Podcasts about systemic change

Why GLP-1 weight loss drugs, fad diets, and government inaction are hurting the public—and what we must do instead. #GLP1Risks #FoodPolitics #WellnessReform #HealthTalks

In this episode of Fraudology, Karisse Hendrick provides a comprehensive debrief following her long-awaited conversation with Kathy Stokes, the Senior Director of Fraud Prevention for AARP. Kathy shares her highlights and lowlights from leading the Fraud Watch Network, cutting through the general consumer education hype to provide practical insights for fraud and payments professionals.The conversation explores the evolving mechanics of fraud victimization in commerce, detailing how organizations like AARP are now identifying systemic vulnerabilities by monitoring "invisible" behaviors, such as how society naturally blames the victims of these crimes. Kathy provides an inside look at why the industry must move away from simply playing "whack-a-mole" at the point of transaction, moving toward shared intelligence to avoid the massive financial and emotional liabilities of sophisticated networks.We also explore the "hot topics" dominating the fraud landscape today:The Private-Public Intelligence Threshold: How the National Elder Fraud Coordination Center (NEFCC/NEFSI) is bringing enterprise giants like Amazon, Google, and Walmart together with law enforcement to drastically turn isolated smaller incidents into massive, prosecutable organized crime cases.The Complexity of Systemic Collaboration: Real-world examples of how major financial institutions are shifting their legal stances from hiding data due to perceived risk, to realizing that there is a far greater risk if they do not share fraud data across networks.The Human Element vs. The Script: Why senior fraud leadership and empathetic human support systems cannot be replaced by generic checklists, as the critical domain expertise and emotional recovery required to turn victims into survivors is found only through dedicated peer communities.Additionally, Kathy dives into the latest AARP initiatives, revealing the staggering reality of a $200 billion a year crime loss that impacts countless demographics across the United States. We break down the production behind AARP's Fraud Wars YouTube series, a historic project designed to humanize the impact of fraud and challenge the long-standing apathy within enterprise spaces. Finally, we examine how an organization's willingness to block scams depends almost entirely on shifting corporate mindsets away from accepting multi-million dollar losses as just an "acceptable level of risk."

This is Part 2 of my conversation with Stacey Gordon. In this episode, we zoom out to the bigger issue: the systems people have been naming for decades—and why this moment feels louder, messier, and harder to navigate.We talk about how increased access to information has raised awareness, but also created an environment where misinformation spreads fast and people struggle to separate truth from narrative. We also connect the dots to workplace realities—pay disparity, the value of institutional knowledge, retention, and why DEI practitioners can't do this work in silos. Coalitions matter. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this inspiring interview, Jill shares her transformative journey through health, wellness, and systemic change in education. Discover practical insights on overcoming survival mode, setting boundaries, and making impactful changes in your life and career.If you're ready for the support and structure Jill utilized to lose over 30 pounds, join the pre-sale list for th August cohort of Lift Beyond Lean. Click here to join!

Long COVID and sports injuries are becoming impossible to ignore—and this episode explores why more athletes may be dealing with fatigue, soft tissue breakdown, and prolonged recovery after viral illness. In this powerful conversation, Dr. Greg Jones sits down with Dr. Muhammad Mansour, a naturopathic doctor and regenerative medicine specialist who treats elite athletes at the highest levels.In this episode, you'll learn how long COVID may affect skeletal muscle, mitochondrial function, exercise tolerance, and systemic inflammation—and why these issues can persist even after the initial infection appears to resolve. Dr. Mansour explains how athletes can miss early warning signs, why “pushing through” fatigue may backfire, and how a more individualized recovery strategy may be critical in the post-pandemic era.If you're an athlete, coach, practitioner, or health-conscious listener trying to understand the intersection of long COVID, inflammation, and injury risk, this episode offers a science-informed perspective on what recovery may require now.

Yoli Tamu's journey from shelved recording artist to transformative educator demonstrates that the most powerful missions emerge from genuine lived experience and the willingness to turn personal hardship into purpose. Her work is built on a fundamental belief that sustainable success requires deep connection to one's values and authentic self. Rather than pursuing business ventures for profit alone, she discovered that true fulfillment comes from doing work that genuinely feeds your soul. When she created the Back to Me album, she wasn't launching a commercial product—she was processing her own journey of returning to herself after experiencing loss and disappointment. This authenticity became magnetic, drawing students and educators who recognized themselves in her vulnerability and struggle. Yoli refused to impose a predetermined mission. Instead, she allowed her work to be shaped by what her students actually needed. When they expressed anxiety about college transitions, she created resources to explore those topics deeply. When they struggled with self-awareness and communication, she developed the Clear Pathway program grounded in emotional intelligence. She models a different way of building impact while maintaining a spiritual practice of stillness and self-awareness. Yoli demonstrates that you can build something powerful without burning out, provided that what you're building is rooted in who you actually are and serves others authentically. For college administrators, student success directors, deans, and campus program leaders ready to bring transformative programming to their institutions, Yoli Tamu offers customizable workshops, panel events, and the Clear Pathway framework designed specifically for your campus needs. Her work addresses the critical gaps in student mental health, emotional intelligence, self-esteem, and professional networking skills. To explore how her programming can support your students and create meaningful impact on your campus, schedule a call to discuss collaboration opportunities here or visit thebacktomepodcast.com to learn more about her mission, podcast, and available resources. For the accessible version of the podcast, go to our Ziotag gallery.We're happy you're here! Like the pod?Support the podcast and receive discounts from our sponsors: https://yourbrandamplified.codeadx.me/Leave a rating and review on your favorite platformFollow @yourbrandamplified on the socialsTalk to my digital avatar Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Avery Haines, host and managing editor of W5, uncovers a disturbing scheme of drug smuggling through Canadian airports involving corrupt employees and bag tag switching. This investigation reveals the extent of airport corruption, its global connections, and practical tips for traveler's to protect themselves. Follow Avery @avahaines key topics Airport corruption and drug smuggling schemes Bag tag switching and tamper-proof solutions Global connections of airport crime, including Brazil and Germany Security flaws in airport employee screening and background checks Practical tips for travelers to safeguard their luggage Chapters 00:00 Introduction to Airport Corruption Investigation02:46 Uncovering the Bag Tag Switching Scheme05:35 The Impact of Corruption on Innocent Travelers08:37 Security Flaws in Airport Employee Screening11:32 The Need for Systemic Change in Airport Security14:38 Connecting Drug Smuggling to Broader Issues17:30 Whistleblowers and the Call for Accountability20:14 Practical Tips for Travelers23:35 Conclusion and Future Considerations How Drugs Are Smuggled You Tube

Send us Fan MailIn this episode of ENGINEERING CH∆NGE®, I take a systems-centered look at one of the biggest conversations happening across engineering organizations and society right now: AI.While many organizations are focused on AI models, tools, productivity, and technical readiness, this episode explores a deeper question:What happens when AI is introduced into systems that already struggle with communication gaps, lack of trust, inequitable processes, or flawed decision-making?Drawing on examples from industry and recent research, we'll discuss:• The disconnects AI adoption is exposing between leaders and employees• How AI acts as an amplifier within organizational systems• Why “human in the loop” must involve accountability, not just oversight• How people-centered organizational systems shape AI outcomes• Systems-level questions leaders should be asking before scaling AI adoptionI also introduce MESA® (Measure, Evaluate, Strategize, Act), a framework we use at The PEER Group to help organizations navigate change and continuous improvement.If you've been thinking about AI primarily as a technology issue, this episode invites you to consider the organizational systems shaping what AI will ultimately produce.Grab a latte and listen.Request your free copy of the ebook Engineering for Society at engineeringchangepodcast.com.If this conversation resonates with you, follow ENGINEERING CH∆NGE® and leave a five-star review to help more engineers and leaders join the conversation.Support the showENGINEERING CHΔNGE® is a registered trademark held by Dr. Yvette E. Pearson for producing and providing podcasts.

In this episode of Hands in the Soil, we sit down with Chuck Samuelson, recovering chef, tribal member of the Assiniboine Nation, founder of Kitchens for Good, and founder of his current nonprofit, Heal the Earth. Chuck's path into food systems work started with a question he couldn't stop asking: why does perfectly good food get thrown away while people go hungry? That question followed him out of professional kitchens and restaurants, through decades in food service, into a life where Chuck is now stewarding 43 acres of avocado groves in San Diego while building a regional food hub, an AgTech accelerator, and a co-packing manufacturing facility designed to fill the missing middle of the local food system. His work sits at the intersection of food access, farmer support, and community sovereignty, and his vision is as practical as it is bold. In this conversation, we go deep on what it actually means to work on a system rather than just within it. We talk about the difference between charity and sovereignty, the four A's of hunger relief, and why doubling down on the same hunger solutions isn't working. We talk about co-ops, farm stops, and we talk about dreams - the big, hairy, audacious kind - for what the food system here in San Diego could become.Tune in to learn more about:Chuck's journey from dishwasher at 13 to chef, restaurateur, and nonprofit founderHow watching a grocery store employee discard bruised apples became the seed for Kitchens for GoodWhat food insecurity actually means, and why over 800,000 people in San Diego, including more than 200,000 children, are affected by itWhy Chuck believes charity creates an "unfortunate power dynamic,” and what sovereignty in the food system looks like insteadThe four A's of hunger relief: accessible, affordable, appropriate, and awesomeHow cooperatives changed Chuck's understanding of what a local food economy can look likeThe Adopt an Avocado Tree program - how it started, how it works, and why it's expanding to other farmers and cropsThe role of storytelling and community in small farm successChuck's Big Hairy Audacious Dream for San Diego's food future, and what he's asking each of us to do right nowConnect + Learn More:Chuck Samuelson / Heal the Earth: healtheearth.info Instagram: @healtheearthfarm Kitchens for Good: kitchensforgood.orgConnect with Hannah: ⁠⁠⁠⁠⁠@hannahkeitel ⁠⁠⁠

May 14, 2026 ~ Chris Renwick and Lloyd Jackson speak with Lyshon D. Davis, author of Healing the Foster Child Within. Davis shares her experiences in foster care and discusses her advocacy work. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why do so many promising ideas in education stay stuck in individual classrooms? In this episode of the Getting Smart Podcast, Nate McClennen talks with Rebecca Wolfe about what it takes to turn innovation into lasting system change. From teacher agency and school leadership to accountability and knowledge-sharing, they explore how schools can create the conditions for ideas to spread, scale, and ultimately support learner thriving. Outline (00:00) Intro & The Problem (12:46) Learning From AVID (24:42) School Leadership & Culture (34:15) The Macro Challenge (41:40) Hope & A Bias Toward Action Links Read the full blog here Watch the full video here LinkedIn  

Summary Dr. Scheeringa critically examines popular trauma narratives, exploring the scientific validity of concepts like ACEs, complex PTSD, and the impact of trauma on the brain. He discusses the influence of ideology, the complexity of genetics, and the importance of personal agency in understanding trauma and mental health. Guest Links Michael Scheering's Website Youtube X Chapters 00:00 Introduction and Dr. Scheeringa's research focus 02:34 The origins of trauma research and misconceptions 04:01 What does 'brain damage' from trauma really mean? 07:20 The influence of ideology and funding in trauma science 09:38 Symptoms versus human development: what trauma does and doesn't do 12:10 Genetics vs. environment in mental health 15:17 The complexity of genetic research in PTSD and depression 19:35 Concept creep and the broadening of trauma definitions 21:43 The importance of prospective studies in trauma research 24:13 Why some people develop PTSD and others don't 26:29 Current state of genetic research in trauma resilience 29:46 Inflammation, metabolism, and trauma: emerging hypotheses 33:19 The epistemology of trauma science and the role of worldview 36:44 Recalibration and growth after trauma 38:29 The cultural and political influence on trauma narratives 42:05 The importance of personal agency and choice 44:10 The political landscape of trauma policy 47:05 Harm caused by trauma policies and narratives 50:16 The role of genetics in individual differences in trauma response 52:54 The paradox of certainty and human resilience 53:59 Closing remarks and resources     To contribute to the the Post-Traumatic Growth of Veterans click here. To learn more about Mission 22's impact and programs, visit www.mission22.org or find us on social media. IG: @mission_22. Tiktok: @_mission22

S7 Ep 27In this episode of the popular talk show, The Awake Space with Laurie Rivers you'll discover information about locational astrology which includes astro-cartography.Your host Laurie Rivers discusses the difference between transits and return charts, why all astrology deals with locations, and why relocating is not always going to give you the results you desire.Plus she answers questions from the Awake Space Magazine subscribers and gives you the must know info about the Taurus New Moon coming up on May 16th.Show Links:May 2026 Issue: Awake Space Magazine https://www.patreon.com/posts/may-issue-cover-156928737Sign Up For Charts and Channeling CLICK HERE Join The Awake Space Community at www.theawakespacepodcast.comTakeawaysAstrology and locational astrologyThe impact of planetary returnsThe significance of transits and planetary returnsThe privilege of being part of systemic change Locational astrology is one of the oldest forms of astrology.Understanding locational astrology can help us know how different energies play a role in our lives.Astrology is a system that symbolically maps out our being as spiritual beings having a human experience.The planets aren't causal; they are reflective, and the future is a tree with many branches.Groupthink and individual consciousness are influenced by Uranus, which governs both groupthink and disruptive thought.Chapters00:00 Astrology and Locational Astrology08:13 Systemic Change and Privilege14:16 The Impact of Location on Experience20:15 Understanding Astrology and Groupthink31:26 The Nature of Astrology

Jehan Hakim is a Bay Area (CA) native, mother, community organizer, and education consultant with over a decade of experience advancing culturally responsive pedagogy, professional development, and equity-driven policy. She is the founder of the Yemeni Alliance Committee, where she leads strategic foreign policy advocacy efforts that elevate Yemeni voices, influence U.S. policy, and advance human rights and humanitarian priorities. Committed to equity-centered change, Jehan works at the intersection of education, civic engagement, and policy to shape more inclusive, community-informed systems of leadership. ______________________________________________________________________ The Edupreneur: Your Blueprint To Jumpstart And Scale Your Education BusinessYou've spent years in the classroom, leading PD, designing curriculum, and transforming how students learn. Now, it's time to leverage that experience and build something for yourself. The Edupreneur isn't just another book; it's the playbook for educators who want to take their knowledge beyond the school walls and into a thriving business.I wrote this book because I've been where you are. I know what it's like to have the skills, the passion, and the drive but not know where to start. I break it all down: the mindset shifts, the business models, the pricing strategies, and the branding moves that will help you position yourself as a leader in this space.Inside, you'll learn how to:✅ Turn your expertise into income streams, without feeling like a sellout✅ Build a personal brand that commands respect (and top dollar)✅ Market your work in a way that feels natural and impactful✅ Navigate the business side of edupreneurship, from pricing to partnershipsWhether you want to consult, create courses, write books, or launch a podcast, this book will help you get there. Stop waiting for permission. Start building your own table.Grab your copy today and take control of your future.Buy it from EduMatch Publishing https://edumatch-publishing.myshopify.com/collections/new-releases/products/the-edupreneur-by-dr-will

Dr Martin Lorenz (LI) and Emily Harris (LI) came by the podcast. We spoke about their project the Anti-Brief and their reimagining of the design profession: from a profession of knowing to one of discovery. Inviting learning and conversation to its very center. This is a conversation about deep codes, conversational design and an invitation towards a different posture. Martin and Emily are currently launching a new master with Elisava - that also shows up in the conversation. This is an introduction to a different way of thinking about transdisciplinarity beyond mere interdisciplinary. We also speak of the generative move between theory (the meta) and that materiality and much more related to the practice of systems change. Life ennobling design. Enjoy!

Consultancy and systemic change in private practice with Dr Laura BennetWelcome to the Business of Psychology podcast. Today I'm joined by Dr Laura Bennett, a clinical psychologist with over 20 years of experience supporting children, young people, and their families through some of life's most complex challenges.Since qualifying in 2009, Laura has worked across a range of NHS services, before founding Oasis Psychology in Dorset in 2022. Her practice is a really good example of a specialist service, as Laura specialises in supporting children who are in care, those who have been adopted, and families on the edge of care, focusing deeply on developmental trauma and attachment, and most importantly, supporting the system around the child.Today we are looking at Laura's work beyond the therapy room. Many psychologists and therapists worry that moving into private practice means narrowing their scope to just one-to-one clinical hours. Laura is proving the opposite. She's currently spearheading the Parenting with Trauma Project in collaboration with Dorset Action for Children and Bournemouth University. It's clear from Laura's journey that she's never really stopped at the therapy room and has been working with systems and research and data. So I know that you're going to find her story really interesting, and hopefully inspirational if you are somebody who wants to do a little bit more, or different from therapy in your work.Full show notes and a transcript of this episode are available at The Business of PsychologyLinks for Laura:LinkedIn: Dr Laura BennetOasis PsychologyLinks for Rosie:Substack: substack.com/@drrosieRosie on Instagram:@rosiegilderthorp@drrosiegilderthorpThe highlightsLaura tells us about her transition into private practice after 13 years in the NHS 01:57Laura talks about what she provides through her private practice, Oasis Psychology 5:21Laura discusses how she transitioned into a service that's less focused on one-to-one work, and more about indirect support. 7:04I ask Laura about her work with Action for Children 21:42Laura gives us her advice for psychologists and therapists who have an idea for a different type of project, but feel a bit stuck 36:37Laura tells us the best place to connect with her 47:34Start Up Your Psychology PracticeAre you tired of just talking about starting your practice but never quite committing?If you're ready to stop dancing with burnout and finally go 'all in', my 90-day program, 'Start Up Your Psychology Practice,' was made for you. This is a group coaching experience designed to help you ethically replace your full-time salary in part-time hours. We handle everything: from legal compliance and GDPR to attracting your first consistent stream of self-funding clients. No more piecing it together alone.And here is the best part: sign up before the end of May to get £200 off your investment. Let's build a practice that gives you the freedom you deserve.Apply today: https://psychologybusinessschool.com/lp/start-up-private-practice-bundle/

The healthcare system is flatlining, and it's time for a professional resuscitation. This Nursing Week, join Dr. Danielle McCamey and Gloria E. Barrera for a heavy-hitting breakdown of the HESS framework—Humanity, Ethics, Social Justice, and Science—as the ultimate toolkit for systemic reform. From the grassroots power of Nurses Shift Change to the national Report for Duty call to action, we explore how to move beyond the bedside to fight for environmental justice, primary care, and safe working conditions. We are done paying the price for a profit-first system; it is time to stop working the shift and start being the change. Inside This Episode: The HESS Framework: Why merging social justice with clinical science is the future of nursing. Nurses Shift Change: How grassroots movements are mobilizing the workforce to demand better working conditions. Political Power: Why nurses must engage in policy and advocacy to fix a broken healthcare system. The Retention Crisis: Addressing the unique challenges facing young nurses and how to prevent "ethical injuries" in the workplace. Collective Action: The roadmap for nurses to unite and demand better outcomes for both patients and practitioners. Nurses are the backbone of healthcare, but systemic barriers often stifle their voices. This episode is a call to action for every nurse, student, and healthcare advocate to pivot from "coping" to "changing." "It's not just about surviving the shift; it's about changing the shift." Keywords: Nursing Week, Nursing Advocacy, HESS Framework, Healthcare Reform, Nurses Shift Change, Nursing Ethics, Social Justice in Nursing, Nurse Retention, Health Policy. Don't forget to like, share and subscribe and leave a review if you're ready to see the nursing profession lead the charge in healthcare transformation! Chapters 00:00 Introduction to Nursing Advocacy and Community Building 02:25 The HESS Framework: Humanity, Ethics, Social Justice, and Science 05:14 Public Health and Nursing: Bridging the Gap 07:45 The Power of Collective Voice in Nursing 10:45 Mobilizing for Change: The Report for Duty Rally 13:48 Strategic Nursing Leadership and Systemic Change 23:03 Awakening the Nursing Profession 24:45 The Political Nature of Nursing 26:57 Understanding Nursing as a Political Force 33:08 Addressing Racism in Nursing 39:13 The Leaky Bucket: Retaining Nurses 42:15 Ethical Injuries in Nursing More about Nurses Shift Change: https://nurseshiftchange.org  Gloria E. Barrera, MSN, RN, PEL-CSN, PLNC Gloria E. Barrera (she/her/ella) is a public health and school nurse leader, recognized expert, and dedicated nursing faculty member with over 16 years of experience. She serves as Director of an RN to BSN Program and has been recognized nationally for her leadership, including being named Nurse Influencer of the Year by ANA-Illinois, and a 40 Under Forty in Public Health honoree by the de Beaumont Foundation. Gloria is the Co-Founder of Nurse Heroes for Zero and the Society of Latinx Nurses, a Fellow of the Center for Health Equity Education and Advocacy (CHEEA) and the Alliance of Nurses for Healthy Environments, and alumni of Healing Politics '25. She is dedicated to advancing health equity, climate justice, and the next generation of nurse leaders. Danielle McCamey, DNP, APRN, ACNP-BC, FCCP Danielle McCamey is a dedicated nurse leader, educator, and advocate for diversity in healthcare. With over 16 years of critical care experience and nearly a decade as an Acute Care Nurse Practitioner, she currently serves as the Chief Advanced Practice Provider of the Pre-anesthesia Testing Department and Senior Advanced Practice Provider in the Surgical Intensive Care Unit. She also chairs the MedStar Doctoral Nurses Collaborative and is a Fellow of the American College of Chest Physicians. As the founder, CEO, and president of DNPs of Color, Inc., Dr. McCamey is committed to advancing diversity, equity, and inclusion in nursing through mentorship, leadership development, and community empowerment. 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 

The Bloody Vegans Podcast is coming back soon and while we get everything ready for what's coming next, we're reaching into the archive to bring you some of the conversations that started it all. Watch this space.First up from the back catalogue: this gem from December 2019. Jim sits down with Dora Hargitai activist, orator, and a driving force within Animal Rebellion for a conversation that feels just as urgent today as it did when it was first recorded.Dora's journey into veganism began not with a grand awakening, but with a small booklet picked up in an Aldi in Scotland. From there, a quiet curiosity became a conviction, and eventually a calling. Having worked in the oil and gas industry before pivoting to an MBA focused on sustainability, Dora's path took her through the heart of the Extinction Rebellion uprisings of April and October 2019 and ultimately to helping build Animal Rebellion into a movement that links animal agriculture directly to the climate emergency.In this episode, Jim and Dora explore what it really means to challenge the foundations of the systems we live within from the demands of Animal Rebellion and their presence at Smithfield Market, to the thorny questions of how we value nature, monetise veganism, and talk to one another across deep divides. Dora brings her characteristic warmth, clarity and unflinching honesty to all of it.Whether you've been vegan for years or you're just beginning to ask the questions, this one's worth your time.Topics include: the birth of Animal Rebellion, nonviolent civil disobedience, the Smithfield Market action, systemic change vs. individual action, vegan monetisation, activism in its many forms, and reasons to stay hopeful.A Note From 2026A lot has happened in the years since Jim and Dora recorded this conversation. The December 2019 UK general election Dora references, which she and many others hoped might be a turning point for climate policy, returned Boris Johnson with a substantial majority, and environmental ambition in government largely stalled in the years that followed. The "11 years" climate deadline Dora cites reflects the scientific framing of the time; the window hasn't got any wider since, and the urgency she describes has only deepened. On the corporate side, BlackRock, whose CEO Dora cautiously praised for his 2018 letter calling for more sustainable business values, has since significantly retreated from its ESG commitments, largely under political pressure from the American right, a retreat that perhaps illustrates Dora's own point about the limits of working within the existing system. And on the Amazon, the picture has been mixed: the election of Lula in Brazil in 2022 brought renewed protections and a measurable slowdown in deforestation, offering at least one of the rays of hope Dora was looking for. The questions she raises here, about systemic change, collective action, and what we owe each other and the planet, remain as open, and as pressing, as ever.

Send us Fan MailSummaryIn this episode, host Dave Campbell interviews author and entrepreneur Metin Pekin about the flaws in modern democracy, the influence of money and media, and a proposed system overhaul to restore true representation and accountability to the people.Key TopicsCycle of democracy and societal declineThe influence of money and media on politicsA new model for electoral representationTitlesBreaking Democracy's Chains: A New Path to True RepresentationReforming Democracy: A Conversation with Metin PekinSound Bites"Parties are the gatekeepers to political power.""The system is working as it was designed to.""The people hold the power if they exercise it."Chapters00:00The Cycle of Democracy02:14Pancake Democracy and Its Implications03:08Understanding Representative Republic vs. Democracy05:12The Uniparty System and Political Accountability07:14Gatekeeping in Politics09:30The Role of Political Parties11:31The Influence of Money in Politics15:06Accountability and Corruption in Government19:17The Disconnect Between Voters and Outcomes22:38The Role of NGOs in Political Funding25:02Foreign Policy and Political Promises27:41The Consequences of Foreign Interventions31:22Understanding Immigration and Its Root Causes32:58The Power Dynamics in Democracy38:07Proposing a New Democratic System46:25Funding Independent Representation48:38Closing Thoughts and ReflectionsSupport the show"Wherever you find yourself is exactly and precisely where God wills you to be"Support our show at the following: https://www.buzzsprout.com/2063276/supportFollow us on X:  @CFC30290Follow us on Rumble: https://rumble.com/c/c-3123766Website: https://clarityfromchaospodcast.buzzsprout.com/Website: https://clarityfromchaos.substack.comYouTube: https://www.youtube.com/channel/UCFk-DsClSJ6m0GDmAcA7AAgThanks for listening to Clarity from Chaos

Rachel Killam is an Interdisciplinary Education Doctoral Candidate at the University of South Florida. Rachel focuses on Higher Education Administration, Philosophy, and Compassion. Her scholarly work has focused on the philosophical, social, and political norms that shape higher education and education in general as a workplace. LinkedIn - https://www.linkedin.com/in/rachelkillam/ Music by Guy James (https://hyperfollow.com/GuyJames)  

Today we have the privilege of speaking with Dr. Otto Scharmer, a Senior Lecturer at MIT and Founding Chair of the Presencing Institute, has dedicated the past 20 years to helping leaders embrace cross-sector systems transformation. He is the author of the bestselling books, Theory U and just released a new book, Presencing. https://www.penguin.co.nz/books/presencing-9798890570284 https://www.presencing.org/team/vita/otto-scharmer https://ottoscharmer.com/  

In this episode, we sit down with John Barrand, CHRO for the State of Utah, to discuss an inspiring transformation in public sector performance management. John led a bold effort to overhaul Utah's performance management system—moving it from a culture of “adequacy” and silence to one focused on learning, growth, connection, and accountability. John shares how he and his team achieved legislative change requiring quarterly check-ins, implemented management training, and shifted the state's mindset around performance and development. You will want to hear this episode if you are interested in...[01:16] Initial state of Utah's performance management system[06:23] Value of continuous learning and curiosity in government [10:06] Defining the “why” for performance management in Utah[17:02] Risks and Resistance in Systemic Change[20:06] Quarterly employee check-ins initiative[25:59] Balancing fairness and measurement without alienating staff [34:28] Creation of a system-wide talent mobility program [40:01] Development of incentive structures and bonus allocations [44:22] Sustainability and future of the programPerformance Management is a Sector-Spanning ChallengePerformance management has a notorious reputation, often maligned as bureaucratic and misaligned. These challenges aren't confined to just the private sector. Public organizations often face a wealth of bureaucracy and challenges that can inhibit transformation, compounded by a cultural tendency towards silence and an adequacy mindset.When John assumed his role in 2021 for the state of Utah, over 70% of employees had an “unknown” performance rating, and only 16% had received annual reviews. The pervasive culture of silence fostered disengagement and suspicion, and performance management, where it occurred, was simply about maintaining adequacy—a relic from nearly a century and a half of defensive bureaucracy.From Compliance to ConnectionThe first pivotal move was defining purpose. Clarity on the “why” behind performance management is crucial. For Utah, the why was growth: enabling employees to learn and grow while retaining top talent—shifting away from the punitive roots of performance management. As John says: “Employees don't want feedback, they want connection. They don't want evaluation, they want attention”.One of the new steps John took was to require quarterly check-in conversations with all employees. The effect was transformational: from just 16% of employees having annual reviews to 89% participating in four quarterly check-ins within the first year. This regular cadence broke the culture of silence, making communication a legal and cultural imperative.Overhauling the System: What ChangedWhere most organizations tinker at the edges, Utah's public sector embraced bold, structural change. They implemented legislation for conversations, which included quarterly check-ins and annual reviews, demonstrating a high-level commitment to improving performance management.Only 30% of managers previously had any training, and now, over 87% have been developed in crucial skills such as feedback, resilience, and collaboration. Utah also funds performance management by reallocating cost-of-living adjustments and introducing performance-driven bonuses. Goals now consist of both output-aligned objectives and developmental “how” objectives, pushing employees to reflect on and improve their impact.Evidence of a Transformed CulturePerformance conversations have become increasingly meaningful. The organization saw a 40% increase in first-year exits for cause—not a sign of ruthless weeding out, but of identifying and addressing performance issues sooner, thereby improving overall health without a drop in retention. High-potential (HIPO) employee retention rates rose 16% above the general population, and newly calibrated bonus systems rewarded and motivated top talent. Utah's success has garnered attention from major institutions—including Harvard and the London School of Economics—looking to distill lessons from its model. Resources & People MentionedUtah Governor's OfficeUtah LegislatureHarvard UniversityLSE HB0104GRIT Initiative      Connect with John BarrandJohn BarrandConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

 Acknowledgement of Country// Save Cohealth Rally speeches, Sunday 26th April, Collingwood Cohealth. The rally demands that Labor release the independent review findings that they have had for almost two months, announce a rescue package to save more that 12,500 people who are going to lose access to critical health services and flood emergency departments. We hear from patients, families, cohealth workers, Yarra City coucillors, union delegates, on why this can not happen. This intersects with demolition of public housing, proposed cuts to the NDIS, the cost of living crisis where emergency departments are reporting a resurgence of presentations of scurvy (severe, prolonged vitamin & nutrient deficiency). Cohealth still plans to close its Collingwood, Fitzroy, and Kensington services in July. Follow the campaign via instagram.com/socialistsinhealthcare/ //We are joined by Asylum Seeker Resource Centre deputy CEO Jana Favero to discuss the coalition's widely criticised and overtly racist immigration plan. Announced on the 14th of this month, the proposed immigration policy employs sensationalist language and baseless fear mongering to reinforce white nationalist values within so-called Australia's already prejudicial immigration processes. Jana Favero has worked at the ASRC for 14 years, currently serving as the Head of Systemic Change and leading ASRC's political engagement as a trusted expert on asylum and refugee policy.//Noel Lim, CEO of Anika Legal, speaks with us about the release this week of a new report commissioned by Better Renting, Anika Legal and the Consumer Policy Research Centre which highlights perceptions of rental housing stability and needs for reform in Australia. The report, Essential Homes: Why renting is an essential service, argues that governments should treat renting as an essential service, and includes recommendations to strengthen rules around affordability, stability and housing quality. Anika Legal is a free, online legal service providing support to Victorian renters.//We replay a segment of 3CR's Radio FILEF program's International Women's Day special, featuring a round-table discussion between FILEF members Hanna, Margherita, Renata and Lorella. Renata and Lorella talk about historical examples of local union wins from the intersectional perspectives of migrant women workers. Tune into Radio FILEF, presented in Italian and English, from 6:30-7:30PM every Wednesday on 3CR 855AM, and head to 3cr.org.au/filef to listen to the full conversation and find past Radio FILEF program podcasts.//Disability advocate Andrew Bretherton continues last week's conversation about the Albanese Government's planned cuts to the NDIS in the May budget, including news about a national day of action to Protect Our NDIS on Saturday the 9th of May - follow @protectourndis on Instagram for updates and information about actions near you. Andrew is an advocate for disability rights and culture and is the convenor for Accessible Victorian Greens.//

We celebrate female empowerment while simultaneously destroying women who actually achieve it. This episode unpacks why we pile on female leaders—from Brené Brown to Mel Robbins to Gwyneth Paltrow—in ways we never do for men. Not to defend these women although some deserve critique. It's about understanding the line between legitimate critique and character assassination, and asking what happens when we redirect that energy toward systemic change instead of moral policing. Where is the line where you go from beloved to canceled? Timestamps: 0:00 Intro: The White Women Villain Pattern 2:18 We're at an Inflection Point 4:42 The Brené Brown Takedown (Threads, Reddit, Appropriation Claims) 7:04 Appropriating Black Feminist Theory 9:23 The Mendoza Line: Where Does Deserving Cancellation Begin? 12:45 Why Thought Leaders Stay Silent (Fear of Judgment) 15:20 The Grifter Accusation (Mel Robbins, Gwyneth, Reese) 18:00 Cult Leaders, Wellness Culture & False Profits 21:30 The Poet Cassie & Mel Robbins' Poem 25:15 Accountability vs. Character Assassination 28:40 The Over-Optimization Backlash 31:00 We're All Learning (Both/And Complexity) 34:20 Toxicity & Beloved-by-Millions Syndrome 37:15 It's Envy and Gender, Not Ethics 40:30 I Want to See People Win 43:00 Don't Die with Your Song Unsung 45:15 Systemic Change Happens in Community 48:30 These Women Are Mirrors, Not Heroes or Villains 51:32 We Can't Dismantle Patriarchy by Policing Women 53:55 Little Drops of Water Matter 56:14 Your Message Needs to Be Heard Be sure to share this one. Subscribe/follow/leave a review. Do all the things. It means the world to me. Prefer to watch on YouTube? Voila! https://youtu.be/9qKRgKekea4 Be sure to rate, review, and follow this podcast on your player and also, connect with me IRL for more goodness and life-changing stuff.Schedule a FREE podcast clarity call with me - Your future audience is out there. Talk to them!Sign up for the free weekly emailAllisonHare.comFollow me on Instagram, LinkedIn, Facebook, and YouTube.DOWNLOAD the free podcast equipment guide- No guesswork, no google rabbit holes, start recording todayReb3l Dance Fitness - Try it at home! Free month with this link.Feedback and Contact:: allison@allisonhare.com

This interview with Alexia Leachmann and Anna Parker-Naples explores the realitities of the fear of pregnancy and giving birth, known as tokophobia. It explores the profound impact of early childhood trauma, birth trauma, and reproductive anxiety on mental health and well-being. Featuring expert insights, it offers practical tools for nervous system regulation and trauma healing.Reproductive anxiety disorder (RAD) Birth trauma and its long-term effectsNervous system regulation techniquesTrauma-informed care in pregnancyHealing from tokophobia and attachment trauma00:00 Introduction to Tocophobia and Healing Journeys03:03 Understanding Tocophobia: Types and Roots05:56 The Impact of Reproductive Anxiety Disorder08:57 The Healing Process: Techniques and Methodologies12:04 Transforming Trauma into Empowerment15:00 The Role of Education and Awareness18:07 Personal Stories of Transformation20:55 The Need for Systemic Change in Healthcare23:57 The Intersection of Anxiety and Fertility26:57 Measuring Personal Growth and Healing30:01 Final Thoughts and Resources39:22 haths_intro_.mp339:25 Introduction to Nervous System RegulationFollow Links:Sign up for the Nervous System Regulation Coach Certification  and our Founding Cohort here:https://influentialbreathwork.com/nervouscertFollow Anna Parker-Napleson Instagram:⁠  ⁠https://www.instagram.com/healingafterthehardstuff⁠⁠Instagram: ⁠⁠https://www.instagram.com/annaparkernaples⁠⁠LinkedIn:⁠ ⁠⁠⁠https://www.linkedin.com/in/annaparkernaples⁠⁠https://www.head-trash.com/https://alexialeachman.com/https://fearless-birthing.com/ https://www.instagram.com/alexial/

Welcome to episode #1032 of Thinking With Mitch Joel (formerly Six Pixels of Separation). At a time when productivity is still measured in speed, output and constant motion, few voices are pushing for a more human… and ultimately more effective… way of working than Natalie Nixon. A creativity strategist, keynote speaker and founder of Figure 8 Thinking, Natalie has built her career helping leaders unlock the business value of imagination… not as a soft skill, but as a strategic capability. Her work sits at the intersection of design thinking, anthropology and business innovation, and her previous book, The Creativity Leap, positioned curiosity, empathy and intuition as essential leadership muscles. In her latest work, Move. Think. Rest. - Redefining Productivity & Our Relationship With Time, Natalie challenges the deeply embedded belief that more effort equals better results… arguing instead that we're not in a tech revolution, but a human one. She introduces the MTR framework (movement, thought and rest) as a way to rebalance how we work and live, emphasizing that creativity doesn't happen despite pauses… it depends on them. In this conversation, Natalie explores how burnout and busyness have become normalized, why organizations must move beyond outdated productivity metrics, and how leaders can cultivate environments where creativity and trust can thrive. She makes a compelling case that AI, while powerful, is not the story… it's the backdrop. The real opportunity lies in how humans choose to engage with it… whether we double down on efficiency or expand into imagination, play and connection. From rethinking workplace culture to redefining growth as a non-linear, deeply human process, this conversation is a call to redesign not just how we work… but why we work at all. Enjoy the conversation… Running time: 1:02:21. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Thinking With Mitch Joel. Feel free to connect to me directly on LinkedIn. Check out ThinkersOne. Here is my conversation with Natalie Nixon. Move. Think. Rest. - Redefining Productivity & Our Relationship With Time. The Creativity Leap. Figure 8 Thinking. Sign up for Natalie's newsletter. Follow Natalie on Instagram. Follow Natalie on LinkedIn. Chapters: (00:00) - Introduction to Creativity and Productivity. (04:01) - The Crisis of Creativity and Busyness. (08:06) - Redefining Creativity in Various Professions. (11:57) - The Role of AI in Creativity. (15:52) - Human Connection in the Age of Technology. (19:51) - The Infinite Nature of Creativity. (24:14) - The Importance of Play in Work Culture. (32:35) - Cultivation 2.0: Rethinking Productivity. (34:01) - Proofs of Concept: Companies Leading the Way. (39:03) - Culture and Productivity: An Inextricable Link. (40:51) - Redesigning Work: The Need for Systemic Change. (45:51) - Navigating Liminal Spaces: Embracing Uncertainty. (50:47) - The Human Revolution: Beyond Technology. (56:07) - Rest as a Productivity Tool: A Paradigm Shift.

It's easy to mistake awareness for action and anxiety for accountability. Even when we take action, it's easy to spiral into "this alone will not solve the problem." This episode is for the fighters. The ones who feel the weight of what's happening in the world and refuse to look away, whether you're building a company, working in foodtech, healthtech, femmetech, media, or simply trying to live in a way that reflects what you believe to lead systemic change. Lia Carlucci, a serial entrepreneur + founder of Food Campus Berlin, shares what systemic change looks like in foodtech / innovation. She grounds us in the science about what moves the needle on our food system. She'll spark a conversation at your dinner table about the habits around consumption we've normalized, and what they're costing us, not just environmentally, but energetically.  This episode will show you >how to hold the urgency without drowning in it. >climate anxiety → climate action >anti-hustle but pro-impact, (how to actually be in your impact-era !) >how to build community, over competition, and actually have values-led impact >how to convert what feels like helplessness into what Lia calls constructive adrenaline–turning the problem you care most about into the thing you choose to build toward. We face daunting challenges as a collective. But the path through them is not heroic isolation, it's intersection between the scientist, the corporate innovator, the entrepreneur, the policymaker and investors. That starts much closer to home than we think: Our mindset and ability to widen our circle of influence. We increase our circle of influence by collaborating with others. With those who will meet your urgency with their own, and help you make an impact in the way that is most authentic to you.

Where do you see communication happening?...Today, Abbie is joined by Hannah, Sine, and Jotte of TU Delf's Systemic Design Lab (D-SDL) to talk about life and design as playful experiments. They introduce the four core practices articulated by members of the D-SDL: Framing Complexity, Meaningful Formgiving, Building Relationships, and Nurturing Reflexivity; and discuss centering relationality, moving from extracting to reciprocity, and embracing "doing less" in design. ...Hannah Goss is Assistant Professor of Transition Design at the Human-Centered Design department at TU Delft's Faculty of Industrial Design Engineering. Her research focuses on how designers can stage their expertise to foster societal transitions, developing tools and methods to help designers understand and navigate complex systems change. Her PhD focused specifically on using design to foster the transition of the Dutch food system towards reducing food waste. Hannah is a member of the TU Delft Systemic Design Lab and the Food and Eating Design Lab, contributes to systemic and transition design education, and is part of the production team of Contexts—The Systemic Design Journal.Dr. Sine Celik is an architect and design researcher. Currently, Sine is Assistant Professor of Network-driven Systemic Change at the Faculty of Industrial Design Engineering at TU Delft. Sine's research is situated at the intersection of systemic design, innovation research and network studies. Her work focuses on the role of social dynamics when designing for and with complex societal challenges. She earned her PhD degree from TU Delft with a thesis on the development of innovation ecosystems from a network perspective. After her PhD, she joined Aalto University Design Factory in Finland for her postdoctoral studies, where she continued exploring ecosystems and design cultures. Sine has been actively engaging with the RSD and SDA community for over a decade and was one of the organisers of RSD10 in Delft.Jotte de Koning is an assistant professor of design for sustainability at Delft University of Technology (TUD). Her expertise lies in the field of participatory design and sustainability. Her research is focused on co-creation processes between different actors in the transition process. She explores how methods from the field of participatory design and approaches of design thinking are relevant for different stakeholders in sustainability transitions....Stories Lived. Stories Told. is created, produced & hosted by Abbie VanMeter.Stories Lived. Stories Told. is an initiative of the CMM Institute for Personal and Social Evolution....Music for Stories Lived. Stories Told. is created by Rik Spann....CMM Institute SubstackCMM Institute Events Page…⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Explore all things Stories Lived. Stories Told. here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.Explore all things CMM Institute here.

What does it really mean to build ethical and inclusive AI—and who gets to decide which problems we solve with technology?Dive into this conversation with Tess Posner as she and Kate O'Neill explore how education, ethics, and diverse voices shape the future of AI. Topics covered:The intersection of AI, education, and responsible technology Early experiences shaping ethical perspectives in tech Critical thinking versus just coding Unintended consequences and ethical frameworks Representation, diversity, and AI bias Organizational approaches to AI ethics Incentives and policies for responsible AI Scaling and challenges of AI literacy Adapting education for future AI challenges Building adaptive organizational cultures Hopeful signals and the next generation of technologists Connect with Tess PosnerAI 4 All WebsiteLinkedIn Episode Chapters:Exploring the Heart of Responsible AI [00:00:05]Early Influences and Tech for Human Flourishing [00:01:16]The Role of Ethics in Technology Education [00:03:33]Embedding Critical Thinking Over Code [00:06:58]Asking Unintended Consequence Questions [00:10:29]Lived Experience Shaping AI Projects [00:13:20]How Diversity Shapes Problem-Solving in AI [00:14:39]Organizational Incentives and Systemic Change [00:18:30]AI Literacy: Scaling, Challenges, and Surprises [00:28:34]Adapting Education and Future Perspectives [00:35:25]Hope, Human Alignment, and Signals to Watch [00:42:14]

Becoming Centered Podcast 67, "Performative vs Systemic Change" lays the groundwork for understanding how to design effective behavior-focused program structures that are intended to shape the behaviors of children and youth in residential treatment programs.  The key to effective design of these structures is understanding when and how to focus on performative behaviors versus when and how to focus on inner systemic change.  "Performative behavioral change" are changes in the kids' surface behaviors while they are at the treatment program.  "Inner systemic change" are changes in how the kids manage their feelings, use staff feedback, put effort into their own personal development, and manage their relationships with others. Systemic change will lead to changes in surface behaviors that are much more likely to last after kids leave a residential program. Both types of change have their place in a residential treatment program.  Depending on the design, both types of change can be encouraged through behavior-focused structures including things like point systems, point and level systems, coupon systems, token economies, and behavior contracts.  These techniques are, often times, the structural foundation of a lot of residential programs.  This podcast will give you the tools to understand how to better design and use these techniques.   

Jason Sacks is the CEO of Positive Coaching Alliance. He joined the organization in April 2006 and has since served in a variety of capacities, including President, Chief Development Officer, EVP for Business Development & Philanthropy, Director of Partnership Development, and as Executive Director of PCA's Chicago, IL chapter. Jason began his career at PCA as the Partner Development Associate for the New Jersey/Philadelphia region.  Most recently as PCA's President, Jason led the organization's growth of impact to millions of youth participating in youth sports and created innovative partnerships across all of youth sports, media outlets, leading brands, including Curry Brand/Under Armour, ESPN, National Women's Soccer League, Major League Baseball, National Basketball Association, Little League International, U.S. Soccer Federation, and many more. Under his leadership, PCA has successfully expanded its reach and impact through partnerships and attracting leading philanthropic organizations to support PCA's commitment to ensuring youth sports are done right in all communities across the country. A recognized national leader in the youth sports space, in November 2022, Jason was appointed to the U.S. Soccer Federation's New Participant Safety Taskforce, which was formed following the release of Sally Q. Yates' independent investigation. The taskforce is charged with coordinating and collaborating on conduct-related policies and procedures from the youth level to professional leagues and senior national teams and driving change across the entire soccer ecosystem. BOOK A SPEAKER: Interested in having John or one of our speaking team come to your school, club or coaching event? We are still booking Summer and Fall 2026 events, please email us to set up an introductory call John@ChangingTheGameProject.com PUT IN YOUR BULK BOOK ORDERS FOR OUR BESTSELLING BOOKS, AND JOIN 2025 CHAMPIONSHIP TEAMS FROM SYRACUSE MENS LAX, UNC AND NAVY WOMENS LAX, AND MCLAREN F1! These are just the most recent championship teams using THE CHAMPION TEAMMATE book with their athletes and support teams. Many of these coaches are also getting THE CHAMPION SPORTS PARENT so their team parents can be part of a successful culture. Schools and clubs are using EVERY MOMENT MATTERS for staff development and book clubs. Are you?  We have been fulfilling numerous bulk orders for some of the top high school and collegiate sports programs in the country, will your team be next? Click here to visit John's author page on Amazon Click here to visit Jerry's author page on Amazon Please email John@ChangingTheGameProject.com if you want discounted pricing on 10 or more books on any of our books. Thanks everyone. This weeks podcast is brought to you by our newest sponsor, Zone 14 Coaching. Zone 14 Coaching is a company built by coaches for coaches. If you have ever ended a session thinking, "Did that practice really hit the mark?" you will love what they have created. Zone 14's next-gen journals for coaches and players help you plan every practice, reflect on what worked and track progress all season long. Built on intentional coaching and backed by neuroscience, they bring structure and purpose to your training. Visit zone14coaching.com and use code Champions20 for 20% off. Or if you want to outfit your whole team or club and improve consistency across coaches, you can get in touch with Zone 14 via their website to discuss bulk discounts.  This week's podcast is brought to you by our friends at Sprocket Sports.  Sprocket Sports is a software platform for youth sports clubs.  Yeah, there are a lot of these systems out there, but Sprocket provides the full enchilada. They give you all the cool front-end stuff to make your club look good– like websites, communication tools and marketing tools – AND all the back-end transactions and services to run your business better so you can focus on what really matters – your players and your teams. Sprocket is built for those clubs looking to thrive, not just survive, in the competitive world of youth sports clubs.  So if you've been looking for a true business partner – not just another app – check them out today at https://sprocketsports.me/CTG. BECOME A PREMIUM MEMBER OF CHANGING THE GAME PROJECT TO SUPPORT THE PODCAST If you or your club/school is looking for all of our best content, from online courses to blog posts to interviews organized for coaches, parents and athletes, then become a premium member of Changing the Game Project today. For over a decade we have been creating materials to help change the game. and it has become a bit overwhelming to find old podcasts, blog posts and more. Now, we have organized it all for you, with areas for coaches, parents and even athletes to find materials to help compete better, and put some more play back in playing ball. Clubs please email John@ChangingTheGameProject.com for pricing.  Become a Podcast Champion! This weeks podcast is also sponsored by our Patreon Podcast Champions. Help Support the Podcast and get FREE access to our Premium Membership, with well over $1000 of courses and materials. If you love the podcast, we would love for you to become a Podcast Champion, (https://www.patreon.com/wayofchampions) for as little as a cup of coffee per month (OK, its a Venti Mocha), to help us up the ante and provide even better interviews, better sound, and an overall enhanced experience. Plus, as a $10 per month Podcast Super-Champion, you will be granted a Premium Changing the Game Project Membership, where you will have access to every course, interview and blog post we have created organized by topic from coaches to parents to athletes. Thank you for all your support these past eight years, and a special big thank you to all of you who become part of our inner circle, our patrons, who will enable us to take our podcast to the next level. https://www.patreon.com/wayofchampions

Jason Sacks is the CEO of Positive Coaching Alliance. He joined the organization in April 2006 and has since served in a variety of capacities, including President, Chief Development Officer, EVP for Business Development & Philanthropy, Director of Partnership Development, and as Executive Director of PCA's Chicago, IL chapter. Jason began his career at PCA as the Partner Development Associate for the New Jersey/Philadelphia region.  Most recently as PCA's President, Jason led the organization's growth of impact to millions of youth participating in youth sports and created innovative partnerships across all of youth sports, media outlets, leading brands, including Curry Brand/Under Armour, ESPN, National Women's Soccer League, Major League Baseball, National Basketball Association, Little League International, U.S. Soccer Federation, and many more. Under his leadership, PCA has successfully expanded its reach and impact through partnerships and attracting leading philanthropic organizations to support PCA's commitment to ensuring youth sports are done right in all communities across the country. A recognized national leader in the youth sports space, in November 2022, Jason was appointed to the U.S. Soccer Federation's New Participant Safety Taskforce, which was formed following the release of Sally Q. Yates' independent investigation. The taskforce is charged with coordinating and collaborating on conduct-related policies and procedures from the youth level to professional leagues and senior national teams and driving change across the entire soccer ecosystem. BOOK A SPEAKER: Interested in having John or one of our speaking team come to your school, club or coaching event? We are still booking Summer and Fall 2026 events, please email us to set up an introductory call John@ChangingTheGameProject.com PUT IN YOUR BULK BOOK ORDERS FOR OUR BESTSELLING BOOKS, AND JOIN 2025 CHAMPIONSHIP TEAMS FROM SYRACUSE MENS LAX, UNC AND NAVY WOMENS LAX, AND MCLAREN F1! These are just the most recent championship teams using THE CHAMPION TEAMMATE book with their athletes and support teams. Many of these coaches are also getting THE CHAMPION SPORTS PARENT so their team parents can be part of a successful culture. Schools and clubs are using EVERY MOMENT MATTERS for staff development and book clubs. Are you?  We have been fulfilling numerous bulk orders for some of the top high school and collegiate sports programs in the country, will your team be next? Click here to visit John's author page on Amazon Click here to visit Jerry's author page on Amazon Please email John@ChangingTheGameProject.com if you want discounted pricing on 10 or more books on any of our books. Thanks everyone. This weeks podcast is brought to you by our newest sponsor, Zone 14 Coaching. Zone 14 Coaching is a company built by coaches for coaches. If you have ever ended a session thinking, "Did that practice really hit the mark?" you will love what they have created. Zone 14's next-gen journals for coaches and players help you plan every practice, reflect on what worked and track progress all season long. Built on intentional coaching and backed by neuroscience, they bring structure and purpose to your training. Visit zone14coaching.com and use code Champions20 for 20% off. Or if you want to outfit your whole team or club and improve consistency across coaches, you can get in touch with Zone 14 via their website to discuss bulk discounts.  This week's podcast is brought to you by our friends at Sprocket Sports.  Sprocket Sports is a software platform for youth sports clubs.  Yeah, there are a lot of these systems out there, but Sprocket provides the full enchilada. They give you all the cool front-end stuff to make your club look good– like websites, communication tools and marketing tools – AND all the back-end transactions and services to run your business better so you can focus on what really matters – your players and your teams. Sprocket is built for those clubs looking to thrive, not just survive, in the competitive world of youth sports clubs.  So if you've been looking for a true business partner – not just another app – check them out today at https://sprocketsports.me/CTG. BECOME A PREMIUM MEMBER OF CHANGING THE GAME PROJECT TO SUPPORT THE PODCAST If you or your club/school is looking for all of our best content, from online courses to blog posts to interviews organized for coaches, parents and athletes, then become a premium member of Changing the Game Project today. For over a decade we have been creating materials to help change the game. and it has become a bit overwhelming to find old podcasts, blog posts and more. Now, we have organized it all for you, with areas for coaches, parents and even athletes to find materials to help compete better, and put some more play back in playing ball. Clubs please email John@ChangingTheGameProject.com for pricing.  Become a Podcast Champion! This weeks podcast is also sponsored by our Patreon Podcast Champions. Help Support the Podcast and get FREE access to our Premium Membership, with well over $1000 of courses and materials. If you love the podcast, we would love for you to become a Podcast Champion, (https://www.patreon.com/wayofchampions) for as little as a cup of coffee per month (OK, its a Venti Mocha), to help us up the ante and provide even better interviews, better sound, and an overall enhanced experience. Plus, as a $10 per month Podcast Super-Champion, you will be granted a Premium Changing the Game Project Membership, where you will have access to every course, interview and blog post we have created organized by topic from coaches to parents to athletes. Thank you for all your support these past eight years, and a special big thank you to all of you who become part of our inner circle, our patrons, who will enable us to take our podcast to the next level. https://www.patreon.com/wayofchampions

Jason Sacks is the CEO of Positive Coaching Alliance (@positivecoachus). He joined the organization in April 2006 and has since served in a variety of capacities, including President, Chief Development Officer, EVP for Business Development & Philanthropy, Director of Partnership Development, and as Executive Director of PCA's Chicago, IL chapter. Jason began his career at PCA as the Partner Development Associate for the New Jersey/Philadelphia region.  Most recently as PCA's President, Jason led the organization's growth of impact to millions of youth participating in youth sports and created innovative partnerships across all of youth sports, media outlets, leading brands, including Curry Brand/Under Armour, ESPN, National Women's Soccer League, Major League Baseball, National Basketball Association, Little League International, U.S. Soccer Federation, and many more. Under his leadership, PCA has successfully expanded its reach and impact through partnerships and attracting leading philanthropic organizations to support PCA's commitment to ensuring youth sports are done right in all communities across the country. A recognized national leader in the youth sports space, in November 2022, Jason was appointed to the U.S. Soccer Federation's New Participant Safety Taskforce, which was formed following the release of Sally Q. Yates' independent investigation. The taskforce is charged with coordinating and collaborating on conduct-related policies and procedures from the youth level to professional leagues and senior national teams and driving change across the entire soccer ecosystem. Connect at www.PositiveCoach.org BOOK A SPEAKER: Interested in having John or one of our speaking team come to your school, club or coaching event? We are still booking Summer and Fall 2026 events, please email us to set up an introductory call John@ChangingTheGameProject.com PUT IN YOUR BULK BOOK ORDERS FOR OUR BESTSELLING BOOKS, AND JOIN 2025 CHAMPIONSHIP TEAMS FROM SYRACUSE MENS LAX, UNC AND NAVY WOMENS LAX, AND MCLAREN F1! These are just the most recent championship teams using THE CHAMPION TEAMMATE book with their athletes and support teams. Many of these coaches are also getting THE CHAMPION SPORTS PARENT so their team parents can be part of a successful culture. Schools and clubs are using EVERY MOMENT MATTERS for staff development and book clubs. Are you?  We have been fulfilling numerous bulk orders for some of the top high school and collegiate sports programs in the country, will your team be next? Click here to visit John's author page on Amazon Click here to visit Jerry's author page on Amazon Please email John@ChangingTheGameProject.com if you want discounted pricing on 10 or more books on any of our books. 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This encore presentation revisits our conversation with Natasha Miller Williams, a speaker and writer who brings data and insight together to advance the conversation about inclusion in the workplace. Together we explore a powerful idea: one person can challenge an established system.We talk about why systems inside organizations often continue long after they stop serving people well, and how leaders at every level can begin shifting them. Natasha introduces the S.E.E.R. approach: See, Expect, Express, Repeat. It offers a practical way to recognize unfair or unbalanced systems, speak up with clarity, and stay committed to change even when resistance appears.We also discuss the responsibility leaders have to create environments where people feel safe sharing perspectives that may be unpopular or overlooked. When leaders listen with empathy and act on what they hear, they strengthen trust and open the door for better decisions.This conversation reminds us that meaningful change often begins with one voice choosing to speak.Key HighlightsOne Voice Can Start Change – We explore how any leader, regardless of title, can challenge systems by speaking up and sharing a perspective that may not yet be represented in the room.Awareness Comes First – We learn why noticing whose voices are heard and whose are missing is the first step toward creating more balanced and inclusive systems.Clarity Drives Better Outcomes – We discuss the importance of knowing the outcome we expect when challenging a system so conversations stay focused on meaningful change.Communication Shapes Influence – We look at how understanding what others value helps us express ideas in ways that increase the chances they will be heard and acted on.Persistence Creates Momentum – We reflect on why challenging systems requires patience, support from others, and the courage to keep going when change takes time.About the Guest:Natasha Miller Williams is a speaker and a writer who brings data and insights together to advance the conversation on inclusion in the workplace. Her career has spanned many aspects of business, but what matters most to Natasha is finding ways to improve how we all relate to each other and the opportunities we can create for everyone.Natasha shares her perspective and research on belonging, self-expression, and organizational resilience at keynotes, panels and workshops. She's been a guest speaker for The Conference Board, Society for Human Resource Management, DiversityInc, DiversityMBA, Human Capital Institute, and many talent, inclusion and performance conferences.She is recognized as one of Crain's Notable DE&I Executives, DiversityMBA Magazine's Top 100 Executive Leaders and Top 100 Women of Influence. Natasha has been featured in several career and lifestyle magazines including Black Enterprise and SharpHeels. She sits on the editorial board for Training Industry Magazine and on the board of directors for the Village of Oak Lawn's Chamber of Commerce.About the Host:Amy L. Riley is an internationally renowned speaker, author and consultant. She has over 2 decades of experience developing leaders at all levels. Her clients include Cisco Systems, Deloitte and Barclays.As a trusted leadership coach and consultant, Amy has worked with hundreds of leaders one-on-one, and thousands more as part of a group, to fully step into their leadership, create amazing teams and achieve extraordinary results.Amy's most popular keynote speeches are:The Courage of a Leader: The Power of a Leadership LegacyThe Courage of a Leader: Create a Competitive Advantage with Sustainable, Results-Producing Cross-System CollaborationThe Courage of a Leader: Accelerate Trust with Your Team, Customers and CommunityThe Courage of a Leader: How to Build a Happy and Successful Hybrid TeamHer new book is a #1 international best-seller and is entitled, The Courage of a Leader: How to Inspire, Engage and Get Extraordinary Results.www.courageofaleader.comhttps://www.linkedin.com/in/amyshoopriley/Link mentioned in the podcastThe Inspire Your Team assessment (the courage assessment): https://courageofaleader.com/inspireyourteam/ Thanks for listening!Thanks so much for listening to The Courage of a Leader podcast! If you got inspired and/or got valuable leadership techniques you can use from this episode and think that others could benefit from listening, please share using the social media buttons on this page.Do you have questions or feedback about this episode? Leave a comment in the section below!Subscribe to the podcastIf you would like to get automatic updates of new The Courage of a Leader podcast episodes, you can subscribe to the podcast on Apple Podcasts. You can also subscribe in your favorite podcast app.Leave us an Apple Podcasts reviewRatings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which helps us ignite The Courage of a Leader in more leaders! Please take a minute and leave an honest review on Apple Podcasts.Mentioned in this episode:The Inspire Your Team to Greatness Assessment (The Courage Assessment)https://courageofaleader.com/inspireyourteam/

“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.

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:

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.