Podcasts about Workplace

Discover how pets can transform your daily work routine, boost team morale, and even make Mondays something to look forward to. Steven Feldman, president of the Human Animal Bond Research Institute (HABRI), explains the science, shares practical solutions, and answers audience questions on embracing pet-friendly policies and benefits no matter where you work.  Resources from this Week's Episode - Pet Insurance Policy Template: https://www.shrm.org/topics-tools/tools/policies/pet-insurance-benefits-policy-template  Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Edward Kacal is CEO at Servus Limited in Trinidad and Tobago where he is a proven problem-solver with a blend of analytical and intuitive skills driving positive long-term performance at a company providing outsourced integrated facilities management services. Mike Petrusky asks Eddie about how the facility management industry is evolving and why leaders need to advocate for its growth and recognition both locally and internationally. They explore how AI is impacting the workplace and the FM profession as it revolutionizes building management and operations. Eddie says that FM professionals should strive to become generalists, being good at many different things, rather than being confined to specific job titles and descriptions. He encourages us to pursue continuous learning and professional development are essential to avoid becoming obsolete in a rapidly changing industry. Mike and Eddie agree that facility managers should focus on a strategic agenda and network within their organizations to gain support and resources, so they invite participation at IFMA as they provide the inspiration you will need to be a Workplace Innovator in your organization! Connect with Edward on LinkedIn: https://www.linkedin.com/in/edwardkacal/ Explore Servus Limited: https://servus.co.tt/ Learn 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/  

Gensler's Diane Hoskins explains the workplace design trends that are meeting the evolving needs of today's workforce. She discusses how hybrid work shapes office plans, the importance of reflecting local culture and AI's growing impact.Key takeaways on Gensler's views of workplace design: · Workplace design is in flux: Today's offices require a rethink of the work environment, shifting from rigid layouts to flexible spaces. · One size doesn't fit all: From law firms to tech companies, bespoke design strategies—rooted in culture, function and employee satisfaction—are outperforming cookie-cutter solutions across sectors. · Destination workplaces are on the rise: Companies are investing in spaces that attract talent and foster collaboration, turning offices into places where people want to be. · AI is changing the game: Artificial intelligence is revolutionizing architectural visualization, enabling real-time design iteration and deeper client engagement.

Episode 614 - Jonathan Stanley - Restoring Humanity to the Workplace, A Viral Tik Tok Clip, and Selling 12 BooksI'm deeply grateful for the outpouring of love, support, kindness, and encouragement from every corner of the world.You inspire me every single day.To my readers, thank you. Without you, my words would have stayed quiet on the page. Your support gave this book a voice, and that voice is now reaching farther than I ever imagined.If you know the TikTok story, then you see the spark. One small act of empathy. A video shared by Taylor Mae and her daughter, Ella, touched hearts around the world. That moment helped lift Purposeful Performance onto the bestseller list. I still struggle to find the words to express what that means.This journey is not mine alone. It belongs to them. And it belongs to you.When I wrote this book, my only goal was to make a difference in one person's life.I never imagined what would come next. And every part of it is because of this extraordinary community.Many of you have asked what's next. The vision is clearer, the mission is stronger, and the work ahead matters more. I've signed with a world-class literary agency, and booking speaking engagements and purpose-driven projects are already underway. Big announcements are coming soon. Thank you for being part of the journey.From the bottom of my heart, thank you. Your support has been one of the most beautiful gifts on this journey.Kindness matters. Humanity matters. And yes! Your voice matters. Let's keep bringing heart back into the workforce. Together.https://www.simplestrategicplans.com/Watch Jonathan's story here:https://www.youtube.com/watch?v=Djdux3zZ4t8Support the show___https://livingthenextchapter.com/podcast produced by: https://truemediasolutions.ca/Coffee Refills are always appreciated, refill Dave's cup here, and thanks!https://buymeacoffee.com/truemediaca

Carl Stevens

Listen to today's podcast... Most of us do it and some of us even started. It is frowned upon publicly, but privately, it is often indulged in. If you're a professional gossiper, then you can make money through publishing it in magazine and newspaper columns or even through your own talk show. However, in some places around the world it is seen as downright criminal. Workplace gossip can destroy. Gossip is thought to empower one person while disempowering another, accordingly many companies have formal policies in their employee handbook against gossip. Take One Action Today To Build Your #Resiliency!      Here are Today's Tips For Building Resiliency And Celebrating And Gossip Day: Gossiping is a reflection of who you are at the core. Consider the conversations that you have. Are they serving a purpose? Is that purpose constructive. Is it focusing on solving issues or just to draw people to your side? It can be hard to avoid gossip. Become skilled at walking away or changing the subject. If you can, focus  the conversation on problem solving instead of allowing the attack to continue. Looking for resources to build your healthy workplace? Check out my top ten tips under resources and courses at www.worksmartlivesmart.com. #mentalhealth #hr

Hybrid work quietly rewards face time unless employers design for equal access to opportunity. In this episode, Dr. Grajdek explores proximity bias and hybrid work equity. She discusses proximity bias and shows how to neutralize it with outcome-based goals, time-zone fairness, and rotating meeting roles, to name a few. Moreover, Dr. Grajdek presents managers with tangible norms to equalize exposure. Tune in to learn more.  Check out Stress-Free With Dr G on YouTubehttps://youtube.com/channel/UCxHq0osRest0BqQQRXfdjiQ The Stress Solution: Your Blueprint For Stress Management Masteryhttps://a.co/d/07xAdo7l 

In this week's Just Yappin' Justin, Arvy and Bindy discuss workplace snitches, drama at jobs, skepticism, conspiracies, celebrating Christmas in immigrant families and interracial marriages! Enjoy!Its all jokes and not meant to be taken seriously.Please subscribe, like and engage!www.reigncitytoys.com My Official Website + Demo Reel - https://www.justindhillon.com Instagram - https://www.instagram.com/thewrestlingclassic/ TikTok - https://www.tiktok.com/@thewrestlingclassic X - https://x.com/twcworldwide Youtube - https://www.youtube.com/@TheWrestlingClassic/ Articles - https://www.one37pm.com/author/justin-dhillon Limited Edition TWC Tee https://headquartersclothing.com/products/headquarters-x-the-wrestling-classic-logo-tee?_pos=1&_psq=wrestlinhg&_ss=e&_v=1.0 WWE Shop Affiliate wwe-shop.sjv.io/RGRxQv 500 Level https://www.500level.com/ Join the Discord Community https://linktr.ee/thewrestlingclassic All Episodes are on "The Wrestling Classic" Youtube Channel https://www.youtube.com/channel/UCOQOYraeFlX-xd8f3adQtTw#JustYappin #Snitches #Workplace #Skepticism Become a supporter of this podcast: https://www.spreaker.com/podcast/twc-show--4417554/support.

In this episode, we talk with Celeste Warren, Global Diversity, Equity and Inclusion leader about her unconventional path from journalism to HR leadership and her impact as Merck's Chief Diversity Officer. She shares candid insights on challenges faced, lessons learned from allies, and why equity is essential for thriving organizations. We also explore her new book, The Truth About Equity, her thoughts on the future of DEI, and her vision for workplaces where inclusivity and equity drive collective success.Celeste R. Warren is the author of “The Truth About Equity” and a Global HR and Diversity, Equity, and Inclusion Leader with nearly 40 years of experience in major global corporations. Throughout her career, she has championed DEI, elevating the importance of understanding diverse cultures, perspectives, and beliefs within corporate strategies. Her visionary approach reshaped Merck's culture and influenced the broader business landscape, empowering organizations worldwide to embrace inclusivity as a cornerstone of success.Links from the episode: Celeste's Website: https://crwdiversity.com/Celeste's book The Truth About EquityCeleste's LinkedIn profileThanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast

CapeTalk’s Sara-Jayne Makwala King is joined on Weekend Breakfast by Prof Renata Schoeman, Head of the MBA in Healthcare Leadership at Stellenbosch Business School. Weekend Breakfast with Sara-Jayne Makwala King is the weekend breakfast show on CapeTalk. This 3-hour morning programme is the perfect (and perky!) way to kickstart your weekend. Author and journalist Sara-Jayne Makwala-King spends 3 hours interviewing a variety of guests about all things cultural and entertaining. The team keeps an eye on weekend news stories, but the focus remains on relaxation and restoration. Favourites include the weekly wellness check-in on Saturdays at 7:35am and heartfelt chats during the Sunday 9am profile interview. Listen live on Primedia+ Saturdays and Sundays between 07:00 and 10:00am (SA Time) to Weekend Breakfast with Sara-Jayne Makwala-King broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/AgPbZi9 or find all the catch-up podcasts here https://buff.ly/j1EhEkZ Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this conversation, Adam Posner and Claude Silver discuss the importance of heart-first leadership and the need for workplaces to prioritize emotional intelligence, authenticity, and self-awareness. Claude shares insights from her upcoming book, 'Be Yourself at Work,' emphasizing the role of kindness and empathy in fostering a positive workplace culture. They explore the impact of COVID on employee dynamics, the significance of mentorship, and practical tools for building trust and collaboration within teams. The discussion highlights the ROI of kindness in business and the necessity of creating environments where employees feel valued and engaged.Takeaways- Claude Silver is the world's first Chief Heart Officer at VaynerX.- COVID prompted Claude to write her book, 'Be Yourself at Work.'- Self-awareness is crucial for personal and professional development.- Authenticity in the workplace enhances connection and performance.- Workplace culture is defined by the vibe and energy of interactions.- Emotional optimism is the belief that things can improve.- Empathy is essential for effective leadership and team dynamics.- Kindness in the workplace leads to higher employee retention.- Practical tools like appreciation circles can enhance team morale.- Leaders should focus on creating a culture of trust and collaboration.Chapters00:00 Introduction to Heart-First Leadership03:06 The Impact of COVID on Work Culture06:00 Self-Awareness as a Leadership Superpower08:54 The Role of Authenticity in the Workplace11:54 Scaling Heart-Centered Leadership14:52 Defining Company Culture17:45 Emotional Optimism and Bravery20:53 Empathy and Care in Leadership23:46 The ROI of Kindness in Business25:28 Emotional Intelligence in the Workplace26:34 Tactical Empathy and Practical Tools28:21 Overcoming Imposter Syndrome30:37 Running on Calm: Frameworks for Leaders32:57 Assessing Human Skills in Recruitment34:36 The Seven Rules of Team Citizenship37:30 Leading with Authenticity39:18 The Target Audience for 'Be Yourself at Work'39:53 Optimism in Workplace Culture42:03 Defining Success Through Generosity  

Mature audiences only, please!

Listen as Jeff Skipper shares his insights about leading change.As host of the Set to Lead Podcast, Mary Ann creates a mentoring space to listen to critical conversations with workplace leaders.If you are an emerging or current leader looking to bypass setbacks or learn from the success and mistakes of others, you have a front row seat right here.For more ways to lead yourself and teams better, follow the show and the various leadership resources shared at www.settolead.com.

In this episode of The Career Report, Tim Madden dives into a topic that impacts even the most experienced leaders — workplace anxiety and how it silently erodes your confidence, performance, and decision-making.From imposter syndrome to the pressure of constant overachievement, Tim breaks down how unchecked anxiety can sabotage your leadership presence and stall your career growth. More importantly, he shares actionable ways to rebuild belief in yourself, regain control, and lead with clarity and conviction again.If you've ever felt the weight of stress holding you back at work, this episode will help you recognize it, reframe it, and rise above it.

Despite a growing awareness around mental health, research shows burnout in the workplace is still a major challenge. Experts say without proper training and healthy boundaries in the workplace, more and more Australians will consider leaving their jobs in the next year. - Txawm hais tias muaj cov kev paub txog kev pab cuam daws kev nyuaj siab ntau tuaj ntxiv lawm los, yeej muaj tej kev tshawb fawb qhia tias kev sab thiab nkees rau yus siab ntsws thiab cev ntaj ntsug ntawm tej chaw ua hauj lwm tseem yog ib co teeb meem loj. Tej kws hais tias yog tsis ua tib zoo los xyaum thiab qhia tej neeg kom paub ua tej hauj lwm kom tau txais kev noj qab nyob zoo ntawm tej chaw ua hauj lwm, ces yuav ua rau muaj neeg Australia coob zuj zus tuaj ntxiv yuav tsis xav ua lawv tej hauj lwm rau xyoo tom ntej no.

Do you struggle to navigate complex relationships and sensitive situations at work? Learn the subtle art of workplace diplomacy from executive coach, Dr. Grace Lee. Apply for her mentorship program here: https://masteryinsights.com/mentorship-pc Diplomacy is a critical skill for professionals to advance their careers and build strong relationships. However, striking the right balance between assertiveness and sensitivity can be difficult, especially in high-pressure situations. In this episode, Dr. Grace Lee shares real-world examples and practical tips on how to communicate effectively, manage conflicts, and build bridges in challenging situations. Don't miss this opportunity to elevate your communication skills and become a master of workplace diplomacy. Listen now and discover how to navigate complex relationships with grace and professionalism.   Show notes and free resources: https://CareerRevisionist.com/episode214 Do you want to move up in executive leadership? Want to elevate your communication skills, leadership abilities and influence in the world around you? If you're ready to start leveling up in your career and you want to develop all of the skills and professional acumen that will allow you to grow into senior executive positions with confidence, apply here: https://masteryinsights.com/mentorship-pc Answer a few questions to see if you qualify for Dr. Grace's executive coaching program, then book a time to speak with a member of our team. --------- Thank You for Listening! I am truly grateful that you have chosen to tune in. Visit my Youtube channel where I release new videos weekly on executive career growth, communication, increasing income, and professional development. Please share your thoughts! Leave questions or feedback in the comments below. Leave me a review on iTunes and share my podcast with your colleagues. With Love & Wisdom, Grace

What do you do the day after you fall on your face in front of everyone? In this episode, Erin shares powerful stories about her daughters' moments of failure and comeback—and introduces The Goldfish Method, a three-step framework for bouncing back from setbacks. Learn why your perfectionism is killing your resilience, the neuroscience behind why trying again feels so hard, and how to separate your identity from your performance so one bad day doesn't derail your career. Chapters00:00Welcome Back and Reflections on Podcasting02:53The Goldfish Analogy: Memory and Resilience05:42Overcoming Fear of Failure08:52Lessons from My Daughter's Public Speaking Experience14:21The Goldfish Method: Reset, Reframe, Return23:08Neuroscience of Resilience and Courage29:03Identity vs. Performance: Separating Self-Worth from Outcomes38:00Actionable Steps: Try Again and Accountability41:49Closing Thoughts and Legally Blonde MomentResources Mentioned:Dr. Andrew Huberman's work on neuroplasticityDr. Kristin Neff's research on self-compassionCarol Dweck's research on growth mindsetAngela Duckworth's "Grit"Brené Brown's work on perfectionismConnect with Erin:Website: eringerner.comInstagram: @eringernerLinkedIn: Erin Gerner

In today's episode, we continue our discussion from episode 688. Today, we discuss redundancy as a ground for termination of employment in Oman, Qatar & the UAE. Stay tuned for a future podcast on performance improvement plans and investigations. Subscribe to our podcast today to stay up to date on employment issues from law experts worldwide.Host: Emma Higham (email) (Clyde & Co / Qatar)Guest Speakers: Gorvinder Pannu (email) (Addleshaw Goddard / Oman) & Elodie Chalhoub (email) (Clyde & Co / UAE)Support the showRegister on the ELA website here to receive email invitations to future programs.

We will look into how advances in AI are creating a rift between workers and investors, even as major tech companies continue job cuts. Today's Stocks & Topics: The Progressive Corporation (PGR), Oil, Palantir Technologies Inc. (PLTR), Market Wrap, Prudential Financial, Inc. (PRU), MetLife, Inc. (MET), Lennox International Inc. AI, Jobs & Investors: Growing Divides in the Workplace, (LII), Deckers Outdoor Corporation (DECK), Wall Street Rally, VanEck Gold Miners ETF (GDX), Kinross Gold Corporation (KGC), Vanguard Total International Stock Index Fund ETF Shares (VXUS), The Fed.Our Sponsors:* Check out Anthropic: https://claude.ai/INVEST* Check out Gusto: https://gusto.com/investtalk* Check out Progressive: https://www.progressive.com* Check out TruDiagnostic and use my code INVEST for a great deal: https://www.trudiagnostic.comAdvertising Inquiries: https://redcircle.com/brands

In a recent memo AT&T's CEO declared the company had “shifted away” from employment elements rooted in loyalty. Chief Correspondent at Business Insider, Aki Ito, breaks down how the employment contract has collapsed and what “strategic loyalty” looks like when the relationship becomes purely transactional. *Read Aki Ito's article about The Future of Loyalty Hosts: Matt Sunbulli ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/sunbulli/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.firstdraft.vc⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Aaron Calafato ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Listen to Aaron's 7 Minute Stories Podcast ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Leah Ova ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow Leah on TikTok ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Editorial: Matt Sunbulli Brooks Borden Ken Wendt Senior Audio Engineer: ⁠⁠⁠Ken Wendt ⁠⁠⁠ Research: Matt Sunbulli Zaid Safe Aaron Calafato

In this episode of Roots of Success, host, Barrett Chow, welcomes Tom Tessmer, founder of QLVR (Clever), for a frank conversation on the power of employee engagement surveys and the real impact of culture in the workplace. Tom draws on 20 years of Human Resources experience to break down how data-driven insights can transform teams, improve employee satisfaction, and drive better business outcomes. Discover why gathering honest feedback matters, when to pursue engagement surveys, the difference between culture and engagement—and what to watch out for so your efforts don't backfire. Whether you're a landscaping business owner or an HR leader, this episode is packed with actionable advice to help you create a more connected, successful, and resilient team.  THE BIG IDEA:   Culture is shaped by action, not intention  KEY MOMENTS:  [06:07] Challenger vs. Peacekeeper Perspectives [10:03] Defining Quality in the Workplace [12:44] "Bridging HR and Business Skills" [16:10] "Employee Engagement Survey Benefits" [18:04] Team Dynamics and Values [22:42] Culture Choices and Brilliant Jerks [24:07] Balancing Performance and Culture [28:27] Dynamic Culture and Engagement Management [31:16] Employee Engagement and Trust Insights [34:19] "Data Analysis for Deeper Insights"  QUESTIONS WE ANSWER  What is the main purpose of conducting an employee engagement survey?  How to define the difference between company culture and employee engagement?  Why is it important for engagement surveys to be anonymous?  What risks are involved in conducting an engagement survey, and how can companies avoid them?  How can employee engagement surveys help business owners prioritize actions and reduce stress?  What role does compatibility and diversity of perspectives play in a successful organization?  Why is it crucial for organizations to act on the feedback received from engagement surveys?  What are some common pitfalls when implementing engagement surveys for the first time?  Why is monitoring culture and engagement seen as an ongoing process rather than a one-time activity? 

My guest for Episode #538 of the Lean Blog Interviews Podcast is Nelson Repenning, Faculty Director of the MIT Leadership Center and co-creator of Dynamic Work Design. Episode page with video, transcript, and more Nelson describes himself as an "organizational engineer," helping leaders redesign the routines and decisions that determine how work really gets done. He joins host Mark Graban to discuss his new book, There's Got to Be a Better Way: How to Deliver Results and Eliminate the Chaos of Modern Work, co-authored with Donald Kieffer. In this conversation, Nelson shares insights drawn from his decades of experience studying system dynamics, Lean thinking, and organizational learning. He explains how leaders often fall into the "capability trap" -- spending their days firefighting immediate issues instead of improving the underlying system. From the arms race of hospital alarms to the collapse of fast-growing companies, he connects examples from healthcare, manufacturing, and technology to show why even good intentions can create destructive feedback loops if we don't understand the system. Mark and Nelson also explore how Dynamic Work Design translates Lean principles like flow, visualization, and problem-solving into knowledge work. They discuss the five core principles -- including "Structure for Discovery" and "Connect the Human Chain" -- that help organizations make work visible, surface problems early, and evolve systems continuously. Listeners will learn how to move from firefighting to focus, and from chaos to sustainable improvement. Questions, Notes, and Highlights: How did you first get involved in the field of system dynamics at MIT? For those unfamiliar, what exactly is system dynamics -- and how does it apply to management and organizations? Why hasn't system dynamics had the impact on practice that it deserves? What lessons can we learn from the classic examples you've taught, like the Mississippi River levee arms race or the "People Express" airline simulation? How do those feedback loops and unintended consequences show up in today's industries, like healthcare or tech? What led you and Donald Kieffer to write There's Got to Be a Better Way? What core problems were you trying to address? Can you explain the "capability trap" and how firefighting keeps organizations from improving? Why is it so hard for people to commit to prevention and long-term improvement when firefighting feels more rewarding? How does Dynamic Work Design help leaders "structure for discovery" and surface problems earlier? What role does psychological safety play in making it safe to raise problems? How do you define "Dynamic Work Design," and what makes it different from traditional management systems? Why is it important for leaders to "go see the work" firsthand? Can you walk us through the five principles of Dynamic Work Design -- and how they connect to Lean? What does "Connect the Human Chain" mean, and why do so many organizations get communication wrong? Can you share an example where these principles led to measurable improvement -- such as the hospital case you mentioned? What can leaders learn from Toyota and other high-reliability organizations about making improvement continuous rather than episodic? How do leaders shift from reactive, one-off change programs to daily, ongoing learning? What message do you hope managers take away from There's Got to Be a Better Way? This podcast is part of the #LeanCommunicators network. 

Sustained AI innovation thrives when businesses invest time, tools, and support to empower experimentation—transforming curiosity into scalable impact and positioning organizations to lead in an evolving, Gen AI–driven future. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes how resources ignite Gen AI innovation.This article forms the basis for this episode: https://disasteravoidanceexperts.com/resources-ignite-gen-ai-innovation/

Today Heather and Andrew discuss how to improve the CRM workplace by asking for what you deserve while not going overboard. Thread the finest of needles with us today and try not to fall off the tightrope!TranscriptsFor rough transcripts of this episode go to https://www.archpodnet.com/crmarchpodcast/320Blogs and Resources:Bill White: Succinct ResearchDoug Rocks-MacQueen: Doug's ArchaeologyChris Webster: DIGTECH LLCAndrew KinkellaKinkella Teaches Archaeology (Youtube)Blog: Kinkella Teaches ArchaeologyArchPodNetAPN Website: https://www.archpodnet.comAPN on Facebook: https://www.facebook.com/archpodnetAPN on Twitter: https://www.twitter.com/archpodnetAPN on Instagram: https://www.instagram.com/archpodnetAPN ShopAffiliatesMotion Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In today's episode Melissa St. John, CEO of Relocation Strategies, joins Jill to unpack the truth about workplace happiness and employee engagement—and why a shocking 75% of employees feel disengaged at work. They dive into the five pillars of workplace happiness, showing how aligning your passions with your strengths, embracing adversity, and cultivating meaningful connections can transform not just your work—but your life. Whether you're a leader building a thriving team or an individual seeking more fulfillment in your career, this episode will inspire you to stop settling for “fine” and start designing a life and career you truly love. Connect with Melissa via the links below:LinkedInRelocation StrategiesHire Melissa to SpeakChapters:00:00Introduction to Workplace Happiness03:16Understanding Employee Disengagement09:16The Impact of Office Environment on Productivity16:17Choosing Your Career Path24:26The Five Pillars of Workplace Happiness46:16Embracing Adversity and Building a Support NetworkSend us a textStart creating a life you love. Sign up for Jill's weekly email and get practical tips, inspiration, and intentional steps delivered straight to your inbox—helping you move closer to the life you were made for! Discover Your Purpose at The 8:28 Retreat.Learn more about Jill O'BoyleGrab a copy of Jill's Co-Author Best Seller Book- Intuitive Goddess by Jill O'Boyle LET'S CONNECT Here To Help You, Let's Talk - Free 30 Minute Consultation CallLET'S GET SOCIALhttps://linktr.ee/JillOBoyleLinkedIn Profile

What if the biggest threat to your company culture isn't strategy — it's the jerks at work?  In this lively and insightful episode of the Build a Vibrant Culture Podcast, Nicole welcomes back Rich Salon, affectionately known as "Rich the HR Guy." Together, they explore the hilarious yet hard-hitting truths in his new book, The One Minute Jerk at Work.Rich breaks down the damage caused by “jerk-like behavior” — from absenteeism and turnover to eroded trust and toxic workplaces — and offers practical strategies for turning things around. With humor and humanity, Rich introduces memorable personas like “Backstabbing Brian,” “Pessimistic Pete,” and “Shirking Sherry,” illustrating the real impact of poor behavior on culture, morale, and brand reputation.Nicole and Rich discuss how leaders can confront difficult employees with courage and compassion, using one-on-one conversations and HR partnership. They explore tools like the “No Jerk Rule,” stay interviews instead of exit interviews, and reflective practices that build stronger, kinder teams. The episode closes with an inspiring message: anyone can change — even the office jerk — when given awareness, feedback, and grace.Vibrant Highlights:[00:02:46] – Rich explains the real impact of “jerk-like behavior” on trust, productivity, and profits.[00:12:19] – The courage to deliver “tough love” and how it raises your leadership stature.[00:23:56] – “Institute the No Jerk Rule” — a simple framework for creating a respectful workplace.[00:28:49] – The power of reflection in leadership: learning from the biggest jerks you've met.Connect with Rich:Rich's book, The One-Minute Jerk at Work: https://a.co/d/fOEbr2hLinkedIn: https://www.linkedin.com/in/rich-salon-sphr-shrm-scp/FB: https://www.facebook.com/rich.salon.12IG: https://www.instagram.com/richthehrguy/X: https://x.com/BusOwnConnectAlso mentioned in this episode:The Stay Interview by Richard Finnegan: https://a.co/d/iGIa7BPListen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

The Next Narcissist presents a powerful real life account of dealing with a workplace narcissist. In this video, a subscriber shares their personal experience of how narcissistic behaviour affected their job, relationships with colleagues, and overall well-being. If you've ever encountered manipulation, gaslighting, or toxic power dynamics at work, this story will resonate with you. Workplace narcissism can create a hostile environment, lower morale, and leave lasting emotional scars. Listening to others who have faced similar struggles can help you recognise the signs and protect yourself.Watch until the end for valuable insights and lessons learned from this real life experience. If you've dealt with a narcissist at work, share your story in the comments to help others know they are not alone.#anothernarcissist #summershorts #workplacenarcissisthttps://youtu.be/YvwH9jaxr4M

Today we’re diving into which Sydney workplaces are the best and worst to work at. Does your company make the list? We’re also asking the big questions: Is Prince Andrew finally getting the boot from the Royal Family? If you had to get a tattoo of a brand, which one would it be? And seriously, how has no one claimed that winning lotto ticket yet?! Plus, cricket legend Mike Hussey drops by to give us the rundown on all the sport you can catch on Kayo Sports this weekend. And to top it off, Traffic Dating is back, inspired by the Golden Mingle, featuring Lisa from Dapto. Listen in to see if she finds love!See omnystudio.com/listener for privacy information.

We're constantly hearing that AI is the future. Layoffs are at their highest level in years and with an employment landscape adapting to AI-driven shifts, a new workplace study shows there could be a “silent standoff” happening between employers and employees.  The question is…Do employees have the necessary skills to remain employable and be successful for the next five years? Tune in for DeVry University's Chief Administrative Officer, Dave Barnett, and Scarlett Howery, DeVry's Vice President of Strategic Partnerships, as we dive into the Silent Standoff in America's Workplaces. https://www.devry.edu/content/dam/devry_edu/newsroom/bridging-the-gap-overcoming-a-silent-standoff-in-americas-talent-economy.pdfMoments with Marianne Radio Show airs in the Southern California area on KMET1490AM & 98.1 FM, an ABC Talk News Radio Affiliate!  https://www.kmet1490am.com For more show information visit: https://www.mariannepestana.com/

Today Heather and Andrew discuss how to improve the CRM workplace by asking for what you deserve while not going overboard. Thread the finest of needles with us today and try not to fall off the tightrope!TranscriptsFor rough transcripts of this episode go to https://www.archpodnet.com/crmarchpodcast/320Blogs and Resources:Bill White: Succinct ResearchDoug Rocks-MacQueen: Doug's ArchaeologyChris Webster: DIGTECH LLCAndrew KinkellaKinkella Teaches Archaeology (Youtube)Blog: Kinkella Teaches ArchaeologyArchPodNetAPN Website: https://www.archpodnet.comAPN on Facebook: https://www.facebook.com/archpodnetAPN on Twitter: https://www.twitter.com/archpodnetAPN on Instagram: https://www.instagram.com/archpodnetAPN ShopAffiliatesMotion Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ken Landau talks with Ruth Kraft, a partner and chair of the Labor and Employment Department of Falcon Rapaport and Berkman, who discusses the top employment law issues for the year ahead. These include workers being compelled to return to the office, the legality of non-compete agreements, prenatal and other leaves from work, and the best ways to resolve conflicts in the workplace.

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This week we talk about robots, call center workers, and convenience stores.We also discuss investors, chatbots, and job markets.Recommended Book: The Fourth Consort by Edward AshtonTranscriptThough LLM-based generative AI software, like ChatGPT, Gemini, and Claude, are becoming more and more powerful by the month, and offering newfangled functionality seemingly every day, it's still anything but certain these tools, and the chatbots they power, will take gobs of jobs from human beings.The tale that's being told by upper-management at a lot of companies makes it seem like this is inevitable, though there would seem to be market incentives for them to both talk and act like this is the case.Companies that make new, splashy investments in AI tech, or which make deals with big AI companies, purporting to further empower their offerings and to “rightsize” their staff as a consequence, tend to see small to moderate bumps in their stock price, and that's good for the execs and other management in those companies, many of whom own a lot of stock, or have performance incentives related to the price of their stock built into their larger pay package.But often, not always, but quite a lot of the time, the increased effectiveness and efficiencies claimed by these higher-ups after they go on a firing spree and introduce new AI tools, seem to be at least partly, and in some cases mostly attributable to basically just threatening their staff with being fired in a difficult labor market.When Google executives lay off 5 or 10% of their staff on a given team, for instance, and then gently urge those who survived the cull to come to the office more frequently rather than working from home, and tell them that 60 hours a week is the sweet spot for achieving their productivity goals, that will tend to lead to greater outputs—at least for a while. Same as any other industry where blood has been drawn and a threat is made if people don't live up to a casually stated standard presented by the person drawing that blood.Also worth mentioning here is that many of the people introducing these tools, both into their own companies and into the market as a whole, seem to think most jobs can be done by AI systems, but not theirs. Many executives have outright said that future businesses will have a small number of people managing a bunch of AI bots, and at least a few investors have said that they believe most jobs can be automated, but investing is too specialized and sophisticated, and will likely remain the domain of clever human beings like themselves.All of which gestures at what we're seeing in labor markets around the globe right now, where demands for new hires are becoming more intense and a whole lot of low-level jobs in particular are disappearing entirely—though in most cases this is not because of AI, or not just, but instead because of automation more broadly; something that AI is contributing to, but something that is also a lot bigger than AI.And that's what I'd like to talk about today. The rapid-speed deployment, in some industries and countries, at least, of automated systems, of robots, basically, and how this is likely to impact the already ailing labor markets in the places that are seeing the spearpoint of this deployment.—Chatbots are AI tools that are capable of taking input from users and responding with often quite human-sounding text, and increasingly, audio as well.These bots are the bane of some customers who are looking to speak to a human about some unique need or problem, but who are instead forced to run a gauntlet of AI-powered bots. The interaction often happens in the same little chat window through which they'll eventually, if they say the right magic words, reach a human being capable of actually helping them. And like so many of the AI innovations that have been broadly deployed at this point, this is a solution that's generally hated by customers, but lauded by the folks who run these companies, because it saves them a lot of money if they can hire fewer human beings to handle support tickets, even if those savings are the result of most people giving up before successfully navigating the AI maze and reaching a human customer support worker.In India right now, the thriving call center industry is seeing early signs of disruption from the same. IT training centers, in particular, are experimenting with using audio-capable AI chatbots instead of human employees, in part because demand is so high, but also, increasingly, because doing so is cheaper than hiring actual human beings to do the same work.One such company, LimeChat, recently said that it plans to cut its employee base by 80% in the near-future, and if that experiment is successful, this could ripple through India's $283 billion IT sector, which accounts for 7.5% of India's GDP. Hiring growth in this sector already collapsed in 2024 and 2025, and again, while this shift seems to be pretty good for the balance books of the companies doing less hiring and more firing as they deploy more AI systems, it's very not good for the often younger people who take these jobs, specializing in call center IT work, only to find that the market no longer demands their skill sets.Along the same lines, but in a perhaps more surprising industry, some convenience stores in Japan are deploying robots to manage their back rooms, where the products that end up available out front are unloaded, tallied, and shelved.These robots, which are basically just arms on poles, sometimes attached to wheeled bases, for moving around, sometimes not, are operated by AI, but are also continuously monitored by human employees in the Philippines. Each worker, who can be paid a lot less than an entry-level, young Japanese person would expect to be paid, monitors about 50 machines at a time, and steps in, using virtual reality gear to control the robots, if one of them gets stuck or drops something; which apparently happens about 4% of the time.This is akin to offshoring of the kind we've seen since the early 2000s, when the dawn of technological globalization made China the factory of the world and everything shifted from a model of local production and the stockpiling of components, to a last-minute, supply-chain oriented model that allowed companies to move all their manufacturing and some of their services to wherever it could be done the cheapest.Many people and companies benefitted from this arbitrage to some degree, though many regions have dried up as a result of this shift, because, for instance, former company towns where cars were produced no longer have the resources to keep infrastructure from degrading, and no longer have enough jobs to keep young people from moving away; brain drain can become pretty intense when there's no economic reason to stay.This reality is expected to become more widespread, even beyond former manufacturing hubs, because of the deployment of both AI systems, which can be subbed-in for many remote jobs, like call center work, programming, and the like, but also because of increasingly sophisticated and capable robots, which can do more automated work, which in turn allows them to be monitored, sometimes remotely, like those Japanese convenience store robots, for a fraction of the price of hiring a human being.This shift is expected to be especially harrowing for teens hoping to enter the labor market in entry-level jobs, as responsibilities like shelf-stocking and product scanning and the loading and unloading of materials are increasingly automatable, as robots capable of doing this work are developed and deployed, and perhaps even more importantly, as systems that augment that automatability are developed and deployed.In practice, that means coming up with shipping processes and other non-tangible systems that lean into the strengths of today's automated systems, while reducing the impact of their weaknesses.Amazon is in prime position to do exactly this, as they've already done so much to rewire global shipping channels so that they can deliver products as rapidly as possible, to as many places as possible. As a result, they control many of the variables within these channels, which in turn means they can tweak them further, so that they're optimized to work with Amazon's specialized automated systems, rather than just human ones.The company has stated, in internal documents, that it plans to automate 75% of its total operations, and it currently has nearly 1.2 million employees. That's triple what it employed in 2018, and it's expected that the automated systems it has already and will soon deploy will allow it to hire 160,000 fewer people than planned by 2027.Even though the company expects to sell twice as many products by 2033, then, it expects to hire 600,000 fewer people by that same year. And it's so confident in its ability to make this happen that it's already making plans to rebuild its image in the aftermath of what's expected to be a really difficult period of people hating it. It's planning significant branding efforts, meant to help it seem like a good corporate citizens, including sponsored community events and big donations to children's programs.It's also intending to frame this shift as an evolution in which robots are amplifying the efforts of human employees. Rather than calling their automated systems robots, they might call them ‘cobots,' for instance.Amazon has contended that the internal documents in which these plans were outlined, those documents acquired and reported upon by the New York Times, are incomplete and not an accurate representation of what Amazon plans, and they said those branding efforts are not a response to hate related to their automation efforts, they just like spending money on nice things for communities.The net-impact of existing efforts of this kind, though, is to deplete local job markets where these big companies dominate, and to make the jobs that survive a lot higher-end, requiring more technical sophistication, often, like being able to manage and maintain these sorts of robots, which are skills few people currently have.Amazon's backend is already very automated, powered by bots originally developed by robotics maker Kiva, which was purchased by the company for 3/4 of a billion dollars back in 2012. Amazon warehouse workers now work alongside all sorts of robots—though as seems to be the case with employees who survive AI-related firings, those humans who remain are often subjected to strenuous conditions and a lot of pressure to work long hours.In the company's Shreveport, Louisiana location, there are more than a thousand robots working around the clock, and that's allowed Amazon to hire 25% fewer human workers at that facility, while processing 10% more items. The plan is to further refine that model while also spreading it to other Amazon warehouse locations, 40 more of them by 2027, which is part of how they expect to reach that aforementioned 75% employee reduction goal.Amazon's obviously at the forefront of this shift because of the nature of their business and business model, but other big employers, such as Walmart, are also pushing in this direction. Walmart officials have said they will have cut costs by more than 30% at facilities where they've been experimenting with more automation by the end of 2025, and they've already cut those costs by 20% at these facilities, in part because fewer human employees are necessary.All of which is interesting in part because these are clearly real innovations that are leading to more efficiency and effectiveness at lower costs, and ultimately these may translate into cheaper goods and services for customers if the companies deploying automated technologies decide to pass on those savings.But simultaneously, this represents a fundamental shift in the job market and overall economy, and if new jobs don't arrive at the same scale and pace as they're disappearing, or some other money-distribution solution, like a minimum basic income, doesn't arrive in time, we could find ourselves in a situation, globally, but especially and most immediately in markets like China, which has far more automation than everyone else right now, and the US—we could have a situation where there's just a whole lot of stuff being made, but not enough people who can afford it, because they can't find jobs that will pay them enough to participate in the economy, which in turn could splashback on these automated measures in a negative way, as these companies' addressable markets shrink.Show Noteshttps://collectivefutures.blog/the-infrastructure-of-meaninglessness/https://www.cnbc.com/2025/02/20/meta-approves-plan-for-bigger-executives-bonuses-following-5percent-layoffs.htmlhttps://www.nytimes.com/2025/02/27/technology/google-sergey-brin-return-to-office.htmlhttps://www.reuters.com/world/india/meet-ai-chatbots-replacing-indias-call-center-workers-2025-10-15/https://restofworld.org/2025/philippines-offshoring-automation-tech-jobs/https://www.theverge.com/report/806728/tech-left-teens-fighting-over-scraps-robots-taking-jobshttps://www.theverge.com/transportation/805471/waymo-robotaxi-winter-snow-weather-testinghttps://www.wired.com/story/elon-musk-wants-strong-influence-over-the-robot-army-hes-building/https://www.supplychaindive.com/news/walmart-automation-supply-chain-cost-savings/747377/https://www.nytimes.com/2025/04/23/business/china-tariffs-robots-automation.html This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit letsknowthings.substack.com/subscribe

The Push-Pull of ADHD and Autism: Stretching Without Breaking In this candid conversation, Patricia Young (she/her) and B Lourenco (she/her) dive deep into the realities of living with ADHD, autism, and other forms of neurodivergence. They explore the push-pull between self-accommodation and stretching ourselves, how shame and internalized ableism impact daily life, and what it means to create realistic support systems at home, in relationships, and in the workplace. Expect raw honesty, relatable stories, and practical insights for navigating neurodivergent life. WHAT YOU'LL HEAR IN THIS EPISODE · The ongoing "driver's seat battle" between ADHD and autism. · The push-pull between making accommodations and stretching ourselves beyond comfort. · Parenting a neurodivergent young adult while balancing when to push and when to allow rest. · Task initiation struggles — from making banana bread to cooking meals. · Body doubling as a powerful tool to reduce shame and spark motivation. · The "crisper/rotter" effect — guilt over wasted food and executive dysfunction. · Financial and practical impacts of task initiation challenges. · How privilege plays into having options like prepared or frozen meals when cooking feels impossible. · The cost of pushing through fatigue and flares with conditions like POTS and MCAS. · "Future me" thinking — and the difficulties neurodivergent folks have with impermanence. · Shame as the "ice cream scoop" on top of disability struggles. · Why diagnosis matters: language helps reduce shame and prevent repeating harmful patterns. · How powerlessness, and an attempt to gain autonomy can show up in small, reactive choices (like leaving a Facebook group). · Sensory sensitivities in family systems — how lack of accommodations can lead to dysfunction. · Practical accommodations for noise-sensitive parents and their kids. · Workplace challenges: 40-hour weeks, return-to-office pressures, and capitalism's rigidity. · Creative problem-solving in disabled and neurodivergent communities. · The deep fear of being uncared for and alone if we can't keep up. · Hyper-independence and isolation in the ADHD/autistic community. · Internalized ableism and the "shoulds" that drive shame and burnout. · Neurodivergence as a dynamic disability — what's possible one day isn't always possible the next. · Radical acceptance as a path toward reducing judgment and finding relief. SOUND BITES · "It begs the question of, okay, is that okay? Can we just say that's how it is?" – B Lourenco · "Instead of putting our energy into addressing the gap, folks will take the great divide and then put a scoop of shame on top of it." – B Lourenco · "All the terrible things that we tell ourselves… if I didn't have that awareness, I'd just keep repeating these patterns." – Patricia Young · "In order to truly accommodate ourselves, we have to acknowledge that it's as hard as it is and that we're as disabled as we are." – B Lourenco · "Sometimes I have to ask myself, what if what you're going through is exactly where you need to be?" – Patricia Young SENSITIVITY IS NOTHING TO APOLOGIZE FOR; IT'S HOW YOUR BRAIN IS WIRED You are not broken. You were shaped by systems that weren't built for you. You deserve rest, joy, and support exactly as you are. TOPICS COVERED (please adjust for addition of introduction) 00:00 Navigating Neurodivergence: A Personal Journey 02:59 Understanding Accommodations: Balancing Needs and Expectations 05:48 The Push-Pull of Task Initiation and Self-Care 08:33 Shame and Support: The Role of Community 11:35 The Impact of Environment on Neurodivergent Individuals 14:26 Workplace Challenges: The Struggle for Accommodations 17:16 Building Bridges: Community and Creative Solutions 20:00 Radical Acceptance: Embracing Our Reality 22:48 The Journey of Self-Discovery and Identity 25:42 The Dynamic Nature of Neurodivergence 29:02 Finding Joy in the Present Moment 31:47 The Bigger Picture: Building a Better Future 34:47 Conclusion: Resources and Future Endeavors PODCAST HOST Patricia Young (she/her) was a Licensed Clinical Social Worker for over 17 years, but she is now exclusively providing coaching. She knows what it's like to feel like an outcast, misfit, and truthteller. Learning about the trait of being a Highly Sensitive Person (HSP), then learning she is AuDHD with a PDA profile, OCD and RSD, helped Patricia rewrite her history with a deeper understanding, appreciation, and a sense of self-compassion. She created the podcasts Unapologetically Sensitive and Unapologetically AuDHD to help other neurodivergent folks know that they aren't alone, and that having a brain that is wired differently comes with amazing gifts, and some challenges. Patricia works online globally working individually with people, and she teaches Online Courses for neurodivergent folks that focus on understanding what it means to be a sensitive neurodivergent. Topics covered include: self-care, self-compassion, boundaries, perfectionism, mindfulness, communication, and creating a lifestyle that honors you Patricia's website, podcast episodes and more: www.unapologeticallysensitive.com PODCAST GUEST B Lourenco, MA, LMHC (she/her) is a licensed mental health counselor, educator, advocate, and activist. B has been working in community support for nearly 20 years and is committed to social change on all system levels. Seeing mental health advocacy as a way to serve the community, she earned a Master of Arts degree in Clinical Psychology, with a Systems Emphasis, in 2015 and began her private practice, B Lourenco Therapy in 2017. B has also worked in the public school system, providing support to students with behavioral issues that made attending school challenging for them. Highly trained in Applied Behavior Analysis (ABA), B became a district-wide expert in supporting neurodivergent students. It was during this work that she began to be critical of the medical models of support for neurodivergence, including ABA. Making the shift from the medical to the Neurodiversity-affirming model has allowed her to finally identify her own neurodivergence, including Autism and ADHD. Combining her lived experience of neurodivergence, along with years of anti-oppression work, B is passionate about helping others untangle themselves from harmful practices and align themselves with those that instead support marginalized communities. In addition to CE events for healthcare providers, she has also been a speaker on panels and podcasts, and also facilitates community based workshops. https://www.blourencotherapy.com LINKS Cascadia Training: https://cascadia-training.com Imani Barbarin—crutches_and_spice IG https://www.instagram.com/crutches_and_spice/ To write a review in itunes: click on this link https://itunes.apple.com/us/podcast/unapologetically-sensitive/id1440433481?mt=2 select "listen on Apple Podcasts" chose "open in itunes" choose "ratings and reviews" click to rate the number of starts click "write a review" Website--www.unapologeticallysensitive.com Facebook-- https://www.facebook.com/Unapologetically-Sensitive-2296688923985657/ Closed/Private Facebook group Unapologetically Sensitive-- https://www.facebook.com/groups/2099705880047619/ Instagram-- https://www.instagram.com/unapologeticallysensitive/ Youtube-- https://www.youtube.com/channel/UCOE6fodj7RBdO3Iw0NrAllg/videos?view_as=subscriber Tik Tok--https://www.tiktok.com/@unapologeticallysensitiv Unapologetically AuDHD Podcast-- https://unapologeticallysensitive.com/unapologeticallyaudhd/ e-mail-- unapologeticallysensitive@gmail.com Show hashtag--#unapologeticallysensitive Music-- Gravel Dance by Andy Robinson www.andyrobinson.com

Ever worked with someone who dominates every conversation, name-drops constantly, and gets visibly upset when they're left out of the loop? They're not just seeking attention, they're seeking safety. In this episode, we unpack the psychology behind the "Connector-Competitor" workplace archetype and explore why their behavior matters more than you think, for you, your team, and even for them.In this episode, you'll learn:Why attention-seeking behavior is actually rooted in insecurity and how recognizing this shifts your entire approach to working with (or being) this personFive practical strategies to set boundaries and protect your energy without becoming "the bad guy" or escalating workplace tensionHow to tell if YOU might be the Connector-Competitor plus one simple question that can transform how you show up in conversations and build genuine connectionWhether you're navigating this dynamic with a colleague or recognizing these patterns in yourself, this episode offers compassionate insight and actionable tools for healthier workplace relationships.Support the showJill Griffin, host of The Career Refresh, delivers expert guidance on workplace challenges and career transitions. Jill leverages her experience working for the world's top brands like Coca-Cola, Microsoft, Hilton Hotels, and Martha Stewart to address leadership, burnout, team dynamics, and the 4Ps (perfectionism, people-pleasing, procrastination, and personalities). Visit JillGriffinCoaching.com for more details on: Book a 1:1 Career Strategy and Executive Coaching HERE Build a Leadership Identity That Earns Trust and Delivers Results. Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Keynote Speaking Grab a personal Resume Refresh with Jill Griffin HERE Follow @JillGriffinOffical on Instagram for daily inspiration Connect with and follow Jill on LinkedIn

Becky Spohn, CFM, FMP is Senior Manager, Facilities Operations at ASPCA in Columbus, OH where she is passionate about ensuring that facilities not only function seamlessly but also serve as strategic assets that advance organizational goals. Mike Petrusky asks Becky about her career in facility management and the influence of the IFMA community, which has provided her with essential training and a supportive network of professionals. They explore the role of Emotional intelligence (EQ) in FM and its role in enabling better communication and problem-solving with vendors, staff, and contractors. Becky says that EQ involves understanding, interpreting, and managing one's own emotions as well as those of others, which can lead to more harmonious workplace interactions. She recommends the book "Emotional Intelligence 2.0" by Dr. Travis Bradberry & Dr. Jean Greaves as a source for team strategies and gaining insights related to strengthening our weak areas. Mike and Becky agree that compassion, grace, and empathy in the workplace can help bridge generational and personality gaps, so they offer some inspiration to help you be a Workplace Innovator in your organization! Connect with Becky on LinkedIn: https://www.linkedin.com/in/beckyspohn/ Take an EQ test: https://www.psychologytoday.com/us/tests/personality/emotional-intelligence-test Learn 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 2006 I started a new job commuting 90 miles each way to work. I made a commitment to not turn on the radio on my way into work. I wanted to dedicate that time to pray for my family, my bosses and their families, my co-workers, and my employees. I learned to be quiet and I learned to make notes when I heard things from the Lord in my prayer time.  I like to say that it Changed my life.  Over the 4 years of this commute, I watched one of my Bosses come to be a Jesus follower and one rededicate his life to Christ. I was able to pray many times with my employees and I was able to demonstrate through service and friendship that my life was changed by Jesus. iWork4Him was launched through this prayer time and the iWork4Him Nation Covenant was birthed out of the process God took me through. 

Our Top 10 for today: #MyWorkplaceGenre

Tznius and Boundaries in the Workplace is a thought-provoking series exploring halacha, sensitivity and practical guidance for navigating Mixed work environments. Adapted from the original Project Chana Power Hour recordings, these episodes feature renowned Kallah teacher and Mashpia Mrs. Sara Morozow, who brings clarity and insight to the topic. Whether you work directly in a mixed environment or not, this series offers valuable lessons for fostering healthy, and respectful spaces in all areas of life.

In this episode of The Better Leadership Team Show, I sit down with Michael D. Levitt, burnout survivor, therapist, and host of The Breakfast Leadership Show. We dive deep into what workplace culture really means, why it matters more than ever, and how leaders can balance accountability with empathy. Michael shares powerful stories, including how he reduced turnover from 90% to 6% in a healthcare organization, and explains the one question leaders should ask their teams to build trust and lasting change. Thanks for listening! Connect with us at mike-goldman.com/blog and on Instagram@mikegoldmancoach and on YouTube @Mikegoldmancoach

About This Episode  Is burnout a personal failure — or a sign that the system is broken? In this powerful episode, Priya Rathod, Co-Chair of Indeed's Parents & Caregivers Inclusion Resource Group, unpacks the truth behind today's workplace stress epidemic. Drawing from her experience in product strategy, UX, and inclusive leadership, Priya explains why burnout, job insecurity, and rigid policies are pushing people — especially working parents and caregivers — to their limits.   This conversation goes beyond wellness perks to spotlight what truly matters: flexible systems, belonging, trust, and real psychological safety. If you're navigating career uncertainty, managing caregiving responsibilities, or leading a team through change, this episode will leave you rethinking how we define success and build supportive work cultures in a constantly evolving world. 

It comes as no surprise that less than 20 percent of Americans regularly attend church.  But just about all Americans have a job. So, we COULD say that not everybody has a pastor, but just about everybody has a boss.  So how will the other 80% of Americans find out about Jesus Christ if they are not stepping into a church?  The current population of the US is about 330 million. So that's 264 Million people that WE can witness to through our daily interactions in our jobs.  You are the one that has been chosen. You ARE CHRIST'S AMBASSADOR, for such a time as this. Today, won't YOU PRAY AND COMMIT to BE Christ-like at work, to everyone you work with? 

We're tackling the age-old question: “Whether 'tis nobler to suffer in the mind or take up arms against our troubles!” Just kidding—we hosted another book club! This time, we're reviewing "Brag: The Art of Tooting Your Own Horn Without Blowing It" by Peggy Klaus. We explore the concept of bragging, its role in the corporate world, and the cultural nuances of self-promotion. Tune in to hear how we can talk about our accomplishments in a genuine and balanced way, reflect on our internal soliloquy around bragging, and apply the advice shared by Peggy.

Freedom and flexibility at work sound amazing — but they only work when they're rooted in trust and responsibility. In this episode, Jen unpacks the balance between giving people the freedom to work how and when they work best, and the accountability required to sustain that freedom.You'll hear why trust has to be given before it's earned, how micromanaging destroys culture, and what it really takes — from both leaders and team members — to build a thriving, high-performance environment.If you're a leader building a culture of ownership, or a team member who values flexibility, this episode will challenge and inspire you to rise to the level of trust you've been given.Tune in to learn:• Why freedom and micromanaging can't coexist• How to build a culture rooted in trust and accountability• What leaders and employees both need to do to make flexibility workThis one's all about leadership, ownership, and the power of trust in action.In a world where being perfect seems to be the goal- - it's important that we know who's we are & who we are. We aren't called to be perfect - we are called to be better today than yesterday! - that's it. It doesn't have to be quantum leaps, in fact I believe that in the day to day -our little steps in the right directions! I am on a mission to help women become more of who they were created to be and less of who they were told to be. And, that takes intention, that takes action : My goal is to drop some wisdom, bring you resources and that takes community. The real unlock is the Inner Work, and that's what we do here! If you enjoyed today's episode, please: • Post a screenshot & key takeaway on your IG story and tag me @thejenkeller or @projectyou so we can repost you. • Leave a positive review or rating For more ways to do the inner work you can find me on @thejenkeller on instagram and Jennifer Keller on Facebook and to join our exclusive Facebook community Project YOU To do the inner work visit jenkeller.net

The show OPEN... candy jars... buying homes... and Pick 2 Click!

Dallan Flake, J.D., M.S. discusses his scholarship related to religious employment discrimination, spectator harassment, and religious accommodations.References: Dallan F. Flake, When “Close Enough” Is Not Enough: Accommodating the Religiously Devout, 49 BYU L. Rev. 49 (2023). Dallan F. Flake, Spectator Harassment, 56 Wake Forest L. Rev. 441 (2021). Dallan F. Flake, Restoring Reasonableness to Workplace Religious Accommodations, 95 Wash. L. Rev. 1673 (2020).

Listen in on our fourth of five CWS Keynote speakers from the 2025 CWS Conference: Lauren Sisler! Lauren's heartbreaking and moving life story highlights the importance of understanding adversity, healing, and recognizing where the Lord has you at the present time. Learn from her experiences and what the Lord has done through her and those she loves.If you are a Christian working in college or professional sports, we'd love to connect with you. Join a community of like-minded believers working at every level and department of the sports industry. You're not alone.Get Connected. Be Encouraged. Leave Equipped. The Christians Working in Sports Conference.Visit www.cwsconference.org to learn more about the Christians Working in Sports Conference!

Welcome to episode #1007 of Thinking With Mitch Joel (formerly Six Pixels of Separation). The debate over hybrid work has become one of the most emotionally charged topics in business... but few people have studied it as deeply as Peter Cappelli, the George W. Taylor Professor of Management at the Wharton School and Director of its Center for Human Resources. In his latest book, In Praise Of The Office - The Limits To Hybrid And Remote Work, co-authored with Ranya Nehmeh, Peter challenges the idea that remote work is the inevitable future of knowledge work. Drawing from decades of research and real-world case studies, he argues that while technology has allowed us to untether from our desks, it has also quietly eroded the social fabric, mentorship and serendipity that make work meaningful, and organizations effective. In this conversation, Peter dives into the paradox of productivity versus connection, exploring why human resources has become more transactional, how AI is reshaping education and engagement, and why hybrid work often brings out the worst of both worlds when poorly managed. He also unpack how the office - once dismissed as a relic of corporate control - remains a critical engine for creativity, trust and long-term career growth. From the psychology of “coffee badging” to the economics of empty buildings, this discussion examines not just where we work, but what we risk losing when we stop showing up. Enjoy the conversation... Running time: 1:04:44. Hello from beautiful Montreal. Listen and subscribe over at Apple Podcasts. Listen and subscribe over at Spotify. Please visit and leave comments on the blog - Thinking With Mitch Joel. Feel free to connect to me directly on LinkedIn. Check out ThinkersOne. Here is my conversation with Peter Cappelli. In Praise Of The Office - The Limits To Hybrid And Remote Work. Ranya Nehmeh. Wharton School. Center for Human Resources. Peter's other books. Follow Peter on LinkedIn. Chapters: (00:00) - Introduction to Peter Capelli and His Work. (00:59) - The Changing Landscape of Business Education. (02:28) - The Impact of AI on Learning and Teaching. (07:02) - The Role of Human Resources in Modern Organizations. (12:04) - In Praise of the Office: A Case for Physical Workspaces. (14:53) - The Political Dynamics of Office Work. (19:55) - The Evolution of Employee Engagement and Company Culture. (24:35) - Debating the Future of Work: Office vs. Remote. (33:58) - The Data Behind Productivity and Employee Well-being. (36:42) - Rebuilding Social Connections in Hybrid Work. (38:47) - The Dilemma of Return to Office Mandates. (40:31) - Management's Role in Organizational Change. (44:39) - The Importance of Anchor Days. (48:37) - Cultural Dynamics in the Workplace. (52:29) - The Challenge of New Hires. (56:25) - The Disconnect in Remote Work Practices.

Are Freemasons better employees? Do our obligations and moral teachings make us more dependable, ethical, or effective at work, or are we just as human as everyone else, complete with our own share of “rough ashlars”? This week, the hosts have a candid, humorous, and thought-provoking discussion on how Masonic principles show up (or fail to show up) in our professional lives. From leadership and integrity to accountability and humility, we'll explore whether the working world truly benefits from Masonic values, and what happens when it doesn't.