Podcasts about systemic change

“Breaking the Glass Ceiling: Julia Carreon’s Fight Against Corporate Gaslighting” In this episode, Frazer Rice sits down with Julia Carreon to explore her recent high-profile litigation against a major financial institution and her powerful insights on women in leadership, corporate culture, and overcoming systemic barriers. YOUTUBE https://youtu.be/e05k7SVQ2xI We discuss: Julia's experience with workplace gaslighting and her litigation journey with Wells Fargo The importance of transparency, accountability, and protecting yourself in corporate environments How societal and corporate cultures disadvantage women, especially around motherhood and leadership The themes and motivations behind Julia's book, Walking on Broken Glass Practical strategies women can use to build political capital and safeguard their careers The significance of external networks and understanding your personal strengths The evolving landscape of equity, ownership, and governance in corporations How to proactively prepare for and respond to systemic workplace challenges SPOTIFY https://open.spotify.com/episode/5c546gs6Qctx4bGOvalgXj?si=1dDyJxnwSyu4tnhXxpzVxg Timestamps: 00:00 – Introduction: Julia's litigation and book overview 02:03 – Gaslighting in corporate culture and early experiences 04:14 – Dealing with systemic backstage politics and fighting for justice 05:10 – Motivations for writing Walking on Broken Glass 08:08 – Diagnosing workplace culture and gender dynamics 09:33 – The weaponized HR department and accountability 11:38 – Protecting yourself: cultural awareness and bias 13:12 – Demographics, gender disparities, and moving forward 15:12 – Institutional misogyny and societal shifts 16:05 – Motherhood, work-life balance, and corporate support 18:28 – Questions of corporate culture change post-COVID 22:21 – The fear factor and change in workplace loyalty 27:12 – Tactical career strategies and building political capital 28:15 – Always Be Executing (ABE) and tracking success 30:53 – The ownership mentality and equity's role in career resilience 34:45 – Building internal and external networks for support 36:49 – Understanding personal aptitudes through testing and reflection 40:12 – Leveraging political capital and seizing opportunities 43:31 – How to follow Julia and stay updated on her journey Transcript Frazer Rice (00:01.004)Welcome aboard, Julia. Julia (00:03.32)Thanks for having me. Frazer Rice (00:04.652)Well, as I said in the opening, the concept of gaslighting in the boardroom is something that certainly isn’t new, but it doesn’t make it any more comfortable for the people who deal with it on a day-to-day basis or as part of their career. And you’re in the midst of litigation right now with a major financial services company. Maybe talk a little bit about what’s going on there. Julia (00:24.801)Yeah, so I am in a high profile lawsuit with my former employer. I would say this is not a path that anyone chooses on purpose. In my particular case, Frazer, I spent 20 years at Wells Fargo, 15 of which were pretty spectacular. I have come to realize almost maybe fairy tale like in terms of my experience. I want to talk about some of the things later on that made it a fairy tale. So yeah, I wouldn’t have chosen this. I did not see the culture at my former employer coming for me. I was blindsided by it and it got ugly quickly. One of the things that I think I am doing here. Or at least trying to do is not be shy about it. Not hide from it. Try to show women a different way for how to deal with these situations. Because I have very strong feelings about the fact. With the rollback of DEI and the current administration’s point of view on women, that we’re going backwards. If women don’t start fighting for ourselves in a more public way and without fear, then I don’t know where we’re going to be in the next five to 10 years. I am soldiering on and it’s not easy to your point. But it is what it is and it’s a fight that I believe is worthy. Frazer Rice (02:03.608)So it’s a daunting task taking on a big bank. Big financial services firm, whether it’s in this situation or frankly any. It’s just these well-resourced big behemoths. What has been the experience been like so far? As far as gathering information? Of getting the walls built that you need to in order to live your life while you go through this conflict with this bank? Julia (02:29.822)It’s hat that is the million dollar question. Right? I will say that in my case i got really fortunate and came across a quote. It’s going to sound really strange. But i came across a quote that said fear is fake and danger is real but fear is fake. I believe that the patriarchy wants women to be afraid. So it tells us these bad things are going to happen if you take on a big firm like this. It is grueling. The days are long sometimes. But once I internalize the reality that it is all fake in terms of all of the bad things that you think could happen really can’t happen. Worst case scenario, there’s nothing Like I’m not going to die. They’re not going to, you know, take away my family. Like all of these things, right? We tell ourselves that it could get really nasty. And in my case, I have to stay really grounded in the fact that what I’m doing is worthy. We tried my lawyer and I tried for 14 months to come to a different answer. And so in a way, not just telling myself fear is fake. But in another way, I kind of feel like it’s my destiny. Because, I just want to say this real quick, I had 20 years at a place that was not toxic. And so I know what good looks like, and this is not good. So in that way, I really feel like it’s my destiny. And so that’s what you do, and you have to have a good support network. I have a great husband, so that really helps. Frazer Rice (04:14.21)The, as I’ve told people, sometimes doing the right thing or going after something that upholds justice. It can be expensive and hard. I give you kudos for standing up. Not only for yourself, but others who are going through a difficult situation. Where you’ve had a significant wrong done to you. You’ve written a book about this experience as well. We can take some time to think, to talk about what the book tries to do. First of all, writing one in tandem with the process here, I think is a bit unusual. Some people do it after the fact. To go through a catharsis after going through a difficult process. Talk about first the why of the book.thhen we’ll talk a little bit about what you talk about in it. Julia (05:17.241)The book is called Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling.” It was co-written with a fabulous woman named Shannon Nutter. I hope people follow on LinkedIn. The book is not squarely about what happened to me the book came together. With Shannon and I meeting on LinkedIn. Then discovering that we had a lot of the same shared experiences as we are Gen X. in hindsight. Our generation has had the opportunity to have the most benefit of the Gloria Steinem Women’s Movement. Think about the fact that we got the advantage of the birth control and all of the DEI efforts that have been in the last 15, 20 years. And we really felt like there was still a long way to go. Then all of that is starting to go backwards. So last year when we met or the year before, we’re like, my God, the idea that we got the best of the best is shocking to us. And so what are we going to do about it? We really wanted the book to speak to women of all ages in their career. But it was written from a lens of two then 53 year old women who had seen a lot. We wanted to give the book as a love letter or a gift to our 35 year old self. To say, this is what we should have or wish we had known 20 years ago. Because we would have done things differently if we had really faced kind of what the challenges were that women are facing at work. In a real way right not in a way that sugarcoats it or pretends to throw it under the rug. And or always makes it the woman’s fault like the woman always has to be changing and evolving in order to adapt to the systems and i you know it’s exhausting right so the book was written for that reason and it does tap into a lot of the things that we both experienced. Julia (07:35.17)But it isn’t a kind of a personal journal of what happened to me with my former employer. Frazer Rice (07:39.82)Right, one of the things that I found useful about the book is you divided it into three sections. I think it brings us sort of clarity into what you’re trying to achieve here. The first one is just diagnosing the situation that you’re in. Maybe talk a little bit about that. Part one the understanding of your surroundings. What’s happening around you. The conditions that women are facing as they embark on these big situations in the workplace. Julia (08:08.982)Yeah. So the first part of the book does give a primer on kind of the history of feminism and how did we get here and what are some of the big open questions that are still left to answer. We also want to set the stage that makes it very clear that women are accountable for our actions in the workplace. Like this is not in any way a book that seeks to make someone who’s failing feel good about the fact that they’re failing, right? Shannon and I both reached really high levels of corporate success at major global firm. There is a lot of work to do. So we really try to dimension how, what are some effective ways for you to approach that work? What are some of the pitfalls and how are some of the ways that you can handle that? In a way that’s kind of clear-eyed, but never about putting the blame or the onus on the company. And if you don’t mind, I want to say something about that because it relates to my lawsuit. One of the things that I’ve heard criticisms about is that people on social media often I saw when I kind of scanned the landscape of it recently are, this woman is naive. She thinks. HR is her friend because one of the things that I have sued my former employer for is a weaponized HR department and I want to get very clear. mean, Frazer, you don’t manage hundreds of people in 13 states like I did for a very long time successfully innovating, having great client experience team scores and having great employee team scores, right? If you believe HR is your friend. So that’s not what i’m trying to say what i’m trying to say in my lawsuit is. HR shouldn’t be picking off people for political reasons either. We are saying all the way along there is shared accountability between the employer and the employee. That’s really important. I think that you know one of the backlash is going too far field here. Julia (10:27.401)We went so far politically correct on some things that some employees do show up to work and think that they just need things handed to them. And I do think that that was part of the backlash, right? So I just am always striving for balance. I think we should all be always striving for balance. Frazer Rice (10:45.13)One of the concepts too, I think in the book that I sort of grabbed onto and enjoyed was the idea of taking steps to protect yourself. You’re dealing with a lot of different asymmetries when you work for a big company. You’re dealing with information asymmetry, you’re dealing with political asymmetry, you’re dealing with resource asymmetry. Sometimes you’re even dealing with just… Accountability asymmetry in terms of, you some people get free passes at other times people are judged on things or unfairly judged on different criteria that just don’t make a lot of sense. If we step back for a second and for people who are trying to understand, I’ll put it in quotes, how the world works and how to how to be aware of one’s and to protect yourself, what would be the first couple of things that you would tell people to think about on that back? Julia (11:38.471)The number one thing is I would be very aware of the kind of culture that you’re operating in. And it’s very easy to take for granted what a culture really is, what your own personal bias and history is, and then how is it that you are fitting. into that culture with your own shared history. So I love to be candid, right? And provocative about my own situation. If I could do something different, I would be very aware of what my biases were going into Citi with 20 years of being at a place where It was a really fair game, but probably because I had a lot of political capital and I grew up there. So I understood it. But I went into that place thinking that I was a fancy managing director, that obviously I was hired to be a change maker. I can do a lot of great things. And I was, you know, doing my thing, not realizing that I was swimming in a different lake and that lake was filled. with a lot of different kinds of wildlife that I was unprepared for. So, I mean, that’s really important. Frazer Rice (13:12.398)As we talk a little bit about some sort of bullet questions as far as how your experience has gone, the demographics of the workplace are different and changing. On one hand, college graduates are now majority women or higher in just about every college situation. Yet institutions like the CFP, the women make up… Believe the number is somewhere in the 24 % range. So you have this weird dichotomy of more women entering the workplace, but not in the numbers necessarily that would indicate that they are in places to make as much change as they would like. They are still in the vast minority in terms of boards of directors and executive positions at almost every Fortune 500 company that I can think of. As we chart a path forward where, let’s call it merit. Julia (13:58.813)Mm-hmm. Frazer Rice (14:04.494)presides over sort of misogyny and I guess I would call it sort of political gamesmanship. How do you think about that in terms of advice for people entering the workforce? Julia (14:16.461)Yeah, look, so nobody gets to say that women aren’t in the pipeline, right? I mean, that just, doesn’t hold up, especially at the more junior levels, right, of entering the workforce after college. What starts to happen is that it starts to go downhill as you get higher and higher up into hierarchy. And I believe that there is a mismatch between women who want to work and do the right thing. And we’re going to talk about this. Then what does it mean to also then become a mother and give birth and have to manage all of that? And then coming up against institutional misogyny. Obviously my perspective in the last 18 months has changed about the degree to which institutional misogyny exists. Because I had a fairy tale experience before I was able to be willfully blind about the realities. so a really direct way of answering your question is that our book is seeking to hit women in the face with the realities of this because I don’t think we’re gonna change it overnight, right? And it is so entrenched, it’s getting worse and it will get worse. Before it gets better, but I do believe that it will get better eventually because the old system that’s, know, aging out, baby boomers are aging out. Like I think that there’s going to be cracks in that. And then there would be a tsunami of change. But right now the old guard is hanging on and, we are going backwards. And so we just have to be realistic about what it requires to go forward. And we talk about what that is. Frazer Rice (16:05.58)One of the things, right, and so let’s touch back on the motherhood issue, is, that is biology. And so women who go that route and have kids. Which is frankly one of the big precepts in society. Unfortunately. n some ways takes you out of the normal trajectory of a corporate path, just from a time perspective. Certainly, the balance of work that happens at the household level. Where that ends up alling usually, creates a stress that is not well understood or received at the corporate level. What are your thoughts on that front? As far as charting a path that recognizes that reality and at the same time doesn’t put upon going the other direction necessarily in terms of favoring one outcome or the other. Julia (17:02.019)I know a lot of women who did not have children because they felt like that it would, it would harm their career. And, um, certainly it’s a personal issue and there’s no judgment from me. I don’t think I would have had children if I hadn’t met my husband. He was willing to do 50 % of the workload and he has, and, always has probably does maybe more than 50. It is a very deeply personal issue. What I have strong feelings about the fact that companies who lean in to, don’t expect the woman to lean in, but the company leans in to supporting pregnant women, have higher loyalty scores. They have better team member satisfaction. They get a lot from those women that they have supported. This is a crazy story, Frazer. I was pregnant and or just coming back from maternity leave all three times I got major promotions at Wells. I mean, think about that. And I now, because I lived my life kind of in a vacuum for a long time, I didn’t realize that this wasn’t happening to other people, right? So look at me now. I am 25 years from when I got hired, still saying that Wells is a great company. because of my own personal experience. And they got a lot out of me, but I gave a lot back. So to me, supporting women who are pregnant doesn’t have to be a zero sum game. Yet somehow that is the narrative. And I would love to ask you why that is. Like, I mean, what has happened to corporate culture that this is such a pervasive issue when If you were to scan a lot of my Gen X friends, we did not have the same experience. Frazer Rice (19:04.147)I mean, from my perspective, I don’t know. I think that I blame some of this a little bit on the COVID blip in the sense that managers of all types just have no idea where to go as far as how to treat people fairly, either from a work from home experience or how that reconciles with… women in particular who are having careers and families in addition to what’s going on with other folks like the men in the world. My short answer is I don’t know. The longer answer is that I think between the shorter news cycle, social media, work from home, there are a lot of different change agents out there that have taken the focus off of. maybe the issues that worth talking about right now. And as a managerial class, especially as millennials are taking up the mantle on that front, they’re either forgetting about this particular issue and understanding the importance that it has, or they are just so overwhelmed by change at this point and self-preservation that it’s just an area where they’re triaging the different issues that they can deal with. Julia (20:22.492)Do you do you at all think that it is a problem of losing common sense and like letting rigid ideology take over from common sense. I certainly was benefited from working from home for most of my career, right? So it’s fascinating. Frazer Rice (20:46.061)Common sense isn’t common. And depending on the institution that you’re dealing with, work from home is either an excellent tool or a cover to hide under if you’re a mediocre performer. If you’re a manager out of sight, out of mind is a difficult place to be. I think that we’re I think everyone is reconciling to the relative absence of work and sort of acclimating to Zoom phone calls and things like that. And that gets you then away from taking care of the real issues, which is to make sure that the company’s doing right, the employees are doing right by the company, and at the same time that people are being treated fairly, because I think when people are so disparate, it just becomes a real management challenge. What we’re talking about as far as making sure that women are treated fairly in the workplace, Combine that with, I would say, message confusion that occurs in social media, where some loud voices may not be the right voices to be taking up this mantle, versus some of the quieter, stable people who are really the exemplars that we’d really like to point to. Sometimes that gets mixed. And I think the brew, if you stir it together, I think is created. Maybe if we think that there was progress since the 70s on through the 80s, 90s, 2000s for fairness and women progressing within the corporate ladder nicely, I think this the COVID blip has been a bit of a toe stub on that front. That’s an opinion, extremely uninformed, but more of an observation. Julia (22:35.713)No, no, but well, listen, I just I love it because I do want to unpack it just a little bit. It’s what’s fascinating to me is that I negotiated 15 years before covid to work remote and then my boss knowing that I had to be on the road three to four weeks a month regardless was like, I’d rather you be happy where you live because you’re to be on the road regardless. So I got to work from home and then during COVID when they tried to bring everybody back, they’re like, well, you can’t be the only exception. And I’m like, okay, I have been an exception for 15 years. So that’s where I go back to, know, where is this right balance? did, I mean, COVID is as good a reason as any that it’s things are upside down. I mean, really it’s a great theory. Frazer Rice (23:22.671)Well, it also bespeaks different corporations have different cultures and certainly some people are worried about other things than others. Muriel Siebert, who I think is an amazing example of someone who took a look at Wall Street and said, look, I refuse to be held back by anything here. She started her own company and to call it a company is to not give it the respect it’s due. She’s a major absolute force in Wall Street and one of the real legends. To me, entrepreneurism is one way through this. to create the company that you want to work in is, in some ways, to me, one of the solutions for people who are having difficulty in a corporate environment that they’re in right now. Whether they’re able to be the change agent within, which is often hard at a big, you know, bulky company that turns with the agility of a battleship as opposed to being nimble in doing things or going out and starting on their own, which involves its own risks. That to me is one of the solutions. But again, not without risk, not easy by any stretch. Where did that fit into your mindset as you were thinking about this? Julia (24:37.16)Well, so, so she is an icon, not just because of what she was able to accomplish, but she also did it, I think, without a college degree. And she did it. And this is important. She did it fearlessly. And what I would love to go back in time and have a conversation with her about where did she tap into that fearlessness? And you will start to see. Frazer Rice (24:48.665)Mm-hmm. Julia (25:06.77)On my own social media, am trying to tap into that whole mindset of women need to lose fear. I’ve already talked about it, but here’s what’s important to know, right? By 2030 in the US alone, women will control $34 trillion of investable assets. I believe that that is when you start seeing the game change. Look at how Mackenzie Scott is giving without glory. I posted that in a remark that’s gone semi-viral on LinkedIn. Like she is giving without glory. She wants to give, she wants to be anonymous almost about it, and she’s giving without handcuffs. And what is she giving to? She’s giving to communities, she’s giving to schools, she’s giving to healthcare. I mean, it gives me goosebumps every single time. And so I feel like women When we start to control more, we’ll start giving in, Alice Walton is the same way, giving in a different way to change society in a more meaningful way at scale. And Muriel was a pioneer in that regard. And she is someone I think we need the next generation to know about. because she was so fearless and it’s an inspiration. But you and i both know that all kinds of things that women have accomplished are never spoken about in the same way that they are about man and about men. I do think that that’s one of the great things about some of we can go into social media some of the social media change that we see happening with alpha female and all of these great accounts that are just starting to say, know what ladies, we don’t have to buy into the patriarchy. We can do it our own way. And so I think we will finally see change, but I wanna be very clear, Frazer, it’s going to get worse before it gets better. Frazer Rice (27:12.195)Got it. So for people who are in a corporate structure, corporate environment, aren’t ready to make the leap to starting their own business, which is obviously a difficult decision, but when you’re in there, what are the things tactically that one can do to prepare, not only prepare themselves, but protect themselves against these forces that are out there? One of the thoughts I had is making sure that in the job description that you’re able to point to numerical or formulaic successes so that if a narrative is being built against you, you can point to dollars created or jobs saved or metrics that in the boardroom. Not only just qualitative successes, but also quantitative ones that makes it difficult for people to ignore you from a pure dollar perspective. Things like that, what pops up in your mind? That you would tell people to think about in terms of art directing their career. Julia (28:15.023)Yeah, well, the number one thing that I always say, and I’m kind of, it’s kind of a legend for it. So it’s ABE and it stands for Always Be Executing. And when I look back and see how successful I was in a corporate setting, of course, in my case, it was that I had a great boss and a great mentor and sponsor in him. But actually, I was always focused on executing and doing it in a way that is collaborative so that you don’t have the knives coming for you from every direction. think a lot of people who the more successful that you get in your career, you think, I’m fabulous because I’m fabulous. No. You need a mindset of I’m fabulous because I am creating a team around me, no matter who I am, even if I’m not the boss, to protect each other and help each other and lift each other up. if you are always executing and you hit on it, right, as a woman, you should always be keeping track of your metrics in a way that is tangible and defensible. But you also should never take for granted the fact that no matter how senior you are, you need to be getting something done. And I do think that it is a big mistake for people to get high on their own supply and forget that. And then, and then the sharks will come for you. So always do something. And this is just a final thing, cause I have lots of people that I mentor. They’re like, just name one thing. I’m going to give you one thing. Send meeting notes. If you go to a meeting, and everybody’s on a call, 15 people are on a call. If you’re the one who sends meeting notes and this is a hot button, right? For women, they’re like, well, I’m not the secretary. I don’t wanna take me. You know what? Put your ego, park it in a parking lot and send meeting notes. You would be shocked how much goodwill and how effective you’re perceived when those notes, like say a project is going downhill and somebody goes, but. Julia (30:30.157)Such and so committed to this and you’re like, those meeting notes were written by Julia Carrion. Nobody has to do that. But corporations get unwieldy. lot of churn happens. A lot of stuff doesn’t get done in a day. If you can demonstrate that you are someone who is acting in good faith and doing small things to keep the needle moving, somebody in senior management is going to notice that, I promise. Frazer Rice (30:53.763)The other thing I sort of, and this doesn’t just go for women, this is for people generally, is the ownership mentality and the move toward equity, and by equity I mean stock equity, where the mindset to me shifts when you move from sort of salary and bonus to equity in the firm. And that subtle shift suddenly puts you in a different position in terms of sitting at the same table as someone who is, let’s call it quote unquote, making the decisions. When you’re there and your ownership of the firm, however small it is, is rendered unimportant. First of all, that tells you to go. Second of all, I just feel like the people who exist on that plane bring up different things and then are thought of differently. Does that track with your experience? Julia (31:48.819)It does, but I think that this goes to kind of how is the corporate world changing and then how does that impact employees? So, and where I’m going with this is when I was at Wells, my compensation was a third, a third, a third. So it was a third cash, a third cash bonus and a third in stock. Do you want to know what’s going on? And I don’t know if you know what’s happened on Wall Street. Every single major bank is moving to you only get a quarter in equity and the rest of it is cash. So I think that the onus to here is on corporations to be thinking about how they’re treating employees. And to your point, what, what does that mean when you show up and how vested are you in the option? Just real quick, I want to give a shout out to Maureen Clough. I don’t know if you follow her, she just yesterday did an amazing six minute post on why companies are losing loyalty from employees. so like, again, this goes back to is everybody backsliding right now because these corporations have to realize that in order to keep good talent, you want them to have a stake in the game, but that’s winnowing, I think. Frazer Rice (33:11.819)I know. I agree. Frankly you know to me at the larger institutions that aren’t willing to sort of play ball as far as involving people in the ownership that’s a signal and when it’s a signal then you know if you’re good at your job and you bring things to bear you know there are other there are other places out there. I think those places that value you want you around and they want you to be able to participate and how the broader governance of the company works. It’s a lot like how Goldman Sachs was back when it was in the partnership days. Everyone who was a partner there understood how everything else was working and ultimately that meant that, I don’t know, I feel like Goldman still does well now, but it’s a different climate, different firm where you’re completely involved in everything else and therefore the information is out there and… it’s something that you’re not blindsided as much by what’s happening in other divisions within your firm. Julia (34:15.472)Yeah, totally agree. Frazer Rice (34:16.911)One other thought that as we were sort of squiring through this was the idea that it’s important to have information sources or networks both within your company that are outside of your reporting line, but also information networks and support outside your company. I call it sort of the kitchen cabinet of people who are similarly situated or in different spots so that you have context into which to sort of find out what your what you’re up against both inside the company and outside of it. Is that something that makes sense to you or is it something that was lacking in your current situation? How did you think about that? Julia (34:57.906)Hmm. I love that because in 2017, I took stock of the fact that I had become too comfortable in my lane and I was seeing that my influence at Wells was waning for whatever reason. And so I started blogging on LinkedIn in 2017. Because of a conversation with a Harvard sociologist that I write a lot about. Fscinating guy who predicted the current turmoil 10 years, almost 10 years ago. And so I started networking outside and I could not agree with you more that you need to be building your networks, not just inside. That goes without saying, right? Like I had a great career partly because I was a boss at gaining political capital at Wells all the time, right? Giving goodwill and getting it back but outside is critical. during our book, what we found out is, that women are more likely to put that aside. Because we feel like we’ve got too many other things going on, work, know, kids, all of the pressures, trying not to, you know, have a nervous breakdown on any given day, trying to stay fit, dealing with menopause. Which of course is a whole other thing that is a whole other bag of tricks. And so we don’t do it as much and it hurts us. So I absolutely think being deliberate about an external network is essential. When women ask me how to do that, I say to commit to a certain number of hours, half an hour to two hour, whatever you can give a week to doing it deliberately. I wish I had done that earlier in my career for sure. So it’s great advice. Frazer Rice (36:49.865)Along that line, I’m a big believer in being aware of your surroundings. In a sense aware of yourself and what your skills. Things that you’re annoyed are at are and what you’re good at and what you’re not good at. Did you take any tests or anything to understand what your aptitudes were or what you were interested in or more importantly not interested in or how you interact with other people personality wise and Is that something that resonates with you? sort of am a big sports fan. Dan Quinn, who’s the Washington commander coach. He got fired from the Falcons. He did a real deep soul searching and went in and got tested on a whole bunch of different things and where he came up short, where he was really good. And that allowed him to get hired again and to have at least some initial success with the team and hopefully going forward from my rooting perspective. But where does that fit into your analysis for people? Julia (37:50.351)Did somebody set that question up? That’s what I want to know. I am a huge believer in strength finders. Some people take discs, some do Myers-Briggs. The reason I asked if it was a setup is because strength finders saved my life. I was deemed top talent when I was like 34 years old at Wells and they gave me a career coach who by the way was Sarah Grady is her name. and she was Dick Kvasevich’s legend on Wall Street. She was his leadership coach and she gave me strength finders and I very quickly was very clear my top five strengths and then my bottom five strengths are not a surprise. Like I am zero. I’m like negative zero at woo. I was like, it won’t even shock you for a minute. Yes i do think that those kinds of valuations are critical and in fact i’m gonna talk to my twenty year old son about taking one i think you’ll end up taking disk but. One thousand percent if you if you do not know what you’re good at and why then try to find out because it can save your life i mean the awareness and the learnings that i got about myself. From taking one test have stayed with me for 25 years. And I’m gonna be really blunt here. I forgot those lessons when I stepped into a new culture and it was painful. So I think you have to also be disciplined about… Take it again, remind yourself, reread whatever book helps you stay grounded in who you are and how you’re showing up. And get some friends to give you feedback. Frazer Rice (39:44.111)Well, mean, people get better or change or worse at certain things. And so you’re not the same person you were 20 years ago. And, you know, it merits revisiting every once in a while. As we wind down here, unfortunately, we probably could go on for about three hours, which I wish we could do. But one of the things that I think is interesting, too, you talked about political capital and building it up, is that I think one piece of advice that I tend to give to people who are starting out and might be useful in the situation that we’re describing here is that when you have political capital, you’ve got to be willing to spend it occasionally. Careers, in my experience, take quantum leaps in that you’ll be going around for a while and then something good will happen and then you’ve got to kind of take advantage of the advantage while you have the advantage of having the advantage and moving up and then reestablishing the plane. And it’s a little bit like a ratchet where when the wrench turns, it doesn’t turn backward. You can kind of continue to elevate on that point. Is that something that you saw where, you know, as you were making the moves up the ladder that didn’t happen at the last situation that maybe might’ve been something that could’ve turned out differently? Julia (41:01.791)Yes, and I think that being more aware of my surroundings would have helped. I don’t think it would have changed the outcome in the other example. But the political capital that I was able to gain is that I got promoted every single time Wells did a major merger when people were panicking about their jobs. Frazer Rice (41:08.623)Mm-hmm. Julia (41:31.061)And one of the things that I did that you and I could probably discuss for two days is I gave up control of trying to manage the outcome. In other words, I went to senior management with two major mergers and I said, you know what? I don’t care what I do for the time that the companies are trying to come together. You give me something hard to do and ugly and I will get it done the right way. And then you decide whether I get rewarded or not. And when I crushed both of those tasks, I got major promotions. So I think it, I think a lot of people think, I’m going, I had a, had an employee who told me I should just get promoted because I’m sitting here and I’ve been sitting here for two years. mean, it really, life just really doesn’t work that way. In my experience, you got to work your ass off for it. And, and you have to put your ego aside and you have to hope that the universe is gonna pay you back. And I believe that because the universe always has. I believe that even now with my current situation, like everything that has brought me here has made me a spokesperson for like a better way because of what happened to me, right? I had 20 years of goodness and then I had something really hard happen. And I’m trying to make lemonade out of a very difficult situation because it is the only way, the only way out is through. So I just have to keep going through and I love the idea of yes, you’ve got to spend your political capital. can’t, know, George Bush said that you can’t just collect it. What are you collecting it for? If you’re not going to spend it. Frazer Rice (43:17.817)Exactly. Okay, we have to disembark here, unfortunately. How should people keep track of your situation? How do they find the book? And how do people get in touch? Julia (43:31.846)Yep. I have, um, I’m on LinkedIn. I have a website, juliacarrion.com. If you are looking for, I’m doing some consulting on a digital transformation always and org design or whatever. So you can find me there. And then, um, you know, today’s a big day. We are filing today or tomorrow, a response to my lawsuit. So it would probably make the news. Thank you to you for being a great ally to women and having me on. The book is walking on broken glass.com. It’s such a great name. So you can order the book on the website from any of your favorite book resellers. Frazer Rice (44:14.639)Super, well good luck with the legal proceedings. All of your information will have that in the show notes so people can find it easily. I think you’re coming off of a difficult situation. I think you’re gonna turn it into something far more transformative. Even you’re envisioning it right now. So I’m hoping for the best here. Resources & Links: Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling StrengthsFinder Assessment Julia Carrion on LinkedIn Julia Carrion's Website Connect with Julia: LinkedIn Website Stay tuned for updates on her legal case and ongoing advocacy efforts. Don't miss her insights into transforming adversity into empowerment and systemic change. https://www.amazon.com/Wealth-Actually-Intelligent-Decision-Making-1-ebook/dp/B07FPQJJQT/ Keywords: Gaslighting, Corporate Culture, Women in Leadership, Workplace Equity, Julia Carreon, Wells Fargo, Citi, Legal Battle, Glass Ceiling, Political Capital, StrengthsFinder, Work-Life Balance, Systemic Change, Weaponized HR

In this timely and important episode, Craig sits down with Lily Zheng, one of today's leading voices on workplace transformation, to tackle the challenges and evolution of DEI. Lily brings both research-backed frameworks and real-world pragmatism, reflecting on how shifting from DEI to FAIR offers a practical way through current backlash and confusion.Lily's refreshing candor provides a thought-provoking and valuable frame to the conversation. They don't shy from complexity, but treat hesitancy, fear, and failure as necessary parts of meaningful progress.The episode is filled with practical advice, including tying every initiative to a real business problem, focusing on behaviors not buzzwords, and the need for every leader to own the responsibility for inclusion. Technology's double-edged role is candidly discussed, warning leaders that AI will multiply both strengths and flaws.At its core, this episode asks: how do we actually do better? Lily urges leaders to focus on “atomic units” of behavioral change, reminding us that real progress is messy, ongoing, and built one intentional action at a time.What You'll Learn- The power and pitfalls of language in DEI work.- Navigating the politicization of inclusion.- Let data—not dogma—drive your priorities- Move beyond ‘admiring the problem': Replacing performative acts with real progress.- Redefining representation: Beyond the numbers.- Technology & AI: A double-edged sword.- The power of atomic units of change.Podcast Timestamps(00:00) - Introduction to Lily Zheng and the Origin of the Book(08:00) - Reframing DEI: Why Focus on Fairness?(14:41) – Lessons in Leadership: DEI Backlash(20:34) - From Performative to Problem-Solving DEI(25:15) - Systemic Change & Diversity Leadership(35:55) - Representation vs. Quotas and Building Trust(43:04) - Technology, AI & Fairness Risks(48:38) - FOFO: Fear of Finding Out and Organizational Reality(56:14) - The Atomic Unit: Driving Change Through BehaviorsKEYWORDSPositive Leadership, Fairness, DEI, Inclusion, Equity, Representation, Organizational Change, Systemic Change, Workplace Culture, Diversity, Performative DEI, Accountability, Unconscious Bias Training, Artificial Intelligence, Politics, Cultural Transformation, CEO Success

In this episode, Saul is joined by Mariya Filipova, CEO at Proclaim, a renowned healthcare executive, investor, and now Course Director at Harvard School of Dental Medicine. The conversation centers on the concept of Care Convergence, a vital shift in healthcare delivery that moves away from traditional, siloed treatment toward a "whole-person" approach.  Mariya explains that the current healthcare system is often hampered by quarterly financial cycles and fragmented clinician training, which fail to account for the interconnected nature of the human body. She emphasizes that true systemic change begins with education, leading her to co-design a first-of-its-kind program at Harvard. This curriculum is specifically built to connect clinicians and innovators with the business, technology, and cross-disciplinary skills necessary to lead the next generation of integrated care delivery. Tune in to discover how bridging the gap between clinical practice and business strategy can dismantle healthcare silos and finally put the whole patient at the center of the system. Resources: Register for the webinar here:  https://bit.ly/4uj014j Apply now to the Convergent Leadership: Bridging Clinical Care, Business, and Technology: https://web.cvent.com/event/746b6bcb-1d12-4082-9c8c-c68c8b9e85fb/register Connect with and follow Mariya Filipova on LinkedIn. Follow Harvard School of Dental Medicine on LinkedIn. Explore the Harvard School of Dental Medicine Website. Follow Proclaim on LinkedIn. Explore the Proclaim Website.

Join us on The Founder Spirit podcast with Ajaita Shah as we unlock the transformative power of entrepreneurship and impact in rural India through the remarkable story of Frontier Markets. Discover how one woman's journey from New York City as an eighth member of a jewelry dynasty to leading India's largest rural e-commerce platform is reshaping lives, empowering 40,000 women, and unlocking millions of dollars in rural commerce. This episode reveals the unfiltered challenges, bold innovations, and deep human stories behind building sustainable change at scale. Ajaita shares the core principles guiding her mission—dignity, inclusivity, and impact—highlighting how technology, strategic partnerships, and unwavering purpose drive her vision to empower one million women entrepreneurs by 2030. Her lessons on resilience, leadership, and building trust—especially as a female founder in patriarchal India—are invaluable for aspiring social entrepreneurs, impact investors, and anyone committed to creating a legacy of lasting change.How did an eighth-generation member of a jeweler family in New York City come to serve the poor & build prosperity for rural women in India? TUNE IN to this conversation & find out. Don't forget to subscribe and support us on Patreon!For detailed transcript and show notes, please visit TheFounderSpirit.com.Also follow us on: - LinkedIn: https://www.linkedin.com/company/TheFounderSpirit- Instagram:  https://www.instagram.com/TheFounderSpirit- YouTube:  https://www.youtube.com/@TheFounderSpirit- Facebook:  https://www.facebook.com/TheFounderSpirit- X:  https://twitter.com/founder_spiritIf this podcast has been beneficial or valuable to you, feel free to become a patron and support us on Patreon.com, that is P-A-T-R-E-O-N.com/TheFounderSpirit.As always, you can find us on Apple, YouTube and Spotify, as well as social media and our website at TheFounderSpirit.com.The Founder Spirit podcast is proud to be a partner of the Villars Institute, a non-profit foundation focused on accelerating the transition to a net-zero economy and restoring planetary health.About This Podcast:Whether you are an entrepreneur, a mid-career professional or someone who's just starting out in life, The Founder Spirit podcast is for you!In this podcast series, we'll be interviewing exceptional individuals from all over the world with the founder spirit, ranging from social entrepreneurs, tech founders, to philanthropists, elite athletes, and more. Together, we'll uncover not only how they manage to succeed in face of multiple challenges, but also who they are as people and their human story.So TUNE IN & be inspired by stories from their life journey!

In this episode of The Gritty Nurse Podcast with host Amie Archibald-Varley, she interviews fellow nurse, Danielle Gibbs Koenitzer. Danielle recounts her experience presenting to the Emergency Department at St. Thomas Elgin General Hospital—the very institution where she served as a nurse. Despite her clinical background as an emergency room nurse and professional ties to the facility, Danielle's care was marked by significant gaps, dangerous dismissal of her symptoms and pain. and questions concerning racial bias and health equity.  Her experience is not an anomaly, but a reflection of a documented public health crisis. In Canada, studies show that Black patients are 22% less likely to receive any pain medication compared to white patients, and many healthcare providers still hold the dangerous, non-evidence-based belief that Black people have a higher pain threshold. These biases often lead to misdiagnosis and medical neglect, where symptoms are ignored until they reach a point of no return. The conversation moves beyond the clinical errors to address the institutional silence that followed. Danielle discusses her ongoing efforts to seek accountability from the hospital's leadership team, who have yet to provide substantive answers or engage in a meaningful quality improvement process. This is a factual look at the systemic barriers Black women face in healthcare and the breakdown of institutional responsibility when patients demand transparency. Black women do not seek justice and accountability only during the month of February, but every day they navigate a system that fails them. Episdoe EDIT: @10:37 Danielle says 180 cm, she meant to say 180cc of fluid. Takeaways Danielle's journey into nursing was influenced by her mother's advice. She has worked in various nursing roles, including critical care and education. Danielle experienced severe pain after a medical procedure but faced challenges in receiving adequate care. Her experience highlights systemic failures in healthcare, particularly for Black women. Racial bias plays a significant role in how pain is perceived and treated in healthcare settings. Danielle's colleague had a vastly different experience at the same hospital, raising concerns about racial disparities. The healthcare system often dismisses the pain of women, especially women of color. Education on racial bias in healthcare is crucial for future providers. Advocacy for patients is essential, but can be difficult for those within the system. There is a need for co-conspirators to address and change systemic issues in healthcare. Keywords: nursing, healthcare, racial bias, pain management, advocacy, systemic issues, black women, healthcare disparities, patient experience, interventional radiology Chapters 00:00 Introduction to Danielle's Journey 02:25 The Painful Experience: A Personal Story 05:04 Systemic Issues in Healthcare for Black Women 07:46 Racial Bias in Pain Management 10:42 The Aftermath: Seeking Accountability 13:03 Reflections on Healthcare Inequities 21:38 Addressing Racial Bias in Healthcare 25:21 The Challenges of Self-Advocacy in Medicine 27:15 The Need for Systemic Change in Healthcare 32:00 Empowering Patients and Advocates 35:34 The Call for Co-Conspirators in Healthcare Reform * Listen on Apple Podcasts – : The Gritty Nurse Podcast on Apple Apple Podcasts  https://podcasts.apple.com/ca/podcast/the-gritty-nurse/id1493290782 * Watch on YouTube –  https://www.youtube.com/@thegrittynursepodcast Stay Connected: Website: grittynurse.com Instagram: @grittynursepod TikTok: @thegrittynursepodcast Facebook: https://www.facebook.com/profile.php?id=100064212216482 X (Twitter): @GrittyNurse Collaborations & Inquiries: For sponsorship opportunities or to book Amie for speaking engagements, visit: grittynurse.com/contact Thank you to Hospital News for being a collaborative partner with the Gritty Nurse! www.hospitalnews.com 

What if unlocking educational excellence meant embracing both our past traumas and the resilience we've built through them? In this compelling episode of Voices for Excellence, Dr. Michael Conner welcomes Dr. Paul Miller, an influential educator and author, as part of our Black Excellence series during Black History Month. With a visionary approach that bridges the past and future of learning, Dr. Miller's leadership and literary works challenge conventional narratives and inspire transformative change.Dr. Miller is currently the Chief Academic Officer at Exceptional, overseeing 27 (soon to be 29) charter schools in Rochester, New York. His dedication to educational equity, especially for Black and brown students, is reflected in his best-selling books and his mission-driven approach to school leadership. But it's the personal stories, as much as the professional insights, that make his voice such a crucial addition to modern educational discourse.This episode dives into the heart of systems transformation, using Dr. Miller's books, such as From Gutter to Greatness and The Good Me and the Hood Me, as lenses for understanding how authentic leadership and self-awareness can redefine educational outcomes. Dr. Miller unpacks the necessity of addressing personal and professional wounds to foster school environments where every student can thrive.What You'll Learn:Embracing Vulnerability: Understand how acknowledging personal struggles can lead to authentic and effective leadership.Transforming Mindsets: Explore strategies for collective teacher efficacy to create meaningful change in student outcomes.Redefining Resilience: Learn how the dualities within students, such as 'the good me and the hood me,' can be strengths rather than deficiencies.Systemic Change through Storytelling: Discover how storytelling and lived experiences can inform educational practices and policies.The Power of Purpose-Driven Leadership: See how connecting personal pain to a larger purpose can drive educational excellence.This conversation is not just about reforming schools, it's about reshaping the cultural narratives that drive educational systems. Dr. Miller's insights beckon us to reimagine the future of education with a renewed commitment to authenticity, empathy, and courage.Subscribe and share to continue driving the future of education for all.

Send a textThrough technical difficulties, we will prevail! Happy Black History Month!  Markus Lloyd and Antwuan Malone are joined by Dr. Christina Edmondson and Chad Brennan, authors of Faithful Anti-Racism: Moving Past Talk to Systemic Change, to discuss what faithful anti-racism looks like in our current political and cultural moment._____________________________Podcast Subscription LinksApple Podcast: coloredcommentary.com/appleSpotify: coloredcommentary.com/spotifyGoogle Podcasts: coloredcommentary.com/googleStitcher: coloredcommentary.com/stitcherIHeart Radio: coloredcommentary.com/iheartradio

Eugene Kirpichov is Co-Founder and Executive Director of Work on Climate, a global community helping professionals take action on climate across industries and disciplines. Originally created to help people transition into climate-related careers, the organization is now evolving toward a deeper goal: empowering individuals to become climate leaders—people who transform their companies, sectors, and communities from within.In this episode of Inevitable, Kirpichov shares why the “get a climate job” model is no longer enough, and why systemic change depends on how professionals use their power. The conversation explores the concept of regenerative economics, the breakdown of siloed climate thinking, and the need for new economic architectures that support resilience, not extraction. We also dive into what it means to build bottom-up leadership, how Work on Climate is shifting its model, and why now is a critical moment to invest in alternatives that go beyond federal policy.Episode recorded on Jan 22, 2026 (Published on Feb 3, 2026)In this episode, we cover:(0:00) Intro(2:40) Climate as one piece of a larger systemic crisis(7:19) An overview of Work on Climate(11:28) Why the climate job market isn't enough(17:08) The shift from jobs to leadership and power(24:49) What a regenerative economy actually means(32:00) Building new economic operating systems(37:00) The Work on Climate member experience (46:49) Final thoughts on reclaiming powerLinks:Eugene Kirpichov on LinkedIn: https://www.linkedin.com/in/eugenekirpichovWork on Climate: https://workonclimate.org/ Enjoyed this episode? Please leave us a review! Share feedback or suggest future topics and guests at info@mcj.vc.Connect with MCJ:Cody Simms on LinkedInVisit mcj.vcSubscribe to the MCJ Newsletter*Editing and post-production work for this episode was provided by The Podcast Consultant

In this episode, Dr. Stuart Slavin speaks with Dr. Kristen Demertzis, clinical psychologist and director of GME Well‑Being at Northwell Health. They explore how thoughtful, system‑level approaches can strengthen the well‑being of residents, fellows, faculty members, and program leaders across a large academic health system. Dr. Demertzis shares her journey into resident well‑being work, the importance of early culture‑setting during orientation, and how fostering psychological safety and shared vulnerability helps residents and fellows feel supported. She discusses a range of initiatives—reflective discussions, stigma‑reduction efforts, wellness check‑ins, and enhanced access to mental health resources—that promote connection, normalize help‑seeking, and improve awareness of available support. The conversation also highlights how data‑informed decision‑making, cross‑department collaboration, and continuous evaluation are driving meaningful improvements in resident/fellow experience. Listeners will gain insight into how intentional culture‑building and system-wide engagement can create healthier, more resilient learning environments in medical education.   Podcast Chapters 00:00 – Introduction and Welcome 01:00 – Dr. Demertzis' Journey into Resident Mental Health Advocacy 03:06 – Dr. Demertzis' Leadership as Director of GME Well‑Being and Committee Integration 04:57 – Expanding GME Well‑Being: Multi‑Role Leadership in Culture and Orientation 07:51 – Establishing Culture and Psychological Safety 08:39 – Addressing Mental Health Stigma and Implementing Wellness Checks 12:27 – Launching Digital Well‑Being Tools: Website and App Enhancements 13:40 – Using Data to Drive System-Wide Well‑Being Improvements 16:28 – Closing Thoughts and Resources

How do we live in harmony with each other and the natural world?Cindy Forde is a thought leader and acclaimed author with over 25 years dedicated to systems change. In 2023, she won the Change Champion Award alongside leaders such as David Attenborough and Malala Yusafzai for her children's book 'Bright New World,' which was adopted by the Australian National Curriculum. She founded Planetari, pioneering Earth-led education, earning a Climate Positive Award at UN COP28. Previously MD of Blue Marine Foundation and CEO of Cambridge Science Centre, she is an Associate Fellow of University of Cambridge Homerton College where she is currently co-founding the Centre for Systemic Change. She is a trained yoga teacher and sound healing practitioner.In this profound conversation, we explore the role of spiritual practice in sustaining changemakers, the paradox of living in systems misaligned with our values, and why "cosmic time" might offer a more realistic perspective on transformation than human urgency. Cindy shares why we need the courage to build entirely new models rather than fixing broken systems, and how current education systems crush the natural interconnectedness that children understand.For more of Cindy's work:Website: https://cindyforde.world/Planetari: https://planetari.world/LinkedIn: https://www.linkedin.com/in/cindy-forde-10668911/For more from Mark McCartney:Newsletter: https://www.whatisagood.life/LinkedIn: https://www.linkedin.com/in/mark-mccartney-14b0161b4/YouTube: https://www.youtube.com/@whatisagoodlifeInstagram: https://www.instagram.com/markcmccartney/00:00 - The Guiding Question of Harmony 05:45 - Growing Up Between Two Worlds 12:30 - Discovering Spiritual Practice 18:45 - Inner and Outer Coherence 25:15 - The Corporate Paradox 30:00 - Understanding Cosmic Time 35:30 - Urgency and Thinking Differently 40:30 - Single Issues to Systems 44:00 - Courage to Call Out 47:30 - Crushing Natural Interconnectedness 50:00 - What Is a Good Life

In this episode of Acta Non Verba, host Marcus Aurelius Anderson sits down with JC Glick, retired Army Lieutenant Colonel and CEO of the Commit Foundation, for a deep conversation about leadership, transformation, and the power of questioning our assumptions. They explore how multiple truths can exist simultaneously, the dangers of concrete thinking in a complex world, and why being willing to be wrong takes more courage than being right. The discussion moves from philosophy and cognitive bias to veteran transition, AI as a thought partner, and the critical difference between transition and transformation. Episode Highlights [3:33] The Philosophy Tree: JC proposes creating a "philosophy tree" tracing Tony Blauer's influence on modern warrior-philosophers and discusses why Tony deserves recognition as a philosopher, not just a self-defense expert. [6:49] Multiple Truths Exist: JC challenges the idea that you must stand firmly on everything, arguing that multiple truths can exist simultaneously and that your truth doesn't make someone else's false. [34:49] Transition vs. Transformation: JC explains the critical difference: "Transitions happen to you. Transformation is a deliberate process with a desired outcome." He uses the powerful metaphor of turning a can into a Tesla. [46:00] AI as Hybrid Intelligence: The conversation shifts to AI's potential as an equity builder and thought partner rather than an answer machine, with JC advocating for "hybrid intelligence" that superpowers human thinking. JC Glick is a retired Army Lieutenant Colonel with 11 combat tours in the 75th Ranger Regiment and Asymmetrical Warfare Group. As CEO of the Commit Foundation, he leads a transformational organization helping special operations veterans, their spouses, intelligence community members, and allied forces reconstruct their identity and purpose beyond military service. JC is the author of Meditations of an Army Ranger and A Light in the Darkness, and contributes regularly to Forbes on topics of resilience, innovation, and purposeful human connection. His work is grounded in evidence-based adult development theory and focuses on helping individuals transform rather than simply transition. Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

Inclusion in education isn't working as well as it should. Despite good intentions, many neurodivergent young people are still being left behind, leading to lifelong consequences for their well-being and opportunities. In our latest SENDcast episode, host Dale Pickles is joined by a record number of guests - five members of the Compass Panel - a passionate group of professionals committed to neuro-inclusion. Featuring Liz Day, Victoria Bagnall, Dr Helen Ross, Fintan O'Regan, and Pete Jarrett the panel explores the pressing need for systemic change in education. They discuss how current systems often fail neurodivergent individuals and how practical, evidence-informed changes can transform inclusion from an aspiration into an everyday reality. The conversation addresses what's currently happening in schools, the rising exclusion rates as a warning sign of deeper systemic issues, and a roadmap toward a genuinely neuroinclusive society. Join them for insights on actionable steps that individuals and organisations can take to implement positive change. View all podcasts available or visit our SENDcast sessions shop!   About Liz Day Liz is an experienced trainer and facilitator, passionate about mental health, neurodiversity, and cultivating a safe environment for all. She began her career as a teacher with a specialism in PE, drawing on her background as a former county-level gymnast and lifelong love of sport. This shaped her inclusive teaching approach and continues to influence her work today - sport remains central to her identity and wellbeing.  ​Transitioning into communications, Liz contributed to high-profile projects such as the successful London 2012 Olympic and Paralympic Games bid, focusing on community engagement and stakeholder relationships. This developed her skills in building trust, fostering collaboration, and facilitating meaningful initiatives.​ Over the past decade, Liz has specialised in neurodiversity and education, working with award-winning businesses, families, schools, and national charities, including the British Dyslexia Association. She combines her personal and professional insights to share strategies for creating inclusive living, learning, and working environments.​ Liz regularly appears on BBC Radio 5 Live.   In 2024, Liz completed a master's in psychology at the University of Exeter, with her thesis exploring mental health literacy in young people. This academic achievement and her practical expertise ensure her training is evidence-based and highly relevant. Liz's engaging style and commitment to empowerment make her a trusted advocate and leader in mental health, education, and neurodiversity.    Contact Liz www.collectivelydiverse.co.uk https://www.facebook.com/profile.php?id=61572518254058 instagram.com/collectivelydiverseuk liz@collectivelydiverse.co.uk   About Victoria Bagnall Victoria is a neurodiverse teacher and mother of 3 girls  who has dedicated her life to raising awareness of essential brain  She believes that knowledge of executive functioning helps people to be kinder to themselves and those around them and has the power to change the world.   About Victoria www.connectionsinmind.co.uk https://www.instagram.com/connectionsinmind/ https://twitter.com/VictoriaBagnal2 schools@connectionsinmind.co.uk   About Fintan O'Regan He was the Head teacher of the Centre Academy from 1996 -2002, which was the first specialist school in the UK for students between the ages of 7-19 specialising issues related to ADHD, ASD and ODD.     He is an associate lecturer for Leicester University, the National Association of Special Needs, the Institute of Education, the Helen Arkell Dyslexia Centre and the former Vice Chairman of the UK ADHD Network and of the European ADHD Alliance.   Fintan now works as trainer and consultant for schools and school support systems including, Social Services, Health, the Police and Foster carers   with regards to providing behaviour management strategies for children and families struggling with SEND and behaviour issues.    Contact Fintan www.fintanoregan.com https://www.facebook.com/FintanORegansBehaviourManagementConsultancy/ https://x.com/fintanoregan fjmoregan@aol.com   About Dr Helen Ross Dr Helen Ross is a fully qualified special needs teacher and former SENCO, working as an independent educational research consultant, specialist assessor and SEND expert. Helen is a Trustee of the British Dyslexia Association, Chair of the Wiltshire Dyslexia Association and is on the board of the US, not-for profit National Coalition of Independent Scholars. She has consulted for the British Dyslexia Association, The Committee for Science and Technology (part of the UK Government), and Wiltshire Local Authority. She also works internationally with various third sector and commercial organisations with evaluation, consultancy and resource development. Helen's research explores stakeholder experiences of SEND provision within the mainstream education sector, focussing on the empowerment of those supporting young people, to help them to take ownership of their own learning. She uses her findings from research to inform her own practice and to support other practitioner in their own work, through CPD webinars and live sessions.   Contact Helen http://helensplace.co.uk/ https://x.com/drhelenross helen@helensplace.co.uk     Useful Links EBSA Toolkit for Schools Compass Panel    B Squared Website – www.bsquared.co.uk  Meeting with Dale to find out about B Squared - https://calendly.com/b-squared-team/overview-of-b-squared-sendcast  Email Dale – dale@bsquared.co.uk  Subscribe to the SENDcast - https://www.thesendcast.com/subscribe   The SENDcast is powered by B Squared We have been involved with Special Educational Needs for over 25 years, helping show the small steps of progress pupils with SEND make. B Squared has worked with thousands of schools, we understand the challenges professionals working in SEND face. We wanted a way to support these hardworking professionals - which is why we launched The SENDcast! Click the button below to find out more about how B Squared can help improve assessment for pupils with SEND in your school.

In this episode, I speak with Yuka Nagashima, the Executive Director of Food Shift, she has spent her career working at the intersection of food, equity, and environmental impact. Food Shift is an organization dedicated to transforming our food system by addressing wasted food, redistributing surplus, and building more just, regenerative local food economies. Food touches every part of our lives. It shapes our health, our culture, our economy and our planet. Yet in the United States, we throw away up to 40 percent of the food we grow. At the same time, millions of people experience food insecurity every day.That contradiction tells us something important: this isn't a problem of not having enough food. It's a problem rooted in financial insecurity, immigration and labor conditions, land rights, transportation and logistics, and market expectations that demand constant abundance and “perfect” shelves.Contact and connect with Yuka: yuka@foodshift.net Food Shift: https://foodshift.net/

In this episode of Pushing Forward with Alycia, host Alycia Anderson discusses various facets of disability advocacy with guest Lilly Grossman. Lilly shares her background, detailing her transition from USC classrooms to policy boardrooms, and her experiences navigating systemic barriers in education and employment. She talks about the challenges and joys of being in a dual disability relationship and the importance of interdependence. Lilly also introduces her new initiative, Beyond the Box Advocacy, designed to aid individuals in navigating systemic barriers. They discuss the importance of storytelling in advocacy, the quiet truths of living with a disability, and the urgent need for systemic changes that prioritize accessibility and equity. Pause Points for Chapters 00:00 Introduction to Pushing Forward with Alycia 00:25 Meet Lilly Grossman: Advocate and Trailblazer 02:04 Lilly's Journey into Social Work and Advocacy 03:25 Navigating Graduate School with a Disability 06:42 Dual Disability Relationships: Love and Interdependence 09:02 Beyond the Box Advocacy: A New Vision 10:41 Systemic Barriers and Disability Justice 13:25 The Power of Storytelling in Advocacy 15:15 Quiet Truths of Disability 17:42 Hopes for Future Generations of Advocates 19:45 Upcoming Projects and Final Thoughts 21:36 Pushing Forward Moment and Conclusion A Quote from Lilly “Be the person you needed when you were younger.” ~ Lilly Grossman From Challenge to Change

How do just transition principles apply to policymaking? Brian Loma of GreenLatinos Colorado and Upstream's Sydney Harris get real about the policymaking process in a just transition to a reuse economy. They discuss everything from community stakeholder involvement; to capacity, budget, and messaging challenges; to modeling the values of reuse, and more. Stay tuned to the end for some excellent tips on messaging and education. Brian and Sydney close this rich conversation with an invitation to think of policy as a way to create multigenerational wealth and health in our communities. Resources: GreenLatinos websiteUpstream Series: The Role Of Reuse In A Just TransitionDiscussion Paper: The Belem Action Mechanism For A Global Just Transition (Bam) Why And HowClimate Action Network International: COP30 takes a hopeful step towards Justice, but does not go far enoughResources for policy engagement: For NGOs: Bolder AdvocacyFor understanding federal policy: Government 101For building grassroots power for local policy: Building Grassroots PowerAbout EPR for packagingGet involved:Join the Reuse Solutions NetworkSupport Upstream to make sure these stories continue to be heard and the reuse economy continues to grow — thank you!

In this powerful episode of RISE Urban Nation, host Taryell Simmons sits down with Dr. Sherece Y. West-Scantlebury—philanthropic visionary, equity advocate, transformational strategist, and retiring President & CEO of the Winthrop Rockefeller Foundation.With more than 33 years of leadership in public policy, community development, and values-aligned investing, Dr. West-Scantlebury reflects on her journey shaping systems across Arkansas and the nation.Discover the untold stories behind statewide initiatives such as ALICE in AR, Excel by 8, ForwARd Arkansas, and the Arkansas Enterprise Capital Grant Fund—and how Dr. West-Scantlebury leveraged philanthropy, equity, and lived experience to build lasting, generational impact.Whether you're a nonprofit CEO, emerging executive coach, philanthropic leader, or community advocate, this episode offers a masterclass in courageous leadership, legacy building, and systems transformation. Links & Resources:

Text us, We would love to her from YOU!What if love isn't something you feel… but something you generate even in a world that feels divided, chaotic, and overwhelmed?In today's powerful episode, Dr. Sandra Marie sits down with transformational teacher and former Landmark Worldwide senior leader David Cunningham, author of Your Love Does Matter, to explore what it really means to live as love not just talk about it.David shares the extraordinary story of how a single childhood moment awakened his soul, how trauma and rejection nearly shut it down, and how a lifetime of transformational work eventually brought him back to his purpose:

Bree Greenberg is a therapist and spiritual teacher. This conversation weaves the threads of power with eating disorder, the current state of the world with our relationship to our innermost sacred, the innocence. This is a challenging conversation and an incredibly important one. It is about what is most systemic and most personal. We track Bree's work with those suffering form eating disorders to the work that she is now doing, empowering people and bringing forth the movement of existence. To dive in: Bree's website or The movement of existence (Youtube)

Aidan Larkin sits down with Erin West and Detective Matthew Hogan of Operation Shamrock to unpack the global 'scamdemic' that's devastating victims and fuelling organised crime, exploring the human cost behind crypto-enabled fraud. Erin and Matthew share frontline insights on why law enforcement struggles to keep pace, how AI is supercharging scams and what systemic changes are urgently needed. We also spotlight Asset Reality's new strategic alliance with Operation Shamrock, aimed at closing the enforcement gap and accelerating victim restitution worldwide. Timestamps 00:00 – Introduction03:30 – The Scamdemic: How pig-butchering scams evolved and scaled globally10:00 – AI and the psychology of scams15:00 – Human trafficking and scam compounds20:00 – Law enforcement challenges 29:00 – Why crypto recovery is easier than you think 46:00 – Social media's role in enabling scams 59:00 – Community, Collaboration and the Crypto Coalition About Our Guests Erin West is the founder of Operation Shamrock, a nonprofit dedicated to disrupting the scam industry through education, advocacy and law enforcement support. After 26 years as a prosecutor, Erin now leads global efforts to fight transnational organized crime and protect victims. Matthew Hogan is a detective with the Connecticut State Police and co-founder of its cryptocurrency working group. He serves on the Secret Service Financial Crimes Task Force and works tirelessly to recover assets for victims of crypto-enabled fraud. Key Takeaways The Scamdemic is Industrial: Pig-butchering scams and sextortion are run from compounds housing tens of thousands of trafficked workers, weaponizing AI and psychological manipulation. Law Enforcement is Outpaced: Crypto recovery is technically easier than physical asset recovery, but resource gaps, bureaucracy and lack of training stall progress. Systemic Change is Needed: From unified reporting systems to breaking down silos, collaboration across law enforcement, tech platforms and financial institutions is critical. Our Partnership with Operation Shamrock Asset Reality and Operation Shamrock have formed a global strategic alliance to: Deliver monthly free crypto seizure training to U.S. and international law enforcement via the Crypto Coalition. Develop standardized playbooks for intake, seizure, and investigation workflows. Launch a global advocacy initiative making victim restitution a core success metric for crypto enforcement. As Aidan Larkin says: “This isn't just about crypto, it's about systemic change. If we empower local agencies with the right playbook and tools, we can disrupt billion-dollar networks before the funds vanish.” Learn moreResources Operation Shamrock Crypto Coalition Chainalysis Report: Seizable Crypto Assets in 2025 Stay Connected Subscribe to Seize & Desist for all the latest insights on asset recovery. Disclaimer Our podcasts are for informational purposes only. They are not intended to provide legal, tax, financial, and/or investment advice. Listeners must consult their own advisors before making decisions on the topics discussed. Asset Reality has no responsibility or liability for any decision made or any other acts or omissions in connection with your use of this material. The views expressed by guests are their own and their appearance on the program does not imply an endorsement of them or any entity they represent. Views and opinions expressed by Asset Reality employees are those of the employees and do not necessarily reflect the views of the company. Asset Reality does not guarantee or warrant the accuracy, completeness, timeliness, suitability or validity of the information in any particular podcast and will not be responsible for any claim attributable to errors, omissions, or other inaccuracies of any part of such material. Unless stated otherwise, reference to any specific product or entity does not constitute an endorsement or recommendation by Asset Reality.

The gap between a promising AI pilot and enterprise-wide, scalable impact remains a critical divide where momentum and resources often stall. Today's guest is Deborah Golden, U.S. Chief Innovation Officer at Deloitte who returns to the show to join Emerj CEO Daniel Faggella to tackle the costly reality of stalled AI initiatives. This conversation moves beyond traditional theory, offering a new strategic lens for driving the systemic and cultural change required to scale AI responsibly.  Deborah shares how leaders can overcome deep-seated organizational inertia that typically hinders initiatives, architecting novel approaches for innovation – like AI sandboxes, portfolio-based funding, and "blameless postmortems" – forging the critical, and often missing, connective tissue between experimentation and measurable business impact. The conversation delivers concrete strategies for connecting innovation to core operations and unlocking the promise of AI across your enterprise. This episode is sponsored by Deloitte. Discover how your company can connect with Emerj's audience through our curated media offerings: emerj.com/ad1. Share your perspective with an audience of enterprise AI decision-makers — apply to join the AI in Business podcast: emerj.com/expert2.

On Episode 610 of Impact Boom, Jacob Hill of Offploy discusses how inclusive employment enterprises are breaking down stigma and driving meaningful change for people exiting the criminal justice system, and why social entrepreneurs must prioritise long-term commercial sustainability to maximise impact and lead with purpose. If you are a changemaker wanting to learn actionable steps to grow your organisations or level up your impact, don't miss out on this episode! If you enjoyed this episode, then check out Episode 497 with Kevin McCracken on helping prisoners build intergenerational wealth and sustainable employability -> https://bit.ly/44gMdMk The team who made this episode happen were: Host: Indio Myles Guest(s): Jacob Hill Producer: Indio Myles We invite you to join our community on Facebook, LinkedIn or Instagram to stay up to date on the latest social innovation news and resources to help you turn ideas into impact. You'll also find us on all the major podcast streaming platforms, where you can also leave a review and provide feedback.

What does freedom actually mean in 2025, and how do we keep it?In this powerful conversation, Jaymie Icke and I dig into censorship (the “calm before the storm”), platform dependency, digital IDs, social engineering, the loss of rites of passage, over-labelling, personal responsibility, and how local communities can become ungovernable (in the best way) by decentralising food, education, money and media.We also celebrate 6 years of Ickonic and talk about why independent platforms matter more than ever.In this episode we discuss:- Freedom as choice vs safety as control- Censorship 2.0 and why getting channels back may be a trap- Platform independence: using mainstream reach without dependence- Self-sabotage, over-labelling & the “adult children” problem- Rites of passage, responsibility & mindset (you are worth investing in)- Health sovereignty: food, movement, nervous system, terrain- Community power: localising supply chains, schooling & media- Practical ways to start now - at home, with family, and on your street

Chris Rubens is a professional skier and a professional farmer. His film, ‘Farming Turns' (available on YouTube 11.19.25), explores both, as well as friendship, family, and how to create life that better aligns with your values. Plus, there's a great cameo from Chris' longtime friend, Hoji.Let Us Know Your Thoughts!Email us here or leave a comment on our site with your hot take or thoughts on the film. Or tell us which movies you'd like to see us cover on Blister Cinematic.RELATED LINKS:BLISTER+ Get Yourself CoveredGet Our Newsletter & Weekly Gear GiveawaysCHECK OUT OUR YOUTUBE CHANNELSBlister Studios (our new channel)Blister Review (our original channel)TOPICS & TIMES:Chris on ‘Farming Turns' (3:20)Friendship (7:01)Hoji (11:42)Farming (12:37)Growth of First Light Farm (18:50)Refrigerators & Good People (20:29)Individual Behavior & Systemic Change (24:02)Filming in National Parks (40:55)Risk & Failure (50:03)CHECK OUT OUR OTHER PODCASTS:Blister PodcastBikes & Big IdeasGEAR:30CRAFTED Hosted on Acast. See acast.com/privacy for more information.

In today's episode of Psych Talk I chat with Gino Titus-Luciano, LMHC and founder and CEO of Kokua Mental Health and Wellness Group about juvenile justice, re-entry and correctional reform, and systemic change. Gino starts the discussion by sharing his journey into working with the juvenile justice system, re-entry and correctional reform. We discuss some of the main reasons youth get involved in the juvenile justice system from a mental health lens and strategies individuals, communities and systems can implement to reduce youth involvement in the juvenile justice system. Gino discusses re-entry and correctional reform and how mental health plays a role in each. We discuss systems of oppression and how they reinforce involvement in corrections. We also discuss how mental health professionals can better navigate systems of oppression and what we can do at various levels to break down barriers to mental health care.Connect with Gino:Website: www.kokuamhwgroup.comInstagram: @kokuamhwgoupTikTok: @kokua.mhw.groupFacebook: Kokua MHW GroupConnect with Me:Follow me on IG ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@jessicaleighphd⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow the podcast on IG ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@psych.talk.podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow me on TikTok ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@jessicaleighphd⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow me on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Youtube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Follow me on Threads ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@jessicaleighphd⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Welcome to Group Therapy Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my Facebook community: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Grow Through What You Go Through⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Ways to Work With Me:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Mind Over Matter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LGBTQ+ Affirming Masterclass⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Be a guest on my podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Resources:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Anti-Racism Resources⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LGBTQ+ Affirming Resources⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Helping Professional's Guide to Boundary Setting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Intro/Outro Music⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Life of Riley⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ by Kevin MacLeod⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Music License⁠⁠⁠⁠⁠⁠⁠⁠

Dr. Kurt Ver Beek In this episode of the Nonprofit Leadership podcast, host Dr. Rob Harter sits down with Dr. Kurt Ver Beek — longtime sociologist, adjunct professor at Calvin University, and co‑founder of the Honduran‑based nonprofit Association for a More Just Society (ASJ). Kurt has lived in Honduras for 30 + years and helps lead ASJ's mission of advancing justice through structural reform rather than simply charity. Their discussion explores how nonprofits can transition from short‑term relief approaches to tackling systemic issues, particularly in contexts of high violence, corruption, and migration. Key Topics Include: The motivation behind founding ASJ in Honduras and shifting focus from relief to justice‑oriented work. The four‑part strategy ASJ employs: investigation, alliance building, communications, and lobbying/incidence. Real‑world examples from Honduras: tackling police corruption, reducing homicide rates, auditing government institutions. Navigating donor expectations when working on long‑term systemic change rather than immediate tangible outcomes. Insights on the migration‑to‑the‑U.S. debate: root causes in origin countries like Honduras, and how systems reform might reduce migration pressures. Reflections on international aid: what works, what doesn't, and how U.S. federal funding cuts are reshaping NGOs' strategies. The distinction between charity (relief), development (capacity building) and justice (systemic transformation) — and why justice work is harder, riskier, but essential. Mentioned in This Episode: ASJ Website: https://asj-us.org Book: Call for Justice by Kurt Ver Beek & Nicholas Wolterstorff. Book: Bear Witness: The Pursuit of Justice in a Violent Land by Ross Halpern This Episode is Sponsored By: DonorBox Links to Resources: Interested in Leadership and Life Coaching? Visit Rob's website: RobHarter.com Find us on YouTube: Nonprofit Leadership Podcast YouTube Channel Suggestions for the show? Email us at nonprofitleadershippodcast@gmail.com Request a sample coaching session: Email Rob at rob@robharter.com Subscribe and Share: Listen and subscribe to the Nonprofit Leadership Podcast on iTunes, Spotify, or Amazon Don't forget to like, subscribe, and share with other nonprofit leaders!

This week, Meg and Alex dream a little bit about how the current and future advancements in artificial intelligence could promote progress in inner city neighborhoods. 

This edWeb podcast is sponsored by Evidence Advocacy Center & CORE.The edLeader Panel recording can be accessed here.Berkeley Unified School District in California (BUSD), when faced with the need to improve reading achievement for their diverse student population, boldly took action to implement a comprehensive, districtwide literacy initiative aligned with research. Since launching their Literacy Improvement Program (LIP) in 2022, the district has undergone a profound transformation in how reading is taught.Listen to this in-depth edWeb podcsat to hear from key participants in BUSD's literacy improvement program about successes, challenges, and lessons learned from the past three years. The panelists share:How they leveraged implementation science to support systemic changeStrategies for building buy-in and engagement with key educational partners, including teachers and familiesThe role of professional learning and coaching to shift mindsets and instructional practicesBUSD's plans to sustain and build upon their progressThis is a valuable opportunity to learn firsthand from educators who have undertaken the work of implementing an evidence-based literacy program and fill your toolkit with free resources, including a comprehensive implementation guide. This edWeb podcast is of interest to K-12 school and district leaders.Evidence Advocacy CenterWe Know How to Improve Student Achievement and Well-BeingCORE LearningTransform teaching and learning so that every student thrives.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Learn more about viewing live edWeb presentations and on-demand recordings, earning CE certificates, and using accessibility features.

Had an AHA or Insight? Share it:Why are healthcare costs skyrocketing for small businesses—while coverage keeps getting worse?

Systemic doesn't happen in isolation; it begins when power is shared. By placing decision-making in the hands of communities most affected by inequity, collaborative funds are reshaping philanthropy. This approach redefines who leads, who decides, and how trust is built in the places that haven't always been welcoming.  Rebecca Darwent is the founder and philanthropic advisor at Rebecca Darwent Global Inc. She is an internationally recognized expert in philanthropy, a champion of collaborative giving, and a social entrepreneur dedicated to advancing equity, liberation, and abundance through wealth and resource redistribution. She co-founded the Foundation for Black Communities (FFBC) in 2022 and led fundraising, community engagement, and advocacy that resulted in a historic $200 million capital transfer from the Canadian government to Black philanthropy. Through her advisory firm, Rebecca helps families and foundations channel their wealth and networks to empower the underfunded communities. She is also a 2024 Young Global Leader, a Women Leader for the World Fellow, and a Canadian Millennium Laureate.  In this episode, you will be able to: - Discover how collaborative funds are redistributing power and reshaping traditional philanthropy. - Learn why community-led decision-making creates more equitable and lasting impact. - Understand what it takes to build trust and partnership in historically unwelcoming spaces. - Learn why relationship-building is essential for breaking cycles of exclusion and mistrust. - Discover how Black leaders are navigating and challenging systemic barriers in philanthropy. Get all the resources from today's episode here.  Support for this show is brought to you by GiveButter. GiveButter is the easiest-to-use fundraising platform.  Your favorite fundraising tools, supercharged! Never miss a fundraising opportunity again. Givebutter Plus takes this award-winning platform to the next level with advanced automation, deeper donor insights, and eye-popping supporter engagement tools to help your nonprofit get ahead—and stay there. Connect with me:  Instagram: https://www.instagram.com/_malloryerickson/ Facebook: https://www.facebook.com/whatthefundraising YouTube: https://www.youtube.com/@malloryerickson7946 LinkedIn: https://www.linkedin.com/mallory-erickson-bressler/ Website: malloryerickson.com/podcast Loved this episode? Leave us a review and rating here: https://podcasts.apple.com/us/podcast/what-the-fundraising/id1575421652 If you haven't already, please visit our new What the Fundraising community forum. Check it out and join the conversation at this link. If you're looking to raise more from the right funders, then you'll want to check out my Power Partners Formula, a step-by-step approach to identifying the optimal partners for your organization. This free masterclass offers a great starting point.

Get ready for a warm and inspiring episode, friend, as we welcome the visionary leaders behind a truly groundbreaking moment: the phenomenal merger of Girl Rising and She's The First. We sit down with Christina Lowery, Nidhi Shukla, Kate Kiama, and Tammy Tibbetts, the women fearlessly charting this new course

In this episode of the podcast, we chat with Matt Jessop, a primary school head teacher from the North West of England who have won our Primary School of the Year TWICE! We discuss the innovative approaches Matt is implementing in his school, particularly in integrating technology and outdoor learning. The conversation digs into the challenges facing the education system, including funding issues, accountability, and the need for systemic change. Matt makes a big point about the importance of engaging students in their learning and the potential of hybrid education models to better serve diverse learners. The discussion also touches on the role of big tech in education and the necessity for a curriculum that meets the needs of today's students.Chapters00:00 Introduction02:44 Matt's Journey and School Environment06:11 Innovative Approaches in Primary Education10:51 Challenges in Education Technology and Funding15:10 Accountability and the Education System20:22 The Need for Systemic Change in Education27:18 The Evolving Skill of Learning to Learn28:05 Navigating AI and Misinformation 30:12 The Need for Reform30:51 The Fractured System32:45 Hybrid Education36:52 Vouchers and Microschools39:45 Creativity Over Regurgitation42:38 The Role of Data 44:07 A Vision for Hybrid Learning50:22 The Importance of Student Ownership in LearningConnect with Matt on LinkedInListen to Matt's Joining the Dots podcastThanks so much for joining us again for another episode - we appreciate you.Ben & Steve xChampioning those who are making the future of education a reality.Follow us on XFollow us on LinkedInJoin the WhatsApp CommunityWant to sponsor future episodes or get involved with the Edufuturists work?Get in touchGet your tickets for Edufuturists Uprising 2026

In this episode of the Econ Dev Show, Dane Carlson talks with Kat Guillaume-Delemar, President and CEO of the Center for Community Progress, the nation's only nonprofit dedicated to fixing the systems that lead to widespread vacant, abandoned, and deteriorated properties. Kat shares how systemic vacancy harms communities — from lowering property values and public health to blocking economic opportunity — and explains how policy reform, land banking, and innovative programs can restore vitality and equity to disinvested neighborhoods. Drawing from her deeply personal journey from poverty and trauma to leadership and advocacy, Kat offers inspiring insights and actionable strategies for economic developers seeking to build stronger, more human-centered communities. Like this show? Please leave us a review here (https://econdevshow.com/rate-this-podcast/) — even one sentence helps! 10 Actionable Takeaways for Economic Developers Shift the language: Avoid stigmatizing terms like "blight" and instead focus on systemic vacancy and its root causes. Educate first: Increase awareness among policymakers, residents, and stakeholders about how vacancy impacts communities and economies. Push for policy reform: Support legislation like the Neighborhood Homes Investment Act to close appraisal gaps and incentivize redevelopment. Leverage land banks: Use land banks as strategic tools to acquire, manage, and repurpose vacant properties based on community priorities. Think beyond economics: Balance the pursuit of economic growth with improving quality of life and social well-being. Humanize your approach: Design strategies that prioritize people and communities over tax rolls and property values alone. Collaborate widely: Work with residents, local leaders, and policymakers to co-create solutions tailored to community needs. Address inequities: Recognize and combat systemic issues like redlining and inequitable appraisal practices that perpetuate vacancy. Champion creative placemaking: Transform vacant lots into community assets -- from affordable housing to green spaces -- that restore neighborhood vitality. Be strategically defiant: Don't shy away from challenging unjust systems; bold advocacy can lead to meaningful change. Special Guest: Kathleen Guillaume-Delemar.

Tune in to another episode of Give The People What They Want! with Indian journalist Prasanth R and Roger McKenzie, international editor of the Morning Star. In this episode, they reflect on Israel's continued genocide on the people of Gaza, Trump's "peace" plan, major developments at the United Nations General Assembly, the UN's approval of a “Gang Suppression Force” for Haiti, and the youth protests in Morocco and Madagascar.

Tom Molenaar: Systemic Change Management—Making the Emotional Side of Change Visible Read the full Show Notes and search through the world's largest audio library on Agile and Scrum directly on the Scrum Master Toolbox Podcast website: http://bit.ly/SMTP_ShowNotes. "We tend to skip the phase where we just give the person the space to grieve, to not know, instead of that, we tend to move to solutions maybe too quick." Tom faces a significant challenge as he prepares to start with new teams transitioning between value streams in a SAFe environment. The teams will experience multiple changes simultaneously - new physical locations, new team dependencies, and organizational restructuring. Tom applies systemic change management principles, outlining five critical phases: sense of urgency, letting go, not knowing, creation, and new beginning. He emphasizes the importance of making the emotional "understream" visible, giving teams space to grieve their losses, and helping them verbalize their feelings before moving toward solutions. In this episode, we refer to Systemic Change Management, an approach that views organizations as complex, interconnected systems—rather than collections of independent parts. Instead of focusing only on individual skills, isolated processes, or top-down directives, SCM works with the whole system (people, structures, culture, and external environment) to create sustainable transformation. Self-reflection Question: How comfortable are you with sitting in uncertainty and allowing teams to process change without immediately jumping to solutions? [The Scrum Master Toolbox Podcast Recommends]

Systemic racism continues to shape medical education, clinical practice and patient outcomes. It's a topic near and dear to Dr. Uché Blackstock—physician, health equity advocate, and New York Times bestselling author of Legacy: A Black Physician Reckons with Racism in Medicine. In this episode, Dr. Blackstock reflects on her own experiences as a Black woman in medicine, including a misdiagnosis during medical school that left her hospitalized. She also examines how historical policies, such as the Flexner Report and redlining, continue to impact today's health inequities. The episode also touches on bias in clinical decision-making and the urgent need to reframe medical training around social determinants of health. This conversation with Movement Is Life's Dr. Mary O'Connor and Dr. Hadiya Green is a call to action for everyone working to advance health equity. Registration is now open for the upcoming Movement Is Life Annual Summit on Friday, November 14, 2025, in Washington, DC. This year's theme is “Combating Health Disparities: The Power of Movement in Community.” Visit movementislifecommunity.org for more information. Never miss an episode – subscribe to The Health Disparities podcast from Movement Is Life on Apple Podcasts, YouTube, or wherever you get your podcasts

On Episode 601 of Impact Boom, Gaby Arenas de Meneses of Catalyst Now discusses why leading with trust and patiently co-creating solutions is vital for advancing peace building efforts and transformative impact globally, and the key mindset shifts enabling social entrepreneurs to tackle complex problems and drive systemic change. If you are a changemaker wanting to learn actionable steps to grow your organisations or level up your impact, don't miss out on this episode! If you enjoyed this episode, then check out Episode 378 with Jeroo Billimoria on impact led entrepreneurial networks catalysing systems change -> https://bit.ly/46wS3JV The team who made this episode happen were: Host: Indio Myles Guest(s): Gaby Arenas de Meneses Producer: Indio Myles We invite you to join our community on Facebook, Twitter, LinkedIn or Instagram to stay up to date on the latest social innovation news and resources to help you turn ideas into impact. You'll also find us on all the major podcast streaming platforms, where you can also leave a review and provide feedback.

What does it look like to build Bridges in real time?In this episode, we highlight the story of a district leader who knows she can't do the work of math improvement alone. She identified her Bridges—instructional mentors and department chairs—and committed to building their capacity in two intertwined ways:Deeply internalizing the district's math objective around discourse Equipping Bridges as instructional leaders We break down the specific moves that were made to build this capacity, including modeling math discourse strategies, using monitoring tools for growth, and creating space for Bridges to practice facilitation. We also share how she is defining success for this school year—and why her compound approach matters.By building up her Bridges, she ensures the work reaches classrooms consistently. She knows she's only one person, but by positioning these leaders strategically, she multiplies her impact across the system.Key Takeaways:Why Bridges are essential to scaling math improvementTwo strands of capacity building: deep math understanding and leadership practiceSpecific strategies for equipping Bridges to lead at the school levelHow monitoring tools and facilitation practice help Bridges grow into instructional leadersWhy a compound approach (building others to build capacity) creates sustainable changeNot sure what matters most when designing math improvement plans? Take this assessment and get a free customized report: https://makemathmoments.com/grow/ Math coordinators and leaders – Ready to design your math improvement plan with guidance, support and using structure? Learn how to follow our 4 stage process. https://growyourmathprogram.com Looking to supplement your curriculum with problem based lessons and units? Make Math Moments Problem Based Lessons & Units Show Notes PageLove the show? Text us your big takeaway!Get a Customized Math Improvement Plan For Your District.Are you district leader for mathematics? Take the 12 minute assessment and you'll get a free, customized improvement plan to shape and grow the 6 parts of any strong mathematics program.Take the assessmentAre you wondering how to create K-12 math lesson plans that leave students so engaged they don't want to stop exploring your math curriculum when the bell rings? In their podcast, Kyle Pearce and Jon Orr—founders of MakeMathMoments.com—share over 19 years of experience inspiring K-12 math students, teachers, and district leaders with effective math activities, engaging resources, and innovative math leadership strategies. Through a 6-step framework, they guide K-12 classroom teachers and district math coordinators on building a strong, balanced math program that grows student and teacher impact. Each week, gain fresh ideas, feedback, and practical strategies to feel more confident and motivate students to see the beauty in math. Start making math moments today by listening to Episode #139: "Making Math Moments From Day 1 to 180.

In this episode of Disruption/Interruption, host KJ interviews Dr. Paola Ballester, CEO and Co-founder of EasyPA, about the broken state of prior authorizations in healthcare. Dr. Ballester shares her journey from pediatrician to tech founder, the real-world impact of administrative burdens on patients and clinicians, and how her AI-driven platform is streamlining processes to put patient care back at the center. Key Takeaways: The Real Cost of Prior Authorizations [2:05] – Administrative hurdles in healthcare lead to denied claims, lost revenue, and wasted time, forcing clinicians to choose between paperwork and patient care. Empathy Drives Disruption [4:35] – Dr. Ballester’s deep empathy for patients and providers inspired her to create a solution that addresses the root frustrations in the system. AI as a Force for Good [27:05] – EasyPA’s AI platform modernizes prior authorizations, making them 10x faster and giving clinicians more time with patients, not paperwork. Systemic Change is Possible [36:45] – With new technology, regulatory mandates, and a focus on patient-centered care, the healthcare system can move beyond outdated, inefficient processes. Quote of the Show [19:40]:"The assumption that physicians need to prove on a per case basis that their intent is anything other than to provide direct patient care based on evidence-based standards is wild." - Paola Ballester Join our Anti-PR newsletter where we’re keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome. Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval Ways to connect with Dr. Paola Ballester: LinkedIn: https://www.linkedin.com/in/paola-ballester-md-7738a9a8/ Company websites: easypa.ai How to get more Disruption/Interruption: Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755 Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlDSee omnystudio.com/listener for privacy information.

LinksMutant Metals Website: https://mutantmetals.com/MM on Rogue: http://bit.ly/4lY54SsGet HGC Tix: https://bit.ly/3IHA23gChapters00:00 The Partnership with Rogue03:49 Innovations in the ARC Product Line10:46 The Evolution of Product Development17:55 Challenges of Intellectual Property25:45 Transitioning the Business Model34:39 Future Directions and Collaborations41:18 The Blurring Lines of Competitive Advantage45:09 Navigating the AI Landscape and Personal Challenges48:11 The Complexity of Innovation and Idea Ownership52:03 The Challenges of Intellectual Property in a Competitive Market58:17 The Need for Systemic Change in Idea Protection01:02:59 Building Relationships and Community in the Industry

Host Julia Patrick welcomes Herb Paine, CEO of Paine Consulting Services, for a candid and thought-provoking conversation about the future of nonprofit education and leadership development. With decades of experience as a consultant, author, and sector leader, Herb brings a sharp perspective on how nonprofit organizations are preparing—or failing to prepare—for an era defined by disruption and rapid change.Herb cautions that too much of today's training for nonprofit executives and boards is locked in repetitive, outdated models. “A lot of what's going on in these spaces of learning is performative,” he explains, “but it's about doing better, not really engaging in systemic change.” Instead of producing transformative leaders, he argues, programs often reinforce traditional management practices that no longer align with the pace of technological, cultural, and social change.At the heart of his critique is governance. Boards are often celebrated for attracting members with deep pockets or corporate influence, yet that influence can restrict meaningful innovation. Herb recalls moments when distinguished board members blocked advocacy efforts because their corporate employers opposed certain policies. “What I'm more concerned about,” Herb insists, “is rethinking who governs, who's at the table, and how do we engage those people most affected by the policies and actions of organizations.”The deep conversation also surfaces a persistent issue in nonprofit leadership: the lack of standardized education and pathways. Unlike law or architecture, nonprofit leadership does not begin with a common language or academic foundation. Many executives are promoted from program roles without the necessary grounding in governance, financial strategy, or community-driven leadership. This creates a cycle of tactical rather than strategic planning, leaving organizations vulnerable to financial overextension, disengaged boards, and leadership silos.Herb further challenges consultants and educators, urging them to move away from formulaic retreats and stale curricula. Instead, he calls for dynamic, collaborative learning environments that confront fundamental questions of mission, value, and equity. He even suggests a “training school for consultants” to ensure they are equipped not just to facilitate sessions, but to guide transformation.The discussion turns briefly to philanthropy, where Herb sees funders as potential catalysts for change. While acknowledging the restrictions that often shape grantmaking, he advocates for foundations to take bold steps in supporting leadership development and systemic reinvention..Ultimately you will find Herb's message is clear: the nonprofit sector must stop spinning its wheels in repetitive systems and start rethinking leadership, governance, and education in light of the future already upon us. His forthcoming book, Up Your Nonprofit, will expand on these themes, offering a roadmap for organizations ready to embrace change.Find us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

On Episode 595 of Impact Boom, Zia Khan of The Rockefeller Foundation discusses advancing systemic social innovation through bold strategies in climate, health, and economic opportunity, while exploring the role of AI in scaling impact and reimagining collaborative networks for the future. If you are a changemaker wanting to learn actionable steps to grow your organisations or level up your impact, don't miss out on this episode! If you enjoyed this episode, then check out Episode 37 with Danielle Duell on purpose-led strategy and the power of business to improve the world -> https://bit.ly/4fRixdj The team who made this episode happen were: Host: Indio Myles Guest(s): Zia Khan Producer: Indio Myles We invite you to join our community on Facebook, Twitter, LinkedIn or Instagram to stay up to date on the latest social innovation news and resources to help you turn ideas into impact. You'll also find us on all the major podcast streaming platforms, where you can also leave a review and provide feedback.

Welcome to the Sustainable Clinical Medicine Podcast! In this Episode, Dr. Sarah Smith sits down with Dr. Stefanie Simmons, an emergency medicine physician and the Chief Medical Officer of the Dr. Lorna Breen Heroes Foundation. Together, they dive deep into the critical topic of healthcare workforce burnout and what it really takes to create healthier, more sustainable clinical environments—not just for physicians, but for all healthcare workers. Dr. Simmons shares her personal journey from residency, through struggles with peripartum depression, to pioneering new roles in clinician well-being and organizational support. They explore the stigma surrounding mental health in medicine, discuss the evolution of coaching and peer support, and look at the broader culture shift that's starting to reshape the medical landscape. Whether you're a healthcare professional searching for tools to thrive or an advocate for change in medicine, this conversation is packed with practical insights and hope for building a more supportive future in clinical practice. Here are 3 key takeaways from this episode: Systemic Change is Essential: We need to move beyond just “building a stronger canary”—the focus must be on building better, more human-centered healthcare environments that support both patients and clinicians. Removing Mental Health Stigma Matters: Dr. Simmons spotlights the real harm from outdated licensing and credentialing questions about mental health. Progress is happening: more states and organizations are removing these barriers, making it safer for clinicians to seek help. Actionable Resources Exist: The Dr. Lorna Breen Heroes Foundation provides toolkits, badges, and learning collaboratives to help organizations enhance clinician wellbeing, reduce administrative burden, and foster peer support. Meet Dr. Stefanie Simmons: Stefanie Simmons, MD is the Chief Medical Officer at the Dr. Lorna Breen Heroes' Foundation and a board-certified emergency medicine physician. She was the primary advisor to NIOSH for the Impact WellbeingTM guide for healthcare leaders, leads multi-state programs to improve the operational environment of care and remove barriers to mental health care, and serves as a national thought leader in healthcare worker well-being. Stefanie served as the Vice President of Patient and Clinician Experience for Envision over 7 years, serving 26,000 physicians and advanced practice providers with a focus on professional well-being, including translational research and programs designed to bring well-being best practices to clinical environments. She served as lead clinical faculty for the Clinician Experience Project Wellbeing program. Stefanie earned her Bachelor of Science and Medical Doctor degrees from University of Michigan and completed residency training at the University of Michigan/St. Joseph Mercy emergency medicine residency. She has completed additional training in medical education, research methods, coaching, and positive organizational psychology. Please pay special attention to this detailed list of mental health resources, tools and ways to access more information on Dr. Simmons work. ALL IN for Mental Health: https://drlornabreen.org/allinformentalhealth/ Specifically the ALL IN for Mental Health resource page: https://drlornabreen.org/allinformentalhealth/six-actions/accessible-affordable-mental-health-care/ ACEP wellbeing resource page: https://www.acep.org/life-as-a-physician/wellness Lorna Breen Heroes' Foundation Licensing/Credentialing toolkit: https://drlornabreen.org/removebarriers/ Write your Representative to support Reauthorization of the Dr. Lorna Breen Healthcare Provider Protection act: https://drlornabreen.org/reauthorizelba/ Become an Ambassador: https://drlornabreen.org/become-an-ambassador/ Donate (and thank you!): https://drlornabreen.org/donate/ -------------- Would you like to view a transcript of this episode? Click Here **** Charting Champions is a premiere, lifetime access Physician only program that is helping Physicians get home with today's work done. All the proven tools, support and community you need to create time for your life outside of medicine. Learn more at https://www.chartingcoach.ca **** Enjoying this podcast? Please share it with someone who would benefit. Also, don't forget to hit “follow” so you get all the new episodes as soon as they are released. **** Come hang out with me on Facebook or Instagram. Follow me @chartingcoach to get more practical tools to help you create sustainable clinical medicine in your life. **** Questions? Comments? Want to share how this podcast has helped you? Shoot me an email at admin@reachcareercoaching.ca. I would love to hear from you.

Trailblazing leader Angela Bonfanti, the first female president and CEO of CNIB, joins me for this week's episode of the Do Good to Lead Well podcast. Angela shares inspiring details of her personal and professional journey, driven by a deeply rooted connection to her father's experiences with blindness. Angela's story is a testament to how personal experiences shape professional paths, leading her to champion inclusivity and systemic change. Her insights on leading with purpose and finding one's "why" highlight how tangible leadership can enact real-time differences in the world.Angela's transformative leadership at the CNIB has spawned initiatives like the "Come to Work" program, which demonstrates how aligning purpose with action not only challenges stereotypes, it fosters inclusivity and opportunities for everyone. Her story is a powerful reminder that purpose-driven initiatives lead to both meaningful societal outcomes and enhanced organizational profitability/performance.This episode doesn't shy away from discussing the hard truths of leadership, such as navigating tough conversations, embracing vulnerability, and overcoming imposter syndrome. Angela offers practical advice on crafting personal purpose statements, integrating purpose into daily work, and using purpose to combat self-doubt. Her candid reflections provide invaluable guidance for leaders aspiring to strengthen their leadership journey and leave a lasting impact.Creating Your Personal Purpose StatementAngela shared her personal purpose statement on the podcast. Here it is:“I lead to challenge limits- real or assumed- and to build systems that reflect the dignity, potential and power of every person.My purpose as a leader is to turn barriers into breakthroughs and to move organizations from intention to impact, and to ensure no one is left behind in the process of progress.”To assist you in crafting yours, here is some advice from Angela:Reflect on your answers to the following questions.1. What impact do I want to make on the people, organization, or world around me? Why do I show up every day?2. What principles do I refuse to compromise on- even under pressure?3. If people talked about my leadership 20 years from now, what would I hope they'd sayThen write your purpose statement: “My purpose as a leader is to…” Keep it to one or two sentences. It should be true, bold, and feel just a bit scary to say out loud.Here's another powerful quote from Angela: “When we lead with purpose, we don't just change outcomes, we change what's possible!”Good luck and share your purpose statements in the comments!What You'll Learn- Insights into purpose-driven leadership and how it can transform organizations- Strategies for overcoming challenges and turning them into opportunities- Social good and organizational excellence go hand in hand- How to be an effective advocate- Purpose as an antidote to impostor syndrome- How to craft your own personal purpose statementPodcast Timestamps(00:00) – Angela's Path to Leading with Purpose(11:48) – Breaking Barriers: Doing Good Drives Organizational Success(21:20) – Actively Listen to Lead with Impact(31:53) – Embrace Challenges and Learn from Setbacks: The Pathway to Leadership Excellence(41:57) – The Power of Reflection for Purposeful Leadership(52:49) – Overcoming Imposter SyndromeKEYWORDSPositive Leadership, Leading with Purpose, Inclusive Leadership, Systemic Change, Advocacy, Transformative Journey, Driving Impact, Navigating Tough Conversations, Managing Polarized Environments, Constructive Dialogue, Resilience, Vulnerability, Pilot Projects, Intentionality, Humility, Overcoming Imposter Syndrome, Creating A Legacy, Personal Growth; Self-Awareness, CEO Success

In the second of our small series on Mental Health at Work, Jenn Mason and I tackled a really challenging episode (as you can see by the title). We jumped right in by asking if resilience is being "weaponized" - used as a justification for harmful systems rather than a skill to be supported.  We explore the dark side of a resilience culture, where praising people for surviving toxic, high-demand environments becomes a smokescreen for the actual problem. What is the difference between empowering people to heal versus requiring them to manage the harm inflicted upon them by broken systems? We talk about how this "grind it out" mentality is often hard-coded generationally, something Jenn and I personally experienced coming up in the Gen X workforce.  We share our own stories and hope you'll enjoy them as well. Stacie More episodes at StacieBaird.com.

A conversation with Doug Calem and Dan Barash from the Central Ohio Reuse Coalition, Emily Alfred from Reusable Toronto, and Maddie Kaufman from Zero Waste Miami about the on-the-ground work they are doing in their different communities. From fundraising and business collaboration, to work with reuse at venues and businesses, to bridging the gap between all local reuse sectors, these leaders share insights and learnings other community groups can leverage for their own success.Resources: CORC presentation deckReusable Toronto presentation deckZero Waste Miami presentation deckGet involved:Join the Reuse Solutions NetworkSupport Upstream to make sure these stories continue to be heard and the reuse economy continues to grow — thank you!

Show notes information: Show notes  Watch the video Pre-Order the Book Bringing Belonging to the Table, a leadership experience Follow me on IG: @sheldoneakins Interested in sponsoring? Contact sheldon@purposeful247.com today

What if the answer to burnout wasn't escape, but empowerment? In this transformative episode, Dr. Casey Jakubowski—educator, consultant, and founder of OK to Outstanding—joins me to unpack the real challenges and untapped potential within the profession. Together, we explore what it truly means to lead in education, even without a formal title, and how teachers can overcome imposter syndrome to embrace their inner leadership. From innovative mentoring models to creative recruitment and retention strategies, Casey shares insights that reignite purpose and inspire growth. Whether you're feeling stuck or seeking to empower those around you, this episode will challenge your thinking and elevate your leadership journey. If you're ready to go from “OK” to “outstanding,” this one's for you. About Casey Jakubowski: Dr. Casey T. Jakubowski is a dynamic leadership consultant, speaker, and educator with over two decades of experience helping individuals and organizations grow from “okay” to outstanding. Known for his passion, creativity, and unwavering commitment to servant leadership, Casey empowers teams to develop the skills, clarity, and confidence needed to lead with impact. As a nationally recognized expert in team dynamics and conflict management, Casey has successfully supported hundreds of teams—from solo entrepreneurs building their first leadership culture to large organizations navigating transformational change. His philosophy centers on one core belief: leaders grow stronger when they prioritize the growth of others. Casey has taught strategic and startup leadership at one of the top-ranked universities in the United States and has consulted across multiple industries, providing customized solutions that strengthen collaboration, boost performance, and spark innovation. A certified trainer and internationally credentialed Myers-Briggs practitioner, Casey brings research-backed strategies and real-world insight to every engagement. He is also a published author and highly regarded speaker, having presented at local, state, regional, and national events. Whether you're building leadership capacity, improving team function, or reigniting your organization's mission, Dr. Jakubowski brings the energy and expertise to guide you forward with purpose. Follow Casey Jakubowski Website: https://ctjakubowski.weebly.com/  Twitter (X): https://x.com/caseyj_edu?lang=en  Instagram: https://www.instagram.com/ctjsolutions/?hl=en  Linkedin: https://www.linkedin.com/in/ctjakubowski/  ...

What if the most toxic thing in your home isn't a chemical—but a mindset? Clean living advocate and first-time author Lindsay Dahl returns to unpack the nuanced middle ground of wellness, environmental health, and personal agency. Together, we explore the emotional toll of trying to “do it all right,” the dangers of black-and-white thinking in the age of social media, and why real change takes both individual action and systemic accountability. We talk spatulas and seed oils, fast fashion and flame retardants, fear and freedom—and why being a pragmatist in today's digital landscape is both radical and necessary. Whether you're feeling overwhelmed by wellness culture or simply want to think more critically about what's in your home and how it gets there, this conversation offers clarity, compassion, and a call to thoughtful action. 0:00 | Framing the Problem with Balance 2:20 | Education, Policy, and the Role of Media 5:40 | Health vs. Science: A Cultural Disconnect 8:06 | Control, Consumerism, and Systemic Change 11:25 | Fast Fashion as a Microcosm 14:12 | Inside “Cleaning House”: Book Preview 18:41 | The Cost of Speaking Up 23:38 | Reclaiming Community and Dialogue 26:25 | Closing and Call to Action Find Lindsay: lindsaydahl.com instagram.com/lindsay_dahl linkedin.com/in/lindsay-dahl-3617076 Pre-order Lindsay's book "Cleaning House: The Fight to Rid Our Homes of Toxic Chemicals" almost anywhere books are sold, releases 8/5/25 Find Stacy: realeverything.com instagram.com/realstacytoth missionmakersart.com Learn more about your ad choices. Visit megaphone.fm/adchoices

I want to hear your thoughts about the show and this episode. Text us here...In this empowering episode, Julie and Dan speak with Jodi Bondi Norgaard, founder of Go! Go! Sports Girls, gender equity advocate, and former White House advisor. Jodi shares the story behind her mission to challenge stereotypes and inspire confidence in young girls.From her viral moment in a toy store to advising the Obama administration, Jodi breaks down how the toys we give our children—and the messages we allow—shape confidence, ambition, and opportunity. She reminds us that when we empower women, entire communities rise.What You'll Hear In This Episode:The moment that sparked a movement for gender equityWhy confidence peaks in girls by age 9—and how to fix thatThe economics of empowerment: what happens when women earn moreThe power of conscious consumerismSimple steps we can take to build a more equitable futureConnect with Jodi here: https://www.jodibondinorgaard.com/Get Jodi's Book More Than a Doll HERECheck the show notes and text Julie directly with your thoughts about the episode! She wants to hear what inspired, challenged, and made you think.This is an invitation to join a supportive community of purpose-driven entrepreneurs who are creating an impact in the world.A mastermind is a community of peers who exchange ideas, provide support, and offer sound advice for running a successful business.Join the Confident YOU Mastermind now at https://goconfidentlyservices.myflodesk.com/confidentyoumastermindSupport the showOther helpful resources for you: For more about me and what I do, check out my website. Do you want a podcast audit? Check out this link If you're looking for support to grow your business faster, be positioned as an authority in your industry, and impact the masses, schedule a call to explore if you'd be a good fit for one of my coaching programs. Thank you for listening to our podcast. Please Subscribe! Join our Facebook GroupInstagram, TikTok We love reviews! Please leave us a review.Contact us if you want to Launch, restart, or grow your podcast.