Podcasts about organizational psychology

This week on The CEO Series, Professor Moore speaks with Dr. Patricia Faison Hewlin, an award-winning behavioral scientist and author of the new book Staying True to You. In this episode, they discuss her concept of the "middle self" as an alternative to full authenticity or full conformity, what her survey of nearly 1,500 workers revealed about authenticity, and her take on how leaders should and shouldn't be using AI.

This episode is part of the All the World's a Workplace Expanded season. Pilar looks at a recently published metastudy, looking at the recent evidence about how working remotely affects job performance in organisations.  Plus, personal updates at the end of the episode.  Links:  Toward a Better Understanding of Job Performance When Working Remotely: Evidence, Boundaries, and Trade-OffsTammy D. Allen1, Kristen M. Shockley2 and Ryan S. Grant3 Annual Review of Organizational Psychology and Organizational Behavior Vol. 14 https://doi.org/10.1146/annurev-orgpsych-031325-094513 How Coworking Spaces Impact Employee Well-Being Constance Noonan Hadley, et al. Harvard Business Review February 9, 2023 https://hbr.org/2023/02/research-how-coworking-spaces-impact-employee-well-being WLP239 Match Your Visible Teamwork to Your Team Task Workflow 18 June 2020 https://www.virtualnotdistant.com/podcasts/task-interdependence-remote-teams Applications of Visible Teamwork in Remote Teams 16 September 2020 https://www.virtualnotdistant.com/blog/applications-visible-teamwork Pilates class plan bundle https://payhip.com/b/Ogk2E   

On 100 acres in Dalton, Pennsylvania, nearly 200 rescued animals have found a home at Indraloka Animal Sanctuary.But something unexpected began unfolding there.Those who care for the animals all too often discover that the animals have something to offer them, too.That idea is at the heart of Indraloka and the life's work of its founder, Dr. Indra Lahiri, an organizational psychologist who spent years studying human behavior, leadership and culture before bringing those insights into a very different setting.On this episode of HarmonyTALK, host Greg Frigoletto talks with Indra to explore the connection between the two worlds she knows best: people and animals.What can an animal teach us about trust? Why does simply being around another living being sometimes change the way we feel? And what can people who have spent their lives caring for others learn about caring for themselves?For Indra, those questions are not abstract.She has watched broken animals arrive at Indraloka after traumatic experiences and gradually learn that they are safe. She has also watched the people around them slow down, reconnect and begin looking at their own experiences differently.That has led Indra to expand Indraloka's mission beyond animal rescue.Today, the sanctuary also works with people and organizations on leadership, teamwork and communication, along with burnout, compassion fatigue and secondary trauma.And when it comes to healing, Indra has learned something else from the animals around her.What happens to us becomes part of our story, but it doesn't have to become our entire story for the rest of our life.

Summary We often treat efficiency as an unquestioned good, but curiosity works differently. A major new research review describes curiosity as "productive inefficiency", slowing us down in the short term while helping us find better ideas and solutions. This episode looks at where leaders should deliberately make room for curiosity.   Transcript Hello and welcome to episode 241 of the Leadership Today podcast, where each week we share practical tips to improve your leadership. This week we look at curiosity and why being less efficient can sometimes help us produce better work. Most organisations are trying to become more efficient. We want shorter meetings, faster decisions, streamlined processes and fewer wasted hours. As leaders, we're often trying to help people get to the answer more quickly. But we're also wanting people to demonstrate greater curiosity, which works in almost the opposite direction. A major new review of research into curiosity at work describes curiosity as a form of "productive inefficiency". When we're curious, we tend to slow things down. We ask another question, we look at an issue from another perspective, and we might even explore an option that ultimately leads nowhere. Instead of accepting the first reasonable answer, we spend a little longer wondering whether there might be a better one. In the short term, that's inefficient. But the researchers argue that this apparent inefficiency can contribute to things like creativity, adaptability and better solutions over time. The catch is we're often trying to encourage curiosity while simultaneously removing the space it requires. Imagine someone brings you a problem. You know what they should do, so you give them the answer. That's efficient. The problem disappears and both of you can move on. Compare that with asking, "What do you think is causing the problem?" or "What options have you considered?" That takes longer. They may suggest ideas that aren't particularly good. You might end up at exactly the same solution you would have given them five minutes earlier. But something different has happened. They've had to think about the problem rather than simply receive your answer. And perhaps they've noticed something you hadn't considered. The same thing happens in meetings. We can become so focused on getting through the agenda that questions start to feel like interruptions. Someone says, "I wonder why we still do it this way?" and the response is, "That's a bigger conversation. Let's take that offline." Now sometimes that's exactly the right response. We can't explore every interesting question that comes up. That's another important part of this research. The authors aren't suggesting that curiosity is always good or that we should maximise it. Curiosity consumes time and attention. Instead, it's more useful to think about where curiosity is worth the cost. Here are three things I'd suggest. First, identify the work where you don't want the quickest answer. If you're dealing with a complex problem, making an important decision or trying to improve something that hasn't been working, deliberately allow more time for questions and alternatives. That's where a little inefficiency may pay off. Second, notice how you respond when people are curious. Leaders can say they want people to challenge the status quo while unintentionally shutting down questions through impatience. If every curious question receives a quick explanation of why things can't change, people eventually stop asking. Third, put some boundaries around curiosity. You might spend the first 15 minutes of a discussion exploring the problem without trying to solve it. Or ask everyone to come up with three different explanations before deciding what is going on. The aim isn't endless exploration. It's making sure efficiency doesn't close down thinking too early. Bringing all of this together, the key question isn't, "How can we make everything more efficient?" A better question might be, "Where would a little inefficiency help us think better?" Thanks for listening, and I look forward to speaking with you again next week.   Reference Kashdan, T. B., McKnight, P. E., & Harrison, S. H. (2026). Curiosity at Work: A Productive Inefficiency Model. Annual Review of Organizational Psychology and Organizational Behavior, 14. https://doi.org/10.1146/annurev-orgpsych-012825-104832.   Leadership Today On-Demand Special Offer We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription. Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader. Your subscription brings together all of our video content in one place including: - Five online courses with workbooks - Five five day challenges with workbooks - Nineteen recorded webinars - A searchable library of 170+ "how to" quick videos on a range of leadership challenges That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.   Get Connected Find out ways to get connected here: https://leadership.today/connect

What can we learn from servant leadership in safety? “Servant leadership has such great breadth and depth in terms of establishing a great philosophical and applied foundation for greater learning and performance in safety.” In this energetic and engaging episode, we welcome David Sarkus, Chief Servant Leader and Founder of David Sarkus International Inc., who explores what servant leadership truly means in the context of safety and how it can transform safety culture by building a strong sense of community in the workplace. David introduces the Five Dimensions of Community and shares how safety leaders can foster greater belonging, trust, and connection through caring, listening, and meaningful relationships, creating an environment where people feel valued, heard, supported, and committed to protecting one another. He also explores the concept of the “risk ceiling,” revealing why organizations can plateau in their safety journey and the profound impact this can have on long-term safety success. Don't miss this episode filled with actionable strategies to implement servant leadership to strengthen community, build trust, and enhance safety performance across your organization. Tune in now! About the Guest: David J. Sarkus, MS, CSP, is the Chief Servant Leader and Founder of David Sarkus International Inc., a leading health and safety management consulting and training firm. David is a motivational safety speaker who delivers keynotes, training, and consulting in various industries. With more than 30 years of experience, he has successfully applied strategies and tactics across a wide range of work environments to achieve measurable and sustainable improvements in safety performance. He has proven that these results can be scalable and sustainable. David holds master's degrees in Safety Management and Organizational Psychology and has been recognized by ISHN as one of the “Top 50 Leaders” in the field. He is also the author of five books and more than 100 evidence-based articles and works with some of the world's leading organizations to advance sustainable excellence in safety. For more Information: https://davidsarkus.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Strength can help us survive the hardest seasons of life—but what happens when that same strength becomes the very thing keeping us trapped?   In this powerful episode of The Art of Feminine Negotiation, Cindy Watson sits down with Anette DeMattio to explore "When Strength Becomes a Cage"—a thought-provoking conversation about resilience, survival, and the hidden costs of always having to be strong.   Anette DeMattio is a six-time cancer survivor, author, speaker, and creator of The Too Strong Method. As a National Board Certified Executive and Health & Wellness Coach with more than two decades of experience and a Master's degree in Organizational Psychology from Columbia University, Anette brings a unique perspective to the emotional, physical, and spiritual impact of living in survival mode.   Together, Cindy and Anette explore what happens when resilience becomes an identity, why being "the strong one" can make it difficult to ask for help, and how people can begin reconnecting with themselves beyond years of simply surviving. Discover how true strength may not be about carrying everything alone—but about knowing when it's time to release what no longer serves you.   In this episode, you will learn:   What is the cost of ignoring the internal negotiations happening within ourselves? How do we negotiate with ourselves and negotiate with others? How can strength help build our success and how can we recognize that our strength has crossed the line? How to negotiate effectively. The small steps that we can take to start renegotiating that relationship with ourselves. And many more!   Learn more about Anette:   Website: https://anettedemattio.com/home Facebook: https://www.facebook.com/anette.demattio/                   https://www.facebook.com/groups/3356961904568580   Instagram: https://www.instagram.com/anettedemattio/ YouTube: https://www.youtube.com/channel/UCPrkLgvv9AjbFf4VY4SSR4w Email: anette@anettedemattio.com   Checkout her books: https://www.amazon.com/stores/Desislava-Dimitrova/author/B0FFNX85LV?ref=ap_rdr&shoppingPortalEnabled=true   If you're looking to up-level your negotiation skills, I have everything from online to group to my signature one-on-one mastermind & VIP experiences available to help you better leverage your innate power to get more of what you want and deserve in life. Check out our website at www.artofFeminineNegotiation.com if that sounds interesting to you.   Get Cindy's book here: Amazon   https://www.amazon.com/Art-Feminine-Negotiation-Boardroom-Bedroom-ebook/dp/B0B8KPCYZP?inf_contact_key=94d07c699eea186d2adfbddfef6fb9e2&inf_contact_key=013613337189d4d12be8d2bca3c26821680f8914173f9191b1c0223e68310bb1 EBook   https://www.amazon.com/Art-Feminine-Negotiation-Boardroom-Bedroom-ebook/dp/B0B8KPCYZP?inf_contact_key=94d07c699eea186d2adfbddfef6fb9e2&inf_contact_key=013613337189d4d12be8d2bca3c26821680f8914173f9191b1c0223e68310bb1 Barnes and Noble   https://www.barnesandnoble.com/w/the-art-of-feminine-negotiation-cindy-watson/1141499614?ean=9781631959776   CONNECT WITH CINDY: Website: www.womenonpurpose.ca Website: www.practicingwithpurpose.org Facebook: https://www.facebook.com/womenonpurposecommunity/  Instagram: https://www.instagram.com/womenonpurposecoaching/ LinkedIn: linkedin.com/in/thecindywatson Show: https://www.womenonpurpose.ca/media/podcast-2/ X(Twitter):  https://twitter.com/womenonpurpose1 YouTube: https://www.youtube.com/@hersuasion Email: cindy@womenonpurpose.ca  

This week's theme: Navigating the Pause Dr. Ann Marie Peters shares a powerful perspective on navigating the pause, encouraging women to see career breaks not as setbacks but as valuable chapters of personal and professional growth. Whether the pause was for caregiving, motherhood, health, or other life transitions, she explains that the leadership, problem-solving, communication, and resilience developed during that time are highly transferable skills. Rather than apologizing for employment gaps, women should recognize the strengths they have built and confidently reframe their experiences as assets that prepare them for future opportunities. The conversation also explores the emotional side of navigating the pause, including identity loss, diminished confidence, and imposter syndrome. Dr. Peters emphasizes that rebuilding confidence starts with small, intentional steps, reflecting on past accomplishments, identifying existing strengths, and gradually re-engaging with professional networks. Through her book We’ll Be Right Back, she offers practical guidance to help women reclaim their confidence, articulate their value, and embrace the next chapter of their careers with purpose, reminding listeners that their story is far from over. From Fear to Fire: Secrets to Overcome Fear, Embrace Your Gifts and Achieve Success This is the place where real people share real challenges. Where you can find a common bond and uncommon wisdom through their stories. Use tips from the breakthroughs of others to jump-start your success. Speaker, author, adventurer, and host Heather Hansen O'Neill takes you on the journey from fear to fire. Today, we talk about navigating the pause by reframing career breaks as opportunities to build confidence, rediscover purpose, and recognize the valuable leadership skills gained through life’s transitions. Dr. Ann Marie Peters Dr. Ann Marie Peters is a research-backed author and leadership strategist focused on women's career pauses, identity, and return-to-work transitions. Drawing on her PhD research in Industrial and Organizational Psychology and decades of leadership experience, Ann Marie explores the questions of identity, confidence, and purpose that women face after stepping away from paid work due to caregiving, motherhood, burnout, health challenges, or major life transitions. Her work helps women reframe career pauses not as gaps to apologize for, but as chapters that can build clarity, resilience, and renewed leadership. Connect with Dr. Ann Marie: Website: AMP Consulting LinkedIn: Dr. Ann Marie Peters Instagram: @backwithamp Facebook: We’ll Be Right Back Dr. Ann Marie L. Peters' new book, We'll Be Right Back: A Lifeline for Every Woman Who Hit Pause on Her Career, is a guide to reclaiming your confidence, recognizing the value of your experience, and moving forward with purpose. Buy the book HERE. Quote of the Day: “What a circus act we women perform every day of our lives. Look at us. We run a tightrope daily… This is not the life of simplicity but the life of multiplicity that the wise men warn us of.” ~ Ann Morrow Lindbergh Finding Humanity: The Evolution of Sales is out now. Check it out here! The post Navigating the Pause with Dr. Ann Marie Peters appeared first on Heather Hansen Oneill.

What if everything you've been taught about managing performance was built for a workplace that no longer exists? Dr. Edie Goldberg returns to A World of Difference to unpack the research behind her new book, revealing why the system most companies use to drive performance is quietly working against them. Topics Covered Why “coercive control” — carrots, sticks, and fear-based motivation — is the hidden operating system behind most performance management, and why the research says it doesn't work The shift from measuring performance to enabling it: transparency, trust, autonomy, and connecting work to purpose Why only 4% of employees revisit their goals mid-year, and how to make goal-setting actually motivating What a real “performance feedback culture” looks like, and the four conditions that predict it How AI can genuinely support performance enablement (goal clarity, personalized development, reduced bias) — and where it can quietly go wrong The bias built into hiring and performance systems, and what a well-designed AI process can do differently Guest Bio Dr. Edie Goldberg is founder and president of E. L. Goldberg and Associates, a globally recognized expert in talent management and the future of work, and a Fellow of the Society for Industrial and Organizational Psychology. She is co-author of Performance Enablement: A Model for Driving Organizational Performance and The Inside Gig: How Sharing Talent Across Boundaries Unleashes Organizational Capacity. Timestamps 00:00 – Cold open 01:13 – Why Edie wrote this book now 05:34 – Coercive control as a management strategy 09:13 – The new paradigm: enabling control 14:27 – The elephant in the room: managers spend 90% of their time doing the work 21:44 – Why goal-setting fails (the 4% problem) 28:11 – AI's real impact on performance management 37:14 – Bias in AI hiring and performance systems 44:11 – Where to find Edie and her book 48:00 – Passport Stamp: New Zealand (a shout out to the Kiwis who listen from Aotearoa, the Maori word for New Zealand) Watch the exclusive, bonus episode on Patreon here. Find Dr. Edie Goldberg At elgoldberg.com  |  LinkedIn: linkedin.com/in/edie-goldberg-phd  |  Book: Performance Enablement Subscribe, leave a review, and share this episode. Watch this episode on Youtube. Visit aworldofdifferencepodcast.com for more resources. Thinking about a life abroad? I use and recommend Expatsi to help navigate the move . As an affiliate, I may earn a small commission. Brava Curious what Brava Global Advisory could do for your team or your own leadership? Head to https://www.bravaglobaladvisory.com/voice to see how we work together and where to start. Learn more about your ad choices. Visit megaphone.fm/adchoices

What if everything you've been taught about managing performance was built for a workplace that no longer exists? Dr. Edie Goldberg returns to A World of Difference to unpack the research behind her new book, revealing why the system most companies use to drive performance is quietly working against them. Topics Covered Why “coercive control” — carrots, sticks, and fear-based motivation — is the hidden operating system behind most performance management, and why the research says it doesn't work The shift from measuring performance to enabling it: transparency, trust, autonomy, and connecting work to purpose Why only 4% of employees revisit their goals mid-year, and how to make goal-setting actually motivating What a real “performance feedback culture” looks like, and the four conditions that predict it How AI can genuinely support performance enablement (goal clarity, personalized development, reduced bias) — and where it can quietly go wrong The bias built into hiring and performance systems, and what a well-designed AI process can do differently Guest Bio Dr. Edie Goldberg is founder and president of E. L. Goldberg and Associates, a globally recognized expert in talent management and the future of work, and a Fellow of the Society for Industrial and Organizational Psychology. She is co-author of Performance Enablement: A Model for Driving Organizational Performance and The Inside Gig: How Sharing Talent Across Boundaries Unleashes Organizational Capacity. Timestamps 00:00 – Cold open 01:13 – Why Edie wrote this book now 05:34 – Coercive control as a management strategy 09:13 – The new paradigm: enabling control 14:27 – The elephant in the room: managers spend 90% of their time doing the work 21:44 – Why goal-setting fails (the 4% problem) 28:11 – AI's real impact on performance management 37:14 – Bias in AI hiring and performance systems 44:11 – Where to find Edie and her book 48:00 – Passport Stamp: New Zealand (a shout out to the Kiwis who listen from Aotearoa, the Maori word for New Zealand) Watch the exclusive, bonus episode on Patreon here. Find Dr. Edie Goldberg At elgoldberg.com  |  LinkedIn: linkedin.com/in/edie-goldberg-phd  |  Book: Performance Enablement Subscribe, leave a review, and share this episode. Watch this episode on Youtube. Visit aworldofdifferencepodcast.com for more resources. Thinking about a life abroad? I use and recommend Expatsi to help navigate the move . As an affiliate, I may earn a small commission. Brava Curious what Brava Global Advisory could do for your team or your own leadership? Head to https://www.bravaglobaladvisory.com/voice to see how we work together and where to start. Learn more about your ad choices. Visit megaphone.fm/adchoices

What research papers did you read while lounging by the pool this summer? In this week's episode of The Mindtools L&D Podcast, Ross D is joined by Claire and Dr Anna to review three studies that have caught our attention over the last few months. Anna's pick was Vestner and colleagues' 'A dyadic training to promote technology-related learning and development among age-diverse employees: the power of co-workers' enthusiasm', published in the Journal of Occupational and Organizational Psychology. Claire brought Kestin and colleagues' 'AI tutoring outperforms in-class active learning: an RCT introducing a novel research-based design in an authentic educational setting', the Harvard study comparing an AI tutor with in-person active learning. Ross referenced Will Thalheimer's LinkedIn article 'The Learning Styles Challenge After 20 Years', and Clinton-Lisell and Litzinger's 'Is It Really a Neuromyth? A Meta-Analysis of the Learning Styles Matching Hypothesis'. For more from Mindtools Kineo, visit our website mindtools-kineo.com. There, you'll find out how we can help your organization build AI skills, and how our Skills Practice scenarios help build human skills. Connect with our speakers If you'd like to share your thoughts on this episode, connect with us on LinkedIn: Ross Dickie Claire Gibson Anna Barnett

In this episode, Gabrielle Rufrano, a doctoral candidate in Industrial and Organizational Psychology at Clemson University, shares insights from her experiences in both large organizations like NASA and fast-paced startups in the energy sector. She discusses the fundamentals of industrial and organizational psychology, emphasizing the importance of evidence-based practices and organizational culture. Gabrielle compares the structured, mission-driven culture at NASA with the more flexible but less unified environment of a startup, highlighting how organizational maturity and resources impact the implementation of research-backed development practices. She also explores the gap between academic research and practical application in industry, and how both sides can improve collaboration for better workplace outcomes.Timestamps00:00 – Introduction to Gabrielle Rufrano and discussion of organizational culture02:17 – Explanation of industrial and organizational psychology03:17 – How research is conducted and validated in the field06:08 – Example of experimental research with workplace bias10:14 – Comparison of NASA and startup cultures14:21 – Details of organizational development work at NASA19:54 – The value of organizational culture and its real-world impact22:25 – Challenges in applying research in fast-moving industries27:02 – Key lessons for bridging academia and industry

Dr. Laura reflects on nearly 150 episodes of Where Work Meets Life™ and welcomes us to season seven with a personal message reflecting on the journey that led her here in her exploration of the intersection of work and life. She shares why topics such as toxic leadership, healthy workplace cultures, leadership development, and the future of work continue to matter, while giving us a peek into thought-provoking conversations ahead. She also introduces a new community designed to support those recovering from toxic workplaces, reaffirming her commitment to helping people create healthier, more meaningful work lives. Looking beyond the workplace, Dr. Laura also shares why this season will expand into conversations about spiritual well-being, human connection, and what it truly means to thrive. She discusses the roles purpose, consciousness, and compassion play in our overall health. She highlights upcoming guests such as Celeste Warren, author and DEI thought leader, Jay Abbasi, expert on leadership and burnout, and Fab Morvan, formerly of 80s pop band Milli Vanilli. With warmth, curiosity, and hope, Dr. Laura invites us to join her for another season dedicated to helping people become healthier in their careers and create lives filled with greater meaning and freedom. "If I can help more people be inspired, be better humans, raise better humans, and have healthier work lives, then I've had an impact." - Dr. Laura About Dr. Laura: Dr. Laura Hambley Lovett is a work and career psychologist and thought leader on the evolution of work. She has always been fascinated by how work intersects with life and loves to use her expertise to improve organizations and help people thrive. Her passion for taking creative ideas and launching them into successful business strategies led her to start three counselling psychology practices (Calgary Career Counselling, Canada Career Counselling, and Synthesis Psychology), as well as six different business brands offering organizational assessment and consulting services. Dr. Laura is honoured to have been selected as a Woman of Distinction in Canada in 2014 and received a Canadian Woman of Inspiration Award as a Global Influencer in 2018. Her new book, I Wish I'd Quit Sooner: Practical Strategies for Navigating and Escaping a Toxic Boss, is available for purchase on Amazon now. Resources: I Want M.O.R.E.: Why Your Job Still Matters by Scott Schieman (University of Toronto) The Truth About Equity: What It Really Is, What It Isn't, and Why Everyone Wins When We Get It Right by Celeste Warren “I Wish I'd Quit Sooner: Practical Strategies for Navigating and Escaping a Toxic Boss” by Dr. Laura Hambley Lovett Dr. Laura on LinkedIn Where Work Meets Life™ on YouTube   Learn more about Dr. Laura on her website: https://drlaura.live   For more resources, look into Dr. Laura's organizations:  Canada Career Counselling Synthesis Psychology Order Dr. Laura's new book today: I Wish I'd Quit Sooner: Practical Strategies for Navigating a Toxic Boss Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What if the parts of your career that look disconnected on paper are actually the experiences that make you uniquely equipped for the work you're doing now?Kim Peirano's career has been anything but linear. She studied television production, business and art. She became an acupuncturist, built businesses, founded a nonprofit, worked in nightlife and eventually returned to school to study industrial and organizational psychology.Along the way, she was also diagnosed with ADHD later in life, began living with Long COVID, and spent eight years in a high-control spiritual group—an experience that ultimately contributed to her interest in understanding destructive leadership and the organizational conditions that allow harmful leaders to thrive. In this episode of Thriving in Intersectionality, Dr. Lola Adeyemo and Kim explore what happens when we stop viewing a nonlinear career as evidence that someone couldn't stick with one thing—and start recognizing the perspective, skills and pattern recognition that can come from moving across different worlds.Their conversation also moves beyond Kim's personal journey into her work as an organizational psychologist: why destructive leadership is often a systems problem, how organizational conditions can enable harmful behavior, and why workplaces designed to support neurodivergence and invisible illness can ultimately work better for everyone.In this episode, you'll learn: How receiving an ADHD diagnosis later in life changed the way Kim understood her career and experiences  Why a nonlinear career can create valuable perspective rather than signal a lack of direction  How seemingly unrelated experiences can build on one another over time  Why knowing when to leave a career, role or environment can be as important as knowing when to stay  How Kim's experience in a high-control spiritual group influenced her study of destructive leadership  Why destructive leadership isn't always simply a “bad leader” problem  How organizational structures, unclear boundaries and lack of accountability can allow harmful leadership behaviors to thrive  Why some destructive leadership behavior may reflect undeveloped leadership skills rather than malicious intent  What it means to move beyond workplace accommodations toward genuine inclusion  How ADHD, Long COVID and invisible disability have shaped Kim's approach to organizational design  Why organizations may be excluding neurodivergent talent before candidates ever enter the hiring process One idea to carry with youA career doesn't have to make sense in a straight line to make sense.We often assign greater credibility to people whose careers follow an easily recognizable path: choose a field, build expertise, move upward.Kim's story challenges that assumption.Art, entrepreneurship, healthcare, nonprofit leadership, personal experiences with coercive environments, neurodivergence and organizational psychology may look like separate chapters. But each added another lens through which she learned to see people, organizations and systems.Sometimes the value of a career becomes clearer when you stop asking whether every step followed the plan—and start asking what each step taught you.About Kim PeiranoKim Peirano is an organizational psychologist, consultant, entrepreneur and founder of Integrity Catalyst. She specializes in organizational culture diagnostics, leadership development, destructive and coercive leadership, and workplace inclusion for neurodivergent employees and people living with invisible illness.Kim holds a Master of Science in Industrial and Organizational Psychology from the University of Hartford. Her graduate work explored destructive leadership and the organizational conditions that allow harmful leadership behaviors to thrive. She also serves as an alumni research assistant with the university's SHINE Lab, where her research includes neurodivergence and workplace inclusion. Through Integrity Catalyst, Kim works with organizations on culture diagnostics, ethical leadership development, team effectiveness and building workplaces that better support the range of humans within them. Connect with KimIntegrity Catalyst: integritycatalyst.com LinkedIn: Kim Peirano Instagram: @kimpeirano TikTok: @kimpeirano Substack: Kim PeiranoAnd because every story ends with food...If Kim were sharing a meal with coworkers, she'd take them to one of her favorite San Francisco restaurants for sweet potato gnocchi—the kind of dish she says is so good you have to slow down to eat it. A question to reflect onWhat part of your career once looked like a detour—but you now recognize as part of what prepared you for where you are today?Send us Fan MailSupport the showThank you for listening to Thriving in Intersectionality with Dr. Lola Adeyemo.This podcast explores how identity, lived experience, and leadership intersect in today's workplace and beyond. Through conversations with leaders, founders, educators, entrepreneurs, and changemakers, we uncover stories and insights that help people thrive across the many intersections of their lives.

Ever feel stuck or trapped in your work or life?My guest Irina F. Cozma, PhD is an organizational psychologist and executive coach who has repeatedly generated bold options for herself in moments when most people would have resigned with a defeated “it is what it is.”In this conversation, we talk about surviving a micromanaging boss, why that experience became one of the biggest gifts of Irina's career, and how her journey across four different countries shaped her belief that you always have at least one more option available to you — especially when you feel stuck.We also get honest about the messy, embodied side of being human: physical pain, hormones, fatigue, and those days when you just want to feel sorry for yourself (I have plenty of those myself). Irina shares how possibility thinking still applies on those days—without pretending everything is fine.What you'll learn:Why surviving a micromanaging boss changed how Irina coaches: she now validates how bad it can really be, stops over‑indexing on “you can always fix it,” and helps clients build parallel options instead of staying stuck trying to change someone who doesn't want to change.How possibility thinking works in practice:understanding all your options (including the ones you don't like), choosing consciously, and then making peace with—and committing to—your choice so you don't feel like you're in a psychological jail.How your values and strengths become anchors on hard days: Irina shows how clarity on core values like freedom and fairness, and strengths like persistenceand speed, lets you take action even when you're in pain, exhausted, or full of self‑doubt.Irina's “possibility thinker” framework: inner, relational, and process possibilities—practical tools that help you expand what you see as possible so you never again feel like you're truly starting from zero.How Irina's international moves (Romania → Spain → Moldova → U.S.) shaped her worldview: why she now sees “country” as just one small variable, and how clarity about what you want can make even “risky” moves feel obvious rather than terrifying.Featured in this episode: Irina's Possibility Thinkers Assessment: https://irinacozma.com/assessmentConnect with Irina on LinkedIn: https://www.linkedin.com/in/irinacozma/Jamie's 1:1 coaching for smart women who hate office politics: https://www.jamieleecoach.com/applyConnect with Jamie on LinkedIn: https://www.linkedin.com/in/leejieunjamie/Text me your thoughts on this episode!Enjoy the show? Don't miss an episode, listen and subscribe via Apple Podcasts or Spotify.  Leave me a review in Apple Podcasts. Connect with meBook a free hour-long consultation with me. You'll leave with your custom blueprint to confidence, and we'll ensure it's a slam-dunk fit for you before you commit to working with me 1:1. Connect with me on LinkedIn Email me at jamie@jamieleecoach.com 

Summary Some employees are especially good at adapting their behaviour and creating positive impressions, but does that mean they actually perform better? A new meta-analysis suggests self-monitoring predicts supervisor performance ratings more than objective performance outcomes. This episode explores how leaders can distinguish genuine contribution from the appearance of performance.   Transcript Hello and welcome to episode 237 of the Leadership Today podcast, where each week we share practical tips to improve your leadership. This week we look at a subtle bias that can influence performance reviews: confusing someone's ability to manage impressions with their actual performance. Some people are naturally very good at reading a room. They notice what other people expect, adapt how they present themselves and adjust their behaviour to fit different situations. Psychologists call this self-monitoring. High self-monitors are socially skilled. They recognise when to speak up, when to hold back and how to present their contribution in a way that resonates with different people. Those can all be useful capabilities at work. For years, research has suggested that self-monitoring is also associated with job performance. But a new meta-analysis asks an interesting question: are high self-monitors actually performing better, or are they simply better at being seen as high performers? The researchers analysed 35 samples and found a modest overall relationship between self-monitoring and job performance. But when they examined how performance was measured, they found that the relationship appeared when supervisors rated performance, but not when performance was assessed using more objective outcome measures. This indicates that at least part of the apparent performance advantage comes from influencing the person doing the rating rather than actual performance. Most workplaces don't measure performance perfectly. Leaders form impressions based on conversations, meetings, presentations, emails and the things they happen to observe. Employees who are skilled at recognising what the manager values may naturally become more visible in those settings. Meanwhile, another employee may quietly produce excellent work without drawing much attention to it. The danger is that we start treating visibility as performance. Someone who speaks confidently in meetings can appear more capable than someone whose contribution is less visible. Someone who regularly updates the boss can appear more productive than someone who simply gets the work done. There are three practical ways leaders can reduce this bias. First, define performance before evaluating the person. Be clear about the results, behaviours and standards that matter for the role. It's much easier for impressions to take over when performance expectations are vague. Second, use multiple sources of evidence. Look at outcomes, feedback from others, customer impact and observable contribution rather than relying solely on your overall impression. Ask yourself, "What evidence would I use to explain this rating to someone who has never met this employee?" Third, look for invisible contribution. Who solves problems quietly? Who helps colleagues without drawing attention to it? Who consistently produces reliable work but rarely talks about it? Strong performance isn't always highly visible. This doesn't mean socially skilled employees are intentionally manipulating leaders to receive a more favourable performance evaluation. However, we need to be careful not to allow presentation skills to substitute for evidence when evaluating performance. Performance and the appearance of performance are not the same thing. Great leaders don't ignore impressions, but they make sure those impressions are tested against evidence.   Reference Moser, K., Ebner, K., Iliescu, D., & Sîrbu, A.-A. (2026). Self-monitoring and job performance: Substance or style? A meta-analysis. Journal of Occupational and Organizational Psychology.   Leadership Today On-Demand Special Offer We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription. Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader. Your subscription brings together all of our video content in one place including: - Five online courses with workbooks - Five five day challenges with workbooks - Nineteen recorded webinars - A searchable library of 170+ "how to" quick videos on a range of leadership challenges That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.   Get Connected Find out ways to get connected here: https://leadership.today/connect

In this episode of Better Thinking, Nesh Nikolic speaks with Stacey Parker about how jobs and careers can be designed to maximise wellbeing, motivation, and performance, and what psychological principles can help create healthier and more fulfilling working lives.Associate Professor Stacey Parker is an organisational psychologist and academic for the School of Psychology, University of Queensland, Australia. Her research aims to help organisations and their employees devise strategies for realising the dual concerns of feeling well and performing well. To this end, she examines how employees manage their energy during work, how employees recover from work stress in off-the-job time, and how jobs and careers can be designed to maximise well-being, motivation, and performance. She also explores the hidden costs of performance management systems. She studies these phenomena using controlled work simulations and field research in a range of high-performance settings (e.g., small business owners, professional musicians, elite athletes, and safety critical work in healthcare and transport industries). Her consulting and advisory work has included tackling issues with selection and recruitment, training and development, career management, work design, change management, and operational safety. She serves on the Editorial Boards for the Journal of Occupational and Organizational Psychology, Journal of Occupational Health Psychology, and European Journal of Work and Organisational Psychology. Her achievements have been recognised by the Australian Psychological Society, with a Doctoral Thesis Award in Occupational Health Psychology (2013) and Early Career Award in Organisational Psychology (2022).

Episode 235 - How To Help Your Team Feel Heard   Summary Most leaders understand the importance of listening, but far fewer understand what great listening actually looks like. Discover the research behind high-quality listening and why helping people feel genuinely heard can improve trust, engagement, wellbeing, and retention.   Transcript Hello and welcome to episode 235 of the Leadership Today podcast, where each week we share practical tips to improve your leadership. This week we explore the research behind high-quality listening and why helping people feel genuinely heard can improve trust, engagement, wellbeing, and retention. Most leaders would agree that listening is important. In fact, if you ask people to describe the best leaders they've worked with, listening often appears near the top of the list. And yet, listening is one of those skills that can be easy to talk about and surprisingly difficult to do well. Part of the challenge is that we often think of listening as a communication technique. We focus on maintaining eye contact, nodding, paraphrasing, and asking questions. While those behaviours can be helpful, research suggests that what matters most is whether the other person genuinely feels heard and understood. What we're after instead is high-quality listening. Researchers who reviewed more than two decades of listening research identified three key elements of high-quality listening. First, giving someone your full attention. Second, genuinely seeking to understand what they mean, not just the words they're saying. And third, approaching the conversation with openness and curiosity rather than judgement. When people experience this type of listening they become less defensive, more reflective, and more willing to share information and ideas. In other words, good listening doesn't just help people feel better - it changes the quality of the conversation itself. Other recent research has also found that improving listening skills as a leader can reduce burnout and decrease people's intentions to leave an organisation. That's a useful reminder that listening can have a meaningful impact on wellbeing, engagement, and retention. So what can leaders do? First, focus on understanding before solving. Many leaders hear a problem and immediately jump to advice or solutions. Instead, try asking a question that checks your understanding. Something like, "So if I've understood correctly, the real challenge is…" This not only helps clarify the issue, it also demonstrates that you've genuinely been listening. Second, remove distractions whenever possible. If you're having an important conversation, put your phone away, close unnecessary applications, and give the other person your full attention. People notice very quickly when you're only partially present, and it often changes what they're willing to share. Third, become more comfortable with silence. Most of us feel pressure to respond immediately. Yet some of the most valuable insights emerge after a pause. When someone finishes speaking, resist the urge to jump in straight away. Give them a little space. You may find there's more they want to say. Remember that listening isn't just about gathering information - it's about helping people feel understood. And when people feel understood, they're more likely to trust, engage, contribute, and collaborate. As leaders, one of the most valuable things we can offer isn't a solution or an answer. Sometimes it's simply our full attention.   Research references: Kluger, A. N., & Itzchakov, G. (2022). The Power of Listening at Work. Annual Review of Organizational Psychology and Organizational Behavior, 9, 121 to 146. https://www.annualreviews.org/content/journals/10.1146/annurev-orgpsych-012420-091013   Itzchakov, G., et al. (2023). Learning to listen: Downstream effects of listening training on employees' relatedness, burnout, and turnover intentions. Human Resource Management, 62(5), 731 to 752. https://onlinelibrary.wiley.com/doi/full/10.1002/hrm.22103   Leadership Today On-Demand Special Offer We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription. Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader. Your subscription brings together all of our video content in one place including: - Five online courses with workbooks - Five five day challenges with workbooks - Nineteen recorded webinars - A searchable library of 170+ "how to" quick videos on a range of leadership challenges That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.   Get Connected Find out ways to get connected here: https://leadership.today/connect

Summary Hybrid work isn't simply about where people are most productive. New research shows that working remotely tends to satisfy our need for autonomy, while office days strengthen our sense of connection, with both playing a vital role in sustaining motivation. Rather than debating attendance, effective leaders intentionally design office days for collaboration and relationship building, and remote days for focused, independent work.   Transcript Hello and welcome to episode 234 of the Leadership Today podcast, where each week we share practical tips to improve your leadership. This week we look at the hidden motivation trade-off in hybrid work. The debate about hybrid work often comes down to a single question: where are people most productive? Are they better off working from home or in the office? While that's an understandable question, new research suggests it may not be the most helpful one. Instead of asking where people work best, perhaps we should be asking which psychological needs are being met in each environment. A recent diary study published in the European Journal of Work and Organizational Psychology followed 187 employees over ten working days, collecting almost 3,000 daily observations. Rather than simply measuring productivity or job satisfaction, the researchers looked at three fundamental psychological needs identified in Self-Determination Theory: autonomy, competence and relatedness. Autonomy is our need to feel we have choice and control over our work. Competence is our need to feel capable and effective. Relatedness is our need to feel connected to other people. These three needs are important because they underpin high-quality motivation. When they're met, people are more likely to feel engaged, energised and willing to contribute. When they're frustrated, motivation tends to become more controlled, draining and less sustainable. The findings paint a much more nuanced picture of hybrid work than many headlines suggest. On remote workdays, employees experienced greater autonomy. They felt they had more control over how they structured their work and, importantly, they maintained their energy better throughout the day. The researchers found that this greater sense of autonomy was associated with lower declines in energy during the afternoon and evening. However, there was a trade-off. On office days, employees experienced greater relatedness. They felt more connected to the people around them. While office work didn't provide the same autonomy benefits, it did satisfy an equally important psychological need to belong. This suggests that the question isn't whether remote work is better than office work, or vice versa. Each environment appears to support different aspects of motivation. For leaders, this changes the conversation. Rather than arguing about how many days people should be in the office, we should be asking what each day is designed to achieve. If someone comes into the office simply to spend eight hours attending virtual meetings with headphones on, they've probably lost much of the autonomy of working from home without gaining the connection that office work can provide. Likewise, if someone works remotely every day without meaningful interaction, they may enjoy greater independence but gradually lose the sense of belonging that helps teams perform well over time. The best hybrid leaders think less about attendance and more about purpose. Office days should be designed around the activities that benefit most from human connection. Coaching conversations, creative problem-solving, mentoring, relationship building, onboarding new team members and tackling complex issues together are all likely to benefit from being face-to-face. Remote days, on the other hand, can be protected for focused work, thoughtful analysis, writing, planning and tasks that benefit from uninterrupted concentration and greater flexibility. This research also reminds us that motivation isn't like one bucket that we are either filling or depleting. Motivation is shaped by the environment leaders create. We influence motivation every time we decide how work is organised, how meetings are scheduled and how much choice people have over the way they complete their work. There are three practical areas you can consider this week. First, look at your team's calendar. Are office days genuinely designed around collaboration and connection, or are people simply working alone in a different location? Second, think about remote work. Are people given enough autonomy to benefit from working remotely, or have online meetings gradually filled every available hour? Finally, ask your team a simple question: "When do you feel most energised during your working week?" Their answers may tell you far more than another debate about office attendance. The key takeaway is that hybrid work isn't primarily a location challenge. It's a motivation design challenge. Remote work tends to support autonomy. Office work tends to support connection. Great leaders understand that both needs matter, and they intentionally design work so their people experience the benefits of each. As always the reference we used is in the show notes. If you did enjoy this episode, please take a few moments to rate and review it on your preferred podcast player - that helps others to find it. Have a great week.   Reference Olafsen, A. H., Kujanpää, M., Stenling, A., Tafvelin, S., & Bentzen, M. (2026). Daily need experiences across office and remote workdays. European Journal of Work and Organizational Psychology.     Leadership Today On-Demand Special Offer We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription. Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader. Your subscription brings together all of our video content in one place including: - Five online courses with workbooks - Five five day challenges with workbooks - Nineteen recorded webinars - A searchable library of 170+ "how to" quick videos on a range of leadership challenges That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.   Get Connected Find out ways to get connected here: https://leadership.today/connect

Summary Being busy does not protect people from boredom, and boredom does not mean someone has spare capacity. New research shows employees can be bored and burned out at the same time. This episode explores how role conflict, limited autonomy and poorly designed work create this combination, and what leaders can do about it.   Transcript Hello and welcome to the Leadership Today podcast, where each week we share practical tips to improve your leadership. In this episode we explore whether it's possible to be both bored and burned out, and what that means for us at work. We often think of boredom and burnout as opposites. A bored employee does not have enough to do, while a burned-out employee has far too much. One needs more work and the other needs less. But new research suggests that this neat distinction does not reflect how people actually experience work. Research shows it is possible to be extremely busy and still be bored. It is also possible to be both bored and burned out at the same time. A recent longitudinal study examined different profiles of boredom, burnout and work engagement. Rather than assuming every employee fell somewhere on a simple line from disengaged to engaged, the researchers found several distinct combinations. Some people experienced the familiar pattern of high burnout and low engagement. Others experienced boredom and burnout together. At first, that may sound contradictory. But think about a person whose day is packed with repetitive tasks, constant interruptions, unclear priorities and unnecessary administration. They may be exhausted by the volume and fragmentation of the work while also feeling under-stimulated by its content. They have too much to do, but it still doesn't feel challenging, meaningful or worthwhile. That is one reason simply reducing workload may not solve every wellbeing problem. Managing workload matters enormously, but the design and quality of the work matter too. The research found that role conflict predicted less favourable wellbeing profiles. When people face incompatible expectations or competing priorities, they expend significant energy without necessarily experiencing progress or purpose. By contrast, autonomy, learning opportunities and cognitive demands were associated with healthier wellbeing patterns. Cognitive demands do not mean overwhelming people with complexity. They involve providing enough challenge to keep work interesting and engaging. There are three practical implications for leaders from this research: First, don't just look at workload alone. Someone can have a full calendar and an overflowing task list while still feeling deeply under-challenged. Ask not only, "How much work do you have?" but also, "Which parts of your work are energising or stretching you?" Second, reduce role conflict. Clarify priorities when expectations compete. If everything is urgent, people can spend enormous amounts of energy shifting between demands without feeling they have accomplished anything meaningful. Leaders add value by deciding what matters most. Third, increase healthy challenge and autonomy. Look for opportunities to give people ownership, involve them in problem-solving, rotate responsibilities or build new skills. The goal is not to add more tasks - it is to create better work. It is also worth paying attention to mixed signals. A person who appears disengaged may not lack motivation. They may be depleted by the wrong kind of demands. Someone who asks for more challenging work may not have spare capacity. They may be looking for work that feels more worthwhile than the tasks currently exhausting them. The takeaway is that wellbeing is not simply about how hard people work. It is also about what they are working on, how much control they have and whether the work provides clarity, learning and meaning. Great leaders do not just manage the quantity of work. They improve its quality. As always the reference used in this podcast is in the show notes. Have a great week.   Reference Toscanelli, C., Parmentier, M., Urbanavičiūtė, I., & Hirschi, A. (2026). The dynamics of well-being at work: Longitudinal profiles of boredom, burnout, and work engagement. European Journal of Work and Organizational Psychology. Advance online publication. https://doi.org/10.1080/1359432X.2026.2699462   Leadership Today On-Demand Special Offer We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription.  Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader. Your subscription brings together all of our video content in one place including: - Five online courses with workbooks  - Five five day challenges with workbooks - Nineteen recorded webinars  - A searchable library of 170+ "how to" quick videos on a range of leadership challenges  That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.   Get Connected Find out ways to get connected here: https://leadership.today/connect 

In this episode, Dana is joined by Dr. Anthony Silard, a professor of Leadership and Organizational Psychology and author of Love and Suffering. Dr. Silard dives into the modern epidemic of loneliness, revealing the surprising fact that the youngest generation is now the loneliest. He shares his powerful framework for breaking the "emotional chains" that hold us back, distinguishing between the negative pull of loneliness and the positive strength of solitude. Dr. Silard challenges the cliché of "forgive and forget," offering a new model where forgiveness is for personal development, but trust is for relationship development.  Anthony's FREE Books Anthony's Website ---------------------- Watch this episode. Learn more about Phoenix and Flame, connect with Dana, and listen to more episodes here. Book Dana for your next speaking event or workshop.

Episode 372: The Culture Work No One Warns You About in a Nonprofit Merger (Marcia Beckner)Episode SummaryToo many nonprofit leaders treat a merger as a last resort, proof that something failed, when it can be the boldest strategic move they make. In this episode, Marcia Beckner, Founder and CEO of Culture CARES® Global, reframes merger as a path to greater impact, drawing on her own experience founding MyLifeLine Cancer Foundation and merging it into the Cancer Support Community. She covers how to know when a merger is right, why ego is so often the real obstacle, and why culture, not finances or strategy, is where mergers quietly succeed or fail. Marcia shares her CARES® framework (Commitment, Appreciation, Respect, Engagement, Safety) as both a diagnostic and a roadmap for integrating two teams into one healthy, psychologically safe organization. Listeners will walk away seeing partnership not as surrender, but as a way to better fulfill their mission alongside others.About MarciaMarcia Beckner is the Founder and CEO of Culture CARES® Global, where she coaches nonprofit CEOs and executive directors to build healthy, inclusive workplaces and reduce sector burnout. She is the architect of the Culture CARES® Framework, a proven process for measuring and co-creating organizational culture. In 2007 she founded MyLifeLine Cancer Foundation, a digital community born from her own stage 3 ovarian cancer diagnosis in her twenties, which she led for nearly a decade before merging it into the global Cancer Support Community in 2018, where she went on to serve as VP of Digital Strategy and Chief Culture Officer. She holds a degree in Organizational Psychology, is a certified Dream Manager® and Talent Insights Analyst, and is the author of You Are Meant for Great Things. Based in Denver with her husband and four nearly-launched kids, she's an avid reader and traveler.ResourcesMarcia Beckner on LinkedIn: linkedin.com/in/marciabecknerCulture CARES® Global: CultureCares.comThe Culture CARES® Framework & Assessment: a culture diagnostic and roadmap built on five pillars (Commitment, Appreciation, Respect, Engagement, Safety), with psychological safety as the foundationDISC + Driving Forces (Talent Insights): assessments Marcia uses to surface leadership styles and inner motivators in team-buildingBook: You Are Meant for Great Things by Marcia (Donziger) Beckner, her memoir of turning setbacks into stepping stones (culturecares.com/book)Book: The Nonprofit Mergers Workbook by David La Piana, a step-by-step guide through the merger process

Send us Fan MailNAVIGATING THE CUSTOMER EXPERIENCE Episode 274 | Lead With Clarity: Burnout, Cultural Intelligence, and the Strategy Every Leader NeedsWhat happens to your customers when the leader serving them is running on empty? In this episode, Yanique Grant sits down with Dr. Kerriann M. Peart, organizational psychologist, executive coach, and founder of Island Rooted Co., for a conversation that connects leadership well-being directly to customer experience outcomes.Dr. Peart brings over 20 years of experience in organizational psychology, public health, and executive coaching, and her work challenges the idea that high performance should come at the expense of people. Drawing on her own journey as a Caribbean woman who navigated three cycles of burnout while building her consulting practice in corporate America, she offers leaders a grounded, practical framework for leading with clarity, cultural intelligence, and personal strategy.WHAT YOU WILL LEARN IN THIS EPISODEHow burned-out leaders show up to customers in three distinct patterns, and which one is the rarest and most powerfulWhy happy employees are defined by competence AND capacity, and how both translate directly to the customer experienceHow the anchored bias of "this is how we have always done it" is damaging customer interactions in Caribbean businessesThe difference between a growth mindset and an agile mindset, and why leaders in culturally diverse environments need the latterWhy humble leaders go further and last longer than those who demand to be followedThe one personal strategy shift that will change how customer experience professionals show up, even on their hardest daysBOOKS MENTIONEDThe Prophet by Kahlil GibranThe 48 Laws of Power by Robert GreeneThe Power of Now by Eckhart TolleCONNECT WITH DR. PEARTLinkedIn: Search Kerriann PeartWebsite: peartconsulting.orgFOLLOW NAVIGATING THE CUSTOMER EXPERIENCEX: @NavigatingCXFacebook: Navigating the Customer Experience CommunityLinkedIn: Yanique GrantWebsite: yaniquegrant.com/podcasts

Most TA leaders are measuring the wrong things. Victor Gaines has spent 20 years fixing that.As AVP of Talent Acquisition at Wellstar Health Systems, where his team hires 14,000+ people annually, Victor has led recruiting innovations across healthcare, fintech, food service, and media.In this conversation, he shares the real work behind two of his proudest career wins: cutting turnover by 60% at Comcast using a validated assessment tool, and rebuilding clinical hiring at Aveanna from scratch during COVID by going fully digital and improving efficiency by 200%.But none of it works if you're solving the wrong problem.Listen in as Victor breaks down how to identify what your business actually needs, why most TA dashboards are "decoration," and how to build the credibility that earns you a seat at the table.Key Takeaways:[01:59] What shaped Victor's approach to solving TA problems at scale.[04:25] How a validated assessment at Comcast reduced turnover by 60%.[08:10] Building a fully digital hiring engine at Aveanna during COVID.[13:32] The framework Victor uses to identify business priorities.[18:51] The ‘5 Whys' to identify the root cause of business pain.[20:40] How a phased adoption strategy is making Phenom CRM stick at Wellstar.[25:39] How to safeguard your priorities and say no without being seen as difficult.[29:00] ROI, sunk cost fallacy, and smarter HR tech decisionsResources Mentioned:Victor Gaines: LinkedInRyan Dull: LinkedIn | ryan.dull@sagemarkhr.comWellstar Health SystemAveanna HealthcarePhenomICIMSHighMatchParadoxWorkday USIdeas Worth Sharing:"You can spend millions of dollars trying to solve the wrong problem. Once you understand the problem, your success becomes much easier." - Victor Graines“You also have to know where the real issues often are. And I think… 80+% of the time, it's something in the business. It might be comp. It might be hiring managers not doing the right thing…  And you find power in finding the truth and then speaking truth.” - Victor Graines“Having a meaningful strategy gives you leverage for saying yes where you need to say yes, and no where you need to say no.” - Victor GrainesAbout Victor Gaines:Victor P. Gaines, II is the AVP of Talent Acquisition at Wellstar Health System, where his team manages over 14,000 hires annually. With nearly two decades of executive TA experience across healthcare, fintech, telecommunications, and consumer goods, he has led high-volume recruiting transformations at companies including Comcast, Fiserv, Cigna, Aveanna Healthcare, and Papa John's. He holds a B.S. in Psychology from the University of Kentucky and a Master's in Organizational Psychology from St. Joseph's University.This episode is brought to you by SageMark HR.SageMark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.✔ Identify opportunities to improve your talent practices and deliver tangible business results.✔ Bridge the gap from "traditional" to modern recruiting, without the painful learning curve.Learn more at www.sagemarkhr.com#Talent #Recruiting #HRTech

Most business frameworks women are taught were designed for someone else. The playbook says pattern your company after proven models of success, but those models were built for a different kind of founder operating inside a different kind of system. Melissa McCann Tilton, President and Chief Revenue Officer at Criteria, has spent two decades scaling companies from $20M to $100M+ across automotive, logistics, and HR tech. She makes a case that stops you cold: AI does not create efficiency. AI creates amplification. If your decisions, your culture, and your hiring are strong, AI will multiply that strength. If they're broken, AI will multiply the damage. For women entrepreneurs stuck at the revenue ceiling, this is the episode that reframes everything: the old system is finally cracking, and the founders who understand what AI actually does, not automate but amplify, are the ones who will build what comes next.In this episode, Melissa McCann-Tilton, President and Chief Revenue Officer at Criteria and I talk about why she believes the next three to five years will be the most fascinating period in work history, and why women have a rare opening to rewrite the rules right now.Melissa is direct about AI in that it creates amplification vs. the efficiency most people tout. If judgment is bad, AI makes it worse. If your core is right, AI makes it stronger. Melissa and I get into why productivity is the wrong metric, why so many of us feel worthy only when we are producing, and how that harmful societal programming is one of the components that keeps so many women led businesses fighting so hard to break through the million-dollar revenue mark in our businesses.Listen to why breaking the rules might be the smartest business move women can make this year.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 4037: Sabrina shares why resisting change often creates more suffering than the change itself, offering practical ways to move forward with resilience and self-compassion. From letting go of unhelpful venting to focusing on small daily progress, these insights can help you feel calmer, more grounded, and better prepared for life's inevitable transitions. Read along with the original article(s) here: https://buddingoptimist.com/embracing-change/ Quotes to ponder: “Venting is about expressing negative emotions, not solving problems.” “Where are our eyes? They're not on the side or the back of our heads. They're set at the front facing forward. Why? To remind us to look ahead.” “Every step forward, no matter how tiny it seems, deserves a pat on the back.” Episode references: European Journal of Work and Organizational Psychology: https://www.tandfonline.com/journals/pewo20 Stumbling on Happiness: https://www.amazon.com/Stumbling-Happiness-Daniel-Gilbert/dp/1400077427 Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the silence in your meetings has nothing to do with confidence and everything to do with culture? Organizational psychologist Neelu Kaur joins Lori Adams-Brown to decode the invisible operating systems shaping how professionals communicate, advocate for themselves, and lead across cultures and organizational hierarchies. IN THIS EPISODE:   - What the "self-trust recession" is and why it matters for global leaders right now   - The paradox at the heart of corporate America: individualistic society, yet over-indexed workplaces   - Why "just speak up" is incomplete advice when power dynamics are involved   - The Abilene Paradox: how teams end up agreeing to decisions nobody actually wants   - The difference between assimilation and adaptability at work and why organizations are getting it wrong ABOUT NEELU KAUR: Neelu Kaur is a global keynote speaker, organizational psychologist, and author of Be Your Own Cheerleader: An Asian and South Asian Woman's Cultural, Psychological, and Spiritual Guide to Self-Promote at Work. She partners with Fortune 500 companies to build transformative leadership cultures, holds a Master's in Social and Organizational Psychology from Columbia University, and is a certified NLP master practitioner. TIMESTAMPS:   00:00 - Introduction and Neelu's cross-cultural background (India to the US)   04:00 - The self-trust recession: outsourcing inner authority in the age of AI   08:00 - The I vs. We paradox in corporate America   12:00 - Assimilation vs. adaptability in hiring and onboarding   18:00 - Psychological safety and cultural assessments in executive teams   22:00 - Inclusion at work events: safety, restraint, and belonging   26:00 - Speed culture vs. strategic depth: the cost of always being on autopilot   36:00 - The Abilene Paradox and how groupthink silences the room Join us for the exclusive bonus episode on Patreon with Neelu. FIND NEELU KAUR AT:   Website: https://www.neelukaur.com   Book: Be Your Own Cheerleader (available where books are sold) Subscribe, leave a review, and share this episode. Visit https://www.aworldofdifferencepodcast.com for more resources. Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 4037: Sabrina shares why resisting change often creates more suffering than the change itself, offering practical ways to move forward with resilience and self-compassion. From letting go of unhelpful venting to focusing on small daily progress, these insights can help you feel calmer, more grounded, and better prepared for life's inevitable transitions. Read along with the original article(s) here: https://buddingoptimist.com/embracing-change/ Quotes to ponder: “Venting is about expressing negative emotions, not solving problems.” “Where are our eyes? They're not on the side or the back of our heads. They're set at the front facing forward. Why? To remind us to look ahead.” “Every step forward, no matter how tiny it seems, deserves a pat on the back.” Episode references: European Journal of Work and Organizational Psychology: https://www.tandfonline.com/journals/pewo20 Stumbling on Happiness: https://www.amazon.com/Stumbling-Happiness-Daniel-Gilbert/dp/1400077427 Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 4037: Sabrina shares why resisting change often creates more suffering than the change itself, offering practical ways to move forward with resilience and self-compassion. From letting go of unhelpful venting to focusing on small daily progress, these insights can help you feel calmer, more grounded, and better prepared for life's inevitable transitions. Read along with the original article(s) here: https://buddingoptimist.com/embracing-change/ Quotes to ponder: “Venting is about expressing negative emotions, not solving problems.” “Where are our eyes? They're not on the side or the back of our heads. They're set at the front facing forward. Why? To remind us to look ahead.” “Every step forward, no matter how tiny it seems, deserves a pat on the back.” Episode references: European Journal of Work and Organizational Psychology: https://www.tandfonline.com/journals/pewo20 Stumbling on Happiness: https://www.amazon.com/Stumbling-Happiness-Daniel-Gilbert/dp/1400077427 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we sit down with Dr. Henry Mullins, senior operations and strategy leader, and PhD in industrial-organizational psychology, to dig into what personality traits actually drive leadership performance in virtual and remote settings. Henry shares findings from his research on remote leadership, including where the existing literature falls short, the key theories connecting personality to leadership, and practical strategies you can apply to lead more effectively in a virtual environment. Our Guest: Dr. Henry Mullins Dr. Henry C. Mullins is a retired U.S. Army Lieutenant Colonel whose career spanned more than thirty years across both enlisted and officer ranks. Beginning his service in 1992, he advanced through a wide range of leadership positions including platoon leader, company commander, battalion staff officer, brigade operations officer, and  brigade deputy commanding officer. His career included deployments to Bosnia, Iraq, and Afghanistan, and reflects a rare blend of tactical, operational, and executive‑level experience.After retiring from the military, Dr. Mullins transitioned into senior leadership roles in the private sector, focusing on technical delivery, organizational effectiveness, and people‑centered leadership. His work draws on both real‑world command experience and the science of human behavior and performance, giving him a distinctive perspective on how leaders and teams operate under pressure, adapt to change, and build sustainable cultures.Dr. Mullins holds a BA in Criminal Justice, an MA in Ancient & Classical History, and a PhD in Industrial & Organizational Psychology, where his research examined virtual leadership, personality, and performance. Today, he continues to support leaders, teams, and organizations seeking clarity, alignment, and measurable improvement—bringing a practitioner‑scholar approach to modern leadership challenges. Outside of his professional work, he stays active through martial arts, mountain biking, skiing, and public service. He lives in Georgia with his wife Buffy and their youngest daughter, Sarah Elizabeth, and is the proud father of Courtney and Madison—herself a U.S. Army veteran. References: Dr Henry Mullins LinkedIn profile Listen to the next Episode All Podcast Episodes

In this podcast episode, Dr. Jonathan H. Westover talks with Dustin Snyder about his book, Sink or SWIM: Stop Managing Employee Behavior. Design Systems That Drive It.Dustin Snyder stewards the trajectories of companies navigating critical inflection points. As founder and Chief Advisor of Wayforward, he personally developed Strategic Workforce Insight Mapping - the diagnostic methodology that defines the standard for organizational behavior consulting - and wrote the book on it. Sink or SWIM: Stop Managing Employee Behavior. Design Systems That Drive It is the definitive framework for diagnosing and solving workforce dysfunction at its root, deployed across organizations nationwide - from family businesses navigating generational transition to Fortune 500 multinationals launching new divisions. Dustin's client portfolio spans mid-market companies in manufacturing, healthcare, professional services, agriculture, distribution, and hospitality, alongside divisions of large enterprises in aerospace & defense, SaaS, and advanced manufacturing. He works extensively with executive teams charged with managing challenging, multi-stakeholder operations, to build structures that can sustain aggressive growth while preserving founding values. He serves on the AWS Workforce Development Advisory Committee and the Harvard Business School Research Advisory Group. His practice bridges psychology and executive business leadership. Prior to founding Wayforward, Dustin served as President of Aurubis AG's 600-employee US manufacturing division, leading it to profitability through an organizational transformation. Earlier HR leadership roles spanned tier 1 automotive supplier Oetiker Group, Kaleida Health, and Roswell Park Cancer Institute. He also founded an axe-throwing venue chain that was acquired in 2019. Dustin holds an MBA from SUNY Buffalo, an MA in Industrial Labor Relations from Cornell, and a BA in Organizational Psychology from Canisius University. He is a Six Sigma Black Belt and Myers-Briggs certified practitioner. His next book, Learn to SWIM, a practical field manual for HR executives, is currently in development. Outside work, Dustin practices muay thai, competes in strongman and shooting sports, and is an avid mountaineer working toward the goal of summiting the highest peak on all seven continents. Wayforward specializes in organizational diagnostics and change management for companies at critical growth or transition points. Its Strategic Workforce Insight Mapping (SWIM) process provides leadership teams with the most actionable insights and implementation roadmaps that consistently generate workforce buy-in on change.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Immer ein To-do im Kopf, nie abschalten können und ständig ein schlechtes Gewissen: Jolie hat das geschadet, nun arbeitet sie aktiv dagegen an. Wie viel wir uns abverlangen, ist meist erlernt, sagen Experten. (Wiederholung vom 11. August 2025)**********Ihr hört: Gesprächspartnerin: Jolie, kann sich Nichtstun immer besser erlauben Gesprächspartnerin: Eva Schneider, Psychotherapeutin, Expertin für mentale Gesundheit am Arbeitsplatz Gesprächspartner: Volker Busch, Neurowissenschaftler an der Klinik für Psychiatrie der Universität Regensburg, betreibt den Podcast "Gehirn gehört" Autor und Host: Przemek Żuk Redaktion: Anne Göbel, Ivy Nortey, Christian Schmitt, Yevgeniya Shcherbakova, Neneh Sanneh Produktion: Eugenie Kleeblatt**********Quellen:Wiley, A. N. (2023). “The Grind Never Stops”: Mental Health and Expectations of Productivity in the North American University. Anthropologica, 65(1), 1–24.van Wijhe, C., Peeters, M., Schaufeli, W., & Ouweneel, E. (2012). Rise and shine: Recovery experiences of workaholic and nonworkaholic employees. European Journal of Work and Organizational Psychology, 22(4), 476–489.Headrick, L., Newman, D.A., Park, Y.A. et al. (2023). Recovery Experiences for Work and Health Outcomes: A Meta-Analysis and Recovery-Engagement-Exhaustion Model. J Bus Psychol 38, S. 821–864.Han, J., Jeong, S., Hur, T., & Kim, M. (2020). How women differently felt guilt from men in Korea: Focusing on the influence of demographic factors and leisure motivation. Health Care for Women International, 44(1), S. 28–45.Avcı, M. (2025). Rest Intolerance, Emotional Distress, Insomnia, and Adaptive Coping Strategies: A Validation and Serial Mediation Analysis Study. Psychiatric Quarterly.Alle Quellen findet ihr hier.**********Mehr zum Thema bei Deutschlandfunk Nova:Mikro-Auszeiten: In ein paar Minuten entspannenVon 100 auf 0: Wie wir es schaffen, wirklich zu entspannenStricken als effektives Anti-Stress-Hobby**********Ihr könnt uns auch auf diesen Kanälen folgen: TikTok und Instagram .**********Meldet euch!Ihr könnt das Team von Facts & Feelings über Whatsapp erreichen.Uns interessiert: Was beschäftigt euch? Habt ihr ein Thema, über das wir unbedingt in der Sendung und im Podcast sprechen sollen?Schickt uns eine Sprachnachricht oder schreibt uns per 0160-91360852 oder an factsundfeelings@deutschlandradio.de.Wichtig: Wenn ihr diese Nummer speichert und uns eine Nachricht schickt, akzeptiert ihr unsere Regeln zum Datenschutz und bei Whatsapp die Datenschutzrichtlinien von Whatsapp.

How can leaders create more clarity in uncertain times? In this episode, Kevin and Karl Hebenstreit discuss why clarity has become such a critical leadership need, especially in uncertain times, and why so many performance problems can be traced back to assumptions instead of explicit conversations. They talk about the danger of relying on the Golden Rule in leadership, the importance of moving toward the Platinum Rule by understanding how others want to be treated, and the reality that expectations must flow in every direction, not just from leader to team member. Karl shares practical insights on making one-on-ones more effective, keeping goals current as priorities change, and creating the consistency, communication, coaching, and compassion that build confidence and engagement. Listen For 00:00 Why clarity matters in leadership 01:49 Guest introduction Karl Hebenstreit 02:50 Why this topic is so timely 03:10 Clarity vs inclusivity in leadership 04:11 Clarity builds confidence 05:36 The big idea behind explicit expectations 05:54 The problem with the golden rule 06:40 Why expectations must be explicit 07:10 Expectations go both ways 09:02 The cost of unclear expectations 11:04 The platinum rule explained 12:22 Emotional intelligence and expectations 13:55 What if you cannot meet expectations 18:06 Why leaders struggle with expectations 20:26 Why one on ones matter 23:09 How to run effective one on ones 25:04 Why goals must be updated regularly 27:04 The seven Cs of expectations 31:57 Final leadership challenge Karl's Story: R. Karl Hebenstreit Ph.D., PCC, PHR is the author of the PenCraft Award-winning and international conference best-seller The How and Why: Taking Care of Business with the Enneagram (now in its third edition), the PenCraft Award and Readers' Favorite 5-Star Award-winning Nina and the Really, Really Tough Decision (available in English, Spanish, French, Greek, and Portuguese), and the Axiom Award-winning Explicit Expectations: The Essential Guide & Toolkit of Management Fundamentals. He has 25+ years of global experience in the biotechnology, healthcare, telecommunications, high-tech, pharmaceutical, and real estate services industries. He holds a Ph.D. in Organizational Psychology from Alliant International University/California School of Professional Psychology, a MS in Human Resource Management from the Rutgers Graduate School of Management and Labor Relations, and a BA in Psychology, French, and Political Science from Rutgers College. Karl received his executive coaching training through Fielding Graduate University. He is an accredited Enneagram Teacher, an IEA Accredited Professional with Distinction, and is also certified in the Myers-Briggs Type Instrument (MBTI). http://www.performandfunction.com/ https://linkedin.com/in/rkarlhebenstreit Looking to Develop Stronger Leaders? Want help developing the leaders in your organization? Reach out to explore how the Kevin Eikenberry Group can support your team at info@kevineikenberry.com  Book Recommendations Explicit Expectations: The Essential Guide & Toolkit of Management Fundamentals by R. Karl Hebenstreit Ph.D. The How and Why: Taking Care of Business with the Enneagram Nina and the Really, Really Tough Decision Like this? Making One-on-Ones More Effective (in 20 Minutes or Less) Transforming the Workplace with Purpose and Authenticity with Kelly Winegarden Hall Coaching Power with Luciana Núñez Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes   

One of the reasons I began this podcast is that I believe the stories we tell become the legacy we leave. And for far too long, too many stories have been muted; especially those of women.  Today's guest has made it her life's work to change that. Before she ever stepped behind a microphone, Dr. Julie Marty-Pearson spent nearly twenty years in higher education leadership. With a doctorate in Organizational Psychology, she led institutional assessment, accreditation, research, and compliance efforts across multiple universities. She taught psychology, statistics, and leadership. She built systems, analyzed data, helped institutions articulate their mission and measure their impact. In other words — she understands voice at the structural level. But in 2020, during a season of global disruption and personal reflection, Julie made a courageous pivot. She stepped away from institutional leadership and into the entrepreneurial dream she had carried since earning her doctorate.  What began as curiosity about podcasting quickly became a calling. In 2022, she launched The Story of My Pet — a show born of her lifelong love of animals. What started as storytelling about beloved pets expanded into advocacy, education, rescue, fostering, and adoption — and is now ranked in the top 5% of podcasts globally. In 2024, she launched Podcast Your Story, helping purpose-driven women grow their visibility, confidence, and business through podcast hosting and guesting. And her newest podcast, Still Becoming: Women Unmuted, might be her most personal work yet. Because when women unmute their stories, something powerful happens. We remember who we are, help others feel seen and heard, have permission to speak, to share, and to be fully human. From executive leadership to entrepreneurship, from fear of visibility to helping thousands step into it…Julie's journey embodies exactly what Still Becoming is about. Contact Julie via the following links: Business email Address: julie@podcastyourstorynow.com Business website: https://www.juliemartypearson.com/ Julie's YouTube Channel https://www.youtube.com/@juliemartypearson Julie's Facebook https://www.facebook.com/jmartypearson Julie's LinkedIn https://www.linkedin.com/in/julie-r-marty-pearson-psyd Instagram- Podcast Your Story https://instagram.com/podcastyourstorynow Instagram- The Story of My Pet Podcast https://instagram.com/thestoryofmypetpodcast If you enjoyed this episode, make sure to follow 19 Stories wherever you listen to your favorite podcasts. It would be greatly appreciated if you gave a nice review and share it with someone who'd appreciate it :-) To give feedback or a story idea: 19stories@soundsatchelstudios.com To listen to my demos: https://www.cherylholling.com/ To contact me for voiceover work, or to host your podcast, reach out to me at: cheryl@cherylholling.com Follow me on Instagram: @cherylhollingvo Theme Song Credit: 'Together' by For King & Country Outro song excerpt: 'True Colors' performed by Cyndi Lauper, Written by Billy Steinberg and Tom Kelly© 1986 All Rights Reserved Proverbs 23:18 "Surely there is a future, and your Hope will not be cut off."

Talking about money in families is hard. Talking about legacy is even harder. In this conversation with host Syama Bunten, Amy Castoro gets into why so many wealth transfers go sideways. Not because of bad legal structures or poor planning, but because families never learn to talk to each other. About what they actually need. About what they're afraid of. About what the money means to them and what they want it to mean for the next generation. When those conversations don't happen, conflict fills the gap and the wealth that was supposed to bring a family together ends up pulling it apart. Amy talks about the pressure that lands on the next generation, the damage that lingers after family conflict over money, and why women are increasingly at the center of these conversations as decision-makers, caregivers, and keepers of family culture. But before all of that, she shares where her perspective actually comes from. She grew up watching her mother stretch every dollar, lead with generosity, and hold things together through sheer resourcefulness. That upbringing gave her a particular lens on what wealth actually means and what it costs families who treat it as a financial problem instead of a human one. It's that backstory that explains how she became CEO of The Williams Group and why she approaches this work the way she does. This episode is part of a larger conversation Syama is building at Wealth Catalyst, salons and summits where women talk candidly about money, legacy, and what it actually takes to get it right. If that's the room you've been looking for, find a salon near you or join us at the Wealth Catalyst Summit in New York on May 14th. Episode Breakdown: 00:00 Wealth, Family Conflict, and Building a Lasting Legacy 02:41 Amy Castoro's Childhood, Money Story, and Family Values 08:05 Resourcefulness, Hardship, and Early Lessons About Women and Wealth 12:04 From Ballet to Organizational Psychology and Career Direction 16:33 First Job, Six-Figure Income, and Amy's Early Money Mindset 23:20 Leaving New York, Joining Disney, and Finding Meaning at Work 28:09 Financial Security, Resourcefulness, and What Wealth Really Means 30:50 Women, Power, and the Future of Intergenerational Wealth Transfer 35:11 Family Legacy Planning, Trust, and Communication in Families 43:07 Values-Based Investing, Next Generation Wealth, and Creating Peace in Families Connect with Amy Castoro: Website: Visit The Williams Group Website NextGen Leadership Institute Program: Join the NextGen Leadership Program LinkedIn: Connect with Amy on LinkedIn Find more from Syama Bunten: Attend a Salon near you: wealthcatalyst.com/salons Instagram: Follow Syama on Instagram Join Syama's Substack: Join Syama's Substack Website: Visit the Wealth Catalyst website Download Syama's Free Resources: Download Syama's Free Resources Learn About Wealth Catalyst Summit Events: Wealth Catalyst Summit Website: Visit Syama's website Big Delta Capital: Visit the Big Delta Capital website Podcast production and show notes provided by HiveCast.fm

It's once again 'Bring Your Paper to Work' day here at Mindtools Kineo, as Ross G, Dr Anna and Ross D each take turns to share an academic study that they think has key insights for L&D professionals. In this week's episode of The Mindtools L&D Podcast, we discuss the following papers: Rogelberg, S. G., Kreamer, L. M., & Gray, J. (2026). 'Thirty years of meeting science: Lessons learned and the road ahead.' Annual Review of Organizational Psychology and Organizational Behavior, 13, 415–442. Castro, S., Englmaier, F., & Guadalupe, M. (2024). 'Fostering psychological safety in teams: Evidence from an RCT'. Academy of Management Proceedings, 2024(1), 16624. Shen, J. H., & Tamkin, A. (2026). 'How AI impacts skill formation' (arXiv preprint arXiv:2601.20245). In 'What I Learned This Week', Ross D mentioned National Grid: Live. For more from Mindtools Kineo, visit mindtools.com or kineo.com. There, you'll also find details of our Learning Management Systems, Content Hub for leaders and managers, and custom learning design service - including AI skills development! You can also email us at custom@mindtools.com. Like the show? You'll LOVE our newsletter! Subscribe to The L&D Dispatch at lddispatch.com Connect with our speakers     If you'd like to share your thoughts on this episode, connect with us on LinkedIn:  Ross Dickie  Anna Barnett  Ross Garner  

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

Episode Summary In this episode of the Work at Home Rockstar Podcast, Tim Melanson chats with R. Karl Hebenstreit, Founder and CEO of Perform and Function. Karl is an executive coach and organizational development consultant who helps individuals and teams build self-awareness, empathy, and emotional intelligence to achieve meaningful business and life outcomes. Karl shares his journey from corporate America to solopreneurship, the mindset shifts required to succeed, and how relationships and networking became the foundation of his business. He also dives into practical strategies for building an audience, improving communication, and leveraging tools to grow a coaching business from home. Who is R. Karl Hebenstreit? R. Karl Hebenstreit is a certified Executive Coach, Leadership/Team/Organization Development Consultant, author, and international speaker with over 25 years of corporate experience. He holds a PhD in Organizational Psychology and is the founder of Perform and Function, where he helps clients develop emotional intelligence, improve relationships, and achieve their goals. Karl is also the author of multiple award-winning books, including The How and Why: Taking Care of Business with the Enneagram, Nina and the Really, Really Tough Decision, and Explicit Expectations: The Essential Guide & Toolkit of Management Fundamentals. Connect with R. Karl Hebenstreit: Website: https://www.performandfunction.com LinkedIn: https://linkedin.com/in/rkarlhebenstreit Host Contact Details: Website: https://workathomerockstar.com Facebook: https://www.facebook.com/workathomerockstar Instagram: https://www.instagram.com/workathomerockstar LinkedIn: https://www.linkedin.com/in/timmelanson YouTube: https://www.youtube.com/@WorkAtHomeRockStarPodcast Twitter: https://twitter.com/workathomestar Timestamps 00:00 Welcome and Guest Intro 00:34 Leaving Corporate for Solo 01:19 Fears and Mindset Shifts 03:58 Networking Gets Clients 04:56 Marketing Past Discomfort 08:12 Biggest Mistake and Pivot 11:55 Building Fans and Audience 17:15 Practice Through Conferences 19:47 Tools and AI Clones 22:46 Guest Solo and Offers 26:17 Rockstar Picks and Wrap

If you are a leader, manager, or supervisor, it is likely that you are required and responsible for the completion of performance appraisals for your direct reports. I (Eric) must admit that completing appraisals, be they in the US Army or in civilian life, was not my favorite task to accomplish. The podcast gets into some tips, techniques and even some “wording” that you might consider using as you prepare for, write and then deliver performance appraisals for your staff. Trust me, you will learn a thing or two.   Ken Lloyd, Ph.D., is a management consultant, author, and public speaker who specializes in organizational development, human resources, and management coaching. He is the author of the book, Performance Appraisals & Phrases For Dummies (For Dummies: Learning Made Easy)  Lloyd taught in the MBA Program at The Anderson School at UCLA, and he has made numerous podcast, radio, and television appearances.    He is a member of the Society for Industrial and Organizational Psychology.Please visit our sponsors!L3Harris Technologies' BeOn PPT App. Learn more about this amazing product here: www.l3harris.com Visit The Readiness Lab and learn about our Next Level Emergency Management training! https://www.thereadinesslab.com/Impulse: Bleeding Control Kits by professionals for professionals: www.dobermanemg.com/impulseDoberman Emergency Management Group provides subject matter experts in planning and training: www.dobermanemg.comCheck out how you can use digital twins in your training, exercising, and planning using RSET https://rset.com/ For sponsorship requests, check out our Sponsorship Portfolio here or email us at contact@thereadinesslab.com

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture. This week we're deconstructing the "cockroaches of the employment world," exploring a new AI tool that helps you nail your next interview, and digging into the data to see if hiring for "culture fit" is actually a good idea.

Send a textRonald 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“Social intelligence is knowing how to be and knowing what to do in social situations.”“Emotional intelligence is a subset of social intelligence.”“As leaders go higher in the hierarchy, their listening tends to go down.“In this time of AI, make the human connection.”Resources Mentioned in This Episode Blog: Psychology TodayAbout The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. About  Scott J. AllenWebsiteWeekly Newsletter: Practical Wisdom for LeadersBlogMy 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.

In episode 114, we sit down with Dr. Verena Haun, Professor of Work and Organizational Psychology at the University of Würzburg, to explore a question many of us feel every Friday afternoon: Why is it sometimes easy to switch off from work—and other times almost impossible?Drawing on a multi‑week study of more than 150 employees, Dr. Haun's research uncovers three distinct patterns of psychological detachment across weekends:* High and increasing detachment, where people start off disengaged and unwind even more.* Moderate but improving detachment, where people slowly let go of work and ultimately feel most energized by Monday.* Consistently low detachment, where work lingers mentally all weekend long.We discuss why some people struggle to mentally switch off, how unfinished tasks and unresolved problems make detachment more difficult, and why problem‑solving conversations on Friday nights—not supplemental work—predict healthier recovery patterns. You can find Dr. Haun here (https://www.psychologie.uni-wuerzburg.de/ao/team/prof-dr-verena-c-haun/)You can find the paper published in the Journal of Occupational Health Psychology here (https://psycnet.apa.org/fulltext/2026-99066-001.html) This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit healthywork.substack.com

In episode 242, Coffey talks with Lee Colan about rebuilding human connection in a technology-driven, hybrid workplace.  They discuss the loneliness epidemic and its impact on employee wellbeing; differences between social isolation and emotional loneliness; remote work and the rise of frictionless digital experiences; Gallup and BetterUp data on workplace friendships and retention; the decline of socializing with coworkers outside work; practical rituals like high-low check-ins during meetings; the cultural effects of hybrid work and hot desking; personalization of workspaces to reinforce belonging; AI disruption of career paths and entry-level roles; the growing value of human-centered leadership skills; and a four-step model for building meaningful professional relationships.  Lee Colan's next book “The Connection Key: How to Unlock Your Positive Impact and Enhanced Wellbeing” releases in September.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP242  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Lee J. Colan, Ph.D. is Lee is an organizational psychologist and CEO advisor. He possesses a rare combination of skills as a corporate executive, business consultant, thought leader, prolific author, artful facilitator, and engaging presenter.   Lee applies an in-depth understanding of business, science, people, and organizations to help leaders and organizations grow. As a result, he quickly helps leaders bring order where there is chaos, clarity where there is ambiguity and growth where there is decline. Lee is a John C. Maxwell Leadership Award finalist and Thinkers50 nominee for Top Management Thinker globally.  He has authored 16 popular leadership books that have been translated into 10 languages, including the bestselling Engaging the Hearts and Minds of All Your Employees, Stick with It: Mastering the Art of Adherence and Healthy Leadership. He has also created over 50 products that equip and encourage leaders at every level. Expertise CEO advisement, executive coaching, strategy planning and execution, employee engagement, keynote speaking, leadership training.  Education Doctoral degree, Organizational Psychology, George Washington University Bachelor's degree, Psychology and Communications, Summa Cum Laude, Florida State University Background  Lee brings 25 years of hands-on industry and consulting experience to his clients. He worked in various leadership roles with American Airlines, Sandoz (Novartis) and FoxMeyer (McKesson). He also held consulting positions with two premier firms: Booz, Allen & Hamilton and Mercer. His last corporate post was as Vice President for Physician Reliance Network (U.S. Oncology), one of the fastest growing NASDAQ companies at the time.  Lee currently serves as an Independent Director and member of the Personnel Committee for Pacific Seafood Group, the largest vertically integrated seafood company in North America. He is a former director for Aztec Systems who was ultimately sold to a private equity firm. He also served on the Advisory Board for ASSET InterTech who was acquired in 2021 by Constellation Software.  Lee Colan can be reached at https://thelgroup.com https://www.linkedin.com/in/leecolan  https://www.facebook.com/TheLGroupInc  https://www.instagram.com/leecolan  https://www.youtube.com/user/LeeJColan  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.   Learning Objectives: Identify the business impact of workplace loneliness and disconnection. Apply a simple four-step model to strengthen team relationships. Embed connection-building rituals into meetings and daily leadership practices. 

What if everything you thought you knew about customer experience was backwards? In this episode, JC Quintana—author, educator, and psychologist—reveals why most companies are approaching CX completely wrong. Instead of obsessing over touchpoints and metrics, JC argues we need to start with something much more fundamental: expectations. JC walks us through his Dialogue 7 framework, which identifies the seven critical conversations that must happen before you can even think about designing an experience. From defining value and understanding cultural influences to managing engagement levels and transparency expectations, these conversations form the foundation of every successful business relationship. We explore why employees are anxious about AI adoption (hint: it's not about the technology), why ChatGPT accidentally became the world's best communication teacher, and why saying your company is “like a family” might be doing more harm than good. If you're tired of CX strategies that look great on paper but fail in practice, this conversation will fundamentally shift how you think about customer relationships in 2026 and beyond. Chapters (00:00) Why Technology Vendors Broke Customer Experience (03:14) What's Really Broken: We've Lost the Human Component (10:00) Business Model First, Experience Second (16:35) Introducing the Dialogue 7 Framework (24:01) The Most Commonly Missed Expectations: Knowledge & Engagement (34:48) How to Actually Use the 7 Conversations in Practice (41:00) Why Employees Are Anxious About AI (And What to Do About It) (50:03) ChatGPT: The World's Best Communication Teacher (58:21) Lightning Round: Books, Trends, and What's Next (01:09:00) Connect with JC: Books, Resources, and Next Steps –Mission.org is a media studio producing content alongside world-class clients. Learn more at mission.org Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. This week, we explore why "friction" might be the secret to better judgment, the brutal reality of AI-driven layoffs at Block, and why your boss's 10:47 PM emails are exhausting your entire team. Plus, we dig into the science of whether leadership is written in your DNA.

What if everything you thought you knew about customer experience was backwards? In this episode, JC Quintana—author, educator, and psychologist—reveals why most companies are approaching CX completely wrong. Instead of obsessing over touchpoints and metrics, JC argues we need to start with something much more fundamental: expectations. JC walks us through his Dialogue 7 framework, which identifies the seven critical conversations that must happen before you can even think about designing an experience. From defining value and understanding cultural influences to managing engagement levels and transparency expectations, these conversations form the foundation of every successful business relationship. We explore why employees are anxious about AI adoption (hint: it's not about the technology), why ChatGPT accidentally became the world's best communication teacher, and why saying your company is "like a family" might be doing more harm than good. If you're tired of CX strategies that look great on paper but fail in practice, this conversation will fundamentally shift how you think about customer relationships in 2026 and beyond. Chapters:00:00 - Introduction01:52 - What's Really Broken in Customer Experience05:12 - Redefining CX: It's All About Expectations08:19 - The Promise-Proof-Delivery Framework in Customer Journeys12:26 - Business Model First, Experience Second16:56 - Introducing the Dialogue 7 Framework21:58 - Why Culture and "Centricity" Matter More Than You Think24:43 - The Knowledge and Accountability Gap28:02 - Transparency vs Trust: The Critical Distinction29:13 - Why Experience Comes Last (Not First)33:22 - The Two Most Commonly Missed Expectations36:46 - How to Actually Use the 7 Conversations in Practice42:49 - Why Employees Are Anxious About AI48:03 - The Value-Cost Equation in Every Relationship53:53 - ChatGPT: The World's Best Communication Teacher58:21 - Lightning Round: Books, Trends, and Frameworks1:06:11 - Stop Saying Your Company Is "Like a Family"1:11:59 - Skills the Next Generation Will Need1:14:36 - Where to Find JC Quintana  –Mission.org is a media studio producing content alongside world-class clients. Learn more at mission.org Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How to design meetings with purpose so they actually move work forward.Meetings are a necessary part of work. But for many people, they're also a major source of frustration. According to Rebecca Hinds, meetings don't have to feel like a drain—better meetings start when we stop treating them as a default and start designing them with intention.Hinds is the author of Your Best Meeting Ever: Seven Principles for Designing Meetings That Get Things Done, and a future-of-work expert who founded the Work Innovation Lab at Asana and the Work AI Institute at Glean. She argues that the problem isn't meetings themselves, but the sheer number of poorly designed ones, and by being more thoughtful about what actually deserves synchronous time, teams can redesign how they communicate in the workplace “Meetings are the most important product in our entire organization, and yet they're also the least optimized,” she says. “The first step is recognizing we need to be much more intentional about how we're designing meetings.”In this episode of Think Fast, Talk Smart, Hinds and host Matt Abrahams discuss why meetings so often go wrong—and what it takes to make them work. Whether you're leading a team, trying to protect focus time, or simply hoping to spend less of your week in calendar invites, Hinds offers practical frameworks for designing meetings with purpose so they become a tool people actually value.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Rebecca HindsRebecca's Book: Your Best Meeting EverEp.124 Making Meetings Meaningful Pt. 1: How to Structure and Organize More Effective Gatherings Ep.125 Making Meetings Meaningful Pt. 2: Key Ingredients for Effective Meetings Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:42) - Why Meetings Feel Broken (02:57) - The Default-To-Meeting Problem (03:50) - Treat Meetings Like A Product (05:10) - Meeting Doomsday Reset (06:40) - The 4-DCEO Test (08:43) - Designing Better Meetings (10:05) - Creating a Meeting Agenda (12:58) - Context And Meeting Fatigue (14:06) - Memo-First Meetings (16:11) - The Final Three Questions (21:02) - Conclusion ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is sponsored by Strawberry.me. Get 50% off your first coaching session today at Strawberry.me/tftsJoin our Think Fast Talk Smart Learning Community and become the communicator you want to be.

SummaryIn this episode of the Elevate Care podcast, host Nishan Sivathasan sits down with Paola Buitrago, Vice President of Workforce Optimization at Emory Healthcare, to explore the future of clinical workforce management. Emory Healthcare is taking a bold approach to retention and operations by placing culture and staff well-being at the center of their strategy.Paola discusses the shift from recruitment to retention, highlighting Emory's “North Star” of culture and leadership development. She shares insights on co-creating solutions with frontline staff, implementing technology that brings the “human closer to the human,” and the importance of diversifying staffing models to offer clinicians a menu of career options.About Paola BuitragoPaola Buitrago serves as the Vice President of Workforce Optimization at Emory Healthcare, where she oversees workforce contingency strategy, float teams, staffing, and nursing analytics. Her career journey began with unique roles in sickle cell research and global health at the Carter Center while in nursing school, providing her with a broad perspective on healthcare operations. With over 20 years of leadership experience and a PhD in Industrial and Organizational Psychology, Paola is passionate about designing systems that support frontline personnel and improve patient outcomes through operational excellence.Chapters00:00 – Introduction01:07 – Paola's Journey: Research to Leadership05:07 – Prioritizing Retention and Culture07:54 – Redesigning Work with Technology10:34 – Co-Creating with the Frontline11:50 – Navigating Change through Leadership17:50 – Workforce Diversification & Upskilling25:20 – A Human-Centric Approach to AI  Sponsors: We're proudly sponsored by AMN Healthcare, the leader in healthcare staffing and workforce solutions. Explore their services at AMN Healthcare. Learn how AMN Healthcare's workforce flexibility technology helps health systems cut costs and improve efficiency. Click here to explore the case study and discover smarter ways to manage your resources!Discover how WorkWise is redefining workforce management for healthcare. Visit workwise.amnhealthcare.com to learn more.About The Show: Elevate Care delves into the latest trends, thinking, and best practices shaping the landscape of healthcare. From total talent management to solutions and strategies to expand the reach of care, we discuss methods to enable high quality, flexible workforce and care delivery. We will discuss the latest advancements in technology, the impact of emerging models and settings, physical and virtual, and address strategies to identify and obtain an optimal workforce mix. Tune in to gain valuable insights from thought leaders focused on improving healthcare quality, workforce well-being, and patient outcomes. Learn more about the show here. Connect with Our Hosts:Kerry on LinkedInNishan on LinkedInLiz on LinkedIn Find Us On:WebsiteYouTubeSpotifyAppleInstagramLinkedInXFacebook Powered by AMN Healthcare Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How to unlock the power of groups through collective communication.They say teamwork makes the dream work. But as Colin Fisher knows, unlocking the power of groups requires a specific kind of collective communication.Fisher is an associate professor of organizations and innovation at University College London School of Management and author of The Collective Edge: Unlocking the Secret Power of Groups. His research reveals the dichotomy of group dynamics: "Groups can be the pinnacle of human accomplishment," he says. "But groups also have these tendencies to restrict us, to take away our individuality, and to sometimes make us the worst versions of ourselves.” The key, he argues, is fostering communication that maximizes the creative synergy of collaboration while minimizing the pressure to conform.In this episode of Think Fast, Talk Smart, Fisher joins host Matt Abrahams to share evidence-based strategies for effective teamwork, from selecting the ideal group size to fostering psychological safety. Whether with our coworkers, our families, or our friends, Fisher's insights reveal how collective communication can make or break group success.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Colin FisherColin's Book: The Collective EdgeEp.174 Fix Meetings: Transform Gatherings Into Meaningful MomentsEp.124 Making Meetings Meaningful Pt. 1: How to Structure and Organize More Effective Gatherings   Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:19) - Advantages and Disadvantages of Groups (03:53) - What Makes Teams Successful (05:37) - The Ideal Group Size (06:33) - Building Psychological Safety (08:49) - Launching a Team for Success (13:10) - Making Meetings More Effective (16:25) - The Final Three Questions (23:13) - Conclusion   ********This episode is sponsored by Grammarly. Let Grammarly take the busywork off your plate so you can focus on high-impact work. Download Grammarly for free today