Podcasts about Workplace

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

Wish I'd Quit Sooner

Workplace rivalry can quietly damage culture if leaders avoid it. This episode explains how strong leadership turns rivalry into respect through clarity, accountability, and consistent standards.Host: Paul FalavolitoConnect with me on your favorite platform: Facebook, Twitter, Instagram, TikTok, LinkedIn, Substack, BlueSky, Threads, LinkTree, YouTubeView my website for free leadership resources and exclusive merchandise: www.paulfalavolito.comBooks by Paul FalavolitoThe 7 Minute Leadership Handbook: bit.ly/48J8zFGThe Leadership Academy: https://bit.ly/4lnT1PfThe 7 Minute Leadership Survival Guide: https://bit.ly/4ij0g8yThe Leader's Book of Secrets: http://bit.ly/4oeGzCI

On this week's episode of the SheerLuxe Podcast, Hodge is joined by Laura Black and Mia Luckie for a conversation about marriage, modern relationships and the small habits that can make a big difference. The trio kick things off with Hodge's marriage resolutions for 2026 – from committing to one new restaurant a month to finding shared hobbies that don't revolve around food or booze, plus setting couple goals and tackling a challenge together. Elsewhere, they chat fashion finds of the week (hello H&M shoulder-pad polos, Mango knits and ultra-high-waist denim), beauty routines that are actually working right now, and the books, wellness treatments and activewear they're loving. There's also a lively debate on public displays of affection, celebrity couples, tracking apps, Ring doorbells and whether January is secretly the best month of the year. As always, the episode wraps with your listener dilemmas, covering everything from workplace crushes to jealousy among friends...PANELHodge Templeman | @sarahjtempleman | https://www.instagram.com/sarahjtempleman/ Arket Merino Top | https://tinyurl.com/bdexpzau The Frankie Shop Pencil Skirt | https://tinyurl.com/3trrcnf9 George At Asda Bomber Jacket | https://tinyurl.com/4hkkz522 Laura Black | @laurablackedits | https://www.instagram.com/laurablackedits/ Maebe White Shirt | https://tinyurl.com/2mjxczx4 Asos Barrel Leg Jeans | asos.bbgqo9.net/zxZmNO Dehanche Belt | https://tinyurl.com/mrxt5db2 Mia Luckie | @mialuckie | https://www.instagram.com/mialuckie/ H&M White Lace Blouse | https://tinyurl.com/4t9z796u COS Blazer (Similar) | https://tinyurl.com/4zfn9ecf THINGS YOU LOVECharlotte Tilbury Hollywood Flawless Filter | https://tinyurl.com/4vmubbk7 NYX Glaze Skin Tint | https://tinyurl.com/34zhf6yt Nars Radiant Creamy Concealer | https://tinyurl.com/59f9hkrv Renata Nunes Therapist | https://rkntherapist.com/ FASHION FINDSAlexis Cruz Shoulder Pad Tops |https://tinyurl.com/3jp6bwfk H&M Ultra High Waist Jeans | https://tinyurl.com/84575vs7 EMU Australia Snow Boots | https://tinyurl.com/w8jyj6zh Helsa Faux Fur Coat | https://tinyurl.com/yu7ce57n H&M Shoulder Pad Polo Top | https://tinyurl.com/3p9f4pth Vuori Half Zip Hoodie | https://tinyurl.com/2wcu24p2 Vuori Wide Leg Trousers | https://tinyurl.com/7kxd9sby Mango Quarter Zip Sweatshirt | https://prf.hn/l/ngMPgwX/ Mango Pencil Skirt | https://tinyurl.com/2m8k83xa Agolde White Barrel Leg Jeans | https://tinyurl.com/2hz2vxt3 With Nothing Underneath Brushed Cotton Shirt | https://tinyurl.com/prctshkx Hosted on Acast. See acast.com/privacy for more information.

(WATCH THIS EPISODE ON YOUTUBE) An IED blowing up your truck and feces in your lunchbox. It's a workplace of nightmares, and that's not even the half of it: Add in BB guns, potato guns, and more feces. I'm sure the boss did something about it, right….Right?…..RIGHT....?!?!?!?! This is our first Reb's Round-Up episode—A rapid-fire (or as rapid as Reb can make it) laundry list of cases that deserve to be included in the Rebuttal Podcast universe but are too short to devote a full episode to. For this Round-Up, Reb gives you **8 bonus cases** to giggle, scoff, and yell about, including: A scuba diving robbery of a Disney restaurant A lawsuit against Mormon leaders for messing up the plot (literally) An answer to one age-old question: Can you get a DUI in a Barbie Jeep? Enjoy. *** MERCH STORE IS LIVE! Shop Reb Masel and Rebuttal Pod merch: ⁠⁠⁠https://rebmasel.shop/⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠CLICK HERE⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to PREORDER Reb's book: The Book They Throw At You—A Sarcastic Lawyer's Guide* To The Unholy Chaos of Our Legal System, *God No, Not Actual Legal Advice *** Follow @RebuttalPod on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! Follow @Rebmasel on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! *** 0:00 - Welcome to Reb's Round-Up! 2:00 - Case #1 18:32 - Case #2 19:21 - Case #3 21:30 - Case #4 24:58 - Case #5 26:09 - Case #6 27:30 - Case #7 28:16 - Case #8 32:17 - Reb's Rebuttal Learn more about your ad choices. Visit megaphone.fm/adchoices

On this week's Bonus Ep: Vogue joins the call in a state of disarray, Amber debriefs her tango, Otto's bringing sticks into the bath, listeners who love the accents, how we definitely cannot prank Neil & a workplace drama has us confused.Remember, if you want to get involved you can:Watch us on Youtube! CLICK HERE! or search Vogue & AmberEmail us at vogueandamberpod@gmail.com OR find us on socials @voguewilliams @ambrerosolero and @vogueandamberListen and subscribe to Vogue & Amber on Global Player or wherever you get your podcasts.Please review Global's Privacy Policy: https://global.com/legal/privacy-policy/

Welcome to the Clopen Book Club! Let's talk about books and reading a book before seeing the movie! All of Lexie's info is here and on Facebook: "Luna and Koi"All The Clopen Links: https://linktr.ee/theclopeneffectSupport the show and advertising opportunity: https://the-clopen-effect.captivate.fm/supportBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

Fluent Fiction - Danish: Navigating Stress: The Unexpected Strength of Workplace Bonds Find the full episode transcript, vocabulary words, and more:fluentfiction.com/da/episode/2026-01-15-23-34-02-da Story Transcript:Da: Midt i Københavns glashav af moderne kontorbygninger sad Freja ved sit skrivebord.En: In the glass sea of modern office buildings in København, Freja sat at her desk.Da: Udenfor var vinteren i fuld gang, snefnug svævede forsigtigt ned på de travle gader.En: Outside, winter was in full swing, snowflakes gently floating down onto the busy streets.Da: Freja klikkede koncentreret på sin computer, mens deadline nærmede sig hastigt.En: Freja clicked intently on her computer as the deadline rapidly approached.Da: Hun var dygtig og ambitiøs, men sommetider følte hun, at det var svært at balancere mellem sine egne mål og at være en god kollega.En: She was skilled and ambitious, but sometimes she felt it was difficult to balance her own goals with being a good colleague.Da: Lars sad tværs over fra hende.En: Lars sat across from her.Da: Han var en pligtopfyldende medarbejder, altid dedikeret, men nogen gange lidt for presset af arbejdet.En: He was a conscientious employee, always dedicated, but sometimes a bit too pressured by work.Da: I dag skinnede hans angst igennem.En: Today, his anxiety was showing.Da: Hans naturlige ro var erstattet med uro.En: His natural calm was replaced with restlessness.Da: Mens Freja skimtede op fra skærmen, bemærkede hun Lars' rastløse hænder og uregelmæssige vejrtrækning.En: As Freja glanced up from her screen, she noticed Lars' restless hands and irregular breathing.Da: Hun vidste, hvad det betød.En: She knew what it meant.Da: Mens minutterne tikkede forbi, blev Frejas bekymring større.En: As the minutes ticked by, Freja's concern grew.Da: "Jeg har travlt," tænkte hun.En: "I'm busy," she thought.Da: Men hendes samvittighed lod hende ikke sidde stille.En: But her conscience wouldn't let her sit still.Da: Til sidst skubbede hun stolen tilbage og rejste sig beslutsomt.En: Finally, she pushed her chair back and stood up decisively.Da: Ude af stand til at ignorere det mere, gik hun over til break-rummet, hvor hun fandt Lars.En: Unable to ignore it any longer, she walked over to the break room, where she found Lars.Da: Lars sad alene, hans ansigt var blegt, og han gispede efter luft.En: Lars sat alone, his face pale, gasping for air.Da: "Lars, det er okay," sagde Freja blidt og satte sig roligt ved siden af ham.En: "Lars, it's okay," said Freja gently as she sat calmly beside him.Da: "Tag det stille og roligt, jeg er her."En: "Take it easy, I'm here."Da: Lars kiggede op med taknemmelighed og en smule skam.En: Lars looked up with gratitude and a hint of shame.Da: "Undskyld, jeg... jeg ved ikke, hvad der sker."En: "Sorry, I... I don't know what's happening."Da: "Du behøver ikke undskylde," forsikrede Freja.En: "You don't need to apologize," Freja assured him.Da: "Alle har brug for hjælp nogen gange.En: "Everyone needs help sometimes.Da: Har du prøvet at tale med nogen om det?"En: Have you tried talking to someone about it?"Da: Lars nikkede langsomt.En: Lars nodded slowly.Da: "Jeg... jeg har bare ikke vidst, hvor jeg skulle starte."En: "I just haven't known where to start."Da: Freja holdt en pause, lettet over at han var åben med hende.En: Freja paused, relieved that he was open with her.Da: "Hvad hvis vi laver en plan sammen?En: "What if we make a plan together?Da: Nogle mål for at håndtere det bedre?"En: Some goals to manage it better?"Da: Lars slugte og nikkede.En: Lars swallowed and nodded.Da: "Det kunne jeg godt tænke mig."En: "I'd like that."Da: Freja og Lars begyndte at tale om små skridt, han kunne tage, og Freja indså, hvor vigtigt det var at støtte hinanden i pressede situationer.En: Freja and Lars began to talk about small steps he could take, and Freja realized how important it was to support each other in stressful situations.Da: Timer senere, mens sneen skinnede i stearinlysenes lys fra kontorets vinduer, følte både Freja og Lars en lethed glide ind i deres sind.En: Hours later, as the snow glistened in the candlelight from the office windows, both Freja and Lars felt a sense of ease entering their minds.Da: Freja gik tilbage til sit skrivebord.En: Freja returned to her desk.Da: Hun havde måske mistet noget tid på sin deadline, men hun vandt noget langt mere værdifuldt - forståelsen af vigtigheden af mental sundhed og støtte på arbejdspladsen.En: She might have lost some time on her deadline, but she gained something far more valuable - an understanding of the importance of mental health and support in the workplace.Da: Lars fik ikke kun håb, men også en ven ved sin side.En: Lars not only found hope but also a friend by his side.Da: Sammen var de stærkere mod vinterens kulde og erhvervslivets udfordringer.En: Together, they were stronger against the winter's cold and the challenges of the professional world. Vocabulary Words:conscientious: pligtopfyldendeanxiety: angstrestlessness: uroconcern: bekymringconscience: samvittigheddecisively: beslutsomtpale: blegtgasping: gispedegratitude: taknemmelighedapologize: undskylderelieved: lettethandle: håndteresupport: støttedeadline: deadlineskilled: dygtigambitious: ambitiøsbalance: balancereirregular: uregelmæssigegoal: målsense: følelseease: lethedcandlelight: stearinlysenes lysunderstanding: forståelsenmental health: mental sundhedprofessional: erhvervslivetschallenge: udfordringerglisten: skinnewindow: vinduercolleague: kollegapressure: presset

Workplace culture doesn't become toxic overnight, and the warning signs often show up long before leaders take action. In this episode, workplace culture and leadership experts Rebecca Del Secco and Catherine Mattice join Kara to break down the early indicators of a toxic workplace, how harmful behaviors are allowed to persist, and the critical role leadership plays in accountability and psychological safety. They explore how silence, fear, gossip, and unchecked power dynamics erode trust, what employees can do when they feel unsafe at work, and how leaders can intervene before toxicity becomes embedded in company culture. The conversation also covers rebuilding trust, navigating difficult conversations, and knowing when it's time to advocate for change, or make the decision to leave. Chapters: 00:00 Navigating Toxic Workplace Culture 03:07 Changing Definitions of Toxicity 05:52 Extreme Cases of Workplace Bullying 08:40 Identifying Toxic Work Environments 11:43 The Role of Leadership in Culture 14:45 Coaching and Feedback Dynamics 17:33 The Importance of Psychological Safety 20:39 Feedback and Communication Strategies 23:38 The Power of Core Values 26:30 Integrating Visionary and Operational Roles 29:36 Operationalizing Culture 32:41 Intentionality in Culture 35:32 The Balance of Systems and Creativity 38:31 Empowering Change in Culture The Powerful Ladies podcast, hosted by business coach and strategist Kara Duffy features candid conversations with entrepreneurs, creatives, athletes, chefs, writers, scientists, and more. Every Wednesday, new episodes explore what it means to lead with purpose, create with intention, and define success on your own terms. Whether you're growing a business, changing careers, or asking bigger questions, these stories remind you: you're not alone, and you're more powerful than you think. Explore more at thepowerfulladies.com and karaduffy.com. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Get ready to master the job hunt in 2026 as employers raise the bar and digital processes dominate. Kristen Freeman Johnson, Senior Regional Director at Beacon Hill Staffing Group, discusses how job seekers can overcome the latest hurdles throughout the application and interview processes. Learn how to prepare for AI-powered interviews and stand out from the competition to make a positive lasting impression.  Resources from this Week's Episode – (Research) Help Wanted: Understanding the Labor Shortage https://www.shrm.org/topics-tools/research/help-wanted--understanding-the-u-s--labor-shortage  (Research) State of the Workplace 2026 - https://www.shrm.org/topics-tools/research/state-of-the-workplace-summary-and-report  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 

What if true workplace autonomy wasn't about working alone — but about working in alignment? In this episode of Wine After Work, Bryce sits down with Virginia Muzquiz, widely known as The Referral Diva® — founder of Master Connectors and creator of the Referrals on Demand® system. Virginia believes autonomy doesn't come from grinding harder or escaping structure — it comes from aligning your work with your values, strengths, and relationships. Whether you're in a corporate role or building your own business, the right environment creates trust, breathing room, and sustainable success. Through her work, Virginia helps entrepreneurs reduce dependency on hustle and cold outreach by building referral ecosystems and strategic alliances that feel natural — and profitable. This episode is a powerful conversation about designing work that supports your genius, honors your values, and actually feels like home. In This Episode, We Discuss: What real workplace autonomy actually looks like Why trust (not supervision) fuels productivity How referrals and relationships create freedom in business Designing work around values, strengths, and alignment Letting go of hustle culture without sacrificing growth Building businesses — and careers — that give you breathing room Who This Episode Is For: Entrepreneurs tired of cold outreach and constant hustle Professionals craving more autonomy and alignment Leaders building businesses rooted in trust and relationships   Business By Referral podcast   LinkedIn

To accelerate adoption and impact, teach AI skills through hands-on, coached, time-boxed builds that produce real demos, connect to workflows, and make learning visible and actionable. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about how you actually teach AI skills.This article forms the basis for this episode: https://disasteravoidanceexperts.com/how-do-you-actually-teach-ai-skills/

In this episode of The xMonks Drive Podcast, Gaurav Arora sits down with Vishal Bhasin — a Criminal Profiling & Forensic Psychology professional and one of India's leading experts on Workplace Sexual Harassment (PoSH Act).This is a raw, high-impact conversation on how workplace harassment cases actually happen, how they are investigated, how evidence is evaluated, and why power dynamics can completely change outcomes.If you've ever wondered where the line is between “normal behaviour” and harassment, how cases are proven without clear proof, or what really happens inside an Internal Committee inquiry — this episode will change how you see workplaces forever.✅ In this episode, we cover: • What counts as Workplace Sexual Harassment in India (PoSH explained) • How intent vs impact is judged in real workplace cases • The role of evidence: chats, screenshots, calls, and digital trails • Why “zero complaints” is not always a good sign • How power & hierarchy influence workplace behaviour • False complaints vs unproven complaints (and the real numbers) • The “court of public opinion” vs what's legally fair • Modern workplace boundaries: late-night chats, work friendships & blurred lines • What companies should do to build truly safe and respectful culturesThis episode is especially relevant for:✅ Employees✅ Founders & managers✅ HR professionals✅ Internal Committee members✅ Anyone working in corporate India or startups

The way we've been approaching workplace fairness might be fundamentally broken. After years of performative diversity initiatives and corporate virtue signaling, many organizations are abandoning DEI altogether—but that doesn't mean the work isn't still needed. The real challenge isn't whether fairness matters, it's how we actually create it. Lily Zheng joins the Made Leader podcast to discuss their new book, Fixing Fairness: Four Tenets to Transform Diversity Backlash into Progress for All. complaining with people like you, and what early leaders can do to create change even without organizational power. Lily breaks down the biggest misconceptions about equity work, reveals why post-2020 DEI initiatives were destined to fail, and provides practical strategies for removing barriers and creating workplaces where everyone can thrive. Follow The Made Leader for more leadership insights and strategies. For links mentioned, visit www.growthsignals.co Connect with Lily: https://www.lilyzheng.co/ LinkedIn: https://www.linkedin.com/in/lilyzheng308/ Connect with Jen: https://www.linkedin.com/in/jenparnold/

Attorney Arlene Haeggquist, survivor advocate and legal powerhouse, shares how women can take legal action against workplace sexual harassment, assault, and abuse. Learn documentation strategies, your legal rights, and how to empower yourself through the court process.   This episode covers: ✨ Workplace sexual harassment and assault—50% of women experience it ✨ How to document abuse for legal cases (emails, screenshots, timestamps) ✨ Your legal rights as a survivor of workplace abuse ✨ Breaking the silence: why reporting matters ✨ Building support systems during litigation ✨ Toxic workplace culture and power dynamics ✨ Healing from financial abuse and exploitation ✨ Arlene's story: From abuse survivor to advocate for thousands   Perfect for survivors, advocates, and anyone wanting to understand workplace rights, boundaries, and legal empowerment.   Your journey from victim to survivor to thriver starts here. If you're ready to reclaim your life and learn from others' healing journeys, hit subscribe and join our community of resilient souls. Have a story to share? Email us at HealingFromEmotionalAbusePod@gmail.com —we'd love to feature your questions, healing strategies, opinions and survivor testimonies on the podcast.   Transcript of Episode:    

How can you advocate for yourself when you're operating in a broken system? We're gearing up to face even more unprecedented times in 2026. And recent research shows, unsurprisingly, that inclusive and DEIB policies continue to be phased out while hostile work environments expand. Many of us are all too familiar with the lack of resources out there to help us cope with all this, especially options specific to Black women and Women of Color, who face the brunt of this ongoing shift.That's the landscape that prompted Sarah Boyd to found The Formation, an app that serves up “real talk, real resources, and real tight-knit community” for Black women navigating the realities of corporate America. She joins me to break down her evidence-backed recommendations for how we should protect ourselves while we fight the bigger fight of fixing our broken systems.Start documenting everything and finding your career clarity as we cover:How corporate changes are impacting Black women and Women of Color;Why you need to keep your work receipts—all of them;How to frame your stretch work and find your ideal audience;The innate gap-filling gift so many women have, and how to maximize it.Related Links:Connect with Sarah on LinkedIn - https://www.linkedin.com/in/sarahwilliamsboyd/The Formation community - https://www.weareyourformation.com/The DISRUPT program - https://www.weareyourformation.com/our-programWomen in the Workplace 2025 - https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/women-in-the-workplaceLanguage Bias in Performance Feedback 2024, Textio - https://textio.com/feedback-bias-2024“Get Unstuck: Make a Plan to Move Your Career Forward”, LinkedIn - https://www.linkedin.com/learning/get-unstuck-make-a-plan-to-move-your-career-forwardBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

879. Rachel shares what the workplace can learn from how celebrities choose collaboration partners - and how to make collaboration work even when it's not your choice.  Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.Have a question for Modern Mentor? Email us at modernmentor@quickanddirtytips.com.Find Modern Mentor on Facebook, Twitter, and LinkedIn, or subscribe to the newsletter to get more tips to fuel your professional success.Modern Mentor is a part of Quick and Dirty Tips.Links: https://www.quickanddirtytips.com/https://www.linkedin.com/company/modern-mentor-podcast/https://www.quickanddirtytips.com/modern-mentor-newsletterhttps://www.facebook.com/QDTModernMentorhttps://twitter.com/QDTModernMentor Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

"30 And you must love the Lord your God with all your heart, all your soul, all your mind, and all your strength.' [a] 31 The second is equally important: 'Love your neighbor as yourself.' [b] No other commandment is greater than these." - Mark 12:30-31Susan and guest host Angie Elrod continue their discussion of "Jesus in the Workplace."This week... how can we be the light of God to difficult people, or even just in everyday life?

The Oxford word of the year in 2026 was "rage bait." Is that why 2025 brought us opinion pieces asking whether women were ruining the workplace? In this Episode 3, Cathy and Deborah discuss how to avoid taking the bait, by relying on the clear evidence of women's contributions to an improved workplace for all. They also reveal what they wish for in 2026.

David Stever is the former CEO and CMO of beloved ice cream brand Ben & Jerry's. David started with the company back in the early 80's, working as a tour guide at their factory in Waterbury, Vermont. Over time, David ascended within Ben & Jerry's, helping to grow the then start-up into an iconic, multinational corporation. Over the course of his decades-long career there, David led marketing initiatives, drove massive brand growth, expanded global market share, and helped facilitate reinvention and product innovation, all while keeping Ben & Jerry's social mission front and center. He joins Roy to discuss his journey from tour guide to C-Suite, the many learnings he took from founders Ben Cohen and Jerry Greenfield, the profound effect of pursuing a triple bottom line, and much more.        Highlights from our conversation include: David's initial interest in the ice cream industry and how it evolved into his career (1:32)Working with Ben and Jerry in the early days (3:50)Leadership lessons learned through periods of massive growth and scaling (6:13)David's strengths and keys to success as Ben & Jerry's CMO (8:48)What surprised him the most when he transitioned from CMO to CEO (13:48)What it means to do “business as unusual” (15:29)The influence of Ben & Jerry's blend of activism and commerce on his leadership (18:12)How David defines Ben & Jerry's unique culture and how he helped sustain it through the years and through acquisition (20:26)Successful hiring throughout Ben & Jerry's different phases (22:48)Qualities David sought in his top leadership team (27:40)What he believes is often overlooked when assessing prospective talent (28:47)David's next chapter and what he's most excited about in looking ahead (31:00)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazon

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

In the latest episode of The Science of Personality, Ryne and Blake are joined by new Hogan Assessments CEO, Allison Howell, to discuss the pros and cons of gossip in the workplace. Gossip is common in all facets of our everyday lives but, in the workplace, gossip is often viewed as disruptive and unproductive. However, more recently gossip has been seen in a more positive light. What was once perceived as an organization's worst enemy is now often its biggest ally. This is a topic Allison explored in depth over the past year and that's why we thought she would be the perfect guest to discuss the positives and negatives of gossip in the workplace. 

In this week's episode of DEI After 5, we continue our engaging conversation with Ofense Lakwane, diving deeper into the concept of intentionality in creating inclusive workplaces. We explore the distinction between performative actions and genuine efforts, highlighting the importance of not just checking boxes, but truly understanding and addressing the needs of all individuals. A powerful example is shared about the misuse of a wheelchair-accessible stall, illustrating how organizations sometimes fail to deliver on their commitments to accessibility. We discuss the need for organizations to celebrate their successes while also acknowledging areas for improvement, emphasizing that fostering an inclusive culture requires ongoing effort and awareness. Join us as we reflect on what it truly means to create spaces where everyone feels valued and included. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Why do we struggle to talk about grief? Why that matters and what we can do about it, is the subject of this episode.SummaryGrief is something almost all of us will experience, and yet something we still struggle to talk about openly. Not because it's rare, but because it makes us uncomfortable. We lack a shared language for it, feel uneasy about how long it lasts, and often don't know how to sit with people who don't simply “move on”. On this episode, I'm joined by Amy Kean, founder of Good Shout, for a deeply human conversation about grief, work, identity, and what it really means to give people space to be themselves.Amy has been on the podcast before. Since first encountering her work, I have been consistently inspired by her willingness to be unashamedly herself: thoughtful, curious, and open about experiences many of us keep hidden. When she recently shared reflections on grief on LinkedIn, it sparked a desire to invite her back; not for a tightly structured discussion, but for a conversation that could explore the wider dynamics around loss. What follows is an unusual episode. It begins with grief, but moves into related territory: compassionate leave versus compassionate return, what actually helps when someone is struggling, why workplaces are often so bad at dealing with loss, and why talking about difficult things might be one of the most important human skills we have.Rather than offering neat frameworks or tidy conclusions, this conversation creates space; for reflection, for discomfort, and for honesty. If you've experienced loss, this episode may offer comfort or recognition. If you haven't, it may give you insight into how to show up better for others when the time comes. And above all, it helps normalise the idea that grief is not something to be hidden or hurried past, but something we should be able to talk about.The episode is dedicated to Amy's dad, Lord Terence Kean.Relevant LinksGood Shout, Amy's company — https://goodshoutcommunity.com/Amy on LinkedIn — https://www.linkedin.com/in/amycharlottekean/Amy's previous appearance on the show talking aboiut Communicating Effectively —https://www.humanriskpodcast.com/amy-kean-on-communicating-effectively/Death of an Ordinary Man by Sarah Perry —https://www.goodreads.com/book/show/60324067-death-of-an-ordinary-manAI-Generated Timestamp Summary01:05 – Why Amy, why now03:40 – Remembering Amy's dad08:30 – Double grief and anticipatory loss10:40 – Stroke, hope, and uncertainty14:40 – Grief, work, and performance17:35 – Naming emotions out loud22:05 – Talking about grief on LinkedIn27:40 – Compassionate return 30:05 – The cognitive cost of grief33:05 – Why we don't talk about death35:05 – How to help someone who's grieving 41:05 – Creativity, curiosity, and grief49:05 – AI, voice, and being human53:05 – Shameless and deathbed economics01:02:00 – Final reflections and dedication

Discussing new research into how the physical and social context of the clinical learning environment shape power dynamics and influence equity in assessment for residents are author Hannah Kakara Anderson, PhD, MBA, Research in Medical Education Committee member Binbin Zheng, PhD, MEd, and AAMC MedEdSCHOLAR Nicole Findlay, MD, MPH. Empowering clinician educators to actively address the forces of space, place, and pace, they argue, can help promote a more equitable learning and assessment environment.  Read the article discussed and access the episode transcript at academicmedicineblog.org.

Welcome to episode #1018 of Thinking With Mitch Joel (formerly Six Pixels of Separation). At a moment when burnout is normalized and productivity is still measured by hours rather than impact, the five-day workweek is starting to look less like a foundation of modern life and more like an outdated design choice. Joe O'Connoris the CEO of Work Time Revolution and one of the world's leading architects of the four-day workweek, having designed and led large-scale pilots across multiple countries, industries and organizational types. His work sits at the intersection of labor economics, organizational culture and performance design, helping companies rethink how work actually gets done in a knowledge-based, AI-accelerated economy. Joe has advised governments, nonprofits and private-sector leaders on how to redesign work in ways that improve employee well-being while maintaining (or increasing) organizational performance, challenging deeply held assumptions about time, output and commitment. His new book, Do More In Four - Why It's Time For A Shorter Workweek (with co-author Jared Lindzon), brings together research, real-world case studies and global experimentation to argue that the five-day workweek is neither inevitable nor optimal. Joe shows how reducing work time can sharpen focus, improve equity and force organizations to confront outdated productivity metrics built for an industrial era. He also examines how AI is accelerating the need for new work models, exposing the inefficiencies of activity-based measurement and pushing leaders to define productivity in terms of outcomes, not presence. Grounded in data yet pragmatic about cultural resistance, Joe's perspective positions the four-day workweek not as an employee concession, but as a competitive advantage for organizations willing to rethink the rules of work before the market forces them to. Enjoy the conversation… Running time: 55:55. 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 Joe O'Connor. Do More In Four - Why It's Time For A Shorter Workweek. Work Time Revolution. Jared Lindzon. Follow Joe on LinkedIn. Chapters: (00:00) - The Evolution of the Work Week. (02:57) - Rethinking Productivity in the Age of AI. (05:50) - Work-Life Balance: A Modern Dilemma. (09:09) - The Four-Day Work Week: A Societal Aspiration. (12:08) - AI's Impact on Work Structures. (15:03) - Cultural Dynamics in Work Environments. (17:58) - Challenges in Implementing Change. (21:09) - Market Forces and the Future of Work. (29:56) - The Evolution of the Four-Day Work Week. (35:30) - Measuring Productivity in a New Work Model. (42:15) - Cultural Dynamics and Leadership in the Four-Day Work Week. (48:55) - AI's Role in Shaping Future Work Models. (53:22) - Gender Equality and Flexibility in the Workplace.

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

Stephen Grootes speaks to Thebe Ikalafeng, on his journey as a leader in branding and marketing, Advaita Naidoo on the 2026 workplace trends and how one can upskill themselves to remain relevant and competitive, Warren Ingram about how one needs to be more practical around the changes that should be made in their financial life and Wendy Knowler on things to consider when filing for a claim with your home insurer. The Money Show is a podcast hosted by well-known journalist and radio presenter, Stephen Grootes. He explores the latest economic trends, business developments, investment opportunities, and personal finance strategies. Each episode features engaging conversations with top newsmakers, industry experts, financial advisors, entrepreneurs, and politicians, offering you thought-provoking insights to navigate the ever-changing financial landscape.    Thank you for listening to a podcast from The Money Show Listen live Primedia+ weekdays from 18:00 and 20:00 (SA Time) to The Money Show with Stephen Grootes broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3Nk For more from the show, go to https://buff.ly/7QpH0jY or find all the catch-up podcasts here https://buff.ly/PlhvUVe Subscribe to The Money Show Daily Newsletter and the Weekly Business Wrap here https://buff.ly/v5mfetc The Money Show is brought to you by Absa     Follow us on social media   702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/CapeTalk 702 on YouTube: https://www.youtube.com/@radio702   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/Radio702 CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567See omnystudio.com/listener for privacy information.

In this episode of On Brand, Donny discusses various brands shaping the current zeitgeist, including a tragic incident involving ICE, political commentary on immigration, the influence of foreign funding in education, and updates from the entertainment and airline industries. The conversation also touches on retail trends, coaching changes in the NFL, workplace trends, public safety initiatives, health insights, and fitness trends in America. Takeaways Political commentary should transcend partisanship. Foreign funding in education raises concerns about influence. Rebuilding efforts after disasters can be painfully slow. The entertainment industry is seeing a resurgence with new productions. Airlines are changing policies affecting economy travelers. Retail trends show a surprising comeback for bookstores. Coaching changes in the NFL reflect a desire for fresh perspectives. Workplace trends indicate a shift towards employee wellbeing. Public safety initiatives are crucial for community protection. Learn more about your ad choices. Visit megaphone.fm/adchoices

We do so much more than work retail! Let's talk about it. Hobbies and extracurricular activities.All The Clopen Links: https://linktr.ee/theclopeneffectSupport the show and advertising opportunity: https://the-clopen-effect.captivate.fm/supportBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

Work takes up 40–50 hours a week—so it's shaping us and shaping our kids whether we realize it or not. What does it look like to work unto the Lord instead of working for approval, money, or reputation? How do we keep a good attitude on Monday, stay focused in a distracted age, and carry integrity when the workplace pressures compromise? The dads get practical about being a godly worker and training our sons to be the same.

This open access book describes and explains a fifty-year-old woman's process of developing trade competences. Drawing from daily journal entries, photographs, interviews from 10 fabrication shops, and online forums about trades, this autoethnography details the author's learning process at Howe's Welding and Metal Fabrication, where she has worked for over three years. This book uses accessible, everyday language and draws heavily from personal experience in trades, taking the value of trades as a given and explaining the process of developing the depth and breadth of conceptual and procedural knowledges—the competences—required to work in repair and fabrication shops like Howe's. This book combines a research-derived framework for analyzing scaffolded learning and expertise development with stories of learning how and learning what. Readers will gain a better understanding of knowledge development in trades workplaces, including how one-to-one interactions scaffold knowledge, how workers gradually enter a community of practice, and how workplaces can constrain learning. This book also gives readers a view of workplace learning over time and helps readers—researchers and practitioners—recognize opportunities for development toward expertise. The book is useful for tradespeople, especially newcomers to trades and, in particular, women. Jo Mackiewicz, is a professor at Iowa State University. She studies communication and learning in pedagogical and workplace interactions. She has published four books about writing centers including 'Writing Center Talk over Time' which won the 2019 award for best monograph from the International Writing Centers Association and an edited collection 'Theories and Methods of Writing Center Studies' which won the 2021 award for best edited collection from the writing across the Curriculum Association. She has also written and cowritten numerous articles. Her book, 'Welding Technical Communication: Teaching and Learning Embodied Knowledge', was published by SUNY Press in May 2022. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

Discover the limitless potential of The Healthy Mindset Application (App) with our exclusive Application Assess, Educate, Coach approach. Begin your journey of personal transformation through The Healthy Mindset App Podcast, featuring meditations, breathing exercises, and invaluable coaching insights. Our methodologies cultivate a growth mindset, empowering you to adopt self-coaching practices while engaging in mindfulness and resilience building. Delve into personalized 1-on-1 coaching sessions with Mike Hartman through The Healthy Mindset Coaching On Demand, focusing on goal setting and confidence enhancement. Each participant receives a tailored Audio MP3 Debriefing based on their assessment, ensuring personalized guidance every step of the way. For inquiries about 1:1 coaching or speaking engagements, please email Mike@Hartman.AcademyBook A Session https://calendly.com/coachingondemand/performancemindsetcoaching?month=2024-05Healthy Mindset For Athletes & Workplace Athletes Workbook https://www.amazon.com/Healthy-Mindset-Athletes-Workplace-Everything-ebook/dp/B0B55CFSCJ

Design was supposed to be creative work. For a lot of designers, it's turned into endurance. In this episode, I'm joined by Vivianne Castillo to unpack how corporate design culture quietly rewards burnout, why endurance gets mistaken for professionalism, and how designers can start reclaiming creativity, agency, and choice.What if the behaviors that made you successful in design are the same ones slowly disconnecting you from yourself?Design culture loves to celebrate resilience, but too often what's really being rewarded is endurance: tolerating vague feedback, late pivots, constant urgency, and emotional labor without complaint. In this conversation, Vivianne Castillo shares why so many designers feel drained, disconnected, and quietly shrinking inside roles that were supposed to be creative and human-centered.Vivianne draws on her background in trauma counseling, psychology, and design to explain how corporate UX environments often reward unhealed coping patterns—people-pleasing, hyper-vigilance, over-responsibility, and self-silencing—while calling it “professionalism.” The work still gets done, praise still comes, but the cost is creativity, curiosity, and a sense of agency.We also talk about what it actually looks like to take that agency back. Not through dramatic exits or rage-quitting, but through small, intentional experiments: setting boundaries, asking better questions, redefining security, and exploring entrepreneurial paths without burning everything down. If your design job feels more like survival than creation, this episode is for you.Topics:• 04:57 – Vivian's Journey• 07:16 – The Toxicity in UX Culture• 19:14 – Reclaiming Agency as Designers• 29:20 – Unhealed Patterns in the Workplace• 31:13 – Understanding Corporate Culture and Personal Responsibility• 32:01 – Self-Silencing and Professionalism• 32:30 – Endurance vs. Resilience• 33:04 – Updating Unhealed Behaviors• 35:34 – Navigating Toxic Workplaces• 37:14 – The Illusion of Job Security• 43:09 – Entrepreneurship as a Healing Experience• 43:37 – The Walkout Event for UX ProfessionalsHelpful Links:• Connect with Vivianne on LinkedIn• Join the Walkout—Thanks for listening! We hope you dug today's episode. If you liked what you heard, be sure to like and subscribe wherever you listen to podcasts! And if you really enjoyed today's episode, why don't you leave a five-star review? Or tell some friends! It will help us out a ton.If you haven't already, sign up for our email list. We won't spam you. Pinky swear.• ⁠⁠⁠⁠⁠Get a FREE audiobook AND support the show⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Support the show on Patreon⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Check out show transcripts⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Check out our website⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Subscribe on Apple Podcasts⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Subscribe on Spotify⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Subscribe on YouTube⁠⁠⁠⁠⁠• ⁠⁠⁠⁠⁠Subscribe on Stitcher

In this episode of the HR Leaders Podcast, we sit down with Kristen A. Pressner, Global Head of People & Culture at Roche Diagnostics UK & Ireland, to unpack why neurodiversity may be the single biggest untapped advantage in the post-AI workplace.Kristen explains why most organisations are sitting on “free upside”, talented people already inside the business who are not thriving because work was designed for one type of brain. She shares why only ~25% of employees feel psychologically safe, and why the line manager is the biggest determinant of whether neurodivergent employees thrive or merely survive.Most importantly, she reframes neurodiversity away from labels and diagnoses, and toward practical, human questions, how do you work best, what gives you energy, and what conditions help you shine, and why asking those questions changes performance, engagement, and learning at scale.

As we enter 2026, the workplace continues to evolve with five generations working side by side. Leaders who understand generational expectations and adapt their leadership style will be better positioned to retain top talent and build thriving organizations.But many leaders still struggle with outdated assumptions about different generations, from work ethic to technology adoption. Understanding these generational codes is no longer optional; it's essential for organizational success.Find the full show notes at:https://workmatters.com/Leading-in-2026--Navigating-the-Multigenerational-Workplace-with-Anna-Liotta

 Welcome to 2026! In this first episode of the new year, Erin gets real about what she's NO LONGER apologizing for—and why you shouldn't either. After sitting down to plan 2026, she realized something: she'd been running her business based on what things "should" look like instead of what she actually wanted. No more. In this powerful solo episode, Erin shares the 5 things she's done apologizing for in 2026—from not 10x-ing her business to building something that doesn't look like anyone else's. If you've ever felt guilty for not wanting MORE, for being multi-passionate, or for not having it all figured out—this is your permission slip to stop apologizing and start building on YOUR terms.Key Topics CoveredWhy "maintenance is a strategy" and you don't have to 10x everythingBeing a multi-passionate entrepreneur without apologizing for itCharging what you're worth (and why the right clients never complain about price)Not having it all figured out at 45 (and why that's actually a good thing)Building a business that looks different than everyone else'sHow to stop "shoulding" all over yourselfThe moment Erin realized she was apologizing to no oneWhy the Like-Know-Trust factor matters more than "staying in your lane"The 45th birthday funk and the sermon that changed everythingLFG: The theme for 2026Connect with Erin Instagram: @eringernerLinkedIn: Erin GernerWebsite: www.eringerner.comBook a Call: Powerhouse Connection CallWhat are YOU no longer apologizing for in 2026? Tag Erin on Instagram or LinkedIn and let her know. She reads every single message and wants to hear your story. Want to come on the show or know someone who should? DM Erin—let's set up a coffee chat and make it happen. Ready to stop apologizing and start building on your terms? Book a free Powerhouse Connection Call with Erin. Don't forget to subscribe to the Powerhouse Lawyers podcast so you never miss an episode. 

A clear Gen AI adoption strategy aligns AI with business goals, engages people, uses the right tools, measures impact, and improves continuously — ensuring Gen AI delivers real ROI, not just new technology. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes the 7 steps to a comprehensive Gen AI adoption strategy.This article forms the basis for this episode: https://disasteravoidanceexperts.com/7-steps-to-a-comprehensive-gen-ai-adoption-strategy/

“If something feels wrong, trust your gut.” – Brittany StevensIn this week's episode, Carol Schultz sits down with employment attorney Brittany Stevens (Partner at Phillips & Associates) to unpack the realities of sexual harassment, workplace discrimination, and power dynamics—and what leaders can do to create workplaces where people feel safe speaking up.Brittany explains how harassment is defined under the law (and why it often differs from what people assume), why so many cases come down to evidence and “totality of circumstances,” and how fear of retaliation keeps employees silent—especially when the harasser holds power. They discuss what strong workplace policies and training should actually include, why some organizations make it hard to report, and how employees can protect themselves when a company is focused on protecting itself. The episode closes with practical guidance for both leaders and employees on building safer systems, documenting issues, and knowing when to seek confidential legal advice.TakeawaysSexual harassment isn't always “obvious”—many cases are subtle and pattern-based.Legal definitions of harassment/discrimination vary across federal, state, and city laws.Power imbalances (boss vs. employee) make reporting feel risky and unsafe.Fear of retaliation is one of the biggest reasons people stay silent.Documentation and internal complaints can significantly strengthen a case.Many companies fail by not having clear reporting policies or trusted processes.Leaders must train managers not only on behavior—but on how to respond to complaints.Discrimination can happen anywhere—industry, company size, and role don't matter.Some terminations get “hidden” behind restructuring or reductions in force.Consulting a law firm can be a confidential way to understand your options.Chapters00:00 Intro: The taboo topic—sexual harassment & workplace safety00:49 What Brittany's firm does (employee-side discrimination law)02:19 Why the firm was founded & what motivates this work02:50 Defining harassment vs. what people think harassment is04:28 Harassment isn't always sexual: hostile work environments & protected classes05:15 Evidence, documentation, and why cases are fact-dependent06:16 Power dynamics: why “just say no” isn't realistic07:43 What victims can do when they fear repercussions08:25 Why policies and reporting systems often fail (or don't exist)10:40 Vetting employers: red flags, lawsuits, and research before accepting jobs11:13 DEI changes and what may shift over time12:01 Discrimination happens everywhere (yes—even “good” companies)13:00 What leaders should do: training, reporting, investigations, real support15:54 Women vs. men: patterns Brittany sees in harassment and discrimination cases16:46 Disability/medical termination & “restructuring” as a cover18:35 How Phillips & Associates evolved and expanded over time20:05 Growth bottlenecks: why jurisdiction/laws matter21:21 Why expand into less employee-friendly states like Florida22:58 Client trust: the importance of fast support and connection23:54 Internal training: listening, empathy, and handling emotional calls26:10 Choosing a path: quiet resolution vs. litigation27:03 How to find the firm & their contingency model29:24 Final thoughts: protecting yourself when the company protects itselfConnect With Host Carol SchultzFind more information about our host Carol Schultz and her company at Vertical Elevation,

What if the root of today's workplace dysfunction isn't strategy or skills, but a basic human disconnect? Rosie sits down with Gregg Ward, founder of the Center for Respectful Leadership, to explore the crisis of disrespect in our workplaces and society. With a background that spans theater, journalism, and groundbreaking police training, Gregg shares how respect isn't just a nicety, it's a critical leadership skill tied to performance, connection, and healing. They dive into the neuroscience of respect, generational shifts, and how even small behaviors like interrupting can quietly erode trust. From the R Factor Workshop to little league umpiring, Gregg models what it means to lead with empathy, accountability, and courage. If you've ever felt frustrated by incivility, overwhelmed by AI-driven change, or unsure how to help your team thrive, this conversation will bring both clarity and hope. Respect is a feeling. Respect is a choice. And it's one we need now more than ever.   Additional Resources: Connect with Gregg on LinkedIn Watch Gregg's TEDx: Confessions of an Accidental Killer Learn more about The Center for Respectful Leadership Connect with Rosie on LinkedIn Learn more about Salveo Partners Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Key Takeaways: Respect is felt, not thought. It's deeply emotional Workplace disrespect is at a 50-year high Stress fuels most disrespectful behavior Respectful leadership can be learned and modeled One leader can shift an entire culture  

You don't lose negotiations because you lack leverage — you lose them because you're using the wrong approach. In this masterclass episode of Negotiate Anything, we break down three simple, repeatable methods that dramatically improve your negotiating effectiveness at work, without aggression, manipulation, or burning trust. This conversation cuts through the noise to show how everyday workplace negotiations actually work — from salary conversations and promotions to project scope, timelines, and influence across teams. You'll learn how to prepare with clarity, communicate value with confidence, and recognize the subtle signals that tell you when to push, pause, or pivot. Rather than relying on charisma or confrontation, this episode focuses on practical skills you can apply immediately: reframing requests, anchoring discussions around shared value, and navigating resistance without escalating tension. These methods are designed to help you sound more credible, feel more confident, and walk away with better outcomes — consistently. If you want to negotiate more effectively without changing who you are, this episode gives you the tools to do exactly that.

Differences between generations aren't anything new. But, this generation entering the workforce - mainly Gen Zers - seems to be throwing all of us for a loop. We've heard a lot about struggles with communication, motivation, and accountability. What's going on here?! In this Quick Hit, you'll hear from an expert on all things generational differences, Mark Beal. He's the Assistant Professor of Professional Practice, Communication at the Rutgers University School of Communication and Information, a Keynote Speaker, and the Author of several books on Gen Z. Check out the full episode here

What if the real strength of a team isn't found in productivity tools or meeting rhythms, but in how seen and supported people feel while doing the work together?

0:00 Intro 0:05 Kidnapping 3:41 Italian 5:12 Dresscode 9:41 Cough drops 11:08 Workplace crush 14:16 Water slide Learn more about your ad choices. Visit megaphone.fm/adchoices

The Lean In and McKinsey & Company Women in the Workplace 2025 report claims that, for the first time, women are less likely than men to want a promotion, stating that 80% of women want to be promoted to the next level, compared to 86% of men.  They label this development an “ambition gap”, stating that women are currently less ambitious than men.  This label is wildly inaccurate, deeply offensive, and grossly irresponsible. Calling these findings an “ambition gap” is strategic reframing that places blame back on women, per usual, while letting broken systems (and the power players who uphold them) off the hook.  When powerful institutions confuse correlation with causation and misdiagnose the problem like this, women pay the price. Again. These kinds of reports shape policy, leadership decisions, funding priorities, and how women are talked about at work. This label is not ok.  It is harmful. The report assumes ambition is singular and linear, defined by traditional corporate ascent, and treats women's slower advancement or disengagement as a personal failure instead of a rational response to inequitable systems and poor resource allocation. Most critically, the report ignores caregiving realities entirely.  You cannot meaningfully analyze women's ambition in 2025 without examining care infrastructures - or lack thereof.  Choosing to ignore this is a distortion of reality.  In other words, this is gaslighting.  In this episode, I highlight other voices and data that were conveniently ignored.  This counter data shows us what we already know - women are more ambitious than ever.  Rather than seeking out a deeper understanding of the data, Lean In and McKinsey opted to report dirty diagnostics.  What we know about data analysis is that to get to the real why, you have to dig deeper, think critically, and ask crucial questions of the actual people impacted.  This didn't happen with this reporting. When you actually talk to women, the situation is clear.  We are no longer willing to self-abandon inside systems that refuse to evolve. We know that to get to the reported 80%, we were required to work exponentially harder with fewer resources.  This is proof of our ambition, resilience, and talent, not lack thereof. The headline is not about an ambition gap.  The headline is that women are growing, evolving, and working smarter while institutions largely are not. In reality, what we are seeing is an institutional gap, a patriarchal gap, and a systems gap.  The bottom line is this… If we want to truly understand the evolution of women's ambition, we need to start by examining the systems that punish it. Links Mentioned: Lean In and McKinsey & Company Women in the Workplace 2025: https://leanin.org/women-in-the-workplace Blessing Adesiyan on the Care Gap:https://thecaregap.substack.com/ More about Blessing Adesiyan: https://blessingadesiyan.com/ Chief and Harris Poll Data on Women's Ambition: https://chief.com/articles/calling-bs-on-the-myth-of-womens-fading-ambition [Open Enrollment] Join Sara's Aligned Leadership Incubator: saradean.com/aligned Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Lauren and Marnie break down three major workplace predictions for 2026, drawing from leading reports by Indeed, Forbes, and McKinsey. After a quick lookback on 2025, Lauren and Marnie dive deep into what's ahead for the new year as it relates to job searching and larger workplace cultural shifts. You'll Learn:Why the 2026 job market may feel familiar and how to job search accordingly Why values alignment is becoming a top priority for employeesHow AI will reshape expectations for leadership as it relates to transparency Show NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQW Follow Career Contessa: http://bit.ly/2TMH2QP 2025 Workplace Predictions Episode: https://podcasts.apple.com/us/podcast/3-in-30-work-predictions-for-2025/id1434354911?i=1000680665545 Prediction 1 - Indeed Article: https://www.hiringlab.org/2025/11/20/indeed-2026-us-jobs-hiring-trends-report Prediction 2 - Forbes Article: https://www.forbes.com/sites/janicegassam/2025/11/16/5-trends-that-will-shape-workplace-culture-in-2026/ Prediction 3 - McKinsey Article: https://www.mckinsey.com/capabilities/tech-and-ai/our-insights/superagency-in-the-workplace-empowering-people-to-unlock-ais-full-potential-at-work Recommended Online Assessment: https://www.careerfitter.com/free_test/careerbuilder?afid=2218Follow Marnie on Instagram: https://www.instagram.com/marnielemonik/ Follow Lauren on LinkedIn: https://www.linkedin.com/in/laurenmcgoodwin/ Resources Marnie's Instagram Reel on Negotiation: https://www.instagram.com/p/C_O1iZrurJt/ Marnie's Interview Prep eBook: https://www.marnielemonik.com/store/p/ebook-how-to-shine-in-your-next-job-interview 10% Discount Code: CCPOD Marnie's Resume Template: https://www.marnielemonik.com/store/p/template-marnies-resume-with-written-examples The Job Search Dashboard: https://careercontessa.teachable.com/p/the-job-search-dashboard-notion-template?affcode=70732_cx6_j5wnCareerFitter Online Assessment:https://www.careerfitter.com/free_test/careerbuilder?afid=2218Career Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ Browse open jobs: https://www.careercontessa.com/jobs/ Sponsor:Stop waiting and start selling with Shopify. Sign up for your one-dollar-per-month trial and start selling today at shopify.com/careercontessa. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

January 6, 2026: Is AI actually increasing productivity — or just shifting responsibility without reward? In this episode of Future Ready Today, I unpack seven of the most important future-of-work stories shaping leadership decisions right now. From why Gen Z is entering the workforce anxious about AI, to new evidence that AI can slow work down instead of speeding it up, to the rise of empowered employees quietly ignoring return-to-office mandates, this episode explores what's really changing beneath the surface. I look at why the U.S. government is reviving apprenticeships, how AI is enabling four-day workweeks only when leaders redesign work intentionally, why flexibility debates have shifted from where work happens to when it happens, and how expanding responsibility without expanding pay is setting the stage for the next trust crisis at work.

23 Whatever you do [whatever your task may be], work from the soul [that is, put in your very best effort], as [something done] for the Lord and not for men, 24 knowing [with all certainty] that it is from the Lord [not from men] that you will receive the inheritance which is your [greatest] reward. It is the Lord Christ whom you [actually] serve. - Colossian 3:23-24 (AMP)Welcome to a new year AND a new season of the Tangible Truth Podcast!All this month, Susan's best friend and one of our favorite guests, Angie Elrod, is back in the studio to discuss WHY we should bring Jesus with us into our places of work.

Dr. Gloria Esoimeme is an Internal Medicine Physician with a Masters in Global Health and a PhD in Health Services Policy and Management. With her academic background and experience living in Nigeria, the United States, and the UAE, she equips professional women with the skills to lead, negotiate, and succeed. As a consultant, she helps individuals and organizations break barriers, build confidence, and achieve lasting success. Through her podcast, workshops, and keynote speeches, she shares expert insights, practical strategies, and inspiring stories to empower women in every aspect of life.  Some of the topics we discussed were: Navigating negotiations when starting a job as womenHow to prepare for job negotiations  Factors other than salary to consider when negotiating How to ask for a promotion or pay raise at your current jobThe importance of making yourself visible to successfully negotiateDirecting your energy toward roles that align with your goalsHow to negotiate with someone you doesn't like youCommon misconceptions about negotiationsOne of the most important skills to use in your negotiationsAnd more! Interested in learning more about AmazVita Wellness MD?amazvitamd@gmail.com or text (530) 332-8573 Learn more about me or schedule a FREE coaching call:https://www.joyfulsuccessliving.com/ Join the Voices of Women Physicians Facebook Group:https://www.facebook.com/groups/190596326343825/ Connect with Dr. Esoimeme: Youtube: https://www.youtube.com/@DrGloriaEsoimeme LinkedIn: https://www.linkedin.com/in/dr-gloria-esoimeme IG: https://www.instagram.com/gloriaesoimeme FB: https://www.facebook.com/share/19xtnqkCfX/?mibextid=wwXIfrEp 174: How to Be a Successful Negotiator with Dr. Gloria Esoimeme Apple Podcasts: https://podcasts.apple.com/us/podcast/voices-of-women-physicians/id1630624425?i=1000739265520 Spotify: https://open.spotify.com/episode/3jz7quTUTnJSITjwC8uGGe?si=AaRFhjJARfSIDfEUTlDUZg 

Dr. Paul White is a psychologist, author, and speaker who “makes work relationships work.” He has written articles for and been interviewed by the BBC News, Business Week, the New York Times, Fortune.com, Fast Company, and Forbes.Dr. White is the coauthor of the best-selling book, The 5 Languages of Appreciation in the Workplace, which has sold over 600,000 copies (written with Dr. Gary Chapman, author of the #1 NY Times bestseller, The 5 Love Languages) and has been translated into 25 languages.Additionally, their online assessment, the Motivating By Appreciation Inventory, has been taken by over 450,000 employees worldwide and is available in multiple languages.As a speaker and trainer, Dr. White has taught around the world, including North America, Europe, South America, Asia, and the Caribbean. His expertise has been requested by PepsiCo, Microsoft, NASA, L'Oreal, The Ritz-Carlton, and numerous other multinational organizations.Get the book, “The 5 Languages of Appreciation in the Workplace”, check it out by clicking on this link: https://www.appreciationatwork.com/books/5-languages-appreciation-workplace/ Connect with Dr. Paul White:Website: www.appreciationatwork.com Facebook: https://www.facebook.com/appreciationatwork Twitter: https://twitter.com/drpaulwhite LinkedIn: https://www.linkedin.com/company/5-languages-of-appreciation-in-the-workplace TurnKey Podcast Productions Important Links:Guest to Gold Video Series: www.TurnkeyPodcast.com/gold The Ultimate Podcast Launch Formula- www.TurnkeyPodcast.com/UPLFplusFREE workshop on how to "Be A Great Guest."Free E-Book 5 Ways to Make Money Podcasting at www.Turnkeypodcast.com/gift Ready to earn 6-figures with your podcast? See if you've got what it takes at TurnkeyPodcast.com/quizSales Training for Podcasters: https://podcasts.apple.com/us/podcast/sales-training-for-podcasters/id1540644376Nice Guys on Business: http://www.niceguysonbusiness.com/subscribe/The Turnkey Podcast: https://podcasts.apple.com/us/podcast/turnkey-podcast/id1485077152