjustment for me.   Michael Hingson ** 05:32 It's interesting. A few days ago, I had the opportunity to do a podcast episode with someone who's very much involved and knows a lot about bullying and so on, and just listening to you talk, it would seem like you probably didn't have a whole lot of the bully type mentality, because everyone was so close, and everyone kind of interacted with each other, so probably that sort of stuff wasn't tolerated very well. Yeah,   Fred Dummar ** 05:59 it was, it was more so outsiders. I mean, kids that had grown up there all sort of, you know, knew where they were or weren't in the pecking order. Things and things sort of stayed kind of steady stasis, without a lot of bullying. But yeah, new kids coming in. That's where you would see for me, from my recollection of growing up to that's where, you know, I remember that type of behavior coming out when, when you know, a new kid would come into the town,   Michael Hingson ** 06:31 was it mainly from the new kids or from the kids who are already there?   Fred Dummar ** 06:34 From the kids? Sometimes it was the integration, right? Some people integrate into new environments better than others. And you know, generally, no problems for those folks. But some, you know, it takes a bit more. And in a place like that, if you're you know, if you're seen as different, so you know to your theory on or your you know the topics you cover on diversity and inclusion. Sometimes when you're the one that that looks different or acts different in an environment like that, you definitely stick out, and then you become the target of of bullying.   Michael Hingson ** 07:10 What? What happens that changes that for a kid? Then, you know, so you're you're different or in one way or another. But what happens that gets kids accepted? Or do they?   Fred Dummar ** 07:21 Yeah, I don't know. I think, I think it's learning to embrace just who you are and doing your own thing. I think if you know, if you're trying to force yourself into an environment that doesn't want to accept you, I'm not sure that that's ever an easy battle for anyone. But just being yourself and doing your own thing. I think that's, that's the way to go, and that's certainly, you know, what I learned through my life was I wasn't one of the kids that planned on staying there and working in the mind, and I wasn't, you know, my family was, you know, at that point, my mom and dad owned the, the only grocery store in town, and I certainly wasn't going back to run the family business. So, you know, look, looking for a way, you know, for something else to do outside of that small town was certainly number one on my agenda, getting out of there. So being myself and and learning to adapt, or, as you know the saying goes, right, learning to be instead of being a fish in a small pond, learning to be a fish in a much larger pond,   Michael Hingson ** 08:27 yeah, well, and there's, there's a lot of growth that has to take place for that to occur, but it's understandable. So you graduated at 16, and then what did you do after   Fred Dummar ** 08:38 my uh, freshman year at college, which I funded by, you know, sort of Miss, Miss misleading people or lying about my age so that I could get a job at 16 and working construction and as an apprentice electrician. And that funded my my freshman year of college. But, you know, as as as my freshman year was dragging on, I was wondering, you know, hey, how I was going to continue to fund my, you know, continued universe my stay at the university, because I did not want to go, you know, back back back home, sort of defeated, defeated by that. So I started looking into various military branches of military service, and that's when it happened upon the National Guard, Nevada National Guard, and so I joined the National Guard. And right after, you know, I think it was five days after I turned 17, so as soon as I could, I signed up, and that summer after my freshman year, I left for training for the National Guard. Missed first semester of my sophomore year, but then came back and continued on with my university studies using, you know, my the educational benefits that came from being in the National Guard.   Michael Hingson ** 09:55 So you're in the National Guard, but that wasn't a full time thing, so you were able to go back and. Continue education. Yeah,   Fred Dummar ** 10:01 it was, you know, it's a typical one weekend a month, one weekend a month for duty. Typically, we would go in on a Friday night, spend Saturday and Sunday for duty. So we get a, you know, small check for that. And then we were also allowed to draw, you know, the GI Bill and the state of Nevada had a program at the time where you didn't get paid upfront for your classes, but at the end of every semester, you could take your final report card and for every class, for every credit that you had a C or higher, they would reimburse you. So yeah, so they were essentially paying my tuition, and then, you know, small stipend every month from the GI Bill. And then, you know, my National Guard check, so and in the 80s, you know, when I was going to school, that that was enough to keep, you know, define my education. And where did you go to school? At the University of Nevada in   Michael Hingson ** 10:59 Reno, in Reno, okay, yeah, so, so you kind of have ended up really liking Reno, huh?   Fred Dummar ** 11:07 Yeah, I, yeah. I became sort of home city. Obviously, no one would ever really know where. You know, if I would have mentioned that I grew up in a town called gaps, most people would, you know, not, not really understand. I sometimes, if they're, you know, press and say, hey, you know, where are you really? Because, you know, often say, Hey, I went to school in Reno. If they say, where did you grow up? I'll, you know, it's a longer conversation. I'll be like, okay, so if you put your finger, like, right in the middle of Nevada, in the absolute middle of nowhere, that's where I grew up.   Michael Hingson ** 11:40 Well, you know, people need to recognize and accept people for who they are, and that doesn't always happen, which is never fun, but Yeah, gotta do what you can do, yes, well, so Reno, on the other hand, is a is a much larger town, and probably you're, a whole lot more comfortable there than you than you were in Gabs, but that's okay. So yeah, so you went to the university. You got a bachelor's, yep, and then what did you do?   Fred Dummar ** 12:11 Yeah. Well, so along the way, while I was in the National Guard, you know, being a medic, right? I was convinced by a lieutenant that met me. I was actually doing the physical, because it was one of the things our section did when I was first in, you know, we gave the medical physicals, and this lieutenant said, you know, you should come transfer our unit. The unit was an infantry unit, and I became their only medic. And so that was much better than working in a medical section for a helicopter unit where I'd been and and the lieutenants, you know, said that I should consider joining ROTC, since I was already going to the university. So I did in my junior year, started the Reserve Officer Training Corps there at the University of Nevada. And so when I graduated college in the winter of 89 I accepted a commission into the army. So then a few months later, I was, I was off on my my Grand Army adventure,   Michael Hingson ** 13:11 alright, and then what did you do?   Fred Dummar ** 13:15 So, yeah, that was, you know, because it was an infantry Lieutenant went to Fort Benning, Georgia, and I believe now the army calls it fort Moore, but yeah, I trained there for about a year, doing all of the tasks necessary to become an infantry officer. And then I went down to Panama, when the US still had forces in the country of Panama. And I spent two and a half years down there was that past mariega, yeah, right after, because I had graduated from college in December of 89 while operation just caused to get rid of Noriega was happening. So year after my infantry training, I sort of ended up in Panama, and sort of as at the time, thinking it was bad luck, you know, because if you're in the army, you know, you want to, kind of want to go where things are happening. So I'm in Panama the year after the invasion, while Saddam Hussein is invading Kuwait, and everyone else is rushing to the desert, and I'm sitting in the jungle. So, you know, as a as a young person, you start to think, you know, oh, you know, hey, I'm missing. I'm missing the big war. I should be at the war, you know. So that was an interesting take, not what I would have now, but you know, as a young man,   Michael Hingson ** 14:31 what caused you to revise that view, though? Or time,   Fred Dummar ** 14:37 yeah, yeah. Just, just time. And, you know, later in life, you know, after, uh, serving combat rotations in Iraq and Afghanistan, I realized it wasn't something one needed to rush towards,   Michael Hingson ** 14:48 really quite so bad, where you were, yeah. So,   Fred Dummar ** 14:52 yeah, I spent a couple years in Panama, then I came back to Fort Benning, uh, Fort Moore, and worked at the Army's Airborne School. So. Uh, you know, the place that teaches people how to jump out of airplanes. And I did that for for a year. So it's, it's really fun because watching, you know, watching people go through the process of of training to jump out of an aircraft, and then sort of their very first time on an aircraft might takes off, and you can see the, you know, sort of the realization that they're not going to land with the plane for the first time in their life. You know, they're they're not going to be in the plane when it lands. That's always, you know, it's always a good time. And then, of course, when you know, then there's another realization, moment when the doors pop open right, and the doors, doors on the aircraft are opened so the jump masters can start making checks, you know, and out, yeah, and they're looking, you know, their eyes get larger and larger, you know, as as preparations for the jump. You know, when they're stood up and they're hooked up inside the aircraft, and then finally, you know, told to exit. Yeah, it's interesting. And during the time when I worked there, that's when I was eligible, because I was a senior lieutenant at that time, that I could apply to become a Green Beret. I could go through special forces training if I was selected. So I left from Fort Benning, I went up to Fort Bragg, now fort liberty, and went through the selection, Special Forces Assessment, selection, and was selected to become a Special Forces soldiers that I went to Fort Bragg, you know, spent the year or so becoming qualified to be a special forces team leader, and then the next I spent the next 20 years of my Army career in various units at at Fort liberty, and third Special Forces Group, Special Forces Command, seven Special Forces Group, Special Operations recruiting, just, you know, bouncing around in different assignments and then, but obviously during that time, 911, happened, and you know, was on the initial invasion in 2003 up in, up into the north. We were flying in from Romania, you know, before the war started. And so being there during that phase of the Iraq combat in Iraq, and then going to Afghanistan and and spending multiple, multiple tours and multiple years in Afghanistan. So, so   Michael Hingson ** 17:25 did you do much jumping out of airplanes?   Fred Dummar ** 17:29 Yeah, in combat, no. But over the years, yeah, I accumulated quite a few jumps. Because what, you know, every, every unit I was ever assigned to while I was in the army was always one that was, you know, airborne, which are, you know, the designation for units that jump out of airplanes. So   Michael Hingson ** 17:47 have to, yeah, yeah. Well, you're a pretty level headed kind of guy. What was it like the first time you jumped? I mean, you described what it looked like to other people. Do you think that was basically the same for you, or did you, yeah, kind of a thicker skin,   Fred Dummar ** 18:01 yeah, no, no, I think, I think that's why I was able to, you know, in large measure, that's how a lot of us are able to have empathy, right? If we've, if we've, if we've been through it, and we are able to access the memory of, okay, what was it like when I was doing it? It allows us to be, you know, more compassionate to the people that are going through it at that moment for the first time, but yeah, I can remember being in the plane, and then you know, that realization is like, hey, you know, in the pit of your stomach, I'm not, I'm not landing with this plane. And then, you know, the doors opening up, you're like, you know, kind of hey, those, I don't know what the gates of hell look like, but right now, that's that's in my mind, what, what they would look like, you know, and then going out the first time, and and then I think the second time might have been worse, because it was the anticipation of, oh, wait a minute, we're doing that again. And by the but if you do five jumps to qualify before you're given your parachute as badge, so I think by the third one, I'd come to terms with, with, with dealing and managing. You know, you know the fear of it, of leaving an airplane. And people you know often ask, you know when, when you're older and you're past the 100 jump mark, you know it's like, still, is there still fear and like, I think, I think, if there's not, I mean, then you know, there's probably something wrong with you, but, but it's not, it's nowhere near you know how it is when you know your First learning and your first learning to trust yourself and trust the equipment and trust the process. Well,   Michael Hingson ** 19:45 what you're learning a little bit along the way is to how to control fear. And you mentioned my book earlier, the one that's coming out live like a guide dog, which is all about trying to teach people to control fear, because we have so many things happen to. Us, or we think about so many things, that we develop so many fears consciously or not, that when something does unexpectedly happen to us, especially something that isn't necessarily a positive thing, we just automatically go into a fear reaction mode. And the the reality is it doesn't need to be that way you can learn to control fear, which is what we talk about in live like a guide dog, because it's important that people recognize you can learn to control fear. I would never say, Don't be afraid. Yeah, but I think you can learn to control fear, and by doing so, then you use that fear to help guide you and give you the the the the tools to really be able to move forward and focus. But most people don't really spend much time doing that. They don't learn introspection. They don't learn how to to slow down and analyze and develop that mind muscle so that later you can analyze incredibly quickly.   Fred Dummar ** 21:06 Yeah, we in the army, we call that stress inoculation, good description, you know, it's, you know, once you're, once you're, you've learned to deal with stress, or deal with, you know, stressful, fearful things. Then, you know, the next time you're you're better equipped. And that fear and that stress can be, you know, can be continually amped up. I used to laugh when I was doing Special Forces recruiting, because the you know, it would require a special physical for candidates to go get a special physical before they could come to training. And one of the boxes we would joke about was, I have no fear of heights or enclosed spaces. No everybody has those fears, is whether you can, you can manage those fears and deal with. You know, things are very uncomfortable. Well, that's   Michael Hingson ** 22:05 really it. It's all about managing. And so I'm sure that they want you to check no, that you don't have those fears when you're when you're going through. But at the same time, what you're hopefully really saying is you can manage it. Yeah,   Fred Dummar ** 22:20 that you can manage and that's why I was saying, that's why I would always laugh, because of course, everyone has those fears and but learning to deal with them and and how you deal with them, and that that's, you know, one of the things I discuss in one of the chapters of the book I'm writing is, is, you know when fear, when fear comes to You, you know, how do you deal with it and how do you overcome it? I think people are more and more recognizing you know that there are techniques through stress inoculation, you know, things like that. They'll teach you how you can overcome fear. And you know simple breathing techniques to you know, slow down your breathing and engage your brain, not just your brain stem, right? When you breathe, it fast, your brain stem is in charge, not your brain and yeah, and think your way through things, rather than just reacting as a, you know, as a frightened animal,   Michael Hingson ** 23:19 right? And it's one of the things that that, as I discuss in the book, and I talk to people about now a lot, that although I didn't realize it for many years, after September 11, I had developed a mindset on that day that said, You know what to do, because I had spent a lot of time learning what to do, how to deal with emergencies, what the rules were, and all that, and all of that just kicked in on September 11, which is as good as it could get.   Fred Dummar ** 23:45 Yeah. Well, Michael, you have a you have a distinct advantage. You had a distinct advantage a couple of them, but, but one being, you know, because you already live in a world without light in your sight, you're not dependent on that. And so another, when other people are, you know, in, you know, when I'm reading the book, I'm nodding my head knowingly, you know, as you're talking about being in the stairwell and other people being frightened, and you're just like, this is okay. This is an average, I mean, maybe unusual circumstances, but an average day for me,   Michael Hingson ** 24:21 yeah. But they side of it is, I know lots of blind people who would be just as much in fear as anyone else. It's the fact is, of course, we didn't know what was going on. Yes, September 11, a   Fred Dummar ** 24:35 bit of ignorance is bliss, right? Yeah. And   Michael Hingson ** 24:38 that was true for everyone. I had a great imagination. I could tell you that I imagine things that could happen that were a whole lot worse than in a sense, what did, but I, but I like science fiction and horror, so I learned how to imagine well, but the fact is that it isn't so much being blind that's an advantage, really. Really was the preparation. And so the result was that I had done that. And you know, of course, the airplane hit 18 floors above us on the other side of the building. So the reality is going down the stairs. None of us knew what happened. We figured out an airplane hit the building because we started smelling the fumes from burning jet fuel. But by the same token, that was all we knew. We didn't even know that tower two had been hit until, well, much later, when we got outside, colleagues saw David Frank, my colleague saw tower two was on fire, but we still didn't know what it was from. So yeah, the the fact is that blindness may or may not really be an advantage, but preparation certainly was, yeah,   Fred Dummar ** 25:43 how you reacted, how you reacted to being blind. Because, yeah, you can just, just like anything, right? You can react in in several different ways, and how you acted, how you built your life around,   Michael Hingson ** 25:54 sure. And most people, of course, just rely on reading signs. And so they also have the fear, what if I can't read the signs. What if there's smoke and all that? And again, they they build fears rather than doing the smart thing, which is just to learn what to do in the case of an emergency when you're in a building like that. But you know, it is part of what what we do talk about, and it is, it is pretty important that people start to learn a little bit more that they can control fear. I mean, we have in our in our whole world, politicians who just do nothing but promote fear, and that's unfortunate, because we all buy into it, rather than stepping back and go, Wait a minute. It doesn't need to be that way.   Fred Dummar ** 26:37 Yeah, I think the other thing, like you talked about your your preparation and training. And I always that was one of the way ways, or one of the things that brought me to ultra marathoning, you know, after my initial training in Special Forces, was, you know, if you're, if you're going to push your capacity to see, you know what you're what you're really capable of, or build, you know, build additional reserves. So, you know, if you are counted on to do something extraordinary or in extenuating circumstances, what do you really have, you know, yeah, how far can you really push yourself? And so it really brought me into the sport of ultra running, where, you know, the distances, or those distances that exceed a marathon. So a marathon being, you know, 26 miles, yeah. So the first ultra marathon is a 50k because, you know, Marathon is 42 so eight kilometers farther. And then the next, general, you know, length is 50 miles. And then there's some other, you know, 100k which is 62 miles. And then, kind of the, although, you know, now we see, see races longer, but kind of the the longest distance being 100 mile race and so, and the gold standard in 100 mile racing being, you know, for most, most courses, every course being different, but for most courses, is to finish under 24 hours, so within one one day, but to keep moving for one, you know, one entire day while, you know, while fueling yourself and and, and some people say, Well, you Know, wow, that pace doesn't seem that fast. Troy   Michael Hingson ** 28:22 yourself then and see, yeah,   Fred Dummar ** 28:24 and, like a lot of things, it doesn't, it doesn't exactly seem fast until you're factoring in, okay, but you're still gonna have to stop at some point to you, you know, relieve yourself, and you're gonna have to, you know, walk while you eat. And, you know, there's hills to climb and all these other sorts of obstacles. So, yeah, finishing under 24 hours is, you know, sort of the, you know, the standard, I guess, for the people want to achieve. And anyway, yeah, I became, for a bit there, became addicted to it. And then, so when I met Ivan, my friend, who you were talking about, who, who was, was blinded in in Iraq in 2006 when I met him, he had already been injured, and I realized that he really wanted to run marathons. He'd run one, and had to use, like, several different guides, right? You know, there were different people jumping in and out, and it really wasn't an ideal situation for him and he and he also needed someone who who wanted to do that, who would be a reliable training partner, right? Because it's not like, okay, you know, you might be able to find people that show up on marathon day. Want to run the marathon, or a few people, but, you know, day in, day out, to be training. And so I was like, Hey, this is one of those things that ends up in your path, right, that you can, maybe you can walk around it, but, but for me, when I, you know, when I saw. I was like, Okay, this was, this was something that, you know, for whatever reason, is on my path. I meant to do it. I meant to be the guy that does this. And so, yeah, we started training together. And, you know, ended up running 40 plus marathons together, you know, from London, Chicago, you know, every, every the Marine Corps Marathon, just everywhere. And, you know, summiting Mount Kilimanjaro and running with the bulls together. And then our last race was, it's often referred to as, you know, the world's toughest foot race. It's the marathon to Saab, and it's a, it's a distance race of 150 some miles across the Sahara Desert. And they break it up into stages. So on different days, some days, you run 30 miles. Some days, you know, 26 one day is a 50. I think we were at 53 miles on one of the days. But anyway, and you start the you start that race with whatever you're going to eat and whatever you're going to need, you know, in terms of gear on your back. And the only thing that's provided to you during the race is water. So, and that was our kind of, you know, he's like, I don't know how much longer I'm going to be able to run, and so I just want to do that before I stop. I stopped, right? So, but anyway, yeah, so that was how I ended up meeting my friend Ivan, and, you know, over the course of a decade and a half, we did all of these, you know, what some people think are incredibly dumb things, but, you know, sort of embracing the discomfort of training and competing to, you know, to make ourselves better, you know? Yeah,   Michael Hingson ** 31:44 so while you were in the military, I know you mentioned earlier something about doing some work in as a medic. Did you do that most of your time? Were you specializing in that? Or what?   Fred Dummar ** 31:54 No, no, that was only when I early on, when I was a soldier, I was a medic, and then when I was commissioned, I was commissioned, I was commissioned as an infantry officer, and then, and then, when it became Special Forces, you know, the officer is, sort of has, has no specialty other than leading the team. The team has medics and weapons guys and engineers and communicators and all that. But, you know, the officers sort of assigned as the as the planning the planning agent, you know, the to lead the team, rather than have any of the specialties,   Michael Hingson ** 32:30 right? And you participated long enough that you rose to the rank of colonel. Yeah, yeah, my participation   Fred Dummar ** 32:38 trophy was attaining the rank of colonel. And I would often tell people the arm don't think the army doesn't have a sense of humor. I was promoted to Colonel on April 1, so April Fool's days when, when I was promoted? And yeah, and I, after almost 30 years in uniform, retired in 2015 so I don't know that I would have went that long. But you know, they're about the middle of my career, from 1986 to 2015 you know 911 happened, and for me, it wasn't, it wasn't really a choice to to leave. Then, you know, it was like, Okay, we, you know, we have to do this. These Iraq and Afghanistan. In fact, my my very last, my last year in in uniform. I was in Afghanistan as an advisor to the Afghan commandos. And when I returned from that tour, you know, was told that, hey, I had to, I had to finally leave Fort Bragg after 20 years and and either go to, you know, the Pentagon or another headquarters. And that's when I decided to retire. Because it was like, okay, you know, if, if the wars don't need me anymore, then I, I can go home and do other things. Yeah, I can do other things. If the wars don't need me, you know, then I can probably hang it up. So   Michael Hingson ** 34:11 when did you get married? So   Fred Dummar ** 34:15 over the course of my Army career, I was divorced twice. Yeah, it's just not an easy No, it's not. It's just not an easy lifestyle. I'm not making any excuses for my own failings in that regard. But, you know, it is, it is, I think, easier to become emotionally detached from someone, especially, you know, as in my case, I think I often put the army, first, the army, my soldiers, the mission, you know, as the first on my mind. And you know, for someone else, you know that to be a pretty strong person, to sit in the back seat during that so. And I did not have any children and then, but after I retired, when went through my second and four. I met someone. And so, yeah, we were married in in 2020, and so I had a, I was able, you know, after not having children, my first son was born when I was 50. So I have a son who's, you know, four, four years old, four going on five. And then we decided that, you know, he should have someone to be with. So we were going to have a second child. And my wife had twins, so I have twin, three year old girls. So, yeah,   Michael Hingson ** 35:37 you're going to do it. You might as well go all the way, huh?   Fred Dummar ** 35:40 Yeah, and and, and I haven't, and I adopted Rebecca's older, the child that she that she had. And so now we have four children, Alana being much older, she's already finished for freshman year at the University of Michigan, and this get ready to go back to Ann Arbor and continue her studies and and then we have, you know, the small pack of humans that are still here in their pre, pre kindergarten phase. So   Michael Hingson ** 36:10 she is a a Wolverine fan, and there will ever be an Ohio State Buckeye,   Fred Dummar ** 36:18 yeah, something like that. Yeah, that rivalry is pretty intense. And, you know, never being part of a school that was, you know, in that, in that division, you know, not really realizing, well, you know, watching college football, I kind of understand the rival, all the rivalries. But once she started going to Michigan, and, you know, attending a football game there myself. And then, unfortunately, you know, we were able to go to the Rose Bowl this year, which, you know, when Michigan played Alabama. So we were able to go to that together. So, yeah, it was, it's interesting to learn that dynamic. And like, I tell her, it's like, never, never take for granted being part of a big school like that without those sorts of traditions. Absolutely.   Michael Hingson ** 37:06 Yeah, I went to UC Irvine, so we didn't really have a lot with with football, but my wife did her graduate work at USC, and I always like to listen to USC football games. I judge a lot about sports teams by the announcers they hire, I gotta say. And so we've been always so blessed out here in California, although I think that announcing isn't quite what it used to be, but we had good announcers that announced for USC out here on I think it was originally on Kx, and then it went to other stations. But anyway, when we got married, the wedding started late because a bunch of people were sitting out in their cars waiting for the end of the USC Notre Dame game. And so the wedding was 15 minutes late starting because everybody was waiting to see who was going to win the game. And I am quite pleased to say that we won, and God was on our side, as opposed to Notre Dame. And, yeah, the marriage lasted 40 years, so until she, she passed away in 2022 but I love to tell people that, you know, God clearly was on our side, especially when I tell that to my Notre Dame friends,   Fred Dummar ** 38:15 yeah, the touch touchdown, Jesus wasn't, wasn't there for them, not   Michael Hingson ** 38:19 that day. Yeah, but, but, you know, and there's college football is, is in a lot of ways, I just think so much more fun, or it has been than professional. But, you know, now a lot more money is getting into it, which is unfortunate too. Yeah,   Fred Dummar ** 38:37 I think that's caused some of the you know, teams re evaluate what they what they do happen, how they operate. And I think it's forced some of the older coaches to leave the game, yeah, because it's not the game they recognize, so not   Michael Hingson ** 38:53 what they had well. So you've been to a variety of different places. You've been a leader. And I think it's pretty clear that you really still are, but how did all the the different experiences, the different places that you went to, and all the the experiences that you participated in, how does that affect and shape your leadership style?   Fred Dummar ** 39:19 Yeah, Michael, you know, I think one of the first things, right, if you when your surface looking, and some people never go below the surface. So when you talk about things like diversity and inclusion, the things, the things that they will think about that make people divert diverse are not generally what I think about. Because, you know, when you look below the surface, you see a lot of commonalities in the human experience. You know, from my time living, living in Panama and operating in Central and South America, some countries in the in the you know, the Caribbean when I was first in special operations, and then. Obviously, I went and did some time in in Africa, some peacekeeping operations in Nigeria, some other exercises down in the south, southern countries in Africa, and then my time in Iraq and Afghanistan. People, you know, they're they come in different colors. They they have different their path to God or the universe or the higher power that they recognize that the cultural artifacts that they use may may look different, but you know, they're generally pointing if you if you can step aside from your own preconceived notions about things, you can see that they're they're just different signposts to the same God, right to the same, to the same, power to the same, to the same things, and people want the same things, you know, for their families, you know, for for security and prosperity, and you know that that sort of thing. So it's, that's where I, kind of, you know, came to my leadership philosophy, which is pretty easy to remember. It's just lead, lead with love. And you know, if you use, and I haven't tell people, doesn't really matter what denomination you are. If you read, you know, the Gospels of the New Testament purely as a leadership guide. You know it's, it's hard to find a a better leadership example than than what, what Jesus was was doing, you know, the way he was serving others the way he was leading. It's, it's, it's pretty powerful, pretty powerful stuff. And you know, even, even at the end, right during the Last Supper, when he tells people, you know, who, who's the most important is the most important person, the person sitting at the table getting ready to eat, or the person serving, you know. And of course, you as humans, you know, is based on our, you know, the way we think about the world. We think the most important person is, you know, not only the person sitting at the table, but the person at the nicest table, or the head of the table, and not the person serving. And so that was something I tried to embrace during my time in the military, and what I try and embrace now is, you know, being the person that serves others and using your position. You know, if you if, if and when you are promoted or asked to lead that, you approach it from a position of, you know, what? What can I do from this position to help other people and and just be compassionate to their actual circumstances. And that doesn't mean, you know, when people, people hear me say that they're, you know, they think, Well, that's pretty how does that reconcile with you being a Green Beret and being around, you know, a bunch of you know, meat eating savages, you know, how do you how do you reconcile that and like, well, leading with care and compassion doesn't mean you know that I'm coddling anyone, because I'm certainly not coddling anyone you know. You know, I demand high performance for myself and from from people in those positions like that. You know, when I was a member of a special forces organization, but not everybody's supposed to be doing that. And so I think recognizing the circumstances and the people and what the organization's supposed to do or and how it can care for people, I think those are things that became really, really important to me   Michael Hingson ** 43:33 well. And I think you raised some really valid points. The reality is that September 11, for example, was not a religious war, a religious event. It was a bunch of thugs who wanted to have their way with the world. But most people who truly practice the Islamic faith are the same as the rest of us, and they and they seek God just like we do, like Jewish people do and others do, and we've got to keep that in mind, but it's, it's so hard, because we mostly don't step back and evaluate that and realize that those 19 people on those four airplanes are just a bunch of thugs, pure and simple.   Fred Dummar ** 44:15 Yeah, that, yeah, that, and, and the organizations they represent, right? You know, they're, they're, they're, and they're not the only ones, right? People from of all faiths have harnessed, you know,   Michael Hingson ** 44:30 their various back to the Crusades, yeah, you know, you know, their   Fred Dummar ** 44:33 various religions have harnessed themselves up to, you know, to sway people to to hate, or to, you know, to engage in combat or whatever. So yeah, to to lump that all in. I think our, some of our responses, and then also some of the way people think, has really led it led us to a more a more divided we're. Well, then you know that are more inclusive and and you know, thinking of ourselves as one we we think of ourselves as, you know, many and different, and sometimes things that we think would bring us together or help us make things more fair, like, you know, talking about diversity and inclusion, if we aren't really thinking about what we're trying to do and what that looks like, we can end up making the world more divided and less inclusive.   Michael Hingson ** 45:34 And unfortunately, we're seeing way too much of that, and it isn't helping to do that. And hopefully at some point we'll, we'll figure that out, or we'll realize that maybe it's a little bit better, or can be a little bit better than we think. Yeah, and I know you in 2003 did a lot to help the Kurds in northern Iraq, right?   Fred Dummar ** 45:55 Yeah, that was primarily, you know, my, my experience in Iraq was, you know, before the 2003 invasion, I was in Romania with my special forces company. And, yeah, we flew into northern Iraq and linked up with a group of Kurds and from where they were at and primarily our mission, you know, at that point, nobody really knew what Saddam might do when the main offensive of, you know, conventional army, conventional Marine Corps, British, you know, other allies, started from the south towards Baghdad. What would Saddam do? Would he, you know, send his forces in the north against the Kurds to create a destabilizing effect, you know, one both killing Kurds, but causing Kurds to flee to Syria and Iran, and, you know, probably most importantly for people that were planning to Turkey, you know, to further destabilize the region. So obviously, out of a desire to protect, help protect the Kurds and help stop or prevent something like that from happening. You know, we went in a couple weeks before the actual ground war started, we were in place with the Kurds and started organizing them to to defend themselves. And do you know, take back the land that they considered theirs, because, after, you know, Desert Storm, the you know, the 90s, the 90s war against Iraq, Saddam had pushed into Kurdish territory and established, you know, what he referred to as a, you know, his, his buffer zone. And then, you know, the US had been forcing a, you know, a no fly zone up in the Kurdish areas, but the Kurds had still never been allowed to go back to some of the cities that they considered theirs. So, you know, when we got in there with them, we were able to get, you know, move currents that have been forced out of those towns moved back into their towns and and our particular sector we we cleared down to Mosul Iraq, which, you know, people in the Bible will recognize As as the city of Nineveh. Or maybe not know that, but yeah, so we were, I was able to go drive through the, you know, the biblical, the some of the remains of the, you know, city of Nineveh as we got to Mosul. And then once we were there, that was sort of when, you know, we stole the Kurdish allies that, hey, you guys can go back to go back home, and then at that point us, we're only there a few days before us conventional forces. Now this is a couple months into the war, but us conventional forces made their way up there, and, you know, started doing stabilizing the city, and it was probably best to get the Kurdish militia out of there at that point, for things between the Kurds and the Arabs continue to deteriorate. So yeah, but it was a it was a great experience for me being with the Kurds and helping them, you know, sort of move through and retake towns that they had historically lived in. And, you know, along the way we passed and were able to clear Assyrian monastery that's on one of the mountains on the route to Mosul. So some, definitely, some history along the way, history lessons along the way. I   Michael Hingson ** 49:38 had the pleasure of going to Israel last year in August, okay? And spent a day in Jerusalem, so we got to go to the Western Wall and so on. And I really appreciated, and do appreciate, the history and just the awesomeness of of being there and touching the the temple and the wall that's been there for so long. And, you know, there is so much history over there that I really wish people would more appreciate and and on all sides, would figure out how they could become better at working with each other. One of these days, there's going to have to be peace, or it's going to really get a whole lot worse, very quickly,   Fred Dummar ** 50:21 yeah, for sure. Yeah, it was. It was interesting, though, when we were there, obviously watching the various groups of, you know, Syrians, Kurds, Arabs and others that had various claims to different parts of Mosul and different parts of the area around it. So it's fascinating, you know, to watch history try and unwind itself from some of the decisions that were made. You know, post World War Two, when lines were being drawn in the desert to create countries and and the ramifications of that? Yeah. Well,   Michael Hingson ** 51:06 you certainly have a perspective that's built on a lot of knowledge and being there, which I think is great on the other hand, well, not on the other hand. But then you left the military that that had to be a major change in terms of what you had been doing and what you were used to after almost 30 years. What's it like when you decide to make that kind of a major change and then, in your case, go back into civilian life? Yeah. So   Fred Dummar ** 51:38 my first, my first step, wasn't that far away from the military. And I started referring it. Referred to my first job as sort of an addiction clinic, because I went, I went to work as a house, yeah, I went to work as a contractor, or, you know, defense contractor. I went back to Afghanistan for about a year and a half running training programs for some of the Afghan special operations forces. So, you know, it was, it was really, you know, there was, if I, if I was a heroin addict, you know, I was in the methadone clinic, you know, trying to, trying to get off of it. And then, yeah, I realized, you know, kind of needed to go home. And my marriage, you know, dissolved, and so it's like, Hey, I probably time to, like, go home and have, you know, a different kind of life. And I moved into a civilian job with a friend, a friend at the time, who was doing investment training around the world. And he's like, Hey, we, you know, I know you're, you will travel. There's a lot of people that, when I talk to him about travel, it's involved with our business, you know, they don't, don't really want to do that. And he's like, but I know, you know, from where you're at. And he's like, hey, I'll buy, buy a ticket. Fly to Hong Kong, see what our business is about. So I went there and learned about the investment training they were doing in Hong Kong and throughout Southeast Asia. And then they had an office in Johannesburg, and, you know, one in London, Canada and the US and doing all this training. And so for about a year, little over a year, I worked in that business and and learned, you know, the various things that they were doing. You know how they were teaching people to invest in real estate and stocks and that sort of thing. Started doing it myself less, as I wish I would have known earlier in my life, but started doing that, and then when I left that company, that's a lot of what I've been doing. I've taken some smaller jobs and smaller contract projects. But by and large, that's basically what I've been doing since then, is, you know, working in real estate investing or real estate projects   Michael Hingson ** 53:50 and continuing to hone your leadership skills. Yeah,   Fred Dummar ** 53:54 yeah. Well, you know, I kept continue to work with or a couple of, you know, jobs where I was helping people start up businesses, you know, as either in CEO role or in an operations role to help help them start their businesses. So I did some of that which, which is always fun. It's great working with new talent and establishing procedures and helping people grow that way. So that was, that was really fun. And then got to be part of a couple of nonprofits, Special Forces, Charitable Trust, probably my longest stint. I did that for, you know, about seven or eight years on the board of directors, you know, running, helping to develop activities and programs to support our Special Forces veteran. So, yeah, it was, it's been, it's been fun. And then obviously having a new family and spending a lot of time in my role as a dad has been probably the most rewarding.   Michael Hingson ** 54:53 Yeah, I bet. And that is, that's always so much fun, and you get to help bring some. New people along into the world and hopefully help to make a difference that way. And on top of that, you continue to study. You're getting a PhD. You mentioned it earlier, but you're getting a PhD in organizational psychology and leadership. There we go with the leadership again.   Fred Dummar ** 55:14 Yeah, you know, it's, it's fun, because, you know, when I do get the opportunity to speak at events. I move around and speak at different events. I know you do a lot of speaking. You probably do much more than I do, but the events I do speak at, I want to make sure that sometimes being a practitioner of something doesn't always mean that you have the exact language or the academic credentials to go along with being a practitioner. And I've been a practitioner of leadership for so many years, but now studying it and applying, you know, one working towards an academic credential in this says, Hey, this, this guy knows what he's talking about. But then also having, you know, the the latest developments. And studies on leading people effectively and and how people are doing it wrong, and how you can help them. I think it's, it's been, it's been, been a great journey to be on as well, especially keeping my mind active in in all things leadership and helping organizations do it better.   Michael Hingson ** 56:21 Well, you, you have been a leader for a long time, but now you're studying it. Would you say that you're also discovering new things along the way? And you know, I guess what I'm getting at is, of course, none of us are ever so much an expert that we can't afford to learn more things. Oh   Fred Dummar ** 56:39 yeah, for sure, both, both learning new things, learning why I might have done things wrong based on, you know, studies, you know, like, okay, you know, if you if you have this type of personality, you might do this wrong, or things I was doing right, but not exactly, knowing all of, You know all of the mechanisms that were going into why I was making that decision. But you know, when you look at the psychology behind it, and you look at organizational structure structures, you look at cultural artifacts within organizations, then you can start to you start to unwind why teams do what they do, why leaders are developed, the way they're developed, and why people make certain decisions. And, yeah, it's been fascinating, you know, and then also looking back, as you said, back at things that you did, decisions that you made, and what you know, what you could have done better as you as you look that, through that, and how you can help someone else, and that's also really helped me further, you know, synthesize down this way that I look at at leading people with with love and compassion and why it's so important to be that servant type of leader, you know, not just a transformational leader that's trying to transform an organization to move that, but then, you know, how do you serve and care for the care for the people that are that are going to be part of that transformation?   Michael Hingson ** 58:10 Yeah, because if you are just looking at it from the standpoint of being a transformational leader, I'm going to change this organization that that doesn't really work. And I think that the most important aspect is being a servant leader, is being a person who serves, because that also opens you up to learning along the way and learning how to serve better.   Fred Dummar ** 58:34 Yeah. And you know, as I learned in the many organizations that I was part of over, you know, my time in Special Forces is, you know, just because, you know, alluding, you know, we were discussing roles, and I was saying, you know, this officer's role to often, to plan and to lead, but that other people are the experts. And that's something you know. The sooner you embrace that fact, the faster, the faster you become effective, and the more effective you are when you realize that understanding the people and and caring and serving them, and then getting their their best performance and understanding what they know and what they can do, and where you need to put them to maximize their potential, then those things start to become the most important thing that you're doing, how you know, how people play against each other, who works well with who? How that works, how that betters the organization. Those are all, all all things that are fascinating, you know, to me, and things that kept me up at night, trying to figure out, you know, how to how to be more efficient, how to take better care of people, while, you know, getting, not only getting the best out of them, but them, realizing they were giving their best and being happy and proud of what they. Were doing   Michael Hingson ** 1:00:01 and getting the best out of you as well.   Fred Dummar ** 1:00:03 Yeah, yeah, that, yeah, bringing the best out of them is bringing the best out of me, right?   Michael Hingson ** 1:00:08 So you've gotten work also in the nonprofit sector. You're continuing to do that, yeah,   Fred Dummar ** 1:00:13 yeah, yeah. Now, after leaving this Special Forces Charitable Trust, I realized, you know, after I'd moved out to Idaho, where I live now that I wasn't as connected to the regiment as I'd been my first retired and I was still kind of in the North Carolina area or but after moving out here, you know, just felt like that. I probably there were other guys more recently retired, knew more of the things that needed to be done. So stepping down from that organization. And then, obviously, one of the other things that happened was, you know, the the rapid withdrawal of US troops from Afghanistan and the fall of Afghanistan, and I found myself with many other Afghan veterans, sort of, you know, both wondering, you know what it all meant, why? You know, and then, but then also what we can do. You know, not dwelling too long. I know, you know, poor me. You know what? You know. Why did I go? What did it mean? But more so, hey, you know, we had a bunch of people that we made promises to, a bunch of people that follow alongside America, some certainly, you know, in the interest of Afghanistan. But there were also many, many of the especially on the Afghan Special Operations sides, that were not always necessarily doing things at the behest of the Afghan government, but operating with US forces on things that the US wanted to do, but then, you know, we're sort of left hanging when during the withdrawal. So, you know, working alongside other veterans to try and get as many of those people out during the withdrawal and then. But so now I work with an operation or a organization called Operation recovery that is still following these families, following these cases, people that are either still in Afghanistan, some in hiding, some in other countries, illegally, but trying to help them resolve visa issues and either get to Canada or the United States or someplace in Europe, just someplace safe for them and their family, away from the from the Taliban. And so that's been it, and it's, it's hard work, you know, because the in work like that, we're trying to make government bureaucracies realize that they should be issuing visas or allowing people to move, it's not always a rapid process. So feels like, and, you know, and I'm not pointing fingers as if anyone should still, you know, be completely focused on Afghanistan. But you know, other things happen. You know, Ukraine, the war in Ukraine draws attention away. You know, the war in Israel. You know, hurricanes, storms, everything that's going on. You know, Assassination comes. You know, assassination attempts, you know, all of that stuff diverts people's you know, draws people attend. You know their attention to that. And I'm not sure many people, you know, they support the troops. And you know, you often hear them, you know, you know, thanking troops for their service. And the only response I can have to that, you know, for for for years, I struggled with how to respond to that. When someone would say, Thank you for your service, you know, just Okay, thank you. You know, I don't know, thanks for your support, but you know, I heard a good response, and I've been using it since, and it's like, America's worth it. So,   Michael Hingson ** 1:03:54 yeah, on top of everything else that you do, you've also been dabbling or going into real estate a little bit, yeah,   Fred Dummar ** 1:04:01 yeah. So that's, that's a lot of what I've been doing, you know, for because, you know, providing for your family, right? So, yeah, I started doing some investment real estate, and out here, got a partner, we did, worked on a couple of mobile home parts, larger projects. And I still, once a week, I still teach a clas

#193: Strategic HR Evolution: Building Culture-Driven IT OrganizationsFeaturing:Will Smith, Chief of Staff at City of Seattle ITIn this episode, you'll learn:How Seattle IT revolutionized HR by embedding dedicated business partners within each department, transforming traditional personnel management into strategic partnerships that understand both technical operations and business goalsThe critical intersection of organizational psychology and tech leadership, through Smith's doctoral research on how growth mindset principles drive successful cultural transformation in IT organizationsSeattle IT's innovative "from-to state" framework for cultural change, creating systematic pathways from fixed to growth mindset and empowering teams with clear decision-making abilitiesThe power of intentional culture-building in IT organizations, demonstrated through Seattle IT's focus on psychological safety and creating spaces where all perspectives are valuedHow modern HR leadership drives organizational success by understanding both human capital and technical operations, illustrated through Seattle IT's transformation from a traditional personnel office to a strategic business partnerTimestamps(00:00) Introduction and Welcome (01:00) Will Smith: From HR Expert to Chief of Staff at Seattle IT (03:00) Personal Background and Family Values (04:00) Educational Journey: Bridging IT, Law, and Organizational Psychology (07:00) Understanding the 'Why' in Organizations (09:00) Growth Mindset: Foundation for Organizational Change (11:00) Revolutionizing HR: The Business Partner Model (14:00) Creating Intentional Culture and Psychological Safety (17:00) Managing Conflict Through Relationship Building (19:00) Leading Change: Hybrid Work Transformation (21:00) Seattle IT Learning Conference: Culture in Action (23:00) Closing Thoughts and Show InformationLinks Mentioned:2024 Seattle Learning Conference PlaylistMindset: The New Psychology of Success by Carol Dweck, Stanford University To hear more, visit www.techtables.com

Are you ready to transform your relationships and workplace dynamics to create more ease, joy, and effective communication? In this engaging episode of Thrive Loud with Lou Diamond, renowned psychologist, author, and podcast host Dr. Abby Medcalf joins us to dive deep into the intricacies of relationships and the vital skills needed to thrive personally and professionally. Dr. Abby Medcalf shares her journey from being a recovering drug addict to becoming a successful psychologist and relationship expert. She explores how her unique background in counseling and organizational psychology has equipped her with the tools to help individuals and executives alike create meaningful connections and positive outcomes in their lives. Key highlights from this episode include: Understanding the importance of boundaries in personal and professional relationships and how to establish them effectively. Discovering why relationships often feel challenging and how the right skills can make them easier and more fulfilling. Insights into applying relationship principles within the workplace to boost productivity, retention, and positive culture. Dr. Abby's unique approach to coaching and counseling that combines action-oriented steps with deep psychological insights. Listeners and viewers are encouraged to implement the lessons learned by: Reflecting on your own relationship skills and identifying areas for growth. Setting clear boundaries in both personal and professional settings, and holding firm to them with love and clarity. Trying Dr. Abby's exercise of aligning priorities with your supervisors or colleagues to ensure everyone's on the same page and working efficiently. Engaging with Dr. Abby's extensive resources, including her podcast, Relationships Made Easy, to continue learning and growing. Tune in to this episode and start your journey toward more connected and joyful relationships with the expert guidance of Dr. Abby Medcalf! Timestamp Overview 00:00 Unexpected Counseling Success 04:32 "Relationships Made Easy Podcast Success" 09:51 "Reject Victim Mindset, Set Boundaries" 11:49 Defining Personal Standards 16:47 "Work Boundaries in Remote Era" 20:01 Costly Employee Retention Challenge 21:51 Aligning Team Priorities Effectively 25:36 "Fostering Respect in Workplace Culture" 28:16 "Changing the World Through Relationships" 34:27 "Yankees or Mets: Compatibility Test" 35:03 "Featuring Dr. Abby Metcalf" Follow Us:

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/

What do you do when striving to be a more human-centered leader or colleague, trying to advance your career, build your skills, and make a difference, and you're stuck with an imperfect leader, dysfunctional culture, or too much work? You start by leading yourself!Today, Elizabeth Lotardo and I discuss making the most of a job that's not your dream job. Elizabeth shares why management is harder than it was 10-20 years ago, and how to work best with imperfect bosses of all kinds. We touch on how to advocate for yourself with empathy. She shares talk tracks and mindset shifts to help you navigate how you can influence controlling the controllable and put yourself back in the driver's seat. She also shares a 10-second Jedi mind trick to shift complaining employees into accountable problem solvers! To access the episode transcript, please search for the episode title at www.TheEmpathyEdge.comKey Takeaways:It's not your job to make someone else more empathetic. It is your job to control your reactions and the behavior that you're modeling.It's about leading yourself - not just in your career, but also through your career which includes new jobs as you choose.Even with all our faults, we, as humans, need one another. As you lead yourself, don't forget those around you. "If you are working for a human being, you're working for an imperfect boss." — Elizabeth Lotardo Episode References:Rhonda George-Denniston: Why Betting on Your People Leads to Market DominationElizabeth's HBR Articles:How to Work for a Boss Who Always Changes Their MindHow to Be a Purpose-Driven Leader Without Burning OutFrom Our Partner:SparkEffect partners with organizations to unlock the full potential of their greatest asset: their people. Through their tailored assessments and expert coaching at every level, SparkEffect helps organizations manage change, sustain growth, and chart a path to a brighter future.Go to sparkeffect.com/edge now and download your complimentary Professional and Organizational Alignment Review today.About Elizabeth Lotardo: VP, McLeod and More and Author, Leading YourselfElizabeth Lotardo is a consultant, writer, and online instructor who helps organizations drive emotional engagement. Her new book, Leading Yourself: Find More Joy, Meaning, and Opportunities in the Job You Already Have has been called a refreshingly candid playbook that helps you create a work experience worth loving, right now.With an undergraduate degree in advertising from Boston University and a Master's in Industrial and Organizational Psychology, Elizabeth works with senior leaders, frontline managers, and entry-level teammates to create more purpose-driven work experiences. Her clients include Salesforce, DraftKings, Hilton, and numerous Berkshire Hathaway organizations.She is also a popular LinkedIn Learning instructor. Elizabeth writes for Harvard Business Review and her work has been featured in The Wall Street Journal and NPR.Connect with Elizabeth: McLeod & More: mcleodandmore.com Personal Website: elizabethlotardo.comLinkedIn: linkedin.com/in/elizabethlotardoBook: Leading Yourself: Find More Joy, Meaning, and Opportunities in the Job You Already Have (Despite Imperfect Bosses, Weird Economies, Lethargic Coworkers, Annoying Systems, and Too Many Deliverables) Connect with Maria:Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemariaAchieve radical success putting empathy into action with Businessolver. Techlology with heart, powered by people. https://www.businessolver.com/edge

Meet Aprille, a seasoned legal consultant and paralegal with over 30 years of experience specializing in family law, civil litigation, estate planning, and probate. She's also got her master's in industrial Organizational Psychology, and she brings that expertise to the negotiation table. Her education and experience in psychology transform how she guides clients through family transitions.She tackles every divorce case - from peaceful splits to complex battles - while ensuring children's needs stay front and center.Beyond the courtroom, she equips female entrepreneurs with airtight contracts and estate plans. Her unique blend of legal and psychological insight creates a fresh approach to family law.Connect with Aprille! Web: aprillebarkerparalegal.comIG: @aprillejamesonFB: @aprillejamesonbarkerLI: Aprille Barker 

Brian Hite: Sports and Performance Psychologist: Understanding Pressure: How to Reframe It as a Choice Rather Than a Necessity or Inevitability Introduction Brian Hite is a modern-day Renaissance Man—a sport and performance psychologist, thought leader, university faculty member, and stuntman with over 100 film and TV credits, including a prestigious Screen Actors Guild award for 24. With a Ph.D. in Organizational Psychology and a wealth of high-stakes experience from Hollywood, Brian offers a unique lens on performance, motivation, and leadership. Drawing on his diverse background, he helps leaders and high-performers transform pressure into opportunities for growth, pushing beyond traditional approaches to unlock new levels of achievement and resilience. Having worked with the U.S. Army for over a decade, Brian combines practical experience with academic expertise to challenge conventional thinking and develop strategies that are both innovative and effective. His unique approach equips listeners with actionable tools that can be applied immediately, while also fostering long-term shifts in mindset and performance. Whether you're dealing with the pressures of everyday life or pursuing peak performance in high-stakes situations, Brian offers fresh perspectives and strategies designed to help individuals and teams excel and enhance their overall well-being. Link: https://brianhiteglobal.com/ Link: https://brianhiteglobal.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

Meet Payal. She's an organizational psychologist, empathy advocate, and founder of RK Empathy. For nearly two decades, Dr. Beri has empowered leaders, communities, and individuals to connect on a deeper level, helping us see that we have more in common than we often realize. She's on a mission to break down the divisions that separate us and build stronger, more connected communities

Sarah Dalton is a partner at Conchie Associates, a consulting firm that uses psychometric assessments to help CEOs and Boards select talented leaders. She is the author of the book, The Five Talents that really Matter, with co-author Barry Conchie. Sarah earned a Masters degree in Industrial and Organizational Psychology from Colorado State University. In this episode we discuss the following: To achieve our potential, it is most effective to focus on areas where we have some natural ability and curiosity. Motivation and hard work can only take us so far. Rather than constantly working on our weaknesses, it is often more effective to harness our strengths.   Connect on Social Media: X: https://twitter.com/nate_meikle LinkedIn: https://www.linkedin.com/in/natemeikle/ Instagram: https://www.instagram.com/nate_meikle/ Youtube: https://www.youtube.com/@nate.meikle