Podcasts about Workplace

Leo joins the CCA Corner again to discuss the Joint Statement on Violence and Behavior in the Workplace https://www.dallasapwu.org/uploads/6/6/4/0/6640190/abusive_supervisor_incident_worksheet___statement_form.pdf

Why does workplace satire hit so hard? And why does corporate language feel… strangely terrifying? In this episode of The Lonely Office, we talk with Henry Markin, Director of Social Media/Content Creator at Wunderfan and viral creator known for blending sports fandom, comedy, and office culture. We unpack how corporate culture trains people to wear masks, and why comedy becomes a kind of survival mechanism. Along the way, we explore what sports pain teaches us about work, how AI is reshaping careers, and why authenticity feels harder inside big organizations.

“Don't make your work your identity.” – Jacob Karnes Today's featured fellow bookcaster is a father, husband, business coach, keynote speaker, and the founder of Waves Business Coaching, Jacob Karnes. Jacob and I had a fun on a Chick-fil-A bun chat about his first book, “Master Your First Job: The Remarkable Path From First Day to First Promotion”, intentional leadership, the power of specific, positive feedback, and more!!Key Things You'll Learn:What inspired Jacob to write his 1st book, and what he learned about himself through the processThe WIN Method for giving effective feedback as a leaderAre Chick-fil-A employees hypnotized when they deliver their elite level of customer service

Alyssa joined us from The Fiber Fellowship, an organization that supports several local charities, including Animal Outreach and oncology centers in the area. They also create fidget squares for emergency responders - very impressive.And Kishwaukee Brewing Company is here!Listen in to this week's episode as Cara and Heather chat about all the fun events happening at the brewery this year. Plus, hear about their newest awards (because yes… they're absolutely crushing it ). Grab a drink, hit play, and get the inside scoop. Cheers!All The Clopen Links: https://linktr.ee/theclopeneffectSupport the show and advertising opportunity: https://the-clopen-effect.captivate.fm/supportBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

In this episode of The Workplace podcast, Matthew Roberts, Associate General Counsel for Labor and Employment at the California Chamber of Commerce, is joined by CalChamber Employment Law Counsel Vanessa Greene to discuss why now is the best time to audit, update, and rethink your handbook strategy.

It feels like every day there is another company going bust, or downsizing, which means lots of you are living in a state of constant change or doing more with fewer staff. Jane Ward runs an HR company called Tomorrow's People, and she wanted to know how such workplace trends affect HR professionals, when she couldn't find the research she wanted, she did it herself.

This week, Tori and Leah react to two brutal listener stories, one about a sorority “big” who betrayed her little at the worst possible moment, and another about a boyfriend whose “late nights at work” turned out to be full-blown affairs with his coworkers. This episode is a reminder to protect your peace and trust your gut. Buckle up!Send us your Boys Lie Story by submitting anonymously here. Watch us on Youtube! If you want to stalk us, you can find us here: @boyslie, @reptar @leahomalley Hosted on Acast. See acast.com/privacy for more information.

Facing a bully at work?    In this episode of Women of Color Rise, I speak with Dali Rivera—parenting coach, U.S. Army veteran, author, and founder of the Diversity and Anti-Bullying Academy (DABA). Dali transformed her pain over both her and her daughter's bullying into a powerful purpose, creating tools for confident advocacy in schools and in the workplace.   Dali shares advice for leaders to confidently address a workplace bully or a hostile situation: Stop Blaming Yourself: Immediately shift your mindset from shame or guilt to self-advocacy. Know you deserve respect. Document Everything (Your Paper Trail): Collect dates, times, witnesses, and specific details of every incident. If it's verbal, it's hard to prove. Know Your Resources & Suggest Solutions: Research your company's HR policies before you need them. When you report, bring a suggested, realistic resolution. Seek External Counsel: Remember that HR's loyalty is to the company, not the employee. Be smart—be prepared to seek an attorney or HR coach to protect yourself.   Dali's story is a powerful reminder that our pain can become our greatest purpose, giving us the strength to advocate not only for our children but for ourselves in the workplace. Do not be afraid of the power of your voice.   Get full show notes and more information here: https://analizawolf.com/episode-119-stop-bullying-at-school-and-in-the-workplace-with-dali-rivera

In this episode of the Powerhouse Lawyers podcast, host Erin Gerner interviews Amy Terwilleger, a certified sex and relationship coach. They discuss Amy's unique journey from law to coaching, the common struggles faced by high achievers regarding intimacy, and the importance of pleasure in both personal and professional life. Amy shares insights on how to enhance intimacy, the coaching process, and the significance of addressing grief and loss during transitions. The conversation emphasizes the need for open discussions about sexuality and the link between pleasure and success.Key Topics CoveredAmy's journey from engineer to Women's Studies to BigLaw partner to sex coachLiving the "perfect life on paper" but feeling empty insideThe midlife reawakening (not crisis) that so many women experienceWhat high-achieving women aren't talking about: libido decline and intimacy strugglesWhy 80% of women don't orgasm from penetration alone (and why that's NORMAL)The difference between sex coaching and therapyHow sex education failed us (all negative, zero pleasure)Why we're taught to be prim and proper but expected to be sex goddessesThe science behind pleasure: oxytocin, dopamine, serotonin, endorphinsHow pleasure literally heals your body (backed by science)Why you should schedule sex (and why spontaneity is overrated)Responsive desire vs. spontaneous desireThe 20-second hug that releases oxytocinSolo play as self-discovery (yes, we're talking about masturbation)Holding space for grief even when you're moving forwardThe loss of identity when you leave the lawPermission slips for pleasure, joy, and prioritizing yourselfWork with Amy Terwilleger: Amy provides sex and relationship coaching for driven professionals, power couples, and individuals. Amy offers a judgment-free space where you can talk openly about sex, intimacy, and pleasure without shame. Her sessions are goal-oriented, forward-looking, and results-driven—with homework assignments to help you take action (because you have to take action to get action).Ready to prioritize pleasure and reclaim intimacy?Website: ConfidentConnections.netInstagram: @MillennialDrRuthAmy reads all her DMs and is available for discovery calls. If you're a high-achieving professional who's been putting everyone else first and is ready to prioritize yourself—Amy gets it. She's been there. Reach out.Work with Erin Gerner:Erin coaches high-achieving female attorneys who are successful on paper but struggling with burnout, overwhelm, and identity crisis. If you're questioning whether this is "all there is," feeling stuck in your career, or ready to reclaim your time and set boundaries without sacrificing your family or wellbeing—Erin can help.Erin's approach is direct, no-nonsense, and challenges traditional legal culture norms. She focuses on calling out broken systems rather than helping you optimize within them. If you're ready to stop "shoulding" all over yourself and start building on YOUR terms—let's talk.Ready to stop apologizing and start building the life you actually want?Instagram: @eringernerLinkedIn: Erin GernerWebsite: www.eringerner.comBook a Free Powerhouse Connection CallErin reads every DM and email. If you're feeling stuck, burned out, or ready for something different—reach out. You're not alone. And you don't owe anyone an explanation for how you build your life.

The Gen AI adoption battle is won by engaging employees through hands-on learning, transparency, and involvement, turning fear into ownership and proving AI's value with real results that drive adoption, trust, and performance. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about how one financial firm won the Gen AI adoption battle.This article forms the basis for this episode: https://disasteravoidanceexperts.com/how-one-financial-firm-won-the-gen-ai-adoption-battle/

In this episode of Moving Into the Future, host Jack Macejka sits down with Andie Moeder, Director of Work and Change Strategies at Jacobs, to explore how professionals can navigate uncertainty and change. Andie shares strategies for building resilience, embracing a growth mindset, and turning setbacks into opportunities for growth. She also discusses how workplace strategy intersects, showing how organizations can align physical spaces, business goals, and human behavior to support success. With real-world examples and actionable insights, this episode offers guidance for thriving personally and professionally in times of change. Catch more episodes at https://theadvancegrp.com/happenings/podcast See omnystudio.com/listener for privacy information.

Listen in as we discuss the most impactful employment law regulations of 2025 and forecast what employers can expect in 2026. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Kulnisha Srimontien (email) (Price Sanond Limited / Thailand)Guest Speakers: Matthew Jones (email) & Johnny Hong (email) (Kim & Chang / Korea)Support the showRegister on the ELA website here to receive email invitations to future programs.

Welcome to ourAI Workplace & Culture series! Over the next four episodes, we're diving deep into the real impact of artificial intelligence on work, culture, and leadership.We sat down with four incredible experts who are doing transformative work at the intersection of AI and their respective fields. This isn't about fearmongering or hype—it's about understanding what's actually happening on the ground and how we can navigate this evolution thoughtfully and ethically.Featured Guests in This Series:

Today we continue in Ephesianschapter 6, looking at verses 5 through 8, where the Apostle Paul turns hisattention from the home to the workplace. The word "servants," or inthis translation, “bondservants”, undoubtedly refers to Christian slaves, butwe may certainly apply these words to the Christian employee today. There wereprobably 6 million slaves in the Roman Empire in that day, and slavery was anaccepted institution. While the New Testament does not launch a politicalattack against slavery, the Gospel itself undermines it from the inside. Paul'smission was not to overthrow governments, but to transform lives throughChrist. History shows us that when hearts are changed by the Gospel, societieseventually change as well.The principles Paul gives hereapply directly to us today as Christian employees and workers. The workplaceis one of the most important mission fields God has given us. Paul givesseveral reasons why Christian servants—and Christian workers today—are to beobedient and faithful in their work.  First, we are reallyserving Christ. Paul reminds these servants that although they have“masters according to the flesh,” their true Master is the Lord. When aChristian goes to work, he does not leave his faith at the door. He carriesChrist with him into the office, the factory, the classroom, or the job site. Beinga Christian employee means showing respect, diligence, and integrity. The factthat an employer and employee may both be Christians is never an excuse to doless work. Instead, it is a reason to be even more faithful. The Christianworker should give full attention and energy to the task at hand, working withwhat Paul calls “singleness of heart.” Paul specifically warns against “eyeservice”—workingonly when the boss is watching, or trying to impress people rather than beinggenuinely faithful. The best testimony on the job is not just what we say, buthow we work. A good day's work done with integrity speaks volumes for Christ. Second, doing a good job isthe will of God. Paul says we are to be “doing the will of God from theheart.” Christianity makes no distinction between sacred and secular work.Any honest job can be an act of worship when it is done for the Lord. Some ofthese servants were assigned tasks they disliked or found difficult. Yet Paultells them to do their work wholeheartedly, as long as it did not requiredisobedience to God. The key issue is the heart attitude. When we work “fromthe heart,” we are acknowledging that our labor ultimately belongs to the Lord. A Christian does not workmerely for a paycheck or for human approval. He works to glorify God. WhenChrist is our true Master, even ordinary tasks take on eternal significance. Itis also good to remember that our vocation or job is God's means of supporting theministry God has called us to. Our first ministry is our family and after thatis our church and other believers. It also gives us the opportunity to support ourresponsibility to fulfill the Great Commission of reaching the lost people withthe Gospel of Jesus Christ. To bear fruit that glorifies God (John 15:8 &16) “By this My Father is glorified, that you bear much fruit" Third, we will be rewardedby the Lord. In Paul's day, slaves were often treated as property,regardless of their abilities or character. A Christian slave might even sufferunjust treatment because of his faith. Yet Paul assures them—and us—that no actof faithful service goes unnoticed by God. God is no respecter of persons. Earthly status does not determine heavenlyreward. We serve Christ, not men, and our ultimate reward comes from Him. Thistruth is especially comforting when our work is unappreciated, misunderstood,or unfairly criticized. God sees. God remembers. God rewards. In summary, the Christianworkplace ethic is built on three great truths: We work for Christ, wework according to the will of God, and we work with the assurance ofeternal reward.

Want to sound professional when you don't understand?In this 2-minute English lesson, learn how to upgrade:❌ “That's confusing.”✅ “Could you clarify that a bit for me?”Perfect for meetings, emails, and workplace conversations.

In this special bonus episode, Kaila and Kyle sit down with Industrious president Anna Squires Levine to discuss the role that connection plays at work, the future of offices and hybrid vs. remote work, the role of leadership in the modern workplace, and advice on making career pivots. 00:00 Intro 01:16 University of Chicago Booth School of Business study on human connection 07:45 What most companies get wrong about how to design a great working environment 10:31 Advice for companies trying to introduce more fun into their culture  12:42 How should leaders think about creating a great workplace given the mixture of hybrid, remote, and in-office employees? 15:57 Game: Ask Anna 22:43 How Anna approaches building a culture of energy (vs. one of burnout) 25:37 Anna's advice for those looking to make a career pivot 29:47 What parenting has taught Anna about navigating work This episode was sponsored by Industrious. Try out Industrious for yourself with a day pass OR a meeting room booking, now 50% off for Per My Last Email listeners. Visit industriousoffice.com/pmle to get your discount or free tour.  Want to get all of Kaila & Kyle's career resources? Subscribe to Per My Last Email: https://www.permylastemailshow.com/  Watch Per My Last Email on YouTube:   @PerMYLastEmailShow Follow Per My Last Email Instagram: @permylastemailshow TikTok: @permylastemailshow Twitter: @permylast_email Have a question for us? Send us an email or voice note to permylastemail@morningbrew.com Learn more about your ad choices. Visit megaphone.fm/adchoices Each week on Per My Last Email, Morning Brew's resident career experts Kaila and Kyle – whose careers have collectively spanned the corporate, government, nonprofit and startup sectors – debate the trickiest challenges in work life, and share tactics on how to overcome them. Share the show with a friend, and leave us a review on your favorite podcast app! Learn more about your ad choices. Visit megaphone.fm/adchoices

The fastest way to lose Gen Z at work is to misjudge what they need. In this episode, Hall of Fame keynote speaker Joe Mull, CSP, CPAE, challenges common assumptions about Gen Z in the workplace and explains why labeling early career professionals as unmotivated or unprepared misses what actually drives employee engagement, employee relations, and long-term commitment. Joe explores how professional inexperience, economic pressure, and communication norms shape how young employees show up at work, and why patience, mentoring, and leadership behavior matter more than generational stereotypes. He reflects on how early workplace interactions influence confidence, effort, and willingness to grow, especially in the critical first years of a career. The conversation focuses on how leaders can support development, preserve dignity, and build trust with early career employees in ways that strengthen workplace culture and unlock potential rather than shut it down. If you want to lead Gen Z more effectively, improve employee relations, and build a culture where early career professionals grow into committed contributors, this episode offers grounded perspective for today's workplace. To subscribe to Joe Mull's BossBetter Email newsletter, visit https://BossBetterNow.com For more info on working with Joe Mull, visit https://joemull.com For more info on Boss Hero School, visit https://bossheroschool.com To email the podcast, use bossbetternow@gmail.com #transformativeleadership #workplaceculture #companyculture #talentretention #employeeengagement #employeeretention #bossheroschool #employalty Joe Mull is on a mission to help leaders and business owners create the conditions where commitment takes root—and the entire workplace thrives. A dynamic and deeply relatable speaker, Joe combines compelling research, magnetic storytelling, and practical strategies to show exactly how to cultivate loyalty, ignite effort, and build people-first workplaces where both performance and morale flourish. His message is clear: when commitment is activated, engagement rises, teams gel, retention improves, and business outcomes soar. Joe is the founder of Boss Hero School™ and the creator of the acclaimed Employalty™ framework, a roadmap for creating thriving workplaces in a new era of work. He's the author of three books, including Employalty, named a top business book of the year by Publisher's Weekly, and his popular podcast, Boss Better Now, ranks in the top 1% of management shows globally. A former head of learning and development at one of the largest healthcare systems in the U.S., Joe has spent nearly two decades equipping leaders—from Fortune 500 companies like State Farm, Siemens, and Choice Hotels to hospitals, agencies, and small firms—with the tools to lead better, inspire commitment, and build more humane workplace cultures. His insights have been featured in The Wall Street Journal, Forbes, Harvard Business Review, and more. In 2025, Joe was inducted into the Professional Speakers Hall of Fame (CPAE). This is the speaking profession's highest honor, a distinction granted to less than 1% of professional speakers worldwide. It's awarded to speakers who demonstrate exceptional talent, integrity, and influence in the speaking profession For more information visit joemull.com.

The Dr. Lorna Breen Health Care Provider Protection Act is a first-of-its-kind law that supports healthcare workers' mental health and wellbeing. Since its enactment in 2022, the law has helped transform processes, improve systems and save lives.  This law and the ongoing work by the Dr. Lorna Breen Heroes' Foundation and its ALL IN Coalition have also helped reduce or eliminate the structural, institutional and cultural barriers that prevent healthcare workers from accessing the mental health care they need and deserve.    In this episode of Caring Greatly, podcast host Liz Boehm speaks with Lauren Muñoz, PhD, RN, FNP-BC, a research scientist at The George Washington University's Fitzhugh Mullan Institute for Health Workforce Equity. Dr. Muñoz is also a member of the technical assistance center that helped coordinate collaboration among the Health Resources and Services Administration grantees under the Dr. Lorna Breen Act. During their conversation, Lauren describes the grantees' work, the value of a national collaborative driving team member wellbeing in diverse environments, and the impact of enduring resources available for leaders to support system-wide organizational improvements. Dr. Muñoz earned her bachelor's and master's degrees and PhD in nursing from the University of Tennessee, Knoxville, and for eight years provided clinical nursing care – first as a hospital nurse and later as a rheumatology nurse practitioner. Since 2019, Dr. Muñoz has conducted research on issues impacting the healthcare workforce, including work environment challenges and decisions surrounding healthcare careers and education. From 2022 to 2025, she was the project manager for the Workplace Change Collaborative, a technical assistance center for federally-funded organizations, implementing strategies for healthcare and public safety workforce wellbeing. She currently serves as the Health Equity Scholar for the Atlantic Fellows for Health Equity, a global network of health equity leaders, and continues her research.Dr. Lauren Muñoz is a leader who cares greatly. The views and opinions expressed in this podcast are those of the speakers and do not necessarily reflect the views or positions of Stryker. The provided resources may contain links to external websites or third-party content. We do not endorse, control or assume any responsibility for the accuracy, relevance, legality or quality of the information found on these external sites. 

Listen in as we discuss the most impactful employment law regulations of 2025 and forecast what employers can expect in 2026. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Alexandra Aguilar Garcia (email) (BLP / Costa Rica)Guest Speaker: Lloyd Isgut (email) (Pizarro & González / Puerto Rico)Support the showRegister on the ELA website here to receive email invitations to future programs.

When someone at work shares an opinion you don't agree with, what's your response? Do you move on with an agreeable nod, or do you push back? All too often, we take the former route. So many of us are taught not to rock the boat by expressing disagreement. But here's my hot take: you can share your honest and dissenting opinion in a way that wins you major leadership points.In fact, I firmly believe that disagreeing shouldn't be as rare as it is, especially from those in leadership positions. Disagreeing without being disagreeable changes how people perceive you and can open some promising doors for both your career and your team's future. So let's embrace these three steps to highlight your critical thinking skills and earn respect:Ask this key follow-up question that directs your dissent;Embrace an accessible hack for the hard part: sharing your hot takeAnd finally, the thoughtful structure that showcases your thought leadership.Related Links:SPEAK UP: A Live Assertive Communication Course for Women in the Workplace - https://www.bossedup.org/speakupBuy Bossed Up, the book - https://www.bossedup.org/bookBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What if putting people first wasn't just the right thing to do—but the smartest business strategy? In this episode of the Flourishing Edge Podcast, Ashish Kothari sits down with David Hughes of BCR Engineering to explore how trust, relationships, and human-centered leadership create thriving teams, resilient cultures, and long-term performance.Key Topics CoveredWhy people-first leadership drives sustainable profit and performanceHow true and honest relationships build trust with employees and clientsMoving from annual performance reviews to developmental check-insCreating psychological safety and distributed leadershipSupporting employee growth, well-being, and individual “genius”Navigating crises with strong culture and deep relationshipsPractical examples of human-centered workplace practices that workDavid Hughes is a leader at BCR Engineering, a company known for prioritizing employee well-being, trust, and long-term relationships as the foundation of success.

It's hard to believe we are almost at the end of January already!For one last show, Susan and Angie are back in the studio to finish out the "Jesus in the Workplace" series by sharing personal stories of how others have been God's light to them during hard seasons of life.

Joseph Diaz, CFM, SFP is Associate Projects Director at PWT in León, Guanajuato, Mexico where he is a VP at IFMA Mexico and passionate about Facilities, Project and Construction Management. Mike Petrusky asks Joseph about his perspectives on the facility management industry and the importance of change management when seeking to meet the higher needs of the people in our organizations. They explore the value of cultural intelligence in managing complex environments and understanding human behavior in the workplace today. Joseph believes that paying attention to simple things and understanding the needs of both the company and people so we must have a holistic view of the built environment and the workplace. Mike and Joseph share about the power of our IFMA community as they offer you the encouragement and inspiration needed to be a Workplace Innovator in your organization! Connect with Joseph on LinkedIn: https://www.linkedin.com/in/josediazdl/ Learn more about PWT: https://pwt.mx/ Find out more about IFMA: https://www.ifma.org/ Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

In the first episode of 2026, we dive into the wonderfully awkward world of bragging at work, inspired by Peggy Klaus's book Brag: The Art of Tooting Your Own Horn. We unpack whether the backlash we fear is real—or just the stories we tell ourselves—especially for Asian professionals navigating cultural expectations. Along the way, we trade personal tales, geek out on objective data, and laugh about how team dynamics can make or break your brag. Tune in for a fun, honest, and slightly spicy conversation!

The Rockets pick up a win over the Memphis Grizzlies, and ITL breaks down the biggest takeaway from the performance and what it says about where this team is headed. Plus, the crew looks ahead to the Texans' offseason and debates what kind of notes and feedback C.J. Stroud likely received — and what should be on that list to help him take the next step. The hour wraps with today's QOTD: What should be a fine in your workplace, with a special emphasis on SportsRadio 610?

Today's QOTD: What should be a fine in your workplace, with a special emphasis on SportsRadio 610?

Fun and work in the same sentence? For most of us, that's a “does not compute” moment… and that's exactly why this conversation matters. Workplace culture expert Bree Groff (author of Today Was Fun: A Book About Work. Seriously.) breaks down why we've been trained to treat joy like it's “unprofessional,” why busyness is murdering brilliance, and how to start building workplaces (and workdays) that are actually fit for human life. In this episode, we get into: Why “hard” doesn't automatically mean “valuable” (and why we need to stop romanticizing suffering) The two toxic extremes: “Work is called work for a reason” (aka: misery cosplay) “Do what you love and you'll never work a day” (aka: burnout bait) Bree's “third way”: work can be a nice way to spend our time on the planet—not a daily punishment Why people don't buy your work because you suffered—they buy it because it creates value (pain is optional) The “infinite workday” problem: nonstop meetings, constant interruptions, and zero space to think Why brilliance requires spaciousness: “do nothing” time, thinking time, walking time, shower-epiphany time How conformity kills creativity (and why “professionalism” can be a creativity straightjacket) The case against delayed gratification when it turns into: “I'll live later” (spoiler: later is not guaranteed) Wrap-up: Work doesn't have to be miserable to be meaningful—and if your job demands your whole life in exchange for a paycheck, that's not ambition… that's a bad deal wearing a blazer. Thank you to our sponsors! Sex is a skill. Beducated is where you learn it. Visit https://beducate.me/pd2550-womanswork and use code womanswork for 50% off the annual pass. Connect with Bree: Website: https://www.breegroff.com/home  Book: https://www.breegroff.com/book  Related Podcast Episodes Work Shouldn't Suck: How to Make It Good with Moe Carrick | 356 How To Play: Shift Your Thinking, Inspire Connection & Spark Creativity with Cas Holman | 355 The Ambition Trap with Amina AITai | 309 Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform!

Rabbi Zev Cohen on Let's Get real with Coach MenachemSunday January 25, 2026, #258Honesty in the Workplace and the World &A Torah Perspective in the Age of AI

For the Good of the Public brings you news and weekly conversations at the intersection of faith and civic life. Monday through Thursday, The Morning Five starts your day off with scripture and prayer, as we also catch up on the news together. Throughout the year, we air limited series on Fridays to dive deeper into conversations with civic leaders, thinkers, and public servants reimagining public life for the good of the public. Today's host was Michael Wear, Founder, President and CEO of the Center for Christianity and Public Life.  Thanks for listening to The Morning Five! Please subscribe to and rate The Morning Five on your favorite podcast platform. Learn more about the work of the Center for Christianity and Public Life at www.ccpubliclife.org. Today's scripture: Psalm 69:14-18 News sources:  https://www.wsj.com/us-news/climate-environment/winter-storm-blankets-central-and-eastern-u-s-628cd9f7?mod=hp_lead_pos7  https://www.cbsnews.com/news/flight-cancellations-today-sunday-most-since-covid-pandemic-winter-storm/  https://apnews.com/article/ai-workplace-gemini-chatgpt-poll-4934bc61d039508db32bc49f85d63d99   https://www.washingtonpost.com/investigations/2026/01/25/minneapolis-shooting-video-gun/  https://www.washingtonpost.com/nation/2026/01/24/alex-pretti-minneapolis-shooting-victim/  https://www.wsj.com/us-news/what-we-know-so-far-about-alex-pretti-303f6e06?mod=WSJ_home_mediumtopper_pos_2  https://barackobama.medium.com/a-wake-up-call-for-every-american-ec0115195303  https://www.usmayors.org/2026/01/24/statement-from-the-u-s-conference-of-mayors-following-death-of-another-protestor-in-minneapolis/ https://x.com/SenatorRicketts/status/2015544906161205595    Join the conversation and follow us at: Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@michaelwear⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, @ccpubliclife Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@MichaelRWear⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, @ccpubliclife and check out ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@tsfnetwork⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Music by: Amber Glow #politics #faith #prayer #scripture #Trump #Minnesota #AI #Blizzard #AlexPretti #Minneapolis #ICE Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode Description: What would you do if you woke up to $834 million in your bank account? That's just one of the wild questions Sandy and Tricia tackle in this episode of The Sandy Show, where winter storms, lottery dreams, and viral workplace trends collide for a morning packed with laughs and surprises.

Traditional employee engagement is broken. Your remote workers aren't seeing celebrations, and generic recognition programs fall flat because everyone's motivated differently. Workplace culture specialists are seeing success with three core strategies: First, use digital platforms like Teams and Slack to make recognition consistent across locations. Second, gamify behaviors that matter—not just sales numbers, but collaboration, innovation, and effort. Third, personalize everything. Let people choose their preferred style of rewards and recognition. Sales teams especially need this. Commission-only motivation leads straight to burnout. Recognize the grind: most calls made, best customer relationships, skills improvement. Celebrate progress, not just closed deals. The leadership shift? Treat recognition as strategic retention, not a nice-to-have perk. Build simple, consistent habits first. Your retention rates will prove it's working. Alex Grande 

How'd you say in German: “The company campaigns for more tolerance in the workplace.”?

Last week, I covered the different generations in the workplace. On that episode, we talked about how the different communication channels that each generation prefers depends a lot on the technology that was trendy during their formative years.That's why Gen X team members want you to just pick up the phone and call them and why Millennials will text each other on Slack even though they are sitting in the same room.So if you haven't listened to last week's episode yet, and you want to have a little fun, that episode is really informative about how to communicate with people in other generations.This week, though, we've going to talk about miscommunication in the workplace. Specifically, I'm going to talk about how some of the communication habits that we've developed -- ones that are comfortable to us -- have a tendency to cause confusion in the workplace when we are talking to people in different generations.So, if you want to keep your workplace vibes immaculate and stop being a total NPC, stick around—this episode is gonna be elite, no cap. We're about to eat. Show Notes: Bridging The Invisible Communication Gap in the Workplace​(https://www.leadersinstitute.com/bridging-the-invisible-communication-gap-in-the-workplace/)

You can't say yes to everything .... so where do you draw the line?In Episode #511 of 'Meanderings', Juan & I discuss: the “hell yes versus no” decision-making lens and where it truly fits, opportunity cost/time constraints/certainty versus uncertainty, how emotion or rationality shapes decisions, stacking reasons to make a strong yes, a practical quadrant for choosing activities based on enjoyment and likelihood of meeting people. Stan Link: https://stan.store/meremortalsTimeline: (00:00:00) Intro(00:03:39) Context matters: opportunity cost, age and life stage(00:07:45) Replacing habits: when a simple yes is enough(00:09:44) Decision heuristics: yes vs hell no for everyday choices(00:13:14) Capacity fills the time: stacking commitments and hard trade-offs(00:19:10) Workplace decision matrices vs personal life choices(00:23:06) System 1 and System 2: training intuition with deliberate thinking(00:27:49) Certainty vs uncertainty: when you need a hell yes to persist(00:31:07) A practical framework: enjoyment vs meeting-people quadrants(00:35:25) Boostagram lounge(00:36:02) Listener input: lazy no vs instinctive no(00:37:40) Upcoming moonshot gathering: why it's a clear yes(00:44:31) Stacking reasons: VeeCon memories, serendipity and energy(00:50:00) New tech temptations: why not every tool warrants a yes(00:55:01) Where we're still weak at decisions: money and overcommitting(01:03:17) Emotion vs reason: explaining feelings with rationality(01:05:48) Wrap-up, live time and Brisbane Marathon team invite Connect with Mere Mortals:Website: https://www.meremortalspodcasts.com/Discord: https://discord.gg/jjfq9eGReUTwitter/X: https://twitter.com/meremortalspodsInstagram: https://www.instagram.com/meremortalspodcasts/TikTok: https://www.tiktok.com/@meremortalspodcastsValue 4 Value Support:Boostagram: https://www.meremortalspodcasts.com/supportPaypal: https://www.paypal.com/paypalme/meremortalspodcast

Compass Classroom is a ministry of Compass Bible Church Treasure Valley.For more information about Compass Bible Church go to https://www.compassbible.tv/To follow our daily Bible reading plan and podcast go to https://www.revivalfromthebible.com/

From [ Zen and Inner Peace Vol. One ]By Chan Master Sheng Yen / Narrated by Yingshyan KuAs buddha-nature is within all beings, this book expounds the meaning of “Life is Chan, and Chan is Life.” Everyone can benefit by applying Chan wisdom and compassion in daily life, regardless of the complexity of their lives, their environments and interpersonal relationships, along with the associated stresses and conflicts.

Jen is back, and the coffee vibes are strong! We dive into another lively chat about all things coffee, play a hilarious game of coffee brand phrases, and Jen treats us to a sneak peek at four of her newer rockstar flavors. Her coffee comes in 12oz bags (and 12oz bags). It's caffeinated fun you won't want to miss. BONUS: Go to our Facebook page for a chance to win a basket from Jenuine CoffeeAll The Clopen Links: https://linktr.ee/theclopeneffectSupport the show and advertising opportunity: https://the-clopen-effect.captivate.fm/supportBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

In this essential conversation, Shruti Trivedi shares the raw reality of returning to work after losing her twin boys—and how she went from literally running away from a pregnant colleague in the elevator to openly sharing her story across social media platforms worldwide. Shruti describes those first devastating days back at work: seeing her friend who was eight months pregnant (they'd shared their pregnancy news together), people assuming she'd been on maternity leave and asking "How are the twins?", and breaking down in her cubicle while trying to keep herself "busy enough" not to feel. She didn't know how to set boundaries. She didn't know she could say "I'm not ready to talk about this." This episode tackles two critical topics that bereaved mothers face: workplace reentry and sharing your story on social media—both spaces where you're suddenly vulnerable to other people's reactions, questions, and sometimes cruelty. On Workplace Boundaries: Why "just staying busy" doesn't actually help you heal The simple sentence that protects your energy: "Can we talk about this later?" Why saying no at work translates to saying no to invasive questions What workplaces SHOULD offer (but often don't): mental health support, trained advocates, grief resources The beautiful reunion with the pregnant colleague she'd avoided—and why you don't need to apologize for protecting yourself On Social Media Vulnerability: How sharing your story can be cathartic and empowering—but also comes with trolls and triggers Managing the emotional weight of strangers' stories flooding your DMs The importance of writing content down first and checking how it makes you feel before posting Why you should screenshot positive comments for when you question yourself Setting boundaries: you don't have to respond immediately, you can delete posts, you can block negativity Choosing what platform feels right (Instagram, TikTok, LinkedIn, Substack) The power of reaching people across the world who need to hear "you're not alone" Shruti's journey from workplace isolation to global connection is a masterclass in finding your voice after loss—while still protecting your peace. Key Takeaways: ✨ You never have to apologize for protecting your energy ✨ "Can we not talk about this right now?" is a complete sentence ✨ Workplaces need trained advocates and visible mental health resources ✨ Sharing on social media is a choice—not an obligation ✨ Focus on positive comments; don't feed energy to negativity ✨ Take time responding to DMs—absorbing others' trauma takes a toll ✨ Delete, block, and protect your space without guilt ✨ You're allowed to care deeply AND protect yourself Connect with Shruti: Shruti works with working mothers and professionals to release guilt, prioritize self-care, and embrace mental wellbeing with compassion and courage. Instagram: https://www.instagram.com/tulsiheals_life_coaching/ TikTok: https://www.tiktok.com/@tulsihealslifecoaching LinkedIn: http://www.linkedin.com/in/shruti-trivedi-pmp-acc-8793671a Substack: https://tulsihealslifecoaching.substack.com/ YouTube: https://www.youtube.com/channel/UCEuJzTER4Lz2u42KQIg2X9w Book a complimentary session through the links in her social media bios Ready to turn your calling into clarity? Watch enrol in the NEXT Loss to Legacy Immersion Link to access it here: https://www.sharnasouthan.com/loss-to-purpose-masterclass If this episode resonated with you, please share it with someone who needs to hear it. Your story matters. Connect with Sharna: Join my Newsletter: HERE Apply for the Certification: HERE IG: Biz Mentorship: @instituteofhealing_pl IG: Podcast: @pregnancyloss_podcast IG: Loss Support & Certifications: @insitituteofhealing.losssupport LinkedIn: @sharnasouthan Leave a Review If this episode resonated with you, please leave a review on Apple Podcasts. Your reviews help other women find these conversations and realize they're not alone in their journey. Remember: You don't have to heal alone. Your grief is valid, your babies mattered, and seeking support is a sign of strength, not weakness. Resources & Support The Pregnancy Loss Recovery Method™ offers specialised support for bereaved mothers that treats pregnancy loss as reproductive trauma—because your experience deserves more than general grief counseling. Ready to transform your experience into expertise? If you're a bereaved mother practitioner called to support others through pregnancy loss, explore the Pregnancy Loss & Trauma-Informed Specialist Certification at: https://www.sharnasouthan.com/certification-vsl

Returning citizens are being funneled into exploitative temp jobs that pay poverty wages, deny them basic labor protections, and deepen the state's control over their lives long after they've served their time. This week, Mansa Musa speaks with Katherine Passley and Maya Ragsdale, Co-Executive Directors of Beyond the Bars, about how Florida's temp industry traps the most vulnerable workers and operates as a profitable and punishing extension of the prison system.Guests:Maya Ragsdale is the founder and co-executive director of Beyond the Bars, a worker center in South Florida building the social and economic power of workers with criminal records and their families.Katherine Passley is co-executive director of Beyond the Bars. Passley was named the 2025 Labor Organizer of the Year by In These Times magazine.Additional links/info:Beyond the Bars website, Substack, and InstagramBeyond the Bars, The Temp Trap ReportCredits:Producer / Videographer / Post-Production: Cameron GranadinoBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-real-news-podcast--2952221/support.Help us continue producing radically independent news and in-depth analysis by following us and becoming a monthly sustainer.Follow us on:Bluesky: @therealnews.comFacebook: The Real News NetworkTwitter: @TheRealNewsYouTube: @therealnewsInstagram: @therealnewsnetworkBecome a member and join the Supporters Club for The Real News Podcast today!

What makes a team want to show up—and what causes even mission-driven organizations to quietly drift into burnout, confusion, or disengagement?Trent Dunham sits down with Jenni Catron, Founder & CEO of The 4Sight Group and author of Culture Matters, for a practical conversation about building environments where people thrive. Jenni shares why culture can't be left to chance, how “environment” shapes engagement (often more than we realize), and why clarity is one of the strongest indicators of a healthy culture.If you want to learn how to build a healthy culture within your organization or team, this is an episode you don't want to miss!

In this engaging conversation, Erin Gerner interviews Heather Reese, a Philadelphia-based attorney, speaker, content creator, and plus-size model. Heather shares her journey from disliking school to becoming a lawyer, emphasizing the importance of multi-dimensionality in professional careers. She discusses her cultural identity as a Latina and her commitment to amplifying underrepresented voices in the legal field. The conversation highlights the significance of community support, mentorship, and the power of women supporting women in overcoming challenges. Heather also shares her modeling journey and the lessons learned about self-confidence and breaking self-imposed limits, looking forward to a bright future in 2026. KEY TAKEAWAYS Heather's journey to law school was inspired by a family friend who was a lawyer.The importance of being a multi-dimensional professional in today's world.Cultural identity plays a significant role in shaping one's career and advocacy.Advocating for BIPOC communities is essential in the legal field.Mentorship and community support are crucial for young professionals.Women supporting women can lead to incredible outcomes in the workplace.Navigating challenges as a female lawyer requires resilience and support.Modeling has opened new opportunities and connections for Heather.Self-imposed limits can hinder personal growth and success.The future is bright, and opportunities are meant to be seized.Want to connect with Heather about BIPOC-owned brands, modeling, being a multi-dimensional professional, or just need another female attorney who gets it? She's your person. DM her on Instagram.Instagram: @heather_r_xoxoDMs are OPEN - Heather reads all her messages and is available to mentor young attorneys and modelsLooking to volunteer and help aspiring attorneys or models—reach out!Connect with ErinInstagram: @eringernerLinkedIn: Erin GernerWebsite: www.eringerner.comBook a Call: Powerhouse Connection Cal

Losing some skills to Gen AI isn't decline — it's evolution. As AI takes over routine tasks, humans gain space for creativity, empathy, judgment, and strategy — the abilities that truly define our value. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about why losing skills to Gen AI is a winning strategy.This article forms the basis for this episode: https://disasteravoidanceexperts.com/why-losing-skills-to-gen-ai-is-a-winning-strategy/

In this episode, we hear from Rosalind Wiseman. Best known for writing the bestselling book Queen Bees and Wannabes, which was the inspiration for the hit movie Mean Girls, Rosalind has turned her thoughtful analysis to the workplace.  You'll leave understanding why workplace dynamics can mirror middle school, how to stand up for yourself and […]

In this episode of the Balancing Act podcast, Andy speaks with Michelle Reina, an expert in organizational trust. They explore the significance of trust in the workplace, the common pitfalls that lead to its erosion, and the essential role of leadership in fostering a high-trust culture.  Michelle shares her journey in trust building, practical steps for leaders and mid-level managers, and the importance of self-reflection in maintaining trust. The conversation emphasizes that trust is a continuous process that requires intentional behavior and commitment from everyone in the organization. Michelle is the co-founder of Reina Trust Building, and bestselling co-author of the groundbreaking Trust and Betrayal in the Workplace. More than three decades of research and practice have culminated in her new book, The Art of Trust Building (January 2026). Tune into episode 229 to hear Michelle's story, her career rocket-booster moment, and her thoughts on building organizational trust. AndrewTemte.com

Listen in as we discuss the most impactful employment law regulations of 2025 and forecast what employers can expect in 2026. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Philippe Durand (email) (August Debouzy / France)Guest Speaker: Camilla Cuculiza (email) (Plesner / Denmark)Support the showRegister on the ELA website here to receive email invitations to future programs.

There was a season when I was managing two loan officers who were very competitive with each other. There were times when I felt like a referee, often being asked to make decisions and choose between these two lenders. It was tempting to side with the one producing the most loan volume to keep ... The post Refereeing Workplace Rivalries appeared first on Unconventional Business Network.

Workplace culture in anesthesia doesn't just live in policies or mission statements, it shows up in hallways, handoffs, and yes, even the lounge. In Part I of this conversation, Lynn and Garry welcome guest Meri Gilman-Mays, CRNA, DNP, for an honest, thoughtful conversation about incivility in the perioperative environment and how it quietly shapes the daily experiences of nurse anesthetists. Part I focuses on awareness as the first step toward change. By helping CRNAs recognize incivility in its many forms and understand its ripple effects on wellness, teamwork, and patient care, this conversation invites reflection rather than blame. It's an educational yet relatable dialogue designed to validate lived experiences and encourage healthier, more respectful professional environments one interaction at a time. Here's some of what we'll discuss: ⚠️ What incivility actually looks like in anesthesia practice

(Riverton, WY) – The latest opportunity for Fremont County employees presented by Central Wyoming College will highlight a series of information on workplace readiness and soft skills. “Work Ready Foundations” is the part of the Wyoming Innovation Partnership (WIP) funding. The series begins February 17th, resuming in March, April and May. CWC’s Tash Harris and Ashley Archambault joined us to discuss the opportunity and how to get more information. If you’d like to sign up, click here. For questions, contact Tash Harris: tharris@cwc.edu or 307-855-2334

Manuel Smukalla, Global Talent Impact, Skills Intelligence, and Systems Lead at Bayer, joins Workplace Stories to unpack one of the most ambitious organizational transformations underway today. As Bayer confronts significant market, legal, and profitability pressures, the company has taken a radically different approach to how work, leadership, and talent are structured, rethinking everything from management layers to career progression.In this episode, Manuel walks through Bayer's shift to Dynamic Shared Ownership (DSO), a decentralized operating model built around networks of teams, 90-day work cycles, and leaders who coach rather than control. He explains why skills visibility became a foundational requirement for this model to work and how Bayer is using skills data to democratize opportunities, improve talent flow, and fundamentally rethink careers inside a global enterprise.You'll hear how Bayer reduced management layers by more than half, redesigned leadership expectations through its VAC (Visionary, Architect, Catalyst, Coach) model, and moved toward a culture where employees are empowered, and expected, to own their work, development, and impact.You will want to hear this episode if you are interested in...[01:01] Why Bayer embarked on a radical organizational transformation.[04:30] What Dynamic Shared Ownership really means in practice.[06:55] Moving from hierarchical structures to networks of teams.[10:40] Why skills visibility became a critical business problem.[14:05] How 90-day work cycles change accountability and outcomes.[18:10] Building organizations around customer problems, not functions.[21:15] Launching skills profiles as a starting point, not an endpoint.[23:00] How Bayer's talent marketplace democratizes opportunity at scale.[27:00] The three pillars of a skills-based organization.[33:00] Rethinking careers, performance management, and feedback.[43:10] The VAC leadership model explained.[52:30] Measuring success in a decentralized organization.[53:45] Advice for organizations considering similar transformations.Dynamic Shared Ownership: Redesigning How Work Gets DoneAt the core of Bayer's transformation is Dynamic Shared Ownership, an operating model that replaces traditional hierarchies with flexible networks of teams. Manuel explains how Bayer reduced its management layers from thirteen to six and reorganized work into 90-day cycles focused on clear outcomes. After each cycle, teams reflect on what worked, what didn't, and whether the work should continue at all.This approach decentralizes decision-making and forces a shift away from command-and-control leadership. Leaders are no longer expected to direct every task; instead, they create the conditions for teams to succeed, setting direction while trusting teams to determine how outcomes are achieved.Skills as the Engine of Talent FlowFor Dynamic Shared Ownership to function, Bayer needed a new way to understand and deploy talent. Manuel shares a pivotal realization: managers were turning to LinkedIn to understand employee skills because the organization lacked internal visibility. That insight sparked Bayer's skills journey.Rather than starting with complex taxonomies, Bayer focused first on skill visibility. Employees created and maintained skills profiles, supported by workshops on how to describe capabilities effectively. Over time, this evolved into a talent marketplace that matches people to work based on skills, not job titles, career level, or location, helping democratize access to opportunities across the enterprise.Moving Talent to Work, Not Work to TalentManuel outlines three defining pillars of a skills-based organization. First, talent must move to work rather than work being constrained by static roles. Second, organizations must commit to permanent upskilling, recognizing that development is continuous, not episodic. Third, opportunities must be democratized at scale, reducing reliance on manager sponsorship or informal networks.Bayer's marketplace supports fixed roles, flex roles, and fully agile project-based work, encouraging employees to actively shape their careers while remaining accountable for outcomes. This model challenges long-held assumptions about promotions, ladders, and linear advancement.Leadership and Performance in a Decentralized WorldLeadership at Bayer has been redefined through the VAC model: Visionary, Architect, Catalyst, and Coach. Leaders set direction, help teams design how value is created, remove barriers, and support rapid cycles of learning. This requires significant unlearning for leaders shaped by traditional hierarchies.Performance management has also shifted. Goals are set in 90-day cycles at the team level, with feedback coming from peers and work leads rather than solely from a direct manager. Over time, this creates richer data on contribution and impact, but also demands a cultural shift toward transparency, shared accountability, and continuous feedback.Connect with Manuel SmukallaManuel Smukalla on LinkedInConnect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES