Podcasts about Psychological safety

In this episode of Innovation Meets Leadership, host Natalie Born continues the Set It On Fire: The Art of Innovation series by diving into Chapter 7: Failure: Innovation's Training Ground. Joined by Moriah Hidden, Natalie explores why failure is not the opposite of innovation, but a necessary part of the process.Together, they unpack the difference between failures and mistakes, the role of psychological safety in innovative cultures, how leaders can create environments where experimentation thrives, and why learning faster is often more valuable than being perfect. This conversation offers practical insights for leaders looking to build resilient teams that embrace risk, learn quickly, and continue moving innovation forward.[00:00 – 04:12] Why Failure Is Essential to InnovationWhy innovation naturally involves risk and uncertaintyHow failure provides valuable data, insights, and learningShifting the focus from perfection to learning velocityWhy organizations must stop treating failure as a personal flaw[04:13 – 08:59] Psychological Safety & Learning from SetbacksThe connection between psychological safety and innovationHow fear-based cultures prevent honest conversationsSigns your team may be afraid to speak up or take initiativeWhy leaders must create environments where mistakes can be discussed openly[09:00 – 15:08] Failures vs. Mistakes: Understanding the DifferenceDefining the difference between a failure and a mistakeWhy leaders should respond differently to eachThe role of accountability, coaching, and learningHow SOPs and clear expectations reduce preventable mistakes[15:09 – 17:21] Fail Fast, Fail Cheap, Fail OftenWhat “fail fast, fail cheap, fail often” really meansCreating guardrails that encourage experimentationUsing scorecards, decision frameworks, and spending limitsAvoiding costly innovation projects that lack validation[17:22 – 20:51] Staying Connected to CustomersWhy organizations build products customers don't actually wantThe importance of validating ideas early and oftenListening for customer signals and feedbackRemoving internal bias during the innovation process[20:52 – 26:20] Building Resilient Teams That Keep InnovatingWhy leaders should model vulnerability and share their own failuresCelebrating learning—not just successful outcomesConducting lessons-learned reviews and after-action discussionsCreating a culture that rewards thoughtful risk-taking and growthKey Quotes“Failure is only a waste if we don't learn from it.” – Natalie Born“If a leader treats a failure as a mistake, innovation will disappear in the organization.” – Natalie Born“Failure is not the opposite of innovation; it's part of the process that makes innovation possible.” – Natalie BornResources & LinksInnovation Meets Leadership Website: iml.howSet It On Fire Frameworks & Resources: setitonfire.coNatalie Born LinkedIn: https://www.linkedin.com/in/natalieborn/If this episode encouraged you, share it with a leader, entrepreneur, or innovator who wants to build a culture where learning, experimentation, and resilience drive long-term success.Be sure to subscribe to Innovation Meets Leadership for more conversations on leadership, innovation, culture, and growth.

Why do so many Lean implementations struggle or fail to stick? Thomas Cox and Andre DeMerchant join me to work through that question using a verbal A3. Thomas Cox is a management bench builder, co-founder of the Transformative Leadership Lab, and a certified Harada Method coach trainer. Andre DeMerchant is president of DeMerchant Healthcare Solutions and a former Toyota team member who started as a forklift driver at Toyota Motor Manufacturing Canada and rose to manufacturing manager. He's also a returning guest from episode 307. The core idea: Lean asks people to surface problems, admit mistakes, and stop the line without fear. That requires psychological safety, and psychological safety has to exist before Lean gets rolled out. It can't be created by the rollout itself. Drawing on Chris Argyris, Thomas frames the problem as Model 1 behavior (controlling, self-protective, blame-oriented, closed off) versus Model 2 (calm, curious, empathic, non-defensive). Under pressure, most leaders default to Model 1, which is the opposite of what Lean needs. Along the way we get into Andre's contrast between meat-packing management meetings (where having no problems was the goal) and Toyota meetings (where showing up without a problem marked you as the person who didn't understand the work). We also talk about Alan Mulally banning sarcasm at Ford, Mark Fields reporting red and getting applause instead of fired, the carrot-and-stick fallacy, McGregor's Theory X and Theory Y, and the uncomfortable question of whether consultants succeed because of method or because they cherry-pick clients. Thomas and Andre have published their A3 as a living document and built an assessment for gauging how close a C-suite is to the preconditions Lean needs. Links in the show notes. Episode page with links and more  Companies and people referenced: Toyota, Ford, General Motors, Kimberly-Clark, Salem Health, W. Edwards Deming, Chris Argyris, Douglas McGregor, Peter Senge, John Shook, Norman Bodek, Jim Prinzing.

In this episode, George is joined by Alex Sarama, Founder of Transforming Basketball, to share his insights from his coaching journey with the Portland Fire. Alex shares insights to the Principles of Play he is using with the Fire. Alex also talks about what he learned in Cleveland with the Cavaliers and how he is combining it all together in his role as the head coach of the Fire. He discusses why coaches must fully commit to modern learning principles, how psychological safety accelerates growth, and practical ways to create environments where players thrive both on and off the court.   Chapters: 00:00 – Introduction & Portland Fire's Early Success 03:30 – Establishing a Clear Team Identity as an Expansion Team 04:00 – Why Set Plays Still Matter in Modern Basketball 07:00 – Training Cover Solutions and Offensive Decision-Making 08:30 – Adapting Offensive Principles for the WNBA 12:00 – Optimizing Shooters Through Weak-Side Actions 13:00 – Baseline Drives, Corner Cuts, and Shot Quality 15:30 – Lessons from Vincent Collet and Team France 16:30 – Winning the Possession Game with Pressure and Turnovers 19:00 – Bringing CLA to the NBA with the Cleveland Cavaliers 20:30 – Lessons Learned from Kenny Atkinson 21:30 – Transitioning from Assistant Coach to Head Coach 23:30 – Hiring Coaches for Growth Mindset and Character 24:30 – Educating and Developing Coaching Staff and Coach Development and Continuous Learning 26:00 – Common Misconceptions About the Constraints-Led Approach (CLA) 28:30 – Learning Skills in Context Instead of Isolation 30:00 – Teaching CLA Without a Copy-and-Paste Approach 31:00 – Growing the Game Through Better Coaching and Culture 32:00 – Psychological Safety and Building High-Performance Environments 33:00 – Transformative Tip      Level up your coaching with our Amazon Best Selling Book: https://amzn.to/3vO1Tc7 Access tons more of evidence-based coaching resources: https://transformingbball.com/products/    Links: Website: http://transformingbball.app/ Twitter: https://twitter.com/transformbball Instagram: https://www.instagram.com/transformingbasketball/ YouTube: https://www.youtube.com/@transformingbasketball Facebook: https://www.facebook.com/transformingbasketball/ TikTok: https://www.tiktok.com/@transforming.basketball  

When you want to lead your team through change, it takes more than information and individual willpower. Take a look at the system around people -- the processes, incentives and metrics -- to ensure they're reinforcing the change you want. And: increase the psychological safety to learn and try new things...Microsoft's 2026 Work Trend Index Annual Reporthttps://www.microsoft.com/en-us/worklab/work-trend-index/agents-human-agency-and-the-opportunity-for-every-organization..Amy C. Edmondson (she literally wrote the book on psychological safety!)https://amycedmondson.com/..After the EpisodeIn June, use promo code SUMMER50 for mid-year savings on Communication Strategies for Managers:https://maven.com/kimnicol/communication-strategies~Free download: Make Feedback Meaningfulhttps://maven.com/p/e36395/make-feedback-meaningful-print-fold-zine~Follow me on LinkedIn:⁠⁠https://www.linkedin.com/in/kimnicol/⁠⁠~Visit my website:https://kimnicol.com/~Want private coaching for your personal growth and professional goals? Let's talk:https://calendly.com/kimnicol/discovery-call

For years, I called myself an ally. But any time there was a Black Lives Matter rally or a benefit for an inner-city school, I'd quietly bow out. "I have my thing. I do the gay thing." I stayed in my comfortable, cozy gay lane. And it wasn't until a few years ago that I realized I didn't even know the full story of Juneteenth — after nearly two decades of doing inclusion work. This episode is about what staying in your lane actually costs you, and the surprisingly simple thing that gets you out of it. What you'll take away: The real cost of staying in your lane — it's not just missed connection. It's a lonelier world of your own making. Why you're overthinking it — you don't need a script, a certification, or expertise in every identity. You just need curiosity. The ARC Method in action — Ask. Respect. Connect. Three words that work in any conversation, any lane, any moment of not knowing what to say. A question to sit with — Where are you staying comfortable right now and calling it something else? Connect with Me The Newsletter: This week I've got stories about restoring erased history in national parks, El Paso keeping Pride visible, women leading on the World Cup pitch, and more. Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

"Survival mode leadership is reactive. It's not intentional. Decisions are made through urgency, scarcity, and fear of failure instead of bringing together the mission, the values, and the people around you." High-risk pregnancy physician specialist, Air Force veteran, and author Dr. Luissa Kiprono joins host Josh Seldin to explore what it truly means to lead beyond survival mode. Dr. Kiprono draws on her incredible journey—from surviving communist Romania to overcoming personal trauma—to dissect the underlying neuroscience of how fear paralyzes modern workplace cultures. Josh and Dr. Kiprono break down why the primitive "monkey brain" defaults to fight-or-flight reactions during high-stakes corporate pressure, and how conscious leaders can train themselves to find the space between action and reaction. They discuss the deep systemic cost of suffocating, toxic workplace environments—such as the "glorified suffering" and malignant blame cultures historically found in medical residencies—and contrast them with thriving organizations built on vulnerable communication, mutual trust, and robust succession planning. From learning how to defuse your own internal projection traps to empowering the "schedulers" and frontline technicians in your organization, this episode offers a vital, trauma-informed blueprint for building a resilient, psychologically safe culture. Key Takeaways: ✅ The Primitive Brain Trap: Understanding the neuroscience of why your "monkey brain" defaults to reactionary, fear-based decisions under pressure rather than leveraging the prefrontal cortex. ✅ Pausing the Reflex: Practical, learned behaviors—like taking a tactical timeout or sleeping on a hot email—to create space between a high-stakes trigger and a civilized reply. ✅ The Palpable Room Temperature: Recognizing how hypervigilance, workplace gossip, and fear of punishment destroy team engagement and cause employees to wait for the other shoe to drop. ✅ Dethroning the Rite of Passage: Why thriving organizations must shift away from historical "malignant environments" that glorify past suffering as a prerequisite for current success. ✅ Eradicating the Word "Just": How top-tier leaders build deep trust and uncover the hidden risks below the surface by eliminating self-diminishing language from frontline staff. ✅ Thriving Through Adversity: Shifting the leadership paradigm to realize that a healthy culture isn't defined by the absence of challenges, but by the presence of collaborative resilience when things break down. Connect with Dr. Luissa Kiprono: Websites: www.drluissak.com www.telemedmfm.com HQ Hub: https://linktr.ee/drluissak Book: Special Ed (Signed + Bookmark): https://drluissak.com/book-us/ Apple: https://books.apple.com/us/audiobook/... trauma-triumph-and-the-making/id1734426832 Spotify: https://open.spotify.com/show/0EOlEcb... LinkedIn: www.linkedin.com/in/dr-luissa-k-mfm-author-leader Facebook: www.facebook.com/luissa.kip Instagram: www.instagram.com/drluissak/ Contact Josh: leadinquarters@gmail.com Follow Leadership in Quarters: @leadinquarters on Instagram, YouTube, and TikTok Artwork: Adam Powell Music: Bensound License code: CACCELOIJIRNMRRT Artist: : Benjamin Tissot #LeadershipInQuarters #DrLuissaKiprono #LeadingBeyondSurvival #PsychologicalSafety #NeuroscienceOfLeadership #TraumaInformedLeadership #CorporateCulture #ExecutiveCoaching #VulnerableLeadership #JoshSeldin #YourGrowthAscent

Send us Fan MailIn the first part of our Best of Series, Caitlin Cooper and Angela Malik revisit some of the most powerful conversations we have had on psychological safety and high-performing teams.As we approach our 100th episode, this special round-up brings together insights from previous guests including Megan Giannini from Philips, Mike Wright from Network Rail, Laura McLean from Santander, Alex Myers, and Professor Adrian Furnham.Together, these conversations explore what psychological safety really means at work, why it is not about being nice all the time, and how it supports performance, learning, innovation, inclusion, and healthier challenge.From speaking up and listening up, to dealing with failure productively, measuring team climate, and creating environments where people can contribute honestly, this episode brings together the science, stories, and practical lessons that have shaped our thinking on psychological safety.Listen now to Best Bits: Driving High Performance Through Psychological Safety.Episodes are available here https://www.thecpo.co.uk/ To follow Zircon on LinkedIn and to be first to hear about podcasts, publications and news, please like and follow us: https://www.linkedin.com/company/betalent-by-zircon/ To access the research white papers mentioned in this and other podcasts, please go to: https://www.betalent.com/research For more information about the BeTalent suite of tools and platform please contact: Hello@BeTalent.com

Summary In this episode, Andy sits down with Cornelia Choe, leadership advisor and founder of global CEO peer groups, author of The Panoramic Leader: How Great Leaders See Differently, co-authored with Marshall Goldsmith. Cornelia's core idea is that the "mental maps" we form early in life quietly shape how we lead today, and that our decisions are only as good as the world we're actually able to see. Andy and Cornelia explore why so many new executives fail within their first 18 months, what she calls a visibility problem rather than an execution problem. They dig into practical tools: microtranslations for sharing ideas others can absorb, optimistic fear that lets us move forward without ignoring real risk, and the balcony-and-dance-floor balance of perspective and proximity. Cornelia also shares how getting up close to stakeholders, and even to her own kids, opens up options we couldn't see before. If you're looking for practical ways to see more clearly and make better decisions in an uncertain world, this episode is for you! Sound Bites "And the truth is, sometimes the problem is not that we lack data, it's that we're not seeing broadly enough." "And if you truly believe something, stick with it, keep it on your map, and have the courage to go through with it." "But the problem is it's no longer enough to be right in today's world, and having an incomplete picture is just as dangerous as getting it wrong." "Optimistic fear is the ability to keep the risks and the danger in mind, yet to still go forward and to use our fear to fuel our momentum going forward." "We don't need to have everything solved, but just getting up close can reward us with a lot of options." "I mean, in some ways you could argue that our brain's autopilot is not a bug, it's a feature." "You don't have to accept everything you hear or everything your stakeholders tell you, but we do need to think about it and, in a thoughtful way, choose to accept it or not." "And in a world that's constantly changing, this is going to be an even more crucial skill because your decisions are only as good as the world you see, and the most successful leaders learn to see more in today's world." "It's just a good reminder to me that a smart, well-intentioned person can see situations quite differently." "Our identity is created by the people around us, the people who share their perspectives with, and the perspectives that we allow to become part of our mental maps." "I heard someone once say that we're all driven by just a few lines of code that run in the background, and as a former software developer, I can relate to that." Chapters 00:00 Introduction 01:48 Start of Interview 02:00 How Early Life Experiences Shape Our Maps 07:50 Why New Executives Fail in the First 18 Months 12:20 Microtranslations 16:01 Optimistic Fear vs. Pessimistic Fear 21:53 Keeping Curiosity Alive and Getting Off Autopilot 25:59 How We React When Our Map Is Challenged 29:25 The Balcony and the Dance Floor 34:41 How Our Circles Shape and Narrow Our Maps 38:33 Panoramic Leadership at Home 41:20 End of Interview 41:57 Andy Comments After the Interview 45:00 Outtakes Learn More You can learn more about Cornelia and her work at substack.com/@corneliachoe. For more learning on this topic, check out: Episode 489 with Marty Dubin. It's a book about blind spots and how they can easily derail us, an excellent complement to this discussion. Episode 318 with John Stepper. He's the author of Working Out Loud, and his approach to developing people has a lot of similarities to the leader circles that Cornelia runs. Episode 54 with Roger L. Martin. Roger is often in the top 10 of the Thinkers50, and we talk about how you can hold opposing ideas at the same time, very aligned with this book. Chat with PMeLa You can chat directly with PMeLa—the podcast's AI persona—to get episode recommendations and answers to your project management and leadership questions. Visit PeopleAndProjectsPodcast.com/PMeLa to chat with her. Pass the PMP Exam If you or someone you know is thinking about getting PMP certified, we've put together a helpful guide called The 5 Best Resources to Help You Pass the PMP Exam on Your First Try. We've helped thousands of people earn their certification, and we'd love to help you too. It's totally free, and it's a great way to get a head start. Just go to 5BestResources.PeopleAndProjectsPodcast.com to grab your copy. I'd love to help you get your PMP this year! Join Us for LEAD52 I know you want to be a more confident leader–that's why you listen to this podcast. LEAD52 is a global community of people like you who are committed to transforming their ability to lead and deliver. It's 52 weeks of leadership learning, delivered right to your inbox, taking less than 5 minutes a week. And it's all for free. Learn more and sign up at GetLEAD52.com. Thanks! Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Decision-Making, Mental Models, Stakeholder Engagement, Perspective, Curiosity, Self-Awareness, Change, Psychological Safety, Executive Effectiveness, Project Management The following music was used for this episode: Music: Brooklyn Nights by Tim Kulig License (CC BY 4.0): https://filmmusic.io/standard-license Music: Energetic Drive Indie Rock by WinnieTheMoog License (CC BY 4.0): https://filmmusic.io/standard-license

 According to researchers at the University of Texas at Austin, employees at high-trust organizations are 50% more productive and report 106% more energy at work compared to those in low-trust workplaces. • Meanwhile, the science of human connection continues to reveal how deeply our conversations shape our biology. Researchers at the Pacific Neuroscience Institute explain that love, trust, attachment, and social bonding are driven by intricate interactions between neurotransmitters, hormones, and neural pathways that influence how we think, feel, collaborate, and lead. Today's guest, Keith Greer, has spent more than four decades helping individuals, families, leaders, and organizations better understand the power of conversation and connection. As an Executive Coach, Family Therapist, Trainer, Speaker, and Podcast Host, Keith brings together neuroscience, emotional intelligence, and leadership development to help organizations create cultures rooted in trust, safety, inclusion, and authentic communication. Holding a Professional Certified Coach (P.C.C.) designation through the International Coach Federation, Keith works across corporate, nonprofit, and family-owned business sectors, helping leaders develop conversational strategies that strengthen relationships, increase engagement, and inspire meaningful performance. His “Conversationally Intelligent Leadership Process” integrates evidence-based practices from Conversational Intelligence®, Psychological Safety, Positive Psychology, Motivational Interviewing, and Family Systems Theory. The result is a leadership framework that empowers individuals and teams to communicate with greater empathy, clarity, trust, and authenticity. Keith's work focuses on helping leaders understand that conversations are not simply exchanges of information. They are biological and emotional experiences that can either trigger fear and defensiveness or create safety, collaboration, creativity, and human connection. Through intentional communication practices, organizations can unlock deeper loyalty, stronger cultures, healthier teams, and higher productivity. As the host of The Helping Conversation podcast, Keith continues to share practical tools and neuroscience-based insights designed to help people create safer and more trusting relationships, one conversation at a time.     For more information: https://www.keithgreercoaching.com/ Email: keith@keithgreercoaching.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In this spirited episode, the challenges and paradoxes of modern leadership are brought to the forefront, grounded in the world of philanthropy. My guest this week, Glen Galaich, author of the provocative book Control: Why Big Giving Falls Short and CEO of the Stupski Foundation, invites listeners to reconsider the myths surrounding control, generosity, and decision-making. He makes the compelling case about how organizational norms, incentives, and personal ego can unintentionally limit positive impact, even in the most purpose-driven organizations.During out discussion, we reflect on tough questions: What's the real difference between intentions and measurable outcomes? How do process, relationships, and results shape lasting change? Through first-hand stories and data, this episode reveals how well-meaning leaders too often mistake intention for impact and how letting go of control, building clear processes, and inviting feedback can dramatically enhance outcomes.For executives, nonprofit leaders, and anyone invested in meaningful change, this episode offers actionable advice: embrace self-awareness, question inherited processes, and trust the people closest to the work. It's a call to action for listeners to examine their own patterns and to move beyond good intentions to do good by leading well.What You'll Learn- The importance of letting go of control for greater impact.- Rethinking thoughtful giving.- Process, results, relationships: The leadership triad.- The temptation of control when doing good.- The power of systems, incentives, and leadership norms.- Lead with empathy across difference.- The critical role of self-awareness: Feedback as a gift.Podcast Timestamps(00:00) – Welcome to the Show and Guest Introduction(00:03:13) - The Motivation Behind "Control"(00:10:00) - Control, Psychological Safety, and Power in Leadership(00:14:29) - Process, Results, Relationships: The Leadership Triad(00:17:38) - Misconceptions and Accountability in Leadership(00:22:04) - The Temptation of Control When Doing Good(00:30:02) - Leading with Empathy Across Differences(00:34:14) - Systems, Incentives, and Leadership Norms(00:38:16) - The Critical Role of Self-Awareness(00:42:59) - Leading Through Uncertainty(00:47:33) - Key Mindset Shifts: Moving from Intention to ImpactKEYWORDSPositive Leadership, Philanthropy, Thoughtful Giving, Community Engagement, Control Mindset, Process in Organizations, Psychological Safety, Accountability, Feedback, Ego in Leadership, Power Dynamics, Self Awareness, Organizational Culture, Social Impact, Norms and Incentives, Empathy, Letting Go, Impact versus Intention, CEO Success

In this episode of the St Emlyn's Podcast, Iain Beardsell speaks with Anna Dobbie, consultant in emergency medicine and pre-hospital care, and Clinical Lead for London HEMS. Recorded at Trauma 2030 at the Royal College of Surgeons in London, the conversation explores what it means to lead exceptional teams in one of the most high-pressure areas of emergency medicine. Anna reflects on six years as Clinical Lead for London HEMS, sharing lessons on leadership, culture, psychological safety, difficult conversations, managing strong personalities, and supporting clinicians to do their best work. The discussion also touches on the unique nature of pre-hospital care, where teams move rapidly between downtime and high-intensity clinical decision-making, and where trust, openness and mutual respect are essential. Anna describes the importance of making sure all voices are heard, not just the loudest, and explains why leaders need to be consistent, approachable and willing to have honest conversations when things do not go as well as they should. Anna also reflects on learning leadership on the job, the value of formal leadership training, the challenge of maintaining boundaries when you care deeply about a service, and the relationship between London's Air Ambulance and its supporting charity. Finally, Iain and Anna look ahead to the future of trauma care and pre-hospital medicine, including research, ECMO, marginal gains, quality improvement, and the continuing ambition to reduce preventable deaths from trauma. Learning from podcasts? If podcasts form part of your CPD, you can log your listening time across all podcasts on MedPod Learn — not just St Emlyn's — and generate structured reflection. The app is free to download, includes a one-month free trial, and offers globally adjusted pricing. Trauma 2030 TRAUMA 2030 united experts and innovators to shape the future of trauma care. Over two days, it explored breakthroughs in science, systems, and frontline practice, fostering collaboration across disciplines. The symposium aimed to inspire research, inform policy, and build a bold roadmap for trauma care worldwide.

✅ Join our Thrive Tribe! https://thrivetoday.com/ Learn more about our Thrive Today Membership: https://thrivetoday.com/pages/membership In this episode of the Thrive Today Podcast, Natalie Born welcomes leadership expert and bestselling author Stephanie Chung for a conversation on leading people who are different from you. Stephanie shares lessons from her journey in business and aviation, offering practical insights on building trust, fostering psychological safety, embracing diverse perspectives, and developing stronger teams. Whether you lead an organization or a small team, this episode will equip you with tools to create a culture where people feel valued, empowered, and inspired to succeed. [00:00 – 04:39] From Baggage Claim to the Boardroom The leader who saw potential in her before she saw it herself Why great leaders recognize and develop talent [04:39 – 08:44] Leadership Is About Developing People The difference between management and leadership Why leaders must intentionally see and nurture potential Introducing the ALLY Leadership philosophy [08:44 – 14:02] Bias, Diversity & Better Decision Making Why diverse teams outperform homogeneous teams Moving beyond familiarity in hiring and leadership Different perspectives create stronger business outcomes [14:03 – 18:12] Psychological Safety & Drawing Out Every Voice Creating environments where people feel safe to contribute How leaders can intentionally invite diverse perspectives The value of different thinking and processing styles [18:13 – 24:33] Empowering Teams Through Ownership Letting teams help create the solution Why leaders should resist the urge to immediately critique ideas Facilitating ownership rather than controlling outcomes [24:34 – 29:45] The EARN Framework for Leading Diverse Teams Stephanie's EARN framework: E — Establish an environment of psychological safety A — Assure alignment R — Rally the troops N — Navigate the journey [29:46 – End] What Today's Leaders Need Most The leadership skills organizations are promoting Why technical expertise alone is no longer enough Developing the people skills required to lead effectively Final encouragement for leaders navigating complex teams Quotes: “Leadership is not just about getting the work done. Leadership is about developing people.” — Stephanie Chung “The people who are not like you are often the people who will give you your competitive advantage.” — Stephanie Chung “What companies are promoting are leaders who can build trust, create alignment, and establish psychologically safe environments.” — Stephanie Chung About the Guest: Stephanie Chung Stephanie Chung is the #1 international bestselling author of Ally Leadership: How to Lead People Who Are Not Like You and a respected executive, keynote speaker, and leadership strategist. With more than 30 years of experience, she has helped organizations drive growth, strengthen culture, and develop high-performing teams. Stephanie made history as the first African American president of a private aviation company and has held executive leadership positions with organizations including Wheels Up, JetSuite, American Airlines, Flexjet, and Bombardier Aerospace. Her leadership insights have been featured by major media outlets including ABC, CNBC, CBS, Forbes, Essence, Inc., and Black Enterprise. Guest Links: Website: StephanieChung.com Book: Ally Leadership: How to Lead People Who Are Not Like You Thrive Today: https://thrivetoday.com/ Loved this episode of the Thrive Today Podcast? Subscribe and leave a 5-star review to help more women grow in leadership, faith, and purpose. Join the Thrive community for leadership resources, coaching, and conversations designed to help you thrive in every season.

Send us Fan MailWhy are so many students disengaged in school? Why are employees doing the bare minimum at work? Why do organizations struggle to build initiative, innovation, and genuine commitment?In this episode of Thinking 2 Think, Executive Director, leadership advisor, and former NYPD officer M.A. Aponte explores what he calls The Compliance Trap—the hidden system that rewards obedience, discourages intellectual risk-taking, and produces disengaged students, quiet quitting employees, and stagnant workplace cultures.Drawing from research on intrinsic motivation, employee engagement, psychological safety, organizational culture, and modern education systems, this episode examines how schools and workplaces often reward compliance instead of critical thinking, initiative, creativity, and ownership.You'll learn:✅ Why rewards can undermine intrinsic motivation✅ The unintended consequences of PBIS and behavior-based systems✅ The real causes behind quiet quitting and workplace disengagement✅ How compliance culture affects schools, businesses, and families✅ The connection between student behavior and employee behavior✅ Why psychological safety is essential for innovation and performance✅ How CEOs, managers, principals, teachers, and parents can build cultures that encourage thinking instead of obedience✅ Practical strategies for developing proactive students and engaged employeesWhether you're a parent, teacher, school administrator, CEO, entrepreneur, manager, or simply someone interested in leadership, psychology, education, and organizational culture, this episode will challenge how you think about motivation, performance, and human development.Think Clearly. Lead Boldly. Stay Logical.Support the showAbout the host: M.A. Aponte is a former JPMorgan banker, former Merrill Lynch wealth manager, former NYPD officer, Army Officer, and Executive Director of a Charter School in Florida. He is the author of The Logical Mind and host of Thinking 2 Think. Join My Substack for more content: maaponte.substack.comConsulting/Advisory Services: MAAponte.comProfessional LinkedIn Page: www.linkedin.com/in/maaponteFinancial Budget/Wealth Management app (FREE): https://centsora.com/CHECK OUT OUR NEW CRITICAL THINKING GAME APP! Currently in BETA: Android: https://play.google.com/store/apps/details?id=com.base692af669b00f0dc8d8ad6653.appWeb: https://play.google.com/apps/testing/com.base692af669b00f0dc8d8ad6653.app*Coming soon to Apple Store

Donatella Caggiano was living in a Best Western while her flooded apartment got fixed when she watched a SWAT team raid a neighbouring house to catch a fugitive. She caught herself rooting for the person running and then realised she was the person running. Donatella accepted the hint her body and the universe were giving then drove to her office that morning and quit.The job she walked away from was a corporate role she had stayed in through a merger and acquisition that kept her and her team in the dark, and left everyone working in an unfinished office surrounded by moving boxes for months. The message was clear long before the layoffs: stop investing. Stop expecting. Just wait.The hotel window was Donatella's accidental third space — the room outside both home and work where she could finally see herself. She now designs that room intentionally, for teams. She helps organisations have conversations the office wasn't built for, to rebuild belonging in places where gratitude is demanded and silence is rewarded.We talked about why grief gets skipped when organisations change, what happens to a team when a leader hands back agency instead of holding the line, and what four haircuts taught her about leading through change.Links to learn more about Donatella Caggiano:WebsiteLinkedInNewsletterSubstackPodcastAny thoughts? Share them with us!Support the show✨✨✨If you miss the "workshops work" podcast, join us on Substack, where Myriam builds a Podcast Club with monthly gatherings around old episodes: https://myriamhadnes.substack.com/

In this episode, Dr. Stuart Slavin is joined by Julie Beckerdite, director of education for the Departments of Pathology and Psychiatry, and Carrie Racsumberger, fellowship program manager in the Department of Pathology - both at Mass General Brigham. Together, they share insights from their work on the ACGME Coordinator Advisory Group in a practical conversation on the relationships that shape the program coordinator role in graduate medical education (GME). Drawing on their experience, Beckerdite and Racsumberger discuss how interactions with residents, fellows, faculty members, and program leaders can be both a major source of satisfaction and a source of ongoing challenge. They share strategies for setting expectations early, communicating effectively, and addressing common issues like delayed responses, professionalism concerns, and recurring administrative demands. They also emphasize the importance of establishing clear boundaries with the support of leadership while maintaining a respectful, collaborative approach that promotes accountability and teamwork. The conversation highlights the meaningful connections coordinators build with residents/fellows, and the important role they play in supporting professional development and fostering psychological safety within programs. Throughout the discussion, Beckerdite and Racsumberger emphasize perspective-taking, consistency, and the value of strong relationships in navigating difficult situations. Listeners will gain practical insights into how intentional communication and clear role definition can strengthen team culture and enhance the coordinator experience in GME. Podcast Chapters (00:00) – Intro and Guest Introduction (00:45) – Focus on Coordinator Well-Being and Relationships (02:10) – Managing Task Completion and Setting Expectations (04:41) – Using Leadership Support and Accountability (06:45) – Coordinator Role in Professionalism and Recruitment (09:20) – Setting Boundaries and Defining the Coordinator Role (11:45) – Finding Satisfaction in Resident Relationships (13:25) – Managing Difficult Interactions and Perspective (15:52) – Growth, Meaning, and Supporting Trainees (16:26) – Psychological Safety and Connection (17:23) – Coordinators as Leaders (18:20) – Closing and Resources

In this episode, Robyn Harris, well-being mentor and founder of WILD Wellbeing, joins us to talk about redefining safety, breaking free from burnout, and learning to listen to our bodies. Reflecting on her childhood in Belfast during the height of the Troubles and living with a volatile father, Robyn shares how she spent decades wearing a mask and trying to remain invisible—a pattern that eventually manifested physically, culminating in an ME diagnosis that left her temporarily in a wheelchair. She introduces her signature WILD acronym framework: Wonder, Intuition, Loving ourselves, and Dance. Robyn discusses the concept of being "response-able" to reclaim personal agency, digs into what psychological safety actually feels like in our everyday environments, and shares insights from her book, Take a Walk on the Wild Side, offering listeners a compassionate, step-by-step companion guide to shifting from a survival mindset to a life of fluid harmony. LEARN MORE AND CONNECT WITH ROBYN HARRIS Website: https://w-i-l-d.uk Email: robyn@w-i-l-d.uk Substack: https://wildrobyn.substack.com/ LinkedIn: https://www.linkedin.com/in/robynharris-wildwellbeing Facebook: https://www.facebook.com/robyn.harris.wild.wellbeing/ YouTube (W-I-L-D-TV): https://www.youtube.com/@W-I-L-D-TV YouTube (VIG-Podcast): https://www.youtube.com/@VIG-Podcast

Organizations spend billions on strategy, technology, and process redesign, and then wonder why results do not follow. The answer is almost always the same: culture was treated as an afterthought rather than the operating system beneath everything else. When culture is decorative, change is cosmetic.  I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events References: Gallup (2025). State of the Global Workplace. CultureCon & Fauna (2025). WorkPossible: Humanity at Work. McKinsey & Company (2020). The Science Behind Successful Organizational Transformations. Edmondson (1999). Psychological Safety and Learning Behavior in Work Teams. Kotter & Heskett (1992). Corporate Culture and Performance. Work Institute (2024). Retention Report. SHRM (2022). Human Capital Benchmarking Report.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Here’s a clear, structured summary of the Sean Ilenrey interview with Rushion McDonald from Money Making Conversations Masterclass, including its purpose, key takeaways, and notable quotes.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Here’s a clear, structured summary of the Sean Ilenrey interview with Rushion McDonald from Money Making Conversations Masterclass, including its purpose, key takeaways, and notable quotes.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Here’s a clear, structured summary of the Sean Ilenrey interview with Rushion McDonald from Money Making Conversations Masterclass, including its purpose, key takeaways, and notable quotes.

In this week's episode, Scott is joined by authors Minette Norman and Karolin Helbig as they delve into practical strategies for fostering trust, vulnerability, and inclusion in organisations, and explore the nuances of psychological safety. This episode reveals how small changes can lead to profound shifts in workplace culture. In this episode, you'll discover: ·       The definition and emotional experience of psychological safety ·       The importance of vulnerability and courageous communication for leaders ·       How default behaviours and default settings impact team inclusivity ·       The role of self-awareness in changing organisational culture ·       Micro habits and deliberate experimentation to embed safety practices ·       Managing reactions and emotional responses in high-stakes interactions ·       The connection between risk-taking, failure, and innovation ·       Designing inclusive rituals and meetings to foster belonging ·       Practical tips for leaders to create psychologically safe teams today Timestamps: 00:00 - Introduction to psychological safety and why it matters 02:26 - Defining psychological safety and its emotional impact 03:01 - The visceral feelings of safety versus threat 10:00 - Turning awareness into default behaviors to reduce exhaustion 13:02 - The role of self-awareness in behavior change 17:15 - The responsibility of senior leaders in setting cultural tone 22:08 - Balancing expertise with vulnerability for authentic leadership 26:36 - Creating space for understanding and curiosity in conversations 32:16 - Embracing risk and failure as catalysts for growth 37:39 - Designing meetings intentionally to foster participation and belonging 40:00 - Closing thoughts and resources Resources & Links: ·       Psychological Safety Playbook   Connect with us: LinkedIn  |  YouTube  |  Instagram     Connect with Minette & Karolin: Karolin Helbig on LinkedIn |  Minette Norman on LinkedIn

My guest for episode 546 is Gary Peterson, who recently retired from O.C. Tanner after helping lead the continuous improvement work that earned the company the Shingo Prize in 1999. Gary is an AME Hall of Fame inductee, and he now serves as an executive in residence at the Ohio State University Fisher College of Business, working with their Master of Business Operational Excellence (MBOE) program. Gary started this work almost 40 years ago, before the word Lean was in common use. A change in how O.C. Tanner went to market shrank order sizes from thousands down to one or two, and a factory built for big batches started bleeding cost and quality. Gary stepped into a role called facilitator of change. He pulled departments apart, built one-piece flow, and asked frontline people to solve problems in a culture that had taught them it wasn't safe to speak up. We spend a good part of the conversation on psychological safety and autonomy, and why Gary thinks neither one does much without the other. He also tells what he calls the hardest story in his repertoire. An employee stopped him on a stairwell to tell him his system wasn't working. She was right. He talked circles around her until she cried. What he did next, and what two people did a few hours later, became a turning point for him and for the company. Topics we get into: Why a real business problem made the change easier to sustain than a "we read a book" mandate Leading change from the middle without support from the top Cutting a 1,800-person workforce roughly in half through attrition, with no layoffs, while raising the bar on what it meant to work there Momentum, entropy, and the 30 to 40 systems that quietly stopped during COVID Building succession so the culture didn't depend on Gary's energy alone Sincere, specific, timely praise, and why he coached frontline teams differently than VPs Link to the episode and full transcript. What would it take for you to tell a room full of people that you don't know what you're doing?

Discretionary effort is the gap between what people have to give and what they choose to give. Research consistently shows that most leaders are leaving 20–30% of their team's capacity on the table — not because of skill shortages, but because of environment.In this episode, we draw on six of the world's most influential thinkers on leadership and performance to give you a practical, layered framework for unlocking the effort your team already has inside them.The question isn't how to push people harder. It's how to create the conditions where they choose to give more.I've practised all of these myself, in low-functioning teams, and can personally attest to the spectacular rise that's possible when you are deliberate about applying them.The Six-Layer Discretionary Effort StackLayer/Thinker: The Question to Ask YourselfPositivity/Shawn Achor:Am I creating an environment where people feel good?Clear Direction/Greg McKeown: Do people know exactly what matters most?Strengths/Dan Sullivan: Is everyone working in their Unique Ability?Safety/Timothy R. Clark: Can people speak up without fear?Purpose/Simon Sinek: Do people know why their work matters?Right People/Jim Collins: Are the right people in the right seats?Ask Dex AI Coach for leadership strategy e.g. "My team are underperforming - how can I find out why?" https://app.coachvox.ai/share/DexRandallSubscribe for more leadership and burnout recovery insights →  https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7393784577229709312-----------------------------------  Resources:Leadership Performance without Burnout https://go.dexrandall.com/leadershipDex AI Coach https://app.coachvox.ai/share/dexrandallConfidential. Expert. Free. Your Leadership Performance Partner.For even more TIPS see FACEBOOK: @coachdexrandallINSTAGRAM: @coachdexrandallLINKEDIN: @coachdexrandallYOUTUBE: @dexburnoutcoachSee https://linktr.ee/coachdexrandall for all links

Gustavo Razzetti once sat next to a woman at a corporate conference, judging the regional VP presenting on stage until she revealed that was her husband. Instead of backpedaling he apologised, then stood by every word. That instinct of owning the mess without pretending he didn't mean it is the backbone of his work.He has spent decades inside corporate and agency life watching great ideas die because of terrible culture. He now works with teams on what he calls conversational debt: the gap between what people nod through in meetings and what they actually act on. His research found that when people are asked why others don't speak up, the answer is fear, but when asked why they themselves don't, the answer becomes pointlessness: a learned belief that nothing will change anyway.Gustavo refuses to live that way. He fires clients before the work even starts if the fit is wrong. His rule is that he'd rather lose his job over one conversation than avoid a hundred — and he did.We talked about the power dynamics that shape what is considered professionalism, the most dangerous type of silence in organisations and why we should all drop the invisible contract nobody handed us and stop waiting for permission to speak.Links to learn more about Gustavo Razzetti:Forward Talk (Gustavo's new book)WebsiteSubstackWorkshopsAny thoughts? Share them with us!Support the show✨✨✨If you miss the "workshops work" podcast, join us on Substack, where Myriam builds a Podcast Club with monthly gatherings around old episodes: https://myriamhadnes.substack.com/

Kate was a leader for much of her 23yr career in NSW Police where decisions she made on a daily basis could mean the difference between someone surviving or dying. If you've ever considered becoming a supervisor, leader or manager in ANY career, you'd do well to listen to Kate & what she's learned works best (& what doesn't!!). Kate was always honest, kind & respectful but not everyone held the same values. Kate loved the majority of time she spent in Policing but it was when she began to feel she wasn't valued as a person, she decided to walk awayKate's book is titled "STAYING KIND IN AN UNKIND WORLD"Kate is the Founder & Director of "THE KIND REBELLION"Kate provides keynotes & workshops on subjects including Leadership Development, Organisational Culture, Ethical Leadership, Psychological Safety & Diversity & Inclusion Hosted on Acast. See acast.com/privacy for more information.

A podcast host who'd seen me speak in Dallas told me what she remembered most: "This woman is so free to be who she is." That word — free — cracked something open. In this Pride episode, I dig into what I've come to believe after 20 years in this work: almost everything that goes wrong on teams traces back to self-worth. The person who won't speak up and the one who won't stop talking have the same root cause. This episode is about what happens when people finally feel worthy of taking up space — and how leaders can create that. Takeaways: Freedom vs. confidence: What Deidra noticed wasn't polish or charisma. It was freedom — and that's actually what inclusive leadership is trying to build. The self-worth root: Almost every leadership failure — the wallflower, the bulldozer, the micromanager — traces back to the same place. It goes both ways: Playing small and playing insufferably big are the same problem with different looks. Both are worth examining. The ARC in action: Ask. Respect. Connect. A simple practice that makes people feel worthy of being heard — which is the precondition for everything else. Connect with Me The Newsletter: This week in the newsletter, I wrote about LGBTQ+ leaders breaking barriers in the Catholic church, a dementia village that puts dignity first, and more. Subscribe to the 5 Things Newsletter here. Work with Me: Let's talk. Watch 5 Things on YouTube.Watch Deidra's Show. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes every Saturday morning. https://5thingsdei.com/

Flutist Agnes Vass asked Bernhard a question: what if you applied the Fifth Stage of psychological safety to an orchestra?It turns out an orchestra is one of the best models we have for how high-performing teams work.(With thanks to Agnes Was, co-principal flute at the Bremerhaven Philharmonic and founder of the Body Mind Music Lab.)WHY ORCHESTRAS?Peter Drucker used orchestras constantly as a model for organisations. So has Bernhard, given his background.The reason: an orchestra of 70 to 150 musicians creates an outstanding performance in three days—often led by a conductor they have never met before. The analogies for management write themselves.---DUNBAR'S NUMBERBritish anthropologist Robin Dunbar found that humans can maintain around 150 meaningful relationships at once (his average: 148.6).The proof arrived with social media. Remember the early joy of Facebook—reconnecting with old friends? Then somewhere around 150–200, your feed filled with people you didn't really care about. Dunbar's number, demonstrated at scale.Orchestras sit right inside that number. So does W.L. Gore, the company behind Gore-Tex—they cap units at around 200 people and build a new site rather than exceed it. The belief: people at work should genuinely know each other.THE REFRAME: RELATIONAL SAFETY ISN'T FRIENDSHIPAre 140 orchestra members all good friends? No. Some are close. Some can't stand each other. And yet the best orchestras deliver extraordinary performances."The safety a good orchestra has is this: even if I don't like my colleague, I know they are committed to the highest performance, just as much as I am."Relational safety, properly understood, is built on a shared, explicit common goal—the same standard of quality, the same drive, the same dedication to practice. Not affection."If you're a flutist and you haven't practiced, every person in the audience will hear it."FUZZY GOALS vs. MOTIVATIONAL GOALSOrganisations often run on fuzzy goals—"increase turnover by 10%." That's like telling an orchestra to finish five minutes early by playing faster. Nobody is moved by it.Motivational goals are about a meaningful outcome: electrifying the audience, leaving the customer completely wowed. When everyone is committed to it, everything changes.Underneath it: a commitment to practice. Musicians practice. Most managers wing it 80% of the time. That's why Bernhard built RolePlays.ai—a place for leaders to practice the difficult conversations.DIVERSITY: HACKMAN'S ORCHESTRA RESEARCHIn the 1980s, J. Richard Hackman of Harvard studied women in orchestras. At the time, many were all-male—the Vienna Philharmonic didn't admit women until US tour pressure forced the change.What Hackman found:Below 10% women: high turnover, mobbing, sexism. Women leave.Between 10% and 33%: a hard struggle.Around 33%: an equilibrium. Men and women playing together becomes natural. Sexism drops. Performance improves. Women stay. You can even hear it—diversity changes the sound.Not only a values argument: listed companies with diverse boards significantly outperform all-male ones.THE THREE REQUIREMENTS FOR THE GROWTH ZONETo bring a team into the growth zone—where breakthroughs happen—you need three things beyond relational safety: a shared, motivating sense of purpose; a genuine commitment to practice; and space for diversity.True for a 140-person orchestra. Equally true for a team of five.Jon Katzenbach put it well: what separates a high-performing team from a merely good one is that its members are committed to their own learning—and to each other's.REFERENCES:Dunbar, R. How Many Friends Does One Person Need?Hackman, J. R. Leading Teams.Katzenbach, J. R. The Wisdom of Teams.Agnes Was — Body Mind Music Lab (Instagram).LINKS: bernhardkerres.com | roleplays.ai#PsychologicalSafety #Orchestra #Leadership #Teams #Diversity

What does it actually look like to lead people through a crisis — not just manage operations, but truly show up for the humans involved? In this episode of Leading Through Crisis, host Céline Williams sits down with Tracy Nolan, a Fortune 50 Senior Executive and global Board Leader with deep expertise in regulated industries, including healthcare and telecommunications. Tracy has led through it all: the closure of 27 retail stores as the last executive standing, being on a plane landing at Newark on the morning of 9/11 while working for Verizon, and managing 14,000 Sprint employees through both COVID-19 and a simultaneous merger with T-Mobile. Her philosophy? Jump in (beyond the operational checklist, beyond what the job description says), and treat your people the way you'd want to be treated. In this conversation, Tracy shares: - Why most leaders fail at crisis communication (and what to do instead) - How she ran "no-canned-questions" listening sessions that changed the way her teams trusted her - The "CEO for a day" roundtable method she uses to stay connected to frontline reality - Why feedback is a gift, regardless of your title - A powerful trust exercise every leader should do with their team today If you're a leader, executive, or manager who wants to build an organization that can not only survive a crisis but thrive through one, this episode is essential listening. — Tracy Nolan is a Fortune 50 senior executive and global board leader with deep experience in regulated industries, including healthcare and telecommunications. She has overseen $6B+ in P&L's, led multi-billion dollar revenue transformations, and delivered sustainable value through M&A integrations, operating models redesigns, and risk-managed expansion.  Tracy currently serves as Senior Vice President, where she leads the Insurance sales organization and distribution strategy. Tracy has recently been named to the 50/50 Women to Watch for Boards list and serves as the Board Secretary for Dress for Success Worldwide. She is an advocate dedicated to "Inspiring Leaders to Lift while they Climb." Connect with Tracy: tracynolan.com | LinkedIn: Tracy E. Nolan

Are leaders thinking big enough—and human enough—in the AI era? Explore how AI and technology shape the human experience with Kate O’Neill and guest Brian Solis, Head of Global Innovation at ServiceNow. Discover the concept of cognitive Darwinism, AI transformation stories, leadership in the AI era, and how to drive growth while staying human-centric. Topics Covered:AI augmentation vs. automationCognitive Darwinism and self-awarenessCapacity and capability overhang in AI adoptionTransformation as a human storyPurposeful iteration vs. intentional innovationReturn on intelligence vs. return on ignoranceReskilling and workforce transformation case studies (IKEA & Walmart)Human-centric leadership and psychological safetyPersonal relationship with technology & digital attentionMind shifts required for future-ready leadership Connect with Brian SolisServiceNowLinkedInBrian Solis, Author at Workflow® Episode Chapters:00:04 Introduction & Guest Welcome01:00 Transformation as a Human Story02:24 The Human Story Leaders Miss in the AI Era03:06 AI's Anti-Human Trajectory & Cognitive Darwinism04:28 AI Tax and Brain Fry05:49 AIQ: Artificial vs. Augmented Intelligence Quotient09:16 Agentic AI & Process Reinvention11:11 Grand Strategy and Leadership Mindsets15:55 Mind Shifts and Self-Awareness17:18 Book Inspiration and Becoming a Leader of the Moment20:13 Unlearning Disruption Myths in Enterprise25:16 Innovation: Creating New Value26:59 Evaluating AI Use: Efficiency vs. Net New Value31:13 Psychological Safety and Human-Centric Leadership32:28 IKEA & Walmart: Augmentation and Reskilling Case Studies38:00 Personal Relationship with Technology & Life Scale41:48 Closing Thoughts: Questions for Embracing Change43:05 Episode Wrap-Up and Farewells

Cultivating a Culture of Truthlighting offers a path for workplaces to move away from practices that gaslight women and toward ones that build a culture grounded in truth, trust, and accountability that advance fair opportunities for women. In this episode, my guest, leadership and workplace culture consultant and author Dr. Falguni Shah, shares practical ways to recognize gaslighting, validate people's reality, and use “truthlighting” behaviors to create safer, more inclusive environments where people can thrive instead of constantly second-guessing themselves. This conversation is for anyone who senses something is “off” at work and wants language, clarity, and tools to drive real change. Some of what we talk about on this episode includes:The erosion of self-trust from workplace gaslightingShifting from “imposter syndrome” to impostor's ambitionCultivating truthlighting as a leadership and culture frameworkWhen it's time to leave and reclaim your purpose, confidence, and truth. Have thoughts or questions about this episode? Share them with me!Send me a voice memo: https://www.speakpipe.com/MindsetUnlimited  CONNECT WITH FALGUNI:WEBSITEBUY THE BOOK: FROM GASLIGHTING TO TRUTHLIGHTINGMEDIA FEATURES  BOOK FALGUNI TO SPEAK LINKEDIN  INSTAGRAM  FACEBOOKTIKTOK   CONNECT WITH VALERIE:Ask Valerie (anonymous form)Sign up for Valerie's newsletterApply to be coached on the podcastSchedule an exploration call This podcast was produced by Valerie Friedlander CoachingProud member of the Feminist Podcasters CollectiveSend us Fan MailSupport the show

What You'll Learn in This Episode:In this special Lean Solutions Summit episode, Patrick Adams sits down with keynote speakers Richard Sheridan, Joe Dyer, and Jason Schroeder to discuss the summit theme: Better Together: People Plus Innovation.The conversation explores the growing role of AI, automation, and technology in today's organizations while emphasizing that sustainable success still depends on people, leadership, and culture. Each guest shares their perspective on innovation, explaining why human-centered leadership, respect for people, and continuous learning remain critical regardless of technological advancements.You'll hear insights on creating joyful workplace cultures, developing a stewardship mindset, and building organizations rooted in respect and stability. The speakers also discuss the importance of reducing fear during times of change, preparing future leaders, and creating environments where people can thrive alongside innovation.If you're curious about the future of leadership, Lean thinking, and how organizations can embrace innovation without losing their focus on people, this episode offers a powerful preview of the ideas and conversations that will take center stage at the Lean Solutions Summit.Key Takeaways:1. Innovation should enhance people—not replace them2. Great leadership requires stewardship, humility, and a commitment to developing others3. Respect, stability, and psychological safety are essential foundations for continuous improvement4. The future belongs to organizations that successfully combine technology, innovation, and human-centered leadershipLinks: Lean Solutions Summit Lean Solutions Website

In the latest episode of The Science of Personality, Ryne and Blake are joined by Melvyn Payne, Commercial Director at Advanced People Strategies, one of Hogan's fabulous distributors in the UK, to talk about finding the right balance between team engagement and psychological safety. More specifically, we look at the role personality plays through the lens of Hogan data. This is something Melvyn and his team at APS have made a priority recently as they continue to deliver best-in-class team solutions for their vast client portfolio.

What does strong leadership really look like in facility management? In this episode of Connected FM, host Wayne Whitzell welcomes Kathryn Lopez for a candid conversation on leadership, resilience and the human side of facility management. Drawing from decades of experience in global FM leadership, Kathryn shares lessons on staying calm under pressure, creating psychological safety for teams and developing people through mentorship and trust. She explains why great leaders “take the bullets and give the credit,” how mistakes can become growth opportunities and why empathy is essential in today's workplace. The conversation also explores how AI is beginning to transform facility management workflows, from streamlining communication to delivering faster operational insights. Wayne and Kathryn discuss the growing role of data, digital tools and “smart buildings” in attracting the next generation of facility management professionals into the industry. Whether you lead a global portfolio, manage an in-house FM team or are growing into leadership for the first time, this episode offers practical insights on building trust, navigating challenges and leading with humanity. This episode is sponsored by SiteMap®, powered by GPRS. Learn more at sitemap.com/ifma Timestamps: 00:00 Introduction 02:17 Global FM Reality Check 03:20 IFMA Roots and Impact 04:30 Staying Calm Under Fire 07:30 Smoke Jumper Problem Solver 10:02 Psychological Safety in Leadership 15:17 Mentorship Mistakes Growth 18:31 Ad Break 18:59 Empathy Versus Dictatorship 20:39 AI That Actually Helps 22:39 Attracting the Next Gen 26:14 Kindness and Empathy 29:06 Closing Thanks and Outro Connect with Us:LinkedIn: https://www.linkedin.com/company/ifmaFacebook: https://www.facebook.com/InternationalFacilityManagementAssociation/Twitter: https://twitter.com/IFMAInstagram: https://www.instagram.com/ifma_hq/YouTube: https://youtube.com/ifmaglobalVisit us at https://ifma.org

What changes when we lead with trauma sensitivity? Trauma is far more common than most realize, affecting at least 70% of people, and its hidden residue frequently drives workplace conflict through survival mechanisms like freezing or fawning. Through trauma sensitivity, leaders can look past superficial personality clashes, avoid replicating past injuries, and proactively cultivate structural safety where everyone can safely show up and do their best work. On this episode of Just One Q, Dominique chats with workplace human rights lawyer, consultant, and author Adriana Leigh about her book, Trauma Sensitivity at Work. They break down how common stress responses manifest in everyday team dynamics, differentiate a checkbox “informed” approach from genuine sensitivity, and discuss practical strategies like “meeting hygiene”. Learn how leaders can prioritize emotional regulation to build more humane, supportive, and highly effective workplace cultures. Keep Up with Adriana: https://algconsulting.ca/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

What it takes to lead as a communicator and communicate as a leader.Leadership isn't just about making decisions — it's about how you communicate them. As Matt Abrahams puts it, “Communication is operationalized leadership.”At a recent Me2We event, in connection with Stanford GSB's Executive Education LEAD program, Abrahams held a live discussion with four of the podcast's most popular guests: Celine Teoh, facilitator of the GSB's famous Interpersonal Dynamics course; Huggy Rao, organizational behavior professor and co-author of The Friction Project; legendary Stanford basketball coach Tara VanDerveer; and Dave Dodson, lecturer and author of The Manager's Handbook.In this special live episode of Think Fast, Talk Smart, the panel shares frameworks and lessons for leading and communicating more effectively. From Teoh's five A's for inviting dissent to Rao's warning against “jargon monoxide,” from VanDerveer's relationship-first approach to Dodson's case for leading like a teacher, this conversation explores what it takes to communicate as a leader — and lead as a communicator.Episode Reference Links:Celine TeohTara VanDerveerHuggy RaoHuggy's Book: The Friction ProjectDavid DodsonDavid's Book: The Manager's HandbookEp.194 Live Lessons in Levity and Leadership: Me2We 2025 Part 1 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 >>> LinkedIn Chapters:(00:00) - Introduction (04:18) - Encouraging Dissent (06:40) - The Addition Bias (09:57) - Coaching Through Encouragement (12:12) - Leadership in the AI Era (16:24) - Teaching vs. Managing (17:46) - Making People Feel Appreciated (19:06) - Slowing Down Decisions (21:24) - Listening More (24:24) - Avoiding Jargon (26:31) - Giving Better Feedback (28:53) - Preparing for Communication (29:44) - Using Communication Frameworks (31:15) - Skills for Future Leaders (37:47) - Conclusion

Tyler Chisholm is a CEO, author, speaker, and podcast host who shows leaders that curiosity isn't optional — it's the edge that builds trust and drives growth.Early in his career, Tyler Chisholm believed leaders had to know it all. The smartest in the room. The clearest voice. The one with the answers.But when the weight of certainty started breaking both plans and people, he discovered a better way: curiosity.As co-founder and CEO of clearmotive for over 15 years, host of two long-running podcasts, and author of Curious as Hell, Tyler has built his career on that lesson. Across boardrooms, interviews, and keynote stages, he shows leaders how asking better questions builds stronger teams, sharper decisions, and results that last.Connect with Tyler:Website: https://www.tylerchisholm.comLinkedIn: https://www.linkedin.com/in/tylerchisholm/Additional Resources:"Curious As Hell" by Tyler Chisholm on AmazonListen to the Podcast, subscribe, leave a rating and a review:Apple: https://podcasts.apple.com/us/podcast/the-power-of-curiosity-why-leaders-must-be-curious/id1614151066?i=1000770523862 Spotify:  https://open.spotify.com/episode/2RsXXoexnZ9BW9fnyd8DuX?si=E0HFDldlTcaaSU7w5u1ZvA YouTube: https://youtu.be/lQ2BSfMhi9k

Nuts and Bolts editor Dr. Jerri Rose interviews Dr. Suzanne Friedman on how educators can establish good psychological safety for medical student and resident learners. This piece is a companion to the two page primer available online at Academic Pediatrics:  https://www.academicpedsjnl.net/article/S1876-2859(25)00422-X/ Send this episode out to your colleagues and senior residents and let us know cosimini@ohsu.edu what other nuts and bolts episodes you would like covered on the podcast. 

Sometimes what feels like “chemistry” is actually familiarity with chaos.

A surgeon hurls a scalpel across theatre. It clatters off the wall. Nobody looks up. Twenty minutes later he's in the tearoom offering everyone a biscuit, and someone shrugs: "That's just him when he's stressed."If you've worked in veterinary practice for any length of time, you've got your own version of that story - maybe a bit less dramatic, but still things that completely destroy psychological safety.  This episode is about that stuff, and the new psychosocial safety laws now rolling out across Australia that say plainly: no, actually, that's not acceptable. To make sense of what that looks like on a normal Tuesday in a normal practice, you'll hear from psychologist Rhonda Andrews, who works across high-pressure industries - emergency departments, the courts, and the veterinary profession - and who has spent years watching them all wrestle with the same problem: people breaking. This conversation is not about “just be more resilient”, but about systems. Rhonda makes a genuinely good-news case that these laws aren't more bureaucracy to dread - they're the push our profession has needed all along.You'll hear Why the things you've always filed under "just  part the job" might now legally count as a psychological workplace injury - with consequences attachedThe myth spreading fastest right now - that bosses can no longer have an honest performance conversation - and why that's flatly wrong What the new psychosocial safety laws actually require of you as a practice ownerWhy this a team problem, not just something for management to sort outWhy "workload" is almost never the real problem - and the thing breaking your team underneath it that owners consistently missThe one shift available to everyone in the building - whatever their title - that changes culture without a single policy changeA note: this is the second in a small psych-safety miniseries. If you haven't heard Episode 158 with Dr Rebecca Faris on the AVA Thrive programme, start there for the bigger picture.Resources:Barrington Centre - Rhonda's psychosocial safety seminars (two online sessions, plus an in-person Melbourne day) and the Vet ECM training programmes for owners, leaders, and new supervisors: barringtoncentre.comFor show notes, clinical content and the newsletter head to thevetvault.com, and come find your people at a Vets On Tour conference -  email me at info@thevetvault.com to find out about our new-grad 50% discount for Wānaka inAugust.Topics and time stamps04:52 Rising Mental Health Claims08:41 Mythbusting Owners Fears10:37 Defining Psychological Safety12:37 Vets Staying in Bad Jobs14:28 Sponsor Break Vets On Tour16:03 Systems vs Individual Responsibility19:35 Burnout Stats and Human Cost21:17 Who Can Influence Culture?22:46 Is Vet Work Uniquely Hard?24:05 Human Sector Parallels29:15 Business Model Reality Check30:18 ROI of Retention32:20 Psychosocial Safety Laws37:34 Workload and Rostering Fixes42:44 Leadership and Being Heard45:27 From Blame to Pathways50:27 Training Programs and Teams52:58 Myth Busting Performance Reviews54:27 Final Takeaways

Retrospectives are supposed to help teams improve, but for many teams they slowly become rushed, repetitive, or skipped altogether. In this episode, Brian Milner and Cort Sharp unpack why retrospectives lose their value and what Scrum Masters and leaders can do to make them useful again.   Overview When a team stops engaging in retrospectives, it is usually a symptom of something deeper. Sometimes the format has become stale. Sometimes the team no longer feels safe being honest. And sometimes the biggest issue is that retrospectives create plenty of discussion but very little meaningful change. In this conversation, Brian and Cort explore the most common reasons retrospectives begin to fail and how teams can rebuild trust in the process. They discuss the importance of psychological safety, why teams should focus on fewer actions instead of trying to fix everything at once, and how Scrum Masters can better tailor retrospectives to the personalities and working styles of their teams. They also share practical ideas for making retrospectives more engaging, more actionable, and more valuable over time.   References and resources mentioned in the show: Cort Sharp Amy Edmonson, Psychological Safety #139: The Retrospective Reset with Cort Sharp #141: Cooking Up a Killer Retrospective with Brian Milner The Empirical Retrospective Approach by Mike Cohn Subscribe to the Agile Mentors Podcast   Want to get involved? This show is designed for you, and we'd love your input. Enjoyed what you heard today? Please leave a rating and a review. It really helps, and we read every single one. Got an Agile subject you'd like us to discuss or a question that needs an answer? Share your thoughts with us at podcast@mountaingoatsoftware.com This episode's presenters are: Brian Milner is a Certified Scrum Trainer®, Certified Scrum Professional®, Certified ScrumMaster®, and Certified Scrum Product Owner®, and host of the Agile Mentors Podcast training at Mountain Goat Software. He's passionate about making a difference in people's day-to-day work, influenced by his own experience of transitioning to Scrum and seeing improvements in work/life balance, honesty, respect, and the quality of work. Cort Sharp is the Scrum Master of the producing team and the Agile Mentors Community Manager. In addition to his love for Agile, Cort is also a serious swimmer and has been coaching swimmers for five years.

Psychological Safety at Work with Joseph M. Sisk, MD, FAAP

In Part Two of Clint's conversation with Wes Adams – Founder & CEO of SV Consulting Group, researcher at the University of Pennsylvania's Positive Psychology Center, and co-author of “Meaningful Work” – Wes breaks down what actually creates high-performing teams and why trust, psychological safety, and communication matter more than most leaders realize.Wes explains how great teams encourage diverse ideas, why leaders need to create environments where people feel safe sharing bad news early, and how collaboration improves when teams adopt a “yes, and” mindset instead of shutting ideas down. He also discusses the importance of values-based hiring, intentional onboarding, and how organizations can build stronger cultures by aligning leadership behavior with company values.The conversation also explores the future of meaningful work in the age of AI, and why human skills like empathy, adaptability, strategic thinking, and communication are becoming more valuable, not less.This is the second part of a two-part conversation.Topics Covered:Why psychological safety drives team performanceThe connection between trust and accountabilityHow leaders create environments where people feel safe speaking upWhy teams perform better when diverse ideas are welcomedLessons leaders can learn from improv and the “yes, and” mindsetEncouraging participation from quieter or introverted team membersThe importance of equal airtime in meetingsWhy remote and hybrid teams require more intentional communicationHow to respond productively during conflict and disagreementThe PEAR model for handling difficult conversationsWhy character and values matter more than raw talent when hiringThe long-term impact of onboarding and first impressionsUsing positive feedback to reinforce high performanceHow meaningful work influences accountability and collaborationThe role of AI in reshaping work and leadershipWhy human skills are becoming even more valuable in an AI-driven worldLinks:Wes' LinkedIn - https://www.linkedin.com/in/wesadams1/ Wes' book, “Meaningful Work” - https://amzn.to/430EmSa  

Donna Hicks spent three decades at the world's hardest conflict tables and found one hidden injury beneath them all: a violation of human dignity. From the Middle East to Northern Ireland, she watched negotiations stall not over policy, but over something no one in the room had named. This episode is the word that changed everything, and the model she built around it.Dr Donna Hicks, author of Leading with Dignity and Associate at the Weatherhead Center for International Affairs at Harvard University, spent her career as a third party in unofficial diplomacy across the Middle East, Sri Lanka, Colombia and Northern Ireland. She co-facilitated the BBC series Facing the Truth alongside Archbishop Desmond Tutu, and her earlier book, Dignity, reshaped how the world understands conflict, connection and leadership. This one runs close to home for me. As a young boy from a Pied-Noir family — French people of European origin who had left Algeria after its independence — newly arrived in Nice, I was once told by a schoolmate to “get out of here.” I came home devastated. My father's answer, that I should be proud of where I came from and that I had something real to give, was dignity restored long before either of us had a word for it.In our conversation, we explore: → Why respect is earned but dignity is not, and how leaders who confuse the two quietly damage their teams → The ten elements of dignity, and the single one that 80% of employees say is violated most at work → What happened when the BBC sat victims and perpetrators face to face, and why healing did not require forgiveness → Why Donna now teaches dignity to eight-year-olds, and her advice to young leaders entering a harder world → Mandela consciousness: the three connections that rebuild dignity in any team, family or boardroom"I don't believe we need to find common ground. I believe we need to find higher ground." - Dr Donna Hicks, Harvard UniversityIf you have ever watched a meeting derail over something that was never really about the agenda, this conversation hands you the missing word, and a practical model for what to do next.

What You'll Learn in This Episode:In this episode, Patrick Adams welcomes back Beth Carrington to explore the difference between simply executing action plans and developing true scientific thinking through Improvement Kata and Coaching Kata.Beth shares her journey from the automotive industry into Lean transformation work and explains how discovering Toyota Kata fundamentally changed her approach to leadership and continuous improvement. The conversation breaks down why organizations often over-rely on rigid action plans and how experimentation creates better long-term learning and adaptability.You'll learn how leaders can use simple coaching routines, PDCA cycles, and reflection questions to help teams think more scientifically, solve problems more effectively, and stay focused on outcomes rather than just completing tasks. Beth also explains why AI and emerging technologies make experimentation and scientific thinking even more important in today's business environment.If you've ever struggled with teams becoming too task-focused or wondered how to build a stronger culture of learning and experimentation, this episode provides practical tools and frameworks to help you get started.Key Takeaways:Action plans alone can limit learning and adaptabilityScientific thinking is built through experimentation, reflection, and coachingPsychological safety is essential for teams to admit uncertainty and learnAI and emerging technologies increase the need for experimental thinking and continuous learningLinks:Kata Matters WebsiteBeth Carrington LinkedInLean Solutions Summit Lean Solutions Website

Emanuele Mazzanti is a day one rule-breaker. When he moved to EY Italy, his boss asked to be called "Dottore." He noticed the distance being created and suggested, politely, that they drop the formalities and just use first names. Surprisingly, the answer was yes.That's a pattern he kept running into. Different countries and roles but the same kind of distance disguised as formality to keep things simple and boost performance. In consultancy, where everyone is climbing the same ladder, connection becomes a liability as only one person can move up at a time.The irony is that the performance everyone's after lives exactly in the connection they've learned to avoid. That's the space Emanuele keeps moving towards for nearly two decades. Sometimes the barriers are pushed and sometimes they push him. His solution? Love - the deepest form of connection.Emanuele firmly believes that love belongs at work and is a core leadership trait and nothing will inspire people to do and be their best at work like feeling loved.Links to learn more about Emanuele Mazzanti:LinkedInAny thoughts? Share them with us!Support the show✨✨✨If you miss the "workshops work" podcast, join us on Substack, where Myriam builds a Podcast Club with monthly gatherings around old episodes: https://myriamhadnes.substack.com/

On this week's episode of Do Good to Lead Well, I am joined by Kevin Ford, the former CEO of Calian, whose track record as a transformational CEO sets the stage for a candid exploration of what really drives lasting personal and business success.We start by asking the question: Are authenticity and transparency more critical than ever in the age of AI? Our answer is a resounding ‘yes.' We continue the conversation by exploring how the ATP trifecta—authenticity, transparency, and positivity—became the defining factor behind Kevin's award-winning tenure as CEO.Our discussion moves beyond buzzwords, tackling real questions: How do you lead authentically even when you don't have all the answers? How does transparency foster trust and spark breakthrough thinking? And why does a leader's positive energy ripple through teams, especially in uncertain times?Packed with fresh perspectives and memorable stories, this conversation is essential listening for leaders and aspiring leaders looking to create thriving, rather than surviving, cultures. If you want to future-proof your leadership, build high-trust organizations, and learn how positivity can become your secret competitive edge, listen in to learn the tools and strategies that bring the ATP model to life for you.What You'll Learn- The Power of Authentic Leadership.- Transparency as a Catalyst for Engagement.- Positivity as the Secret Sauce. - Building Trust in an Ai-Driven world.- Embracing Vulnerability for Growth.- Practical Ways to Become an ATP Leader.Podcast Timestamps(00:00) - Setting the Stage (02:38) - Defining ATP: Authenticity, Transparency, Positivity(03:13) - Personal Reflections on Legacy and Feedback(04:19) - Maintaining Core Values Amidst Public Company Pressures(05:16) - Exploring Authenticity: What It Means and Why It Matters(08:57) - Trust as a Foundation: Authenticity and Transparency in Practice(10:02) - Transparency: Challenges and Benefits for Modern Leaders(11:18) - The Power of ‘Thinking Out Loud'(14:16) - The Downside of Command-and-Control Leadership(15:37) - Positivity as Secret Sauce: Leading Through Uncertainty(16:58) - Controlling How You Show Up: Practical Positivity(18:06) - Avoiding Negativity: Energy and Team Dynamics(21:30) - Community Call-to-Action: Living and Leading ATPKEYWORDSPositive Leadership, Authenticity, Transparency, Positivity, Leading Through AI/Disruption, Business Growth, Engaged Culture, Acquisitions, Public Company, Building Trust, ‘Think Out Loud' Sessions, Workplace Culture, Personal Reflection, Legacy, Growth Mindset, Reframing, Employee Feedback, Positive Mindset, Resilience, Human Connection, Psychological Safety, Self-Awareness, CEO Success

Dr. Adam Dorsay introduces SuperPsyched and interviews leadership consultant Minette Norman about psychological safety and her co-authored book, The Psychological Safety Playbook for Changemakers. Norman defines psychological safety as the belief that in a group you can ask questions, make mistakes, and voice differing views without embarrassment, exclusion, or repercussions, and contrasts it with environments where people agree publicly but dissent privately. They discuss high-stakes consequences of low psychological safety (healthcare errors, the Challenger disaster), organizational costs (reduced innovation and performance, increased burnout and disengagement, reputation management and groupthink), and links to inclusion and hearing from introverts and neurodivergent thinkers. Norman shares practical leadership actions such as redesigning meetings, inviting dissent, asking “What am I missing?”, admitting mistakes, using blameless learning after failures, and sustaining safety through mutual respect; she highlights “the power of the pause” to respond thoughtfully when triggered.00:00 Welcome to SuperPsyched00:27 Why Safety Matters03:15 Defining Psychological Safety05:00 Real World Stakes06:47 How the Book Happened11:37 What It Is Not15:19 The Hidden Costs21:35 Reputation and Inner Circles23:34 Building It Day by Day30:57 Inclusive Meetings for All36:51 Top Practices to Try39:30 The Power of the Pause43:07 Final TakeawaysHelpful Links:Minette NormanMinette Norman LinkedInMinette Norman InstagramThe Psychological Safety Playbook for Changemakers Book

What happens when doing the right thing costs money, creates tension, or slows results? Tara Shewchuk, Senior Vice President and Global Chief Privacy, Integrity, and Compliance Officer at Medtronic, pulls back the curtain on what ethical leadership actually looks like inside a global company where decisions can impact millions of lives. You'll hear how leaders navigate pressure, disagreement, and uncertainty while staying grounded in values that guide both business and patient care. Tara shares powerful real-world examples of principled leadership in action, including Medtronic's decision to open source ventilator technology during the pandemic, the systems they use to strengthen speak-up culture across global teams, and the daily leadership behaviors that build trust over time. This conversation goes far beyond compliance and policies. It's about how leaders create cultures where integrity becomes part of how people think, decide, and act every day. You'll discover:Why ethical culture must be intentionally built every day How leaders create safety for people to speak up What Medtronic did when profit conflicted with patient care How ethics circles strengthen decision-making across teams Why authenticity and vulnerability make leaders strongerConnect with Tara Shewchuk on Social MediaLinkedIn WebsiteTara's employer, Medtronic Check out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedIn

Minette Norman is an award-winning author, speaker, and leadership consultant who previously spent decades leading global technical teams in the Silicon Valley software industry and realized that we needed a new, more human model of leadership. Mike Petrusky asks Minette about her new book, "The Psychological Safety Playbook for Changemakers: Transform Your Workplace Culture" and what motivated she and he co-author, Dr. Karolin Helbig, to write it. They explore how innovation thrives in a team environment where psychological safety allows open, respectful debate and diverse ideas to flourish. Minette says that anyone can be a changemaker and encourages us all to positively influence workplace culture through small, deliberate actions that create ripple effects. Successful change management prioritizes the human side of change by listening to concerns, anticipating impact, and fostering inclusion to reduce resistance, so the book offers practical strategies for addressing skepticism. Curiosity and open-minded listening are essential leadership qualities, so Mike and Minette offer the encouragement and inspiration you need to be a Workplace Innovator in your organization! Connect with Minette on LinkedIn: https://www.linkedin.com/in/minettenorman/ Buy Minette's new book "The Psychological Safety Playbook for Changemakers": https://thepsychologicalsafetyplaybook.com/the-psychological-safety-playbook-for-changemakers/ Learn more about Minette: https://www.minettenorman.com/ Watch the podcast on YouTube: https://www.youtube.com/playlist?list=PLSkmmkVFvM4H3pwnlU2AuqynuRDpvnh4J Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

In this episode, Dr. Shari Simpson speaks with Madeline Kipperman, Human Resource Leader at Gorilla Glue, about the importance of leading with humanity in the workplace. They discuss how compassion and transparency can enhance leadership effectiveness, especially in high-pressure environments. Listeners will learn practical strategies for fostering trust and psychological safety among team members. • Understand the role of metrics in fostering conversations rather than just evaluating performance. • Recognize the importance of having difficult conversations with clarity and compassion. • Learn how to model humane leadership behaviors on the production floor. • Discover actionable steps to build trust when it is low among team members. • Identify the key elements that the next generation of employees seek in leadership. Timestamps: 00:00 -- Introduction to the episode and guest 00:52 -- The importance of leading with humanity 01:54 -- Metrics: helpful or harmful in leadership? 03:14 -- Example of leading with humanity vs. without 08:08 -- Coaching managers for difficult conversations 10:01 -- Leadership in high-pressure environments 12:09 -- Building trust and psychological safety 15:09 -- Transparency in communication with employees 18:02 -- What the next generation wants from leaders 19:17 -- Actionable steps for humane leadership Guest(s): Madeline Kipperman is a Human Resource Leader at Gorilla Glue. She specializes in HR strategy, workforce development, and leadership, bringing a frontline perspective to her role. Madeline has a strong commitment to fostering human potential in the workplace. Keywords: human leadership, workplace compassion, HR strategies, building trust, difficult conversations, employee engagement, metrics in HR, psychological safety, next generation workforce, leadership transparency