Podcasts about Workplace

Very Important Links!Support the show on Patreon! - Other ways to support the show!Join our Discord! - Buy some merch!The AI apocalypse has lawyers now, and apparently that's progress. A federal judge tells the Pentagon its Anthropic ban was “illegal and baseless” after Anthropic refused to remove safeguards that would allow Claude to be used for mass surveillance and autonomous weapons. Meanwhile, Sony and Warner are suing Anthropic over allegedly scraping and torrenting copyrighted music to train Claude, while a separate lawsuit accuses xAI of using child sexual abuse material in Grok training. Because nothing says “revolutionary technology” quite like a growing stack of lawsuits and federal judges.Elsewhere in the dystopian workplace, employees are increasingly fed up with AI, communities are pushing back against data centers, and one AI startup is fleeing that backlash for Saudi Arabia. Google's AI shopping mode is also accused of recommending products that cost significantly more than traditional search results, while Waymo and Zoox rack up injuries among test drivers. Tesla's Autopilot is implicated in another fatal crash, and FSD apparently still has a complicated relationship with freight trains. In the prediction-market casino, a federal appeals court sides with Nevada against Kalshi, while George Santos earns the platform's first lifetime ban for allegedly manipulating a market. And Meta's AI glasses are facing another privacy lawsuit, this time from the people who never bought the glasses but may have been recorded by them anyway.Plus, the new Twitter is back from the dead, complete with a $20 admission fee and an AI fact-checker named Vera; Sony would like you to understand that buying a digital game means you don't actually own the damn thing; Siri on the Apple Watch moves at approximately the speed of continental drift; JBL makes Wi-Fi speakers and we have Star Trek, Ted Lasso, Silo, Spaceballs, Wicked, The Traitors, The Gentlemen, and more. Welcome to the future. Please bring your wallet, your lawyer, and possibly you're best eye-roll.Sponsors:Private Internet Access - Go to GOG.Show/vpn and sign up today. For a limited time only, you can get OUR favorite VPN for as little as $2.03 a month.SetApp - With a single monthly subscription you get 240+ apps for your Mac. Go to SetApp and get started today!!!1Password - Get a great deal on the only password manager recommended by Grumpy Old Geeks! gog.show/1passwordShow notes at https://gog.show/761Watch on YouTube at https://youtu.be/Y9B6C6nzO50SHOW NOTESJudge rules that the Pentagon's Anthropic ban was 'illegal and baseless'Elon Musk's xAI used child porn to train Grok models, lawsuit saysSony and Warner sue Anthropic for 'blatant violation' of copyright lawResearchers Warn AI Could Be Changing Us in an Unexpected WayMore Evidence Emerges That Gen-Xers Feel the Most ‘Whatever' About AIEmployees Absolutely Loath AI in the Workplace, Survey FindsFleeing Data Center Backlash at Home, American AI Startup Sets Up Shop In Saudi ArabiaTrump to Communities Fighting Data Centers: Have Fun Being PoorGoogle's AI Mode Is Ripping Shoppers Off With Vastly Higher Prices, Study ClaimsWaymo, Zoox Vehicles Still Causing Injuries to Test Drivers: ReportAnother Tesla on Autopilot Stopped on Freeway, Driver Died: ReportTeslas Are Still Driving Into Oncoming Freight TrainsUS appeals court sides with Nevada in legal fight with KalshiGeorge Santos Gets Kalshi's First-Ever Lifetime BanMeta Hit With Sweeping New Claims That Its AI Glasses Violated the Consent of “Millions” of Bystanders in Searing LawsuitRichest Man in the World Currently Ranks 4th in Race to Bribe the Most PoliticiansJBL just introduced a trio of Wi-Fi speakers for whole-home audioThere's a new Twitter in town, even though a judge has yet to rule on a trademark injunctionSony says ‘reasonable consumers' know they don't own the digital games they buyStar Trek: Strange New WorldsTed LassoSiloWicked: For GoodSpaceballsDave BittnerThe CyberWireHacking HumansCaveatOnly Malware in the BuildingRoland's new digital piano has built-in Wi-Fi that integrates with a teaching appRoland FP-40 Digital Piano ReviewElton John - I Don't Wanna Go On With You Like ThatRoland RD-1000The Brutalist ReportSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Charlotte Weir, the vice president of partnerships for Roo, an online veterinary staffing and careers platform, the founder and co-owner of a small animal hospital, and the winner of the 2026 AVMA Unsung Hero Award, is this week's guest. Char's career has taken her from veterinary technician to practice manager, entrepreneur, and leader, with each step deepening her interest in the people behind veterinary medicine. She shares how her hands-on experiences in practice inspired her to tackle bigger challenges around staffing, career growth, and creating a more sustainable profession. Along the way, Char shares practical advice for us from her leadership philosophy centered on trust, communication, and working shoulder to shoulder with the people around her.Thank you to our podcast partner, NVA General Practice. NVA helps great vets become even greater with multiple paths to build a career that's uniquely yours. Wherever you want to go next, NVA has a path to help you get there. Visit Careers.NVA.com to find your next role.

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Workplace and leadership surveys show an overwhelming consensus among business leaders regarding the importance of team connection: ·         90% of employers state that fostering a sense of community and connection at work is crucial for business success. ·         71% of executives believe that strong employee engagement—often built through shared goals and team activities—is a core driver of their company's success. ·         47% of executives explicitly invest in employee experience initiatives to improve team collaboration. According to Harvard Business School and workplace satisfaction and engagement surveys, these statistics reinforce an essential reality: human connection, engagement, shared purpose, and collaboration are fundamental ingredients for organizational success. But what happens when those same principles are taken far beyond the traditional workplace—and into the Costa Rican jungle? Jason Westlake is an entrepreneur, adventure travel leader, author of Jungle Whispering, and co-owner of Tierra de Sueños Retreat & Wellness Center in Costa Rica. For 17 years, Jason has guided people toward unforgettable experiences while building a business and lifestyle centered on adventure, connection, courage, and community. The retreat center has hosted more than 267 retreats, supported by a diverse team committed to giving guests an uplifting and memorable experience. Jason's own adventures have taken him far beyond the familiar. From kayaking with killer whales and tracking gorillas in Africa to living deep in the Amazon with Indigenous communities, wrestling anacondas, and coming face-to-face with jaguars, his experiences have reinforced a powerful lesson: some of life's greatest opportunities begin just outside our comfort zones. At Tierra de Sueños, that philosophy extends to the entire guest experience. Nestled in the jungle near Playa Chiquita and Puerto Viejo, the retreat brings together different cultures, languages, locally sourced food, yoga, nature, adventure, and community. Behind it all is a team dedicated to helping visitors experience Costa Rica in an authentic and unforgettable way. In this episode of Let's Have This Conversation, Jason and I explore what happens when business and adventure become partners rather than competitors. We discuss overcoming fear, stepping beyond comfort zones, creating strong teams, building a business that supports the life you actually want to live, embracing cultural experiences, and designing once-in-a-lifetime moments people never forget. How much of the life we want exists just beyond the boundaries we've created for ourselves? And can entrepreneurial success be measured not only by what we build—but by the freedom, connection, adventure, and memories we're able to create along the way? Join us for a conversation about business, adventure, courage, human connection, and what it truly means to build a life on your own terms.   For more information: https://tierradesuenoslodge.com/ Email: jason@jasonwestlakecoach.com Get the Book: https://www.amazon.ca/Jungle-Whispering-Influence-Jason-Westlake-ebook/dp/B01IANR5ZG/ref=sr_1_7?dib=eyJ2IjoiMSJ9.2WamUAO73OQ4fMKQyx_3YDKABV0NO3kXVNLOO4KpyZwRDdyRePN_QL3w9w4WQEN3JAu0qf_Gy1Fit6Zli0ByVZgZkhZVSol-xG6D9Tt4x0iprcOV1QPyez_R-TZqel8M.-30SXJQvWeXo_P3i8h8uy1zuhz6mMmlv6Ip9Q-j2PU0&dib_tag=se&qid=1788369657&refinements=p_27%3AJason+Westlake&s=digital-text&sr=1-7&text=Jason+Westlake Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us Fan MailThe biggest workplace are not always obvious. A ladder with broken rungs poses a risk; an employer with a hidden agenda is a less obvious danger.  In this episode Becker shareholder Jamie B. Dokovna joins host Donna DiMaggio Berger to unpack the hidden employment risks facing condo associations, HOA boards and community association management companies—and how seemingly small decisions can lead to significant liability.Donna and Jamie dig into the rise of AI generated labor complaints and why “garbage in, garbage out” can still create serious risk for employers. Jamie breaks down what employment laws can apply based on headcount, including OSHA, FLSA wage and hour rules, ADA accommodations, Title VII discrimination, ADEA, and FMLA. They also tackle a common—and costly—misperception: that associations are protected because their staff technically work for the management company. When boards direct employees, drive performance reviews or participate in discipline, joint-employer arguments may follow.From there they move into real world safety issues that are easy to underestimate: extreme heat protocols for outdoor staff, hurricane and storm policies that balance community needs with employee safety, and secondhand smoke and air quality as workplace conditions. They also talk about resident driven harassment, recording and filming in the workplace, civility rules that give associations enforcement teeth, and the high stakes of threats and violence in a state with broad gun laws. Donna and Jamie close with mental health accommodations, support animals at work, social media boundaries, remote work injuries, and the one update almost every employer needs: a current handbook.Conversation Highlights:The employment risks community associations may overlook, from workplace harassment and extreme heat to threats of violence and mental health concernsUnderstanding which federal and state employment laws apply to associations, management companies and vendors—and how those obligations can vary by employer sizeWhat associations should know about protecting outdoor employees, including landscaping, maintenance, valet and security staff, from heat-related illnessHow associations can prepare policies that balance community needs with employee safety before, during and after a stormWhen exposure to cigarette or marijuana smoke can become a workplace safety or disability accommodation issueNavigating Florida's evolving gun laws while developing policies and procedures to prevent and respond to workplace threatsWhat employers should consider when cameras, wearable devices and recordings are used in the workplaceUnderstanding an employer's responsibilities when employees request accommodations for mental health conditions or want to bring an emotional support animal to workHow Florida's medical marijuana laws affect drug testing, workplace policies and prohibitions against working while impairedThe emerging employment risks of artificial intelligence, including AI-generated discrimination complaints and AI's potential to impact hiring, discipline, and other employment decisionsRelated Links:Podcast: HR Hacks with Jamie Dokovna Part IPodcast: HR Hacks with Jamie Dokovna Part IIArticle: Managing Your PersonnelOnline Class: Dealing With Difficult People

How living in Wisconsin ranks among other states in the nation. A report shows heat is a rising concern for workers in Wisconsin. Milwaukee's bygone movie palaces – and what happened to them.

Empathy in the Workplace, Center for Creative Leadership White Paper: https://www.ccl.org/insights-research/research/?research=empathy-in-the-workplace-a-tool-for-effective-leadership Why Emotional Intelligence Matters More Than Technical Skills In The AI Age, Forbes Article: https://www.forbes.com/sites/aytekintank/2026/06/30/what-are-power-skills-and-how-can-leaders-reinforce-them-in-2026/ How to Ask Better Questions: https://podcasts.apple.com/ru/podcast/how-to-ask-better-questions/id1567769910?i=1000660342169 The Art of Asking Smarter Questions, Harvard Business Review: https://hbr.org/2024/05/the-art-of-asking-smarter-questions Subscribe to our newsletter on LinkedIn: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7373364855967461376 Check out our website: https://canyouhearmepod.beam.ly Thank you for listening to "Can You Hear Me?". If you enjoyed our show, please consider subscribing and leaving a review on your favorite podcast platform.Stay connected with us:Follow us on LinkedIn!Follow our co-host Eileen Rochford on Linkedin!Follow our co-host Rob Johnson on Linkedin!

Group coaching is becoming a bigger part of leadership development, but it is still often confused with training, mentoring, or simply putting several people into the same coaching session. In this episode of A Better HR Business, I speak with Dominique Mas, Co-Founder and CEO, and Priscilla Lavoie, Head of Marketing at Group Coaching HQ. Group Coaching HQ works with HR, talent, L&D, and internal coaching teams to design, run, and grow group coaching programmes inside organisations. Dominique and Priscilla explain what effective group coaching looks like, where it can have the greatest impact, and how organisations can measure results without undermining trust within the group. We also discuss how Group Coaching HQ is growing through events, speaking, founder-led content, and other personal, trust-based forms of marketing. Priscilla explains how the company tracks its marketing activity and supports HR and L&D buyers at different stages of the buying process. In this episode, we discuss: What group coaching is and how it differs from training and mentoring Why it works particularly well for new managers and senior leaders How it can improve leadership skills, connection, and retention How to collect useful data while protecting trust and psychological safety How organisations can measure the business impact and ROI Why human, trust-based marketing is working well for Group Coaching HQ Dominique also shares findings from Group Coaching HQ's 2026 study, including the growing use of group coaching for leadership development and the need for clear programme structures and evidence of business value. About Group Coaching HQ Group Coaching HQ helps organisations create group coaching programmes that bring people together, improve leadership skills, and give more employees access to coaching. Its work includes consulting, programme design, coach training, ICF-approved group coaching certification, and the delivery of fully managed group coaching programmes. Links Group Coaching HQ Dominique Mas on LinkedIn Priscilla Lavoie on LinkedIn Listen to A Better HR Business on Spotify, Apple Podcasts, or the Get More HR Clients website. Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

Are Your Meetings Too Comfortable?Workplace drama has a bad reputation, but in episode 276 of At The Table, Pat Lencioni and Cody Thompson argue that genuine drama is often exactly what healthy organizations need. When teams allow real emotions, disagreements, fears, and convictions into the room, they can address difficult issues instead of letting them quietly grow. The challenge for leaders is learning to distinguish healthy drama from manufactured melodrama and then creating an environment where people can say what really needs to be said.Topics explored in this episode: (00:00) Why Workplaces Need More DramaPat and Cody challenge the assumption that all workplace drama is unhealthy, distinguishing genuine human emotion from exaggerated melodrama.They argue that organizations become more interesting, engaging, and effective when people are willing to address the emotional reality behind important issues.(04:03) Putting Real Stakes Back Into WorkCody compares healthy organizations to compelling movies, explaining that meaningful stakes and interpersonal dynamics are what make both stories and workplaces engaging.Pat explains how companies often drain emotion from strategic conversations even though excitement, fear, disappointment, conflict, and hope are naturally part of important decisions.(08:47) Good Drama, Bad DramaPat and Cody explore how fear, disagreement, and other genuine emotions can help teams surface problems and address the elephant in the room.They distinguish legitimate workplace tension from manufactured or unnecessary emotion that may point to a personal struggle or dysfunctional behavior.(13:18) Leaders Have to Run Toward the DangerCody explains that the most valuable consulting moments occur when teams move beyond models and finally surface the real problem they have been avoiding.Pat and Cody argue that leaders should become energized by meaningful tension and run toward important issues instead of quickly neutralizing or taking them offline.(17:48) Mine for the Last Ten PercentPat shares a memorable prank involving a client team to illustrate how emotion and drama can make important organizational moments memorable and revealing.Pat and Cody encourage leaders to ask whether people are withholding the final 10% of what they think and to actively mine for genuine emotion and conflict.This episode of At The Table with Patrick Lencioni is brought to you by The Table Group: www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable. Subscribe for more content from Patrick Lencioni @PatrickLencioniOfficialStay Connected with Patrick LencioniLinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealthInstagram: https://www.instagram.com/patricklencioniofficialTikTok: https://www.tiktok.com/@patricklencioniofficialX: https://x.com/patricklencioniAt The Table with Patrick LencioniApple: https://tablegroup.me/apple Spotify: https://tablegroup.me/sptfy YouTube: https://tablegroup.me/youtube Be sure to check out our other podcast, The Working Genius Podcast with Patrick Lencioni, on Apple Podcasts (https://workinggenius.me/apple), Spotify (https://workinggenius.me/sptfy), and YouTube (https://workinggenius.me/wgyt). Let us know your feedback via podcast@tablegroup.com. This episode was produced by Story On Media: https://www.storyon.co.

911. You can spend an entire day on video calls and still not have one real conversation. The connection that used to come free with the office doesn't come free anymore. After a trip to California wine country, Rachel Cooke found herself fixated less on the wine than on the village each winery had built around itself, and on what that says about connection in a remote, global, AI-driven workplace. Three reasons to build your own village, on purpose.Modern Mentor is a Quick and Dirty Tips Podcast, hosted by Rachel Cooke!Find more from Rachel at LeadAboveNoise.com.Have a question for Modern Mentor? Email: modernmentor@quickanddirtytips.com Discover more from Modern Mentor!FacebookLinkedInNewsletterTranscripts available on your podcast app or QuickandDirtyTips.com. Hosted on Acast. See acast.com/privacy for more information.

*EZ's new "DEFECTOR" hoodie available hereNote: "Act 2" is a separate published audio podcast.*Check out EZ's morning radio show "The InZane Asylum Q100 Michigan with Eric Zane" Click here*Get a FREE 7 day trial to Patreon to "try it out."*Watch the show live, daily at 8AM EST on Twitch! Please click here to follow the page.Email the show on the Shoreliners Striping inbox: eric@ericzaneshow.comTopics:*Trump claims 65 million barrels of Venezuelan oil.*EZ talks about when we run out of oil. Basically, we're fucked. EZ's chat has ideas*Supreme Court weighs in on Trump Ballroom.*Keefe D guilty in Shakur murder..*Amanda claims she "knows Billy Strings."*Local kid in Patriot Games.*Another horrible workplace death. *Nashville, TN cop greases sword-wielding kook holding a chick hostage*Asshole of the Day brought to you by Uncle John's Gravel Road RaceSponsors: Main Street Exchange Pawn Shop in Madison, Tennessee, Lexie Marie Photography, Kuiper Tree Care, Frank Fuss / My Policy Shop Insurance, Pinball Land, Mario Flores Lakeshore Team of VanDyk MortgageInterested in advertising? Email eric@ericzaneshow.com and let me design a marketing plan for you.Contact: Shoreliners Striping inbox eric@ericzaneshow.comDiscord LinkEZSP TikTokSubscribe to my YouTube channelHire me on Cameo!Tshirts available herePlease subscribe, rate & write a review on Apple Podcastspatreon.com/ericzaneInstagram: ericzaneshowTwitterAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

*EZ's new "DEFECTOR" hoodie available hereNote: "Act 1" is a separate published audio podcast.*Check out EZ's morning radio show "The InZane Asylum Q100 Michigan with Eric Zane" Click here*Get a FREE 7 day trial to Patreon to "try it out."*Watch the show live, daily at 8AM EST on Twitch! Please click here to follow the page.Email the show on the Shoreliners Striping inbox: eric@ericzaneshow.comTopics:*Trump claims 65 million barrels of Venezuelan oil.*Supreme Court weighs in on Trump Ballroom.*Keefe D guilty in Shakur murder.*EZ talks about when we run out of oil. Basically, we're fucked. EZ's chat has ideas.*Amanda claims she "knows Billy Strings."*Local kid in Patriot Games.*Another horrible workplace death. *Nashville, TN cop greases sword-wielding kook holding a chick hostage*Asshole of the Day brought to you by Uncle John's Gravel Road RaceSponsors: Main Street Exchange Pawn Shop in Madison, Tennessee, Lexie Marie Photography,  Kuiper Tree Care, Frank Fuss / My Policy Shop Insurance, Pinball Land, Mario Flores Lakeshore Team of VanDyk MortgageInterested in advertising? Email eric@ericzaneshow.com and let me design a marketing plan for you.Contact: Shoreliners Striping inbox eric@ericzaneshow.comDiscord LinkEZSP TikTokSubscribe to my YouTube channelHire me on Cameo!Tshirts available herePlease subscribe, rate & write a review on Apple Podcastspatreon.com/ericzaneInstagram: ericzaneshowTwitterAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network, the audio destination for business professionals. Every New Year's Eve, hosts Al and Leanne make bold, confident predictions about what the next year of work will look like. Some are rooted in occupational psychology, some in business experience, and some... are just Al getting carried away. In this special Summer Sessions episode, we dig through four years of predictions from 2023 through 2026 for a brutally honest, self-deprecating review of our past calls. From the rapid rise of AI agents and skills-based hiring to the over-hyped promises of AI burnout prediction and corporate transparency, find out who actually holds the ultimate workplace crystal ball.

Get the 200+ Page Optimal Living Daily Workbook (PDF) - Free. Want to turn today's episode into an actionable plan? Join the Optimal Living Weekly newsletter and I'll send you our 200-page digital workbook immediately. It's packed with the best takeaways from the show, formatted for easy reading and implementation at home. Get your free PDF workbook here: https://oldpodcast.eo.page/join Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com Episode 2162: Lisa Jeffs explains why a coaching culture belongs in every workplace, not just in the onboarding of new hires. She walks through five effects coaching has on an organization: sharper performance, stronger soft skills, higher employee engagement, teams that solve their own problems, and managers who lead by empowering people rather than presiding over them. The through line is that coaching raises productivity by building people up rather than by pushing them harder. Read along with the original article(s) here: https://lisajeffs.com/why-coaching-is-important-in-the-workplace/ Quotes to ponder: "Coaching not only improves productivity, but also helps employees improve their skills, competencies, and even make your office happier." "Coaching helps empower your team to find solutions for themselves." "The effectiveness of a leader is limited by how good their teams are." Optimal Work Daily is a daily career advice podcast where we narrate the best articles on productivity, entrepreneurship, and work-life balance, read to you by a professional narrator so you can grow your career a little more every day. Learn more about your ad choices. Visit megaphone.fm/adchoices

This podcast was previously recorded in March 2023. The actionable recommendations apply even more today! Customer experience teams are deploying chatbots and AI assistants earlier in the service journey because leadership wants faster resolution and lower cost per contact. That shifts more first interactions to automated flows. Customers are encountering decision-tree prompts instead of human conversation. That produces frustration and forgettable moments instead of loyalty-building moments. This episode addresses that operating pattern with a clear alternative: design AI around emotion and memory, not just efficiency. The conversation features Brian Solis, VP of Global Innovation at Salesforce, a digital anthropologist and futurist who has advised thousands of startups and enterprise organizations on innovation and transformation. He brings a human-centered lens to AI, automation, and the future of work, and he shares how leaders can use technology to build better relationships, better experiences, and better business models without losing the human element. What You Will Learn Replace "cheap automation" with human-centered design by mapping each AI touchpoint to an intended emotional reaction and a memorable moment. Close the skills gap for the jobs of the future by investing in soft skills such as creativity, listening, critical thinking, empathy, and leadership. Use AI to reimagine the customer journey and touchpoints, not just to cut cost, so relationships deepen instead of thinning out. Protect creativity and deep work by rewiring daily habits to reduce distraction and restore flow. Run an "undercover boss" moment to feel the customer and employee experience, then adjust processes so people feel understood and valued. Have a question or thoughts to share? Leave a voice message: https://www.speakpipe.com/StacySherman Learn more at DoingCXRight.com and subscribe to the newsletter for more actionable strategies.

Christian Thornton from the Wisconsin Veterans Chamber of Commerce joins Dave to discuss the opportunities and advantages of hiring veterans in the workplace. They explore this often-overlooked talent pool and the unique skills, experiences, and perspectives veterans bring to organizations. They also talk about how you can better support veteran-owned companies and create stronger connections within the veteran community.

Ashley Goodall is a longtime consultant, Fortune 50 executive, speaker, researcher, and writer in the areas of leadership and human resources. His two books are Nine Lies About Work: A Freethinking Leader's Guide to the Real World and The Problem with Change: And the Essential Nature of Human Performance. Greg and Ashley discuss how rapid transformation, especially with AI, often worsens work because human employees are wired for stability, ritual, predictability, and belonging. Change and improvement are not synonyms. They discuss creating “equilibrium under varying load” by making decision processes transparent, offering voice without confusing it with vote, and giving people information to improve predictions, since bad news is often preferable to no news. Ashley notes how leaders underinvest in people due to short-termism, and layoffs and constant uncertainty damage both remaining employees and health. He emphasizes building many great teams, choosing and training team leaders well, recognizing excellence publicly, making contributions legible to boost self-efficacy, and reorienting HR toward long-term human performance and organizational prosperity as administrative work is automated. *unSILOed Podcast is produced by University FM.* Episode Quotes: Transparency matters during change 17:35: I find the most effective sort of safety signal at work is not, "Trust me, it'll be fine," but, "Here's what we're wrestling with." I think you can substitute transparency into what factors leaders are juggling for a promise that it'll all turn out well. I think the challenge with lots and lots of organizational leadership is leaders feel they can't say what's going on. And in the absence of an understanding of what's going on, employees are like, "Listen, I don't trust the beautifully wordsmithed stuff that your communications people write for you to say to me, and that seems to be intended to avoid lawsuits, not intended to help me understand the world.” Why people struggle with change 04:04: Whether we like it or not, change makes life difficult for people. We are wired as a species in a way that appreciates stability, appreciates knowing where we are, appreciates knowing where things are going. The complicated reality of AI at work 02:49: Now we're talking to one another in a world where digital transformation is, you from our current attention span, about eighty-nine percent AI. That's what's transforming stuff. And the experience of AI in the workplace is deeply complicated. I don't see workers, employees rushing around going, "This stuff is fabulous. Give us more of it." The sentiment is, "I'm burned out. I've got to manage all these agents all the time. I didn't sign up to be a manager. I don't know whether this stuff is any good. My company is forcing me to use it irrespective of whether I think I should use it." So, the on-the-ground experience of these tools is decidedly mixed. Show Links: Recommended Resources: The Death and Life of Great American Cities Change Management Centrifugal Governor Watt Steam Engine Peter Cappelli Maslow's Hierarchy of Needs Who Moved My Cheese? Whitehall Study Deloitte Guest Profile: AshleyGoodall.com LinkedIn Profile Social Profile on Instagram Guest Work: Amazon Author Page Nine Lies About Work: A Freethinking Leader's Guide to the Real World The Problem with Change: And the Essential Nature of Human Performance If you enjoyed this show, here are some other unSILOed episodes you may like: 597: Donald C. Kieffer - Transforming Work Culture: From Firefighting to Strategic Flow 337: Simon Johnson - Navigating the Waves of Technology and Prosperity Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Leah Warwick talks with Matthew Walls on the EA Ignite show floor about why recognition matters more than most workplaces realize. This conversation kicks off Season 10 and is sponsored by Edible Arrangements. Recorded at EA Ignite Spring 2026 and produced by the American Society of Administrative Professionals - ASAP. Learn more and submit a listener question at asaporg.com/podcast.

Send us Fan MailAs an employment attorney, Robert Nuddleman helps businesses and employees resolve disputes and reduce potential exposure to claims of all kinds considering developing law. Robert's  education in psychology and drama, and his experience as a litigator, mediator and public speaker, enable him to deliver dynamic, entertaining presentations that make complex issues clear, practical and memorable. I love solving problems and helping educate clients so they can make informed decisions. Nuddleman Law Form, PC | Www.nuddleman.com | Robert@nuddleman.com | 925-400-9052Sign up for one of our negotiation courses at ShikinaNegotiationAcademy.comThanks for listening to Negotiation with Alice! Please subscribe and connect with us on LinkedIn and Instagram!

Chantell Cooley went from food stamps to co-founding a university with over 100,000 graduates. On Directed Life she shares how to discover the mantle God has placed on your life, live on mission in a secular marketplace, and stop living a script that was never yours.Chantell Cooley's Links  Instagram: https://www.instagram.com/chantellcooley/Facebook: https://www.facebook.com/chantellcooleyYouTube: https://www.youtube.com/@chantellcooleyTikTok: https://www.tiktok.com/@chantellcooleyLinkedIn: https://www.linkedin.com/in/chantell-m-cooleyWebsite: https://www.chantellcooley.com     

In this episode, Bart welcomes Dr. Julie Morris to explore why psychological safety is so closely tied to employee engagement and high-performing teams. Julie shares her journey from earning a ThD in ethics at Duke to working in technology and ultimately at Glint, Microsoft's employee engagement platform, where her work led her to explore psychological safety and what it looks like in practice. Drawing on that experience, Julie discusses the six pillars of employee engagement and explains how psychological safety is woven throughout them. She also shares insights from the psychological safety program she developed for managers, including three practical strategies leaders can use to foster it on their own teams. Along the way, Julie and Bart challenge common misconceptions about psychological safety and explore how leaders can create an environment where people feel comfortable speaking up, taking risks, and asking questions. At a time when people are asking more of their managers and leaders are looking for ways to create more engaged workplaces, this is an invaluable listen. Connect with Julie on LInkedIn here: https://www.linkedin.com/in/juliermorris/ Show Notes: 00:27 Show intro 01:04 Introducing Dr. Morris 02:07 Bart introduces the idea of psychological safety 02:36 Definition of psychological safety 03:09 Stats on psychological safety 05:03 Julie talks about her career path 05:44 What she was doing at Microsoft 06:52 What she discovered in the research at Microsoft 07:57 Psychological safety survey 08:15 If your org scores low on P.S., how do you improve? 09:38 Psychological safety - similar indicators as 'belonging' 10:29 What can managers do to foster this? 11:03 How did the program they developed work? 11:51 Experiences rolling out the program at Microsoft 12:09 Tapping into leaders' anxieties 13:17 Are people looking for managers with these skills? 14:18 What do people learn in this psych safety program? 14:43 Negative reactivity - characterized by knee-jerk reactions 15:18 Shutting people down 17:24 Were managers willing to change? 18:46 Adapting these strategies to your managerial style 19:56 Bart introduces example scenario of tough environment 21:20 Give yourself a buffer to cool down 22:34 Tip 2: Listen without agenda 23:27 Schedule regular check-ins 25:39 All that small talk really helps! 26:37 Beginning of timing/misalignment 27:06 Tip 3: Model the vulnerability you hope to see 28:03 If you want your team to take risks, show them vulnerability 28:32 What is the distinction between weakness and vulnerability? 30:23 How do you model vulnerability? 33:56 Bart recaps 3 points 34:17 Common misconceptions about psychological safety 34:40 "It's not my job to be your mom" 36:17 "I'm just not a believer in all this touchy-feely stuff" 38:32 Final advice 38:46 Stick with it! 39:23 Thank yous 39:34 Outro

Workplace wellness is about much more than step challenges, gym memberships, and occasional health initiatives. The everyday employee experience matters.On this episode of The H.I.T. Podcast, Toby Kennedy sits down with Andrea “Andy” Notch Mayzeles, Workforce Health Consultant at Kaiser Permanente, to discuss how organizations can build wellness strategies that actually become part of their workplace culture.With more than a decade of experience at Kaiser Permanente, Andy shares practical ways employers can assess their current wellness efforts, get employees involved, build leadership support, and integrate health and well-being throughout the organization.In this episode:How benchmarking and scorecards can reveal where your wellness strategy standsWhy employee wellness shouldn't live exclusively within HRHow wellness committees and employee champions can drive engagementWhy organizations should regularly ask employees what they actually needThe powerful trickle-down effect of leaders modeling healthy behaviorsThe business case for wellness—from retention and healthcare costs to absenteeism and productivityHow to make mental health part of the everyday employee experienceSmall, practical wellness rituals that managers can incorporate into their teamsOne of the biggest takeaways? A quarterly wellness challenge can't make up for an unhealthy day-to-day work experience. Managers and leaders play a critical role in creating an environment where employees can thrive.Andy also discusses Kaiser Permanente's Mental Fitness Toolkit, designed to help organizations incorporate simple, achievable mental wellness practices into the regular rhythm of work.

One of our co-workers ate someone's leftovers at the station

We continue our discussion after an e-mail was sent out at the station imploring people not to take someone else's food out of the fridge

In this episode, we explore the changing immigration compliance landscape in the US, Qatar and the UK. Chris Thomas of Holland & Hart and Emma Higham of Clyde & Co join us to discuss employer obligations, enforcement trends, recent regulatory changes and the key risks businesses need to consider when moving talent and business visitors across borders.Host: Elaine McIlroy (email) (Brodies LLP / Scotland)Guest Speakers: Chris Thomas (email) (Holland & Hart LLP / Colorado) & Emma Higham (email) (Clyde & Co / Qatar)Support the showRegister on the ELA website here to receive email invitations to future programs. 

Have you ever been told your workplace is "like a family"? In this episode, sociologist Dr. Sarah Mosseri joins us to discuss her book, Trust Fall: How Workplace Relationships Fail Us. She exposes how employers leverage emotional intimacy and relational trust to mask systemic inequity, burnout, and lack of real safety nets—a trap that disproportionately impacts women and marginalized workers performing heavy emotional labor.

Got any dilemmas you want us to unpack send it here sonigerian.com/DilemmaA simple “Tony” has somehow opened up a much bigger conversation about Nigerian workplaces. This week on So Nigerian, we're getting into the workplace rules we understand, the ones we tolerate, and the ones that make us wonder who approved them in the first place. From office hierarchy and salary conversations to dating your colleagues, working hours and bosses who expect replies at midnight, we're asking where professionalism ends and unnecessary control begins.Enjoy The Episode !!

Most dental teams do not quit because of pay. They quit because they do not feel valued. In this conversation Dr. Paul White shows you how to change that starting today. In this episode Kevin Henry talks with Dr. Paul White, psychologist and co author of The 5 Languages of Appreciation in the Workplace, about what it really takes to make your team feel seen and supported. Dr. White explains the difference between recognition and personal appreciation and why nearly eighty percent of people leave jobs when they do not feel valued. He walks through the five languages of appreciation at work which are words of affirmation, acts of service, quality time, tangible gifts and physical touch, and why the key is to show appreciation in the way the other person actually feels it, whether that is private encouragement or public praise. You will learn how anyone in the practice can build a more positive culture from any position, how authentic appreciation improves morale, productivity and patient care, and how to recognize and respond to toxicity before it hurts retention. Dr. White also shares simple next steps and resources to help you put these ideas into practice right away. Connect with Dr. Paul Website: https://appreciationatwork.com/ Assessment https://mbainventory.com/ YouTube Channel: https://www.youtube.com/@AppreciationAtWork ------------------- Dental assistants play a powerful role in whether patients move forward with treatment. You are a key part of the patient journey, and having the right financial options can make all the difference. CareCredit is a health and wellness credit card that offers flexible financing options, so patients can pay over time for the care they want or need, subject to credit approval. When money isn't the obstacle, patients say yes. Want to make CareCredit part of your practice's offerings and strengthen case acceptance? Email me at kevin@kevinspeaksdental.com and let's make it happen for your team. ------------------- If you work chairside, you know that good isolation and retraction can make a big difference in how smoothly a procedure goes. Keeping the field dry, maintaining visibility, and giving the clinician the access they need can help everyone work more efficiently. ISORETRACT is designed to support that process by providing isolation and retraction during dental and orthodontic procedures. It can be especially useful in practices handling orthodontics, clear aligner cases, Invisalign treatment, and cosmetic procedures where maintaining a clear, controlled working field is important. The goal is to make isolation easier for the clinical team while also helping create a better experience for the patient. Want to see what ISORETRACT could look like in your practice? Visit https://isoretract.com/ to learn more and see how ISORETRACT can help make isolation and retraction easier for your dental team. ------------------- Starting a career in dental assisting can feel overwhelming, especially when you're trying to figure out what you actually need to know before stepping into your first practice. The right preparation can help you walk in with more confidence and a stronger foundation. Dental Ready is built for aspiring dental assistants who want to prepare for the profession before taking that first step. It focuses on building the knowledge and confidence needed to enter a dental practice, while also preparing you for the people and teamwork that are part of the job. If you're getting ready to start your dental assisting career, visit https://dentalready.ai/ and use code DANation-DR1 to get 10% off. Dental Ready can help you build the knowledge and confidence you need to take your first step into the profession.

A single ignored greeting can sound small until it becomes the daily signal that you do not belong. We talk with Dorothy Dalton, a global HR leader and inclusive workplace champion, about what gender balance looks like when you have lived through normalized sexism, and why so many organizations still fall short on psychological safety and fair treatment.Dorothy shares how workplace harm has shifted from overt harassment to covert exclusion: being left out of emails, frozen out of meetings, measured against invisible standards, or kept in a constant state of anticipatory threat around redundancy. We dig into workplace trauma as an accumulation of repeated stressors, and we name the dynamic that makes recovery harder: corporate gaslighting that tells employees to “fix themselves” with confidence hacks, resilience talk, or burnout labels while the system stays the same. If you care about employee engagement, retention, and healthy performance, this is the uncomfortable side of workplace culture that cannot be ignored.We also get practical about healing. Dorothy explains how she integrates trauma-informed coaching, cognitive behavioral coaching, and a culturally accurate view of Ikigai to help people rebuild after bullying, layoffs, and chronic anxiety. We challenge the popular Ikigai Venn diagram and make room for a more human truth: your job does not have to be your only source of meaning. Purpose, gratitude, relationships, and small daily joys can be real steps back to stability, identity, and hope.If this conversation helps you name what you have been experiencing, share it with someone who needs it, subscribe for more on Ikigai and work culture, and leave a review with your biggest takeaway.

Welcome back to a raw, unfiltered double-header of The Straight Dope Show Crudités (Episodes 378 & 379). El Uno and TraB the Wonder jump straight into the chaos surrounding the Golden State Warriors, breaking down the cold reality of why Klay Thompson is gone and why the front office couldn't dump their struggling pieces. The duo gets into a hilarious, no-holds-barred dissection of Draymond Green's history, breaking down the exact reasons why Jordan Poole caught that legendary punch and why you never test a teammate who does WWE moves on the court. The conversation then shifts to workplace survival, as TraB explains the unspoken rules of being reliable at work—how showing up, doing your job, and covering for lazy coworkers ultimately makes them hate you. Finally, the hosts close out with a passionate, polarizing debate over the fast food hierarchy. El Uno defends the McDonald's Double Quarter Pounder as top-tier fast food, while TraB aggressively champions Carl's Jr., Five Guys, and the supremacy of Bay Area Nation's Giant Hamburgers over their Sacramento counterparts. Stop letting algorithms dictate your reality! Download the Rock Da Crowd TV app today on Roku, Apple, or Android, or visit RockDaCrowdTV.com to stream the latest uncut episodes of The Straight Dope Show!00:00:06 - Golden State Warriors turmoil, trade limitations, and Klay Thompson's departure.00:01:22 - The real reason Jordan Poole got punched and Draymond Green's history of on-court wrestling moves.00:06:00 - Quick thoughts on Doug Christie's role with the Sacramento Kings.00:06:41 - Workplace dynamics: Why being reliable and doing your job makes lazy coworkers hate you.00:11:03 - Wrapping up Ep. 378 with a shoutout to Russell Westbrook.00:12:28 - Fast food hierarchy debate: McDonald's Double Quarter Pounder vs. Carl's Jr., Five Guys, and Nation's Giant Hamburgers

Send us Fan MailDanny sits down with Certified Safety Professional and one of SafeStart's new consultants, David Sipe, to talk about how human factors shape the everyday moments where injuries happen. Hear how SafeStart changed the safety culture at his site, why safety skills matter beyond the workplace, and how simple techniques can help prevent errors before they lead to bigger outcomes.Host: Danny SmithGuest: David Sipe

Send us Fan MailNobody likes a bully! One of the reasons myself and many others became cops was to protect those who couldn't protect themselves. That's what cops should do! But, what happens when your own sheriff's department turns on you and becomes the bully? What do you do when your bosses and teammates turn on you? Where do you turn?My returning guest today, former Sheriff's Deputy Bridget Truxillo, was a sheriff's deputy in Florida for years. She worked undercover in the narcotics unit and was also the department's first and only female SWAT operator. Unfortunately, she was the victim of workplace harassment, bullying, and discrimination. She just ‘took it' until her own department drove her to resign. Bridget Truxillo went on to the next chapter of her life and became an attorney. That firsthand experience is why she founded Lady Law Shield, a firm built specifically to give law enforcement officers and first responders legal guidance on the employment issues they run into at work — things like workplace disputes, retaliation, and the fallout that can follow difficult decisions made on the job. Bridget works at the point where the job and the law collide, helping officers protect their careers while making sense of a system most attorneys don't understand from the inside. This conversation takes lots of unexpected twists and turns that I think you will find useful if you are a cop or if you want an insider look into the confusing and sometimes cruel world of law enforcement. It was a treat talking to Bridget again and hearing her amazing story of resilience and how she is of service to the law enforcement community.In today's episode, we discuss:·      Bridget's beginnings in law enforcement.·      What her rookie year looked like. ·      Being brought into undercover work after only having one year on the job.·      How and why she tried out and earned a spot on the SWAT team.·      How was she treated being the only female on the SWAT team? ·      Being the victim of workplace harassment and discrimination and how she dealt with it.·      What led to her decision to resign from law enforcement? ·      How can we as cops transition from being a cop to civilian life seamlessly? Is it possible?·      What she sees as the biggest mistakes cops make transitioning into civilian life.·      Her work as an attorney, founding Lady Law Shield, helping first responders who are victims of workplace harassment and discrimination.All of this and more on today's episode of the Cops and Writers podcast.Visit Bridget at her law firm, Lady Law Shield.Check out Bridget at the following conferences!Rise: Women in Policing | San Diego | September 2026 Tuesday, September 8, 2026 to Friday, September 11, 2026. I am speaking Thursday, Sept. 10,  10:30 a.m.-11:30 a.m., title: Navigating Workplace Challenges Without Derailing Your Career.2026 6th Annual National Law Enforcement Survival Summit, September 28-30, Las Vegas, NV. I am speaking September 30, title: Leadership Under Scrutiny: Reducing Liability and Workplace BreakdownCheck out our conversation from two years ago.Head on over to my website!What's the craziest thing you saw when you were a cop?My first week on the job, a guy running at me with a butcher knife. He'd just killed his brother over the last hot dog.That's chapter 1. There are 33 more.Police Stories: The Rookie Years just launched - available on Amazon. Search 'Police Stories Patrick O'Donnell' or click thSupport the show

This week, I had the absolute pleasure of sitting down with the incredible Alex Partridge—founder of UNILAD and Lad Bible, host of the ADHD Chatter podcast, and author of Why Does Everybody Hate Me?. We dove deep into a topic that so many managers want to get right, but often feel totally lost navigating: supporting neurodiversity in the workplace, specifically when it comes to ADHD. The first time I managed someone with ADHD, I felt lost. I wanted to be an ally and build an inclusive space, but I didn't know what real, everyday support looked like. As Alex and I chatted, it hit me again how much untapped creativity, innovation, and resilience lies within our neurodivergent team members—if we actually build environments where they can thrive. When we take a step back, set aside our assumptions, and approach people with genuine curiosity, we don't just become better leaders, we create workplaces where everyone feels safe enough to drop the mask and bring their whole self to work. Key Takeaways & Themes Understanding Rejection Sensitivity Dysphoria (RSD). "Children with ADHD are exposed to 20,000 extra micro-rejections in their formative years. Over a child's life, they add up, they compound, and they create an adult who suffers from extreme emotional pain when someone criticizes you or rejects you as an adult." Recognizing the Worksite Manifestations of RSD. "If you are living your life constantly expecting criticism or rejection around every single corner, you put up a guard to protect yourself. It means you can't do anything unless it's perfect. You'll stay in the office four hours later than everyone else, or you'll stay up all night simply to complete that work to such a high standard because the thought of your boss even making a tiny correction to it is so painful." Building Psychological Safety from the Top Down."When people in the office observe vulnerability coming from the top, that trickles down to them, and it creates the impression that if they ask for help. It sends the message that they can make that ask without fear of it being met with any kind of eye roll." The High Cost of Failing to Accommodate Neurodiversity."80% of neurodivergent employees actually leave a company within three months post-the hiring stage because they are too anxious in that environment to do the job that they're able to do." Fostering Allyship Through Curiosity Rather Than Judgment. "Approach the whole conversation with curiosity rather than judgment. Always have an open mind and have that curiosity to ask yourself, 'Maybe that is the better way to do it?' When that mindset shifts, then suddenly there's a whole door of possibilities that open up to you." Concluding Actionable Takeaway Leading with Open-Ended Support: Instead of singling employees out by pointing to specific neurodivergent traits or diagnosing behaviors, leaders should proactively offer broad, company-wide avenues for help—and regularly ask a simple, open-ended question like, "Is there anything I can help you with?" or "Do you want five minutes to think about that assignment before taking it on?" Follow Alex at https://www.alex-partridge.com/

When King Josiah's workers rediscovered the lost Book of the Law in the temple, he faced a critical choice: react with defensiveness, fall into shame, or choose true repentance. Join us as we trace Josiah's radical reforms in 2 Kings, explore Jesus's call to be the salt of the earth in Matthew 5, and learn how God promises to give us a brand-new heart.Be sure to follow 614 Church online:Instagram: https://www.instagram.com/614_church/Facebook: https://www.facebook.com/614church/Website: https://www.614church.orgTo support our ministry, https://614church.org/give/To fill out a contact card so we can stay in touch, click the link below!https://614.churchcenter.com/people/forms/283193Until Everyone Knows Jesus.

86% of employees at Canada's Best Workplaces say management keeps them informed about important issues and changes, according to Great Place to Work Canada. That statistic underscores a fundamental truth about organizational success: trust, transparency, and communication matter—especially when organizations and their people are navigating change. High-trust workplace cultures can also have a powerful impact on employee retention, engagement, collaboration, and an organization's ability to navigate uncertainty. When employees trust their leaders, understand where the organization is going, and feel connected to the people around them, teams are better positioned to perform when circumstances become challenging. So, how can leaders build teams that communicate faster, trust more deeply, and execute effectively when things get messy? On this episode of Let's Have This Conversation, I'm joined by Tyler Hayden, a Hall of Fame keynote speaker, Certified Speaking Professional (CSP), bestselling author, and organizational development consultant who has spent more than 30 years working with teams—from outdoor leadership environments to corporate boardrooms. Tyler has worked with organizations including TD Bank, Bell, Honeywell, and Pratt & Whitney, helping leaders strengthen communication, engagement, collaboration, and organizational culture. His promise for every engagement is simple: High energy. Real tools. Measurable behaviour change. Tyler's work sits at the intersection of leadership and manager development, team engagement, employee retention, workplace culture, experiential learning, facilitation, and evidence-based approaches to creating lasting behavioural change. During our conversation, we explore what separates an ordinary collection of employees from a truly high-performing team. We discuss how leaders can establish trust, improve communication, strengthen employee engagement, and create workplace cultures where people are prepared to perform through uncertainty and organizational change. We also examine the power of storytelling in leadership and why the stories leaders tell—and the way they communicate them—can influence trust, belonging, motivation, and organizational identity. Tyler also shares insights from his proprietary MIQ approach, his philosophy of experiential learning, and what three decades of working directly with teams have taught him about creating learning experiences that actually stick. At its core, this conversation is about creating elite workplace cultures where communication is clear, trust is intentional, leadership is human, and employees are equipped to perform when the pressure rises. If you're a CEO, executive, HR professional, people leader, manager, organizational development professional, or anyone responsible for building stronger teams, this conversation offers practical insights into turning workplace culture from an abstract concept into a measurable competitive advantage.   For more information: https://tylerhayden.com/ Get the books: https://www.amazon.ca/stores/Tyler-Hayden/author/B00N9P1SHC?_encoding=UTF8&pd_rd_w=gBysS&content-id=amzn1.sym.aaa4948b-dfc3-44fd-9219-af24eb02108e&pd_rd_wg=xtrkQ&pd_rd_r=e0e1976e-1412-48db-9567-2703a8b4678f&ref=ap_rdr&shoppingPortalEnabled=true Discover more: https://rubberchicken.ai/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In Episode 92 of Moving Into the Future, host Jack Macejka, Vice President of National Accounts at The Advance Group, sits down with Jerry George, Senior Associate at Perkins & Will, to explore how artificial intelligence, evolving workplace expectations, and changing client needs are reshaping the role of the modern architect. Jerry explains why AI should be viewed as a tool rather than a replacement for human expertise, and how faster technology is raising expectations for architects to deliver more while continuing to build the trust and relationships that drive successful projects. They discuss how architects are moving beyond traditional design responsibilities to become strategic advisors who help clients solve business challenges, understand workplace data, strengthen company culture, and plan spaces for needs that may not exist yet. The conversation also looks at the evolution of the post-pandemic workplace, from hoteling and badge data to hospitality-inspired amenities, flexible spaces, employee retention, and the growing importance of creating offices that give people a meaningful reason to come together. Listen now to hear how AI, human connection, and intentional design are changing what companies should expect from their architects and shaping the workplaces of the future. Catch more episodes at https://theadvancegrp.com/happenings/podcast/ See omnystudio.com/listener for privacy information.

In episode 267, Coffey talks with Catherine Clifton about AI-generated employee grievances, another lawsuit arising from a DEI training program, a Walgreens race and age discrimination case, and a Reddit scenario involving FMLA leave and workplace gossip. They discuss the rise of AI-generated employee grievances citing nonexistent laws and containing factual errors, and how employers should respond to them the same way they'd respond to any poorly written complaint; AI use by medical providers in ADA accommodation responses — including providers drawing conclusions that are legally the employer's to make; the danger of employees using AI to build one-sided cases that start with a conclusion rather than an objective analysis of facts; an EEOC lawsuit against Washington University in St. Louis arising from a DEI training that racially segregated participants over an employee's explicit objection, followed by elimination of her position after she filed an EEOC charge; the structural problems with demographic-based separation in DEI programming and the assumption that shared identity equals shared experience; the Walgreens case and the legal standard for comparators in race and age discrimination claims — including similar job, same decision-maker, comparable conduct, and disparate treatment; how summary judgment works and why consistent policy enforcement across all employees is the strongest defense against comparator arguments; the risk of employees not knowing what disciplinary action others have received, and how that gap fuels gossip and unfounded discrimination claims; and a Reddit scenario involving a coworker complaining about an FMLA-protected employee, a supervisor who deflects with "HR is aware," and how HR should respond to protect privacy while addressing cultural warning signs. For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP267  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Catherine has more than 20 years of experience specializing in employment law in Texas. She worked with multiple local governmental entities as an employment law attorney and also served as a legal advisor for public safety.  She spent several years as an administrative services director, where she was responsible for Human Resources, Risk Management, and Payroll. She has advised clients on recruitment, selection, discipline, wage and hour, policies, and grievance matters, including federal and state laws related to labor and employment.   Catherine also has experience with general municipal law, utility matters, public information, open meetings, and general governance matters.   Catherine is a graduate of Southwestern University, obtained her JD from Texas Tech University. She is certified as a Senior Professional in Human Resources (SPHR). She joined Ross | Gannaway | Clifton, PLLC in 2022.  Catherine can be reached at:  https://www.gannawayclifton.law/  https://www.linkedin.com/company/rossgannawayclifton/   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Apply a consistent, policy-grounded response protocol to AI-generated employee grievances — including clarifying conversations, documentation, and using complaints as opportunities to identify real underlying issues. Identify the legal elements of a valid comparator in a discrimination claim and explain why consistent enforcement of discipline across all employees is the most effective defense.  Recognize the supervisor behaviors that signal cultural and legal risk — including deflecting accountability to HR and failing to redirect inappropriate peer complaints — and describe how HR can address them. 

1045. Are you taking full advantage of tax-free retirement growth? While both workplace Roth plans and Roth IRAs offer tax-free growth, they come with vastly different eligibility limits, withdrawal rules, and investment options. Laura breaks down the key Roth differences so you can decide which option is right for you. Key Takeaways:You can contribute up to $24,500 to $32,750 in a workplace Roth for 2026—over triple the $7,500 to $8,600 limit for a Roth IRA, depending on your age.Roth contributions make sense if you believe your income or tax rate will be higher in the future when you can take tax-free withdrawals. High earners who exceed the 2026 Roth IRA MAGI limits can not make full contributions to a Roth IRA. You can withdraw 100% of your original Roth IRA contributions anytime, tax- and penalty-free, but that's not possible with a workplace Roth. A Roth IRA offers better investment choices and early liquidity compared to a workplace Roth. Workers over 50 and earning over $150,000 in prior-year wages must make any workplace catch-up contributions on a post-tax Roth basis.Most investors should prioritize contributions to a workplace retirement plan to receive 100% of any employer match.Discover more from Money Girl!FacebookNewsletterTranscripts available at QuickandDirtyTips.com.Email: Laura@LauraDAdams.com or leave a voicemail: (302) 364-0308. Hosted on Acast. See acast.com/privacy for more information.

Today we talk about workplace drama! We dissect the different types of "drama" that happen in the workplace, and discuss how gossip in the office can enhance or detract from the work experience.Support the showFollow us on social media @eatyourcrustpod

TALK TO ME NICE THURSDAY Some work spaces are different than others, some have the facilities of a communal shower... Brook makes the most of this although he found himself in a situation that left questioning the difference between right and wrong... A clip off of the Podcast 'You Wouldn't' CAUGHT Jordan's attention, where the situation being discussed has caused the jury to come forward and a verdict needed on whether what has been said is fact or cap... And the boys carry on making their way onto the next TUNE off of the album "Moana: Voices Across The Ocean", reacting to 'Deep End' by Sammy Johnson and Fatai... POWERED BY THE PEOPLES MEDIA CO. Hit that link below to stay caught up with anything and everything TMS. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.facebook.com/groups/3394787437503676/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Thank you to the team at Chemist Warehouse for helping us keep the lights on, here at The Morning Shift... ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.chemistwarehouse.co.nz/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ 00:00 - INTRO 02:12 - CHECK IN (SPECIAL MESSAGES) 08:38 - DAILY BREAD 17:04 - IS THIS STORY FACT OR CAP? 25:57 - BROOK'S SHOWER DILEMMA 32:50 - MOANA: VOICES ACROSS THE OCEAN! 37:54 - OUTRO Learn more about your ad choices. Visit megaphone.fm/adchoices

We started talking about the HUGE changes coming to retail over the next five years, and now we're continuing the conversation.In Part Two, we tackle the next five:• The online and in-store shopping experience becoming one• Cashiers becoming a much smaller part of the store• The changing definition of the retail employee• Retail becoming even more focused on productivity• And the future of value, where the cheapest option isn't always the winnerTechnology is changing retail fast. But what does that actually mean for the people working in retail?Will AI and automation make our jobs easier, or will fewer employees simply be expected to accomplish more?The Artificial Takeover isn't just about technology. It's about people.If you're a member, use the private RSS feed link you received when you signed up for the $2/month membership. Simply paste it into your favorite podcast app (or use the one-click app links in your welcome email) to access all of your members-only episodes.All The Clopen Links: https://linktr.ee/theclopeneffect$2/month membership and advertising opportunities: https://the-clopen-effect.captivate.fm/supportOur Amazon wishlist: https://www.amazon.com/hz/wishlist/ls/28E9USH21CBC1?ref_=wl_shareBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

Dolly Parton's story is a masterclass in turning humble beginnings into a massive brand without losing touch with where you came from. And given today's heartbreaking news, it's worth noting that Dolly Parton died today, August 25, 2026, at age 80, according to her family and major news organizations. A quick remembrance of Dolly. May she RIP.A beautiful tribute from her website here: https://www.dollyparton.comAlso mentioned: Jeff Bezos donated $100 million to Dolly Parton in November 2022 through the Bezos Courage and Civility Award. - Forbes and GeekWireIf you're a member, use the private RSS feed link you received when you signed up for the $2/month membership. Paste it into your favorite podcast app (or use the one-click app links in your welcome email) to access all your members-only episodes.All the Clopen Links: https://linktr.ee/theclopeneffect$2/month membership and advertising opportunities: https://the-clopen-effect.captivate.fm/supportOur Amazon wishlist: https://www.amazon.com/hz/wishlist/ls/28E9USH21CBC1?ref_=wl_shareBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

Colby Parkinson, tight end for the Los Angeles Rams, joins Jonny Ardavanis for a raw conversation about faith, football, and what it really means to be "salt and light" (Matthew 5:13-16) in a secular, high-pressure NFL environment.Colby opens up about a difficult season where he feared being cut from the roster, the identity crisis that followed, and how a shift from a works-based mindset to a grace-based one transformed not just his walk with Christ — but his career, leading to a breakout season with the Rams.Stay accountable in a digital world: check out Accountable2You at accountable2you.com/dialin — use code DIALIN for 25% off your first year.In this episode, Colby and Jonny dig into:- What it looks like to honor God through work ethic and integrity in professional sports- How to handle failure, benching, and uncertainty as a believer- The temptations of wealth, fame, and access that come with NFL life- Being a godly husband and father to Melanie, Brooks, and Forest Parkinson- Why character (salt) isn't enough without vocal witness (light)- How to have gospel conversations without fear of "ruffling feathers"Whether you're an athlete, entrepreneur, or working a 9-5, this conversation on purpose, humility, and living for an audience of One will challenge and encourage you.Timestamps / Topics: Matthew 5:13-16 | Salt & Light | NFL Faith | Identity in Christ | Overcoming Setbacks | Christian Fatherhood | Workplace Ministry

In this special episode, we are joined by Mike Sullivan, Co-Founder and Chief Growth Officer at OneDigital, and Vinay Gidwaney, OneDigital's Chief Product Officer, to discuss their new book, Workforce Intelligence: The People-First Playbook for Leading Your Company Through AI Transformation. Together, they offer a practical, pro-human framework for navigating a future where artificial intelligence becomes deeply embedded in how organizations operate.   We explore why leaders should focus on tasks rather than headcount, how AI can amplify uniquely human capabilities, and why companies may need to rethink how they manage their workforce. Mike and Vinay explain their concepts of reducible and irreducible skills, AI coworkers, workforce intelligence, collaborative AI use, and the importance of building an organizational intelligence layer. They also share practical lessons from OneDigital's own AI transformation—including why leadership activation, trust, reskilling, and a partnership between technical and non-technical leaders are essential.   This conversation offers an alternative to the prevailing narrative of AI-driven job elimination. Instead, it asks a bigger question: if AI can take on more of the work we currently do, what might humans become capable of doing next?   Key Points From This Episode: (0:00:00) Highlights. (0:00:25) Introduction. (0:01:23) Why AI adoption affects employers, employees, and financial markets—and why the conversation is relevant far beyond technology. (0:02:27) Two possible paths for companies: replacing people with AI or using AI to amplify human capabilities. (0:03:53) How PWL is already using AI to help financial planners and portfolio managers work more strategically and serve clients better. (0:06:22) Mike and Vinay's five-year partnership around deploying AI inside OneDigital. (0:09:07) The "radiating red dot": Why Mike's analysis suggested that up to 25% of OneDigital's workforce could be disrupted by AI. (0:11:09) "See faces, not headcount": The decision to pursue transformation by amplifying people rather than simply reducing jobs. (0:12:19) Why Mike and Vinay felt a responsibility to offer a more practical, human-first narrative about AI and work. (0:13:40) Vinay's realization that widespread access to AI makes human differentiation even more important. (0:17:22) Mike's first experience with an AI coworker—and the endless possibilities it unlocked for curiosity and exploration. (0:18:22) Human intelligence versus artificial intelligence: Why AI's greatest value may be its ability to help people think differently. (0:22:19) Why the future of work should be analyzed at the task level rather than through predictions about jobs disappearing. (0:23:58) The coming reskilling challenge—and why the allocation of work between AI and humans needs to be more deliberate. (0:25:12) Why Vinay believes companies that discard their human talent could lose their most important competitive differentiation. (0:26:30) Why AI transformation should be viewed as a "movie, not a snapshot," with work continually being reshaped. (0:28:10) What "workforce intelligence" means: Managing the combined intelligence of human talent and AI talent. (0:30:07) Why Mike and Vinay believe HR—not just IT—must play a central role in leading the transition to a blended workforce. (0:31:54) Reducible versus irreducible skills: Letting AI handle work that can be broken into processes while humans spend more time on judgment, experience, and other "squishy" capabilities. (0:34:10) Applying the framework to financial planning: AI for modeling and information processing, humans for judgment, relationships, and helping clients navigate life decisions. (0:37:00) How AI can reduce meeting preparation from hours to minutes while generating insights that would otherwise be missed. (0:37:48) The importance of trust and communication as employees try to understand what AI means for their future. (0:39:53) The Workforce Intelligence score: Treating AI as talent and measuring the evolving mix of human and AI work. (0:42:09) Transactional versus collaborative AI use—and why collaboration can be more amplifying for both people and organizations. (0:45:40) Why companies need agency over their AI systems and should think carefully about intelligence lock-in. (0:48:47) Codifying organizational intelligence: Building systems where human expertise improves AI, which in turn helps humans become more capable. (0:50:24) What it means to become "activated" by AI—and how using AI as a coach and teacher can expand human potential. (0:52:44) Ambient AI: Systems that continuously observe information and surface patterns when human judgment is needed. (0:54:11) The Charlotte-Denver redundancy and the challenge of making the best organizational intelligence available to everyone. (0:57:26) OneDigital's five-tier fluency model for developing AI capabilities across employees, advanced users, managers, and builders. (1:00:13) Why democratized software development creates a new governance challenge—and how AI may help manage it. (1:00:54) Why OneDigital gives AI coworkers names, faces, profiles, skill sets, and human managers. (1:04:01) Mike's belief in the dignity of work—and why employers need to approach the AI transition with humanity and care. (1:06:53) Vinay's belief in human potential and why the goal should be to expand what people are capable of doing. (1:08:56) Why organizations should avoid measuring AI success solely through cost cutting and instead consider human amplification. (1:12:41) The four questions for Monday morning: Turning big ideas about AI transformation into practical actions leaders can take immediately. (1:13:55) Why AI transformation needs leadership from the top and a partnership between someone who understands technology and someone who deeply understands the business. (1:15:40) Leadership activation: Why organizations are unlikely to change until their leaders personally experience how AI can transform their own work. (1:17:44) What we still don't know about AI—and why the guests believe we are still in the very early innings of this transformation. (1:18:55) The three-minute-mile analogy: AI may optimize human minds in ways we cannot yet imagine. (1:20:00) A final call for a pro-humanity, blended workforce—and the need to move faster in adapting to what AI makes possible.   Links From Today's Episode: Meet with PWL Capital: https://calendly.com/d/3vm-t2j-h3p Rational Reminder on iTunes — https://itunes.apple.com/ca/podcast/the-rational-reminder-podcast/id1426530582. Rational Reminder on Instagram — https://www.instagram.com/rationalreminder/ Rational Reminder on YouTube — https://www.youtube.com/channel/ Benjamin Felix — https://pwlcapital.com/our-team/ Benjamin on X — https://x.com/benjaminwfelix Benjamin on LinkedIn — https://www.linkedin.com/in/benjaminwfelix/   Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com)

If you started your inclusion work without gathering evidence for the problem, you can't prove what changed. Here I unpack why. In this episode we cover: Why most inclusion work starts without evidence How little evidence you actually need Why no evidence in means no evidence out If you want to go further When we … The Step Most HR Leaders Skip When Building An Inclusive Workplace Read More » The post The Step Most HR Leaders Skip When Building An Inclusive Workplace appeared first on Element of Inclusion.

Digital Drama 8-25-2026 …Think of the Children! …Workplace Romances can end in a Sexual Harassment Lawsuit

What You'll Learn in This Episode:In this episode of the Lean Solutions Podcast, Natalie Howden is joined by Cindy Darnell, Steve Burgett, and Jordan Kimball for a preview of their sessions at the Lean Solutions Global Summit. Together, they explore how organizations can design better processes, reduce ambiguity, strengthen communication, and develop people through continuous improvement.Steve and Jordan share how their work at Gentex focuses on designing systems that make problems visible, reduce noise and chaos, and create the stability needed for people to become proactive problem solvers rather than constant firefighters. They also discuss how these principles can be applied beyond manufacturing to support and administrative environments.Cindy dives into DISC and how understanding different communication and behavioral styles can help leaders navigate change, strengthen teams, and support lean culture transformation. The conversation also explores the connection between people and innovation, the importance of understanding ourselves and others, and how Kata can become a powerful people development process.Whether you're leading change, improving processes, developing people, or building a stronger continuous improvement culture, this episode offers practical insights for creating systems that work better and teams that work better together.Key Takeaways:1. Design processes to make problems visible and reduce ambiguity2. Standardization and stability give people more room to problem-solve and innovate3. Understanding different communication styles can make change more effective4. People and innovation are better together when communication and systems support bothLinks: https://www.findleansolutions.com/summit-2026/https://www.findleansolutions.com/

JOIN THE ACADEMY! VISIT CONCRETESCHOOL.CO TO START LEARNING TODAY.ON THIS EPISODE OF THE CONCRETE LOGIC PODCASTDoes concrete's culture of toughness help people handle difficult work, or does it keep them from asking for help when they need it most? Seth is joined by Mike Schneider, who spent 45 years with Baker and served as senior vice president and chief people officer. They discuss why construction workers may suffer in silence, how supervisors can recognize behavior changes, and why mental health needs the same attention the industry gives physical safety. Mike argues that changing the culture starts with stronger relationships, leaders willing to show vulnerability, and making resources such as mental-health first aid, EAPs, and 988 easier to access.WHAT YOU'LL LEARNWhy construction's traditional tough-guy culture can discourage workers from asking for helpWhy Mike prefers framing the issue around “mental strength”How leaders can make vulnerability and asking for help more acceptable on the jobWhy relationships with crew members matter when identifying changes in behaviorWhat supervisors should notice when a normally dependable coworker begins acting differentlyWhy mental-health first-aid training can be valuable for frontline supervisionHow industry groups are addressing mental health and suicide preventionWhy long hours, travel, layoffs, physical pain, family pressure, and substance use can compound stressWhy simply offering an Employee Assistance Program is not enough if workers do not know how to use itWhy contractors should include suicide response and postvention in crisis planning CHAPTERS(00:00) Construction toughness and the mental-health question (04:01) Why construction workers suffer in silence (09:09) Changing safety culture and redefining strength (11:50) Relationships, behavior changes, and recognizing trouble (15:46) Mental-health resources for the construction industry (20:34) Opioids, overdoses, and Narcan on the jobsite (21:59) Removing stigma and talking openly about mental health (24:15) Why construction faces a difficult combination of risk factors (27:51) EAPs, 988, and making help easier to reach (29:44) Screening tools and starting the conversation (30:37) Language, crisis planning, and postvention (33:05) Mike's closing challenge and contact informationGUEST INFOMike Schneider, Consultant Guest link: https://www.concretelogicpodcast.com/guests/mike-schneider/ Email: schneider@bakersharedservices.comRESOURCES MENTIONEDCIASP - Construction Industry Alliance for Suicide Prevention - preventconstructionsuicide.com US - United Suicide Survivors International - unitedsurvivors.com CMHA - Construction Mental Health Alliance - construction wellness.org ANSW - Alliance for Naloxone Safety in the Workplace - answ.org AFSP - American Foundation for Suicide Prevention - afsp.org Books: “The Anxious Generation - How the Great Rewiring of Children is Causing an Epidemic of Mental Illness” by Jonathan Haldt “YES, You can Talk about Mental Health at Work” by Melissa Doman “Empire of Pain - the Secret History of the Sackler Dynasty” by Patrick Radden Keefe “Dreamland - The True Story of America's Opiate Epidemic” by Sam QuinonesCONCRETE LOGIC ACADEMYConcrete knowledge matters, but leadership also means understanding the people doing the work. Concrete Logic Academy provides practical concrete education, professional-development courses, and real-world lessons connected to the podcast. Join for free: https://concreteschool.coSUPPORT THE PODCASTIf the Concrete Logic Podcast gives you value, send a little value back. You can support the show here: https://www.concretelogicpodcast.com/support/ Interested in sponsoring the podcast or working with Concrete Logic Media? Email Seth: seth@concretelogicpodcast.com Special thanks to Andrew Johnson for supporting the podcast.CREDITSProducers: Andrew Johnson, Jodi Tandett and Concrete Logic MediaMusic by: Mike Dunton https://www.mdunton.com/WHERE TO FIND SETHConcrete Logic Podcast: https://www.concretelogicpodcast.com/ YouTube: https://www.youtube.com/@concretelogicpodcast LinkedIn: https://www.linkedin.com/in/seth-tandett/ Concrete Logic Academy: https://www.concretelogicacademy.com/ Until next time, let's keep it concrete.

Kathy Solberg Book Discussion Michael welcomed Kathy Solberg to discuss her background and book. Kathy shared her career journey from academia to running a leadership program and starting her own consulting company, Common Unity Consulting. She mentioned her upcoming book "Practical Tools for Workplace Transformation" releasing September 10th. The conversation touched on how Kathy's diverse experiences across academia, consulting, and running peer groups for various professionals have allowed her to accumulate valuable tools and skills that she uses to help others. Change Management Best Practices Kathy explained that many change management efforts fail because complex solutions are applied to complex problems without properly addressing existing systems and infrastructure. She described her "unweaving" process, which starts with noticing and clarifying current systems before acting, emphasizing the importance of understanding what works before implementing changes. Kathy noted that leaders often try too many different approaches without giving previous efforts enough time to succeed, leading to broken trust and employee exhaustion. AI Implementation Planning Challenges Michael shared his experience from government healthcare panels where doctors were often excluded from planning discussions, leading to failed implementations when doctors ultimately rejected the proposed solutions. He drew a parallel to current AI deployments, warning that many AI initiatives will likely fail by 2027 due to lack of proper oversight and understanding of standard operating procedures. Kathy agreed and added that many organizations struggle with creating meaningful strategic plans without proper human interaction in the process. Future-Focused Systems and Tools Book Kathy explained that her book, which took over three years to write, was inspired by her frustration with people wanting to return to pre-pandemic normalcy and her desire to share insights about creating a better future. She described the book as a gift of simplified systems and tools, including 302 worksheet pages that will be available for free on her website when the book launches in September. Workplace Boundaries Book Discussion Kathy discussed creating a book focused on workplace boundaries and control, which started as a personal project but evolved into a workplace-focused publication. Michael shared his experience with conference notes and learning resources, emphasizing the challenge of implementing new knowledge due to limited staffing. They both discussed the importance of applying learning to both personal and professional settings, with Kathy noting how her book addresses the connection between personal and workplace behavior. Book Promotion Timeline Discussion Michael and Kathy discussed the promotion and release timeline for Kathy's book. They agreed to release promotional content gradually over a few days to build anticipation, with Michael's team handling the editing and distribution process. Kathy provided her website kathysolberg.com as the place for people to learn more about her work and the book.