Podcasts about Workplace

Tesla is on trial in California over claims it let a hostile, racist work environment run for years at its Fremont factory with KKK imagery, swastikas, and the N-word scrawled in bathrooms, Black workers reportedly paid and promoted less, one worker testifying he heard slurs up to 100 times a day. Tesla's defense? Attorney Tyree Jones (a Black man!!!!) argued in open court that the N-word can be a "term of respect and endearment," comparing white employees using it to how Black people interact with each other. We break down why that argument is beyond ridiculous, why it completely dodges the actual hostile workplace claims, and the real question underneath all of it: why do so many white people want permission to say that word so badly? Plus, we announce our next film: Antwone Fisher. The film follows a young navy man, who is forced to see a psychiatrist after a violent outburst against a fellow crewman. During the course of treatment a painful past is revealed and a new hope begins.Black on Black Cinema is a long-running podcast featuring in-depth Black movie reviews and frank conversations that matter to the Black community. We review Black films across every genre — from Black horror and Black sci-fi to indie dramas, comedies, and blockbuster action. Covering filmmakers like Spike Lee, Jordan Peele, Ryan Coogler, Ava DuVernay, and more. Hosted by Jay, Micah, Terrence, and T'ara. Featured on RogerEbert.com. A TNP Studios production. New episodes weekly on Spotify, Apple Podcasts, YouTube, and all major platforms. For more TNP Studios content, check out The Nerdpocalypse (movie & TV news), Look Forward (progressive politics), and Dense Pixels (video game news).

Ariella Cohen Coleman was going to work in fashion. She wanted to be a Bloomingdale's buyer. Then her dad was diagnosed with stage four colon cancer when she was thirteen, and he died when she was seventeen, and by the time she got to college her entire world had reoriented around advocacy.She went to law school to fix healthcare. Not to practice law. To fix the system that had her mother spending every day of her father's illness fighting insurance companies just to get covered care covered.Then she got sick herself, got told never to talk about it professionally, and spent years believing she was the only lawyer in the country with a complex health history.Today she's the founder of The Wellness Esquire and host of its podcast, and she runs Ariella Law with no billable hours from beaches around the world.In this episode we cover:Why she went to law school with no intention of ever practicingWatching her mom become her first example of an advocateGetting diagnosed during her first year of law school and what she learned about staying safeSix concussions, and the one that finally made her stopWorking through a concussion for a month because stopping felt like weaknessHow boredom turned into the first real questions she'd ever asked herselfBeing told never to discuss her health professionally, and what happened when she finally didThe law student who messaged her after that first post, and where she is nowWhy we're too quiet about the options, and how many ways there actually are to be a lawyerHer two pieces of advice for any lawyer who knows something is wrongBuilding a firm with no billable hours, chosen clients, and a written mistakes policyThe Wellness Esquire directory and why community is the missing pieceConnect with Ariella Cohen Coleman:Website: thewellnessesquire.comAlso: ariellacohencoleman.comLinkedIn: Ariella Cohen ColemanPodcast: The Wellness Esquire, available everywhere and on YouTubeWork with Erin Gerner: Erin coaches high-achieving female attorneys who are successful on paper but struggling with burnout, identity, and what's next, helping them redefine success on their own terms.

"AI isn't replacing human connection — it's making it more valuable than ever.", Morana MizrahiIn this episode, Morana Mizrahi, co-founder and COO of Rebillia Platform, shares insights on how AI is transforming business operations, strengthening leadership authenticity, and fostering better client relationships.This conversation explores why the most successful leaders in the AI era won't be the ones who automate everything, but the ones who lead with authenticity, build real relationships, and use AI to create more time for what matters most.Discover practical tips for leveraging AI to boost productivity and maintain genuine connections.We discussed:◼ Why AI should free people to build stronger relationships — not replace them◼ How authentic leadership is becoming the biggest competitive advantage in business◼ Why the future belongs to leaders who manage AI instead of letting AI manage them◼ How automation helped a startup grow without laying off a single employee◼ Why being more human—not more corporate—is the key to thriving in the AI era

The inbox refills faster than you can empty it. Overnight, this session builds the internal steadiness that lets you meet a demanding day without absorbing every bit of its pressure. Unwind now with our positive sleep affirmations podcast. Our soothing affirmations relax the mind and prepare the body for rest. Hit play, and drift into Good Sleep... Listen to more positive sleep affirmations by subscribing to the audio podcast in your favorite podcast app:  Apple Podcasts: https://podcasts.apple.com/us/podcast/good-sleep-positive-affirmations/id1704608129 Spotify: https://open.spotify.com/show/3OuJvYoprqh7nPK44ZsdKE And start your morning with Optimal Living Daily! Apple Podcasts: https://podcasts.apple.com/us/podcast/optimal-living-daily-mental-health-motivation/id1067688314 Spotify: https://open.spotify.com/show/1hygb4nGhNhlLn4pBnN00j?si=ca60dcfd758b44b4 Learn more about your ad choices. Visit megaphone.fm/adchoices

"My pension pays $4,000 a month for life." "I've got a million and a half in GICs and I'll live on $100,000 a year for the next 20 years." Both statements are said with real relief - and both people might be taking on a lot more risk than they realize. Today Joe explains why guaranteed is not the same as protected, and what to check so your income still holds up at 85. Most people plan retirement in today's dollars. They look at what they spend now, match it to money that feels secure, and call it done. It looks great at 65. But prices go up every year, and if you are retired for 30 or 40 years, the gap between what your income guarantees and what it actually buys can be enormous. Joe walks through how each common income source handles inflation, what a GIC really guarantees, why retirement lasts longer than most people plan for, and what your portfolio needs to do to fill the rest.   In This Episode At 3% inflation, $4,000 a month has roughly half the buying power after 20 years. The same deposit lands in your account, but it buys a lot less life. And a $100,000-a-year lifestyle costs about $180,000 a year in 20 years at that same rate. It never feels like a big hit in any single year, which is exactly what makes it so easy to miss. Canada Pension Plan (CPP) is adjusted every January based on the consumer price index. Old Age Security (OAS) is reviewed four times a year and does not go down if prices fall. Both earn a check mark. Workplace pensions are different. Some are fully indexed, some partly, some only when the plan decides it can afford it, and some not at all. Check your plan booklet or administrator to find out which one you have. A GIC guarantees your principal and the interest rate over the term you locked in. It does not guarantee the rate you will get at renewal, and it does not guarantee what that money can buy. Over the last 20 years in Canada, GIC rates have averaged roughly 2% while inflation averaged about 2.2%. Before tax, GIC money has essentially been standing still or losing purchasing power slowly. After tax, in a non-registered account, the gap is wider. A couple with a million and a half in GICs who need $100,000 a year might feel the math works for 20 years - and on a flat spending assumption it almost does. But if their costs rise 3% a year with inflation, that same million and a half runs out in about 15 years. And for a couple retiring in their early 60s, there is a real chance at least one of them lives well into their 90s. Your portfolio needs to fill the gap, and it needs to be built for rising costs. That means a defense bucket for shorter-term spending so a bad market never forces you to sell at the wrong time, and a growth component for longer-term money so it has a chance to stay ahead of inflation for the next 20, 30, or 40 years. A portfolio that only keeps your principal safe does not address inflation risk, interest rate risk, or longevity risk - and in that sense, GICs carry more risk than they feel like they do.   Your one action this week: List every income source you will have in retirement and mark beside each one whether it keeps up with inflation. If you built your retirement income timeline you created (from Episode 212), you can add a note beside each line. If you do not know the answer for a source, find out! You cannot build a proper plan without it.   About: Your Retirement Planning Simplified is a weekly Canadian retirement planning podcast hosted by Joe Curry, CFP, CEPA, of Matthews and Associates, an independent wealth management firm. Each week, Joe breaks down retirement income, tax, and estate decisions in plain language for Canadians who are near or in retirement.   Next Step: Want tips like this in your inbox? Sign up for the Retirement Planning Simplified Newsletter and get updates plus our popular 60-Second Retirement Tip: https://bit.ly/RPSNewsletter Ready to take the next step in your retirement planning? Watch a short overview of our True Wealth Roadmap and see if our process is a fit for you: https://www.matthewsandassociates.ca/vsl   Disclaimer: Opinions expressed are those of Joseph Curry, a registrant of Aligned Capital Partners Inc. (ACPI), and may not necessarily be those of ACPI. This podcast is for informational purposes only and not intended to be personalized investment advice. The views expressed are opinions of Joseph Curry and may not necessarily be those of ACPI. Content is prepared for general circulation and information contained does not constitute an offer or solicitation to buy or sell any investment fund, security or other product or service.

"We are living in a pivotal moment in labor history," Cole Rockarts writes in their new book Fired Up About Unions. "At a time when corporations have more power, profit, and political influence than ever before, workers are leading inspiring union organizing campaigns and taking on bosses to win big… Their struggles reveal that everyday people can unite, change their conditions, and build better workplaces and a better world." In this episode of Working People, we speak with a panel of labor organizers across the USA and Canada about why labor unions are more important now than ever, and how workers organizing collectively can change their workplaces, their lives, and the world. Panelists include: Hassan Husseini of the Public Service Alliance of Canada and Labor for Palestine - Canada; Tina Oh of SEIU Local 2 in Hallifax, Canada; Alex Raymond of Teamsters 322 in Virginia, USA, and Cole Rockarts, veteran labor educator and organizer and author of the new book Fired Up About Unions. Additional links/info: Cole Rockarts, Between the Lines Press, Fired Up About Unions Featured Music: Jules Taylor, Working People Theme Song Credits: Audio Post-Production: Jules Taylor

“We are living in a pivotal moment in labor history,” Cole Rockarts writes in their new book Fired Up About Unions. “At a time when corporations have more power, profit, and political influence than ever before, workers are leading inspiring union organizing campaigns and taking on bosses to win big… Their struggles reveal that everyday people can unite, change their conditions, and build better workplaces and a better world.” In this episode of Working People, we speak with a panel of labor organizers across the USA and Canada about why labor unions are more important now than ever, and how workers organizing collectively can change their workplaces, their lives, and the world.Panelists include: Hassan Husseini of the Public Service Alliance of Canada and Labor for Palestine - Canada; Tina Oh of SEIU Local 2 in Hallifax, Canada; Alex Raymond of Teamsters 322 in Virginia, USA, and Cole Rockarts, veteran labor educator and organizer and author of the new book Fired Up About Unions.Additional links/info: Cole Rockarts, Between the Lines Press, Fired Up About UnionsFeatured Music: Jules Taylor, Working People Theme SongCredits: Audio Post-Production: Jules TaylorBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-real-news-podcast--2952221/support.Help us continue producing radically independent news and in-depth analysis by following us and becoming a monthly sustainer.Follow us on:Bluesky: @therealnews.comFacebook: The Real News NetworkTwitter: @TheRealNewsYouTube: @therealnewsInstagram: @therealnewsnetworkBecome a member and join the Supporters Club for The Real News Podcast today!

What happens when you give your employer everything you've got, yet somehow your best is never enough? You arrive early, stay late, accept additional responsibilities, and consistently go beyond your job description, only to feel overlooked, undervalued or unappreciated.In this episode of Soulfood and Lemonade, Dellie explores the emotional and psychological toll of workplace dissatisfaction, unrealistic expectations, favoritism, burnout and the constant pressure to prove your worth. Discover how to recognize when your dedication is being taken for granted, establish healthy professional boundaries, advocate for yourself and protect your peace without compromising your work ethic.Because sometimes the problem isn't that you're not doing enough. Sometimes you're working in an environment where nothing you do ever seems to be enough.

The inbox refills faster than you can empty it. Overnight, this session builds the internal steadiness that lets you meet a demanding day without absorbing every bit of its pressure. Unwind now with our positive sleep affirmations podcast. Our soothing affirmations relax the mind and prepare the body for rest. Hit play, and drift into Good Sleep... Listen to more positive sleep affirmations by subscribing to the audio podcast in your favorite podcast app:  Apple Podcasts: https://podcasts.apple.com/us/podcast/good-sleep-positive-affirmations/id1704608129 Spotify: https://open.spotify.com/show/3OuJvYoprqh7nPK44ZsdKE And start your morning with Optimal Living Daily! Apple Podcasts: https://podcasts.apple.com/us/podcast/optimal-living-daily-mental-health-motivation/id1067688314 Spotify: https://open.spotify.com/show/1hygb4nGhNhlLn4pBnN00j?si=ca60dcfd758b44b4 Learn more about your ad choices. Visit megaphone.fm/adchoices

Stephen Grootes speaks to Siphiwe Moyo, Organisational Behaviour Specialist, about when workplace venting crosses the line into emotional dumping. While sharing frustrations with colleagues can be part of a healthy workplace, repeated venting can create a cycle of negativity, drain colleagues’ emotional energy and affect team dynamics and productivity. 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/@CapeTalk567 See omnystudio.com/listener for privacy information.

A postie has been let go after he spent too much time on his lunch break at KFC, despite having his jobs for the day complete and we think it’s a bit harsh. So we’re opening up the line to see who else has been wrongfully dismissed! Plus, have you got a boring job?See omnystudio.com/listener for privacy information.

Sara Best of real.good.ventures speaks about Bossholes and the workplace problems employees and bosses face. 

In this episode, David Hossack and Alan Delaney discuss how AI is changing the workplace and the employment law issues that come with it. From workplace policies and recruitment to data protection and dispute resolution, they explore the opportunities, risks and practical steps employers should be taking now.

Find the full text of this article at https://www.thegospelcoalition.org/article/missionary-insights-workplace-evangelism/. Check out The Pour Over Podcast — politically neutral news for people who want the facts without the spin, and with a brief biblical perspective Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The most capable person in the room isn't always the one who gets promoted. Ashwini Balasubramanian learned that the hard way. In this episode of The Leader I Needed, James Rosseau Sr. sits down with Ashwini, an author and seasoned executive who spent years climbing in the male-dominated world of automotive. She is honest about the season she calls "faking it," when she blended in so well that her colleagues told her she'd become "one of the bros," and the moment that finally forced her to bring her full self to work instead. She digs into the difference between being a culture fit and a culture add, why she stopped chasing titles and started chasing skills, and what she did after getting passed over for a promotion, a move that turned a painful no into a mentoring relationship she never saw coming. Along the way she shares hard-won lessons on women in leadership, why real influence starts with generosity instead of transactional networking, and how mentoring others became one of the most fulfilling parts of her career. If you have the title but feel like you're faking the rest, this conversation hands you the map. Listen on YouTube, Apple, Spotify, or wherever you get your podcasts. Get Ashwini's book, Map Your Ascent: https://us.amazon.com/stores/Ashwini-Balasubramanian/author/B0H7T39FHG?ref=ap_rdr&shoppingPortalEnabled=true&ccs_id=0ef015b3-0cf8-4d2e-9152-4fbc1cf04205 Connect with Ashwini on LinkedIn: https://www.linkedin.com/in/ashwini-balasubramanian/ Visit her website: https://mapyourascent.com/

Change is happening faster than ever from AI and digital transformation to increasingly distracted and stretched teams. But effective leadership through change isn't always about doing more. Sometimes, it requires changing how you see your role. This special episode was recorded at the live Accelerating Leadership Wellbeing Panel, which took place on August 25, 2026, hosted by Bank of Texas. I was joined by three remarkable leaders who have navigated change at scale: Linda Rutherford — Former Chief Administration Officer and current Executive Advisor at Southwest Airlines, with 33 years of experience leading through change. Dr. Marc Nivet — Executive Vice President at UT Southwestern Medical Center, bringing three decades of leadership experience in academic medicine. Emily Crawford — A leader in change management and AI transformation at Credera, helping major organizations navigate what's next. Together, we explored what it really takes to lead through change when your people  and you are already stretched thin. Top 3 Takeaways 1. Capacity matters as much as capability. Leaders can't effectively lead change when they're running on empty. 2. Leadership starts from within. How you see your role shapes how you lead through uncertainty. 3. Doing more isn't always the answer. Sometimes the most powerful leadership move is to shift how you show up. Episode Minutes: Minute 17: Leading through uncertainty as a vessel, not a hero Minute 37: Why AI must be tied to objectives, not treated as a checkbox Minute 48: Communication during change and why silence is risky Minute 60: Grace, good-enough leadership, and asking what blocks best work Links + Resources from This Episode: Take the free 3-minute Authentic Imprint™ Assessment Get a copy of Dana's book, The Internal Revolution: Lead Authentically and Build Your Personal Brand from Within Learn more about The Strengths Journal

John Leahy, Chairperson of the Birr Municipal District and Independent Councillor, on the death of a father and daughter at the Banagher Precast Concrete company.See omnystudio.com/listener for privacy information.

AI is moving into the workplace whether we feel ready or not, and the real question isn't just what it can do. It's what it does to us. I sit down with Dr. Christopher Warren, a nationally recognized safety and risk management leader and the author of “Artificiomics: Mitigating Human Risk of AI Technologies in the Workplace Using Industrial Hygiene Principles,” to talk about what happens to human judgment, trust, and workplace safety as companies rely more on AI systems, robots, and automation. If you've ever felt equal parts excited and uneasy about AI, this conversation puts language and structure around that feeling.We dig into the risks most people miss, especially the psychological hazards of AI at work: fear of job replacement, loss of autonomy, cognitive overload from constant dashboards and alerts, and “algorithmic anxiety” when monitoring systems score workers and quietly influence pay, promotions, or even employment. We also talk about skill degradation and how over reliance on AI tools can shrink critical thinking, plus the very real danger of AI being confidently wrong when the stakes are high.Then we get practical. Christopher shares a framework built on industrial hygiene principles and a simple step leaders can take now: create an AI committee that includes workers, not just the C-suite, and run a risk focused assessment that considers both physical and mental health impacts. We close with a balanced, neutral approach to AI governance and how you can participate before technology reshapes your work without your input.If this helped you think more clearly about AI and workplace risk, subscribe, share the episode with a colleague, and leave a review so more people can find it. What part of AI at work do you want guardrails for first?Find The Book here: https://link.amazon/B0iKlhUPxVisit Christopher's website here: https://artificionomics.com/INTERVIEW DISCLOSURE & BOOKING:This is a sponsored interview on The Elsa Kurt Show. Paid interview opportunities are available on a limited basis.Authors, experts, public figures, and other prospective guests who are represented by a publicist, marketing agency, PR firm, publisher, or professional representative are welcome to have their representative contact us regarding interview opportunities and current packages.Professional booking inquiries: authorelsakurt@gmail.comSupport the showElsa's AMAZON STORE Elsa's FAITH & FREEDOM MERCH STOREElsa's BOOKSElsa Kurt: You may know her for her uncanny, viral Kamala Harris impressions & conservative comedy skits, but she's also a lifelong Patriot & longtime Police Wife. She has channeled her fierce love and passion for God, family, country, and those who serve as the creator, Executive Producer & Host of the Elsa Kurt Show with Clay Novak. Her show discusses today's topics & news from a middle class/blue collar family & conservative perspective. The vocal LEOW's career began as a multi-genre author who has penned over 25 books, including twelve contemporary women's novels. Clay Novak: Clay Novak was commissioned in 1995 as a Second Lieutenant of Infantry and served as an officer for twenty four years in Mechanized Infantry, Airborne Infantry, and Cavalry units .  He retired as a Lieutenant Colonel in 2019. Clay is a graduate of the U.S. Army Ranger School and is a Master Rated Parachutist, serving for more tha...

Life can be hard, and work can be hard. When the pressure gets too high, sometimes people lean on destructive habits to get through the days. Those who fight their way out of those habits can use all the help they can get. Joining Chris to tell a pretty remarkable story of an employer earning a “Recovery Friendly Workplace” status is Partner & President of Rathbun Insurance of Lansing, Laura Stoken, and Program Manager of Michigan Recovery Friendly Workplace initiative from the MI Public Health Institute, Nicki Gabel!

* Gen Z employees often communicate differently than their Gen X or Baby Boomer bosses. How can managers bridge the gap to make it easier for everyone? We'll talk with Jeff Leblanc from Boston University. * Could tolls be coming back to the Belle Chasse bridge? We'll get the latest from State Representative Jacob Braud.

Yesterday, tragic news came out of Banagher County Offaly as it was confirmed that two people died in a workplace incident Father and daughter Mihai Chinez and Denisa Chinez died after an incident at Banagher Precast Concrete. Local Independent Councillor John Leahy has said it is an “unimaginably difficult time” for the community and spoke to Shane on The Hard Shoulder.

Des reacts to what's bugging you at work this week.   Call (917) 512-1758 to leave us a voicemail! International Dialers can leave us a voice memo on WhatsApp: +1 (646) 423-7020   FOLLOW DES: Tickets: https://punchup.live/desbishop Instagram: https://www.instagram.com/desbishop Facebook: https://www.facebook.com/desbishop X: https://x.com/desbishop YouTube: https://www.youtube.com/@Desbishopcomedy TikTok: https://www.tiktok.com/@desbishop5   FOLLOW NICOLE: https://www.instagram.com/nicoleclyons/   Produced by Nicole Lyons Productions Instagram: https://www.instagram.com/nicolelyonsproductions/ Website: www.nicolelyonsproductions.com

Get Promoted Faster: How the Dolphin Strategy Took One Stuck Supervisor to VP — and What It Means for Women Leaders Last updated: September 26, 2026 Trusted by leaders at Stanford University, Ernst & Young, Autodesk, MGM Grand Resorts, and Farmers Insurance Executive Summary: Have you been told you "don't have the personality" for promotion? Sabrina Braham shares how her coaching client Martin, stuck five years as supervisor, reached VP using five moves: decode feedback, recruit dolphins, build your voice, make the Half-Point Ask, and volunteer for visibility. Use them to get promoted faster. Quick Takeaways: Vague feedback like "personality" isn't a verdict — translate it into observable behaviors. Recruit "dolphins": allies in the room who back your ideas when you speak. Employees with sponsors are twice as likely to be promoted (McKinsey & LeanIn.Org, 2025). Ask your manager for a 1–10 rating, then ask what earns one more half point. Martin: five stuck years, then manager in six months — then director and VP. Jump to: Martin's Story · Why You're Stuck · The 5 Moves · The Results · Action Plan · Mistakes to Avoid · FAQ · 2026 Trends As an executive leadership coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — on air since 2007 and ranked in the top 1.5% of podcasts worldwide — I hear one question more than any other: how do I get promoted faster when I'm already doing a great job? The question is urgent. By September 10, layoffs.fyi counted more than 128,000 tech layoffs in 2026 — already more than all of 2025. And McKinsey and LeanIn.Org's Women in the Workplace 2025 found only about half of companies still prioritize women's advancement. Good work alone won't help you get promoted faster. In Episode 169, the tables turned. My co-founder and executive producer, Tim Warren, interviewed me about Martin — a Fortune 500 supervisor told he "didn't have the personality" to be a manager. He believed it. Then, step by step, he proved it wrong. His story is the clearest map I know to get promoted faster, especially if you're the only one like you in the room. The Feedback That Kept Martin Stuck for Five Years At Martin's company, supervisors usually became managers within a year. Martin had been a supervisor for five. His numbers were strong, his people loved him, and his leaders said he was doing a great job. Then came the "but": he just didn't have the personality to be a manager. Martin grew up speaking English as a second language, was the first in his family to attend college, and graduated with honors. None of that protected him. When someone with authority labels you, you tend to believe it. I know that feeling. I was raised in a blue-collar family, and when someone with authority said I had a flaw, I assumed it was true. It took me years to unlearn. If you've absorbed a label like Martin's, take this from his story: the label can be wrong, and you can change the evidence behind it. His question to me was painful: could he change his personality to move up? Why Talented Leaders Don't Get Promoted Faster in 2026 Martin's situation isn't rare. A strong performer gets fuzzy feedback, loses confidence, goes quiet in the rooms where promotions are shaped — and stalls. Here's why that pattern makes it harder to get promoted faster right now. The "broken rung" is still broken For every 100 men promoted to first-level manager, only 93 women are promoted (McKinsey & LeanIn.Org, 2025). That first step — the one Martin was stuck on — shapes every level above it. The sponsorship gap is real At entry level, 31% of women have a sponsor versus 45% of men, and employees with sponsors are about twice as likely to be promoted. The finding that matters most: when women and men get equal career support, the gap in promotion ambition disappears. The problem isn't drive. It's backing. Being "the only" changes how you're heard Roughly one in five women are often the only woman in the room, more for senior and technical women (LeanIn.Org). Being "the only" tends to make people cautious about sharing ideas — less visibility when you need more. The cost of waiting In 2026's market, "I'll speak up once I feel confident" is a risky plan. To get promoted faster — or stand out after a layoff — treat visibility as a skill you practice. Ready to get promoted faster — before you feel fully ready? Leading Before You're Ready — a practical playbook for leaders stepping into bigger roles. Inside, you'll find: Language for speaking up with confidence before you feel fully ready Ways to build trust fast with the decision-makers who shape your next role A framework for positioning yourself as promotion-ready — actively, not passively GET THE COMPLIMENTARY PLAYBOOK The Dolphin Promotion Framework™: 5 Moves to Get Promoted Faster Here's exactly what Martin and I worked on. None of it required a new personality — just consistent, specific action. Each move helps you get promoted faster on its own; together they compound. Move 1: Decode the vague feedback "Personality" is nearly useless feedback. What does it even mean? So we started at ground zero: what would Martin need to do differently to be seen as a manager? The answer was concrete. In meetings with peers or senior leaders, Martin went quiet. That silence, and the confidence gap behind it, was what his leaders called "personality." Once we named the behavior, we could change it. Success metric: The feedback becomes two or three observable behaviors — your first step to get promoted faster. Move 2: Recruit your dolphins Picture a shipwreck survivor clinging to boards while a shark circles. When dolphins surround a person in the water, sharks tend to stay away — and dolphins have been reported guiding swimmers to shore. A dolphin at work is someone in the room who has your back, believes you're capable, and supports you when you speak up: A mentor shares knowledge and advice, often in private. A sponsor uses their power and influence to advocate for you — often when you're not in the room. A dolphin is in the meeting with you, backing your idea in real time. Far fewer leaders have dolphins than mentors. Lean In reports that high-potential women often have more mentors than men, yet mentorship didn't correlate with promotion. If you want to get promoted faster, real-time backing does what advice can't. How to find your dolphins: Look for a friend in your key meetings, or someone who often shares your viewpoint. If no one comes to mind, hold one-on-ones, share the idea you want to raise, and see who's aligned. Then make a simple ask. Try This Now (3 minutes): Pick the idea you most want to raise next meeting, then send one colleague: "Here's an idea I'd like to share Thursday. Would you be willing to support it when I bring it up?" That's the whole ask. Move 3: Build your speaking muscle — and rehearse your one main point The most cost-effective confidence builder I know is Toastmasters. Clubs are in nearly every U.S. city, dues are modest (often around $20 a month), and the program works. At a district meeting years ago, I was struck by the room: real confidence and presence, built through structured practice. Martin joined, and it helped him learn to speak up. The second half is rehearsal. You usually know the agenda and what would help your team. Pick your main point and practice it out loud. What surprises people: the CEOs I work with still rehearse their main points before meetings. Success metric: One prepared point, delivered weekly. Small reps like this are how you get promoted faster. Move 4: Make the Half-Point Ask With practice behind him, Martin went directly to the leaders who had formed the wrong impression. Most people skip this step, yet it's the move that helps you get promoted faster than any other. Here's the conversation: State the goal. "I'd like to be promoted to manager. What's helping, and what do I need to do differently?" Ask for a number. "On leading my team, from 1 to 10, what would you give me?" Ask for the half point. If it's a 7: "What would I need to do to be a 7.5?" Always just a half point. Schedule the follow-up. "Could I check back in a few weeks?" Why a half point? It's achievable, and it pulls your manager into problem-solving mode. Once they give a number, they become invested in your progress. There's a psychological bonus. It's why you notice red cars everywhere after buying one: the brain's attention filter, the reticular activating system, scans for what it's primed to find. After the Half-Point Ask, your manager watches for your improvement. Success metric: You have a baseline number from at least one decision-maker and a follow-up date on the calendar. Move 5: Volunteer for visibility Martin also began joining committees. On one sat five vice presidents — and Martin, a newly promoted manager. He practiced his idea for turning a project around. In the meeting, the VPs talked over him toward a decision. So Martin said, "I have an idea." The room stopped. The lead VP asked to hear it. Martin explained it in detail. When he finished, the room went silent. His heart sank. I blew it, he thought. Then the senior vice president said: "Good idea, Martin. Let's do that." That was the game changer. Rehearsal plus visibility had become executive presence — and the surest way to get promoted faster is to be seen doing the next job. What Happened Next: From Supervisor to VP After five stuck years, here's how Martin's trajectory changed: About 6 months: promoted to manager — roughly a 30% raise. About 4 months after that meeting: director. Two to three years later: promoted to vice president, with stock options, earning roughly double his supervisor pay. What moves me most is what didn't change: Martin kept his kindness and has mentored many others to promotion. His words: "I wish I would have contacted you sooner. It was a game changer. It changed my life....

Send us Fan MailIn this week's episode 371 of the Fragmented to Whole Podcast, I'm talking about why workplace boundary advice can't always be as simple as “just say no.” Workplace pressure isn't the same for everyone, and not everyone has the same freedom to speak up without consequences. Sometimes the difficulty is coming from inside us, and sometimes the problem really is the environment we're working in.I share how being a fixer and overfunctioning shaped my own experience in toxic work environments, and how long it took me to recognize the pattern. We look at the difference between taking responsibility for what's yours and taking the blame for something that isn't yours, while also considering power, safety, workplace culture, financial flexibility and the realistic risks involved in setting a boundary.Some of the talking points I go over in this episode include:Why “just say no” can be overly simplistic and potentially dangerous workplace adviceHow to distinguish between an old internal alarm, a current workplace risk, or a combination of bothQuestions to ask about your role, the other person's power, realistic risks, support and documentationWhy the next smallest safe step might be a direct no, a negotiation, a delay, documentation or quietly creating a plan to leaveHow boundaries can help you recognize that a dysfunctional workplace is not necessarily a reflection of your personal failureThe goal of workplace boundaries isn't to perform assertiveness or prove that you're fearless. It's to make conscious decisions that include your safety, values, livelihood and well-being. Sometimes staying whole means saying no, and sometimes it means pausing, gathering information, asking for support, documenting what's happening or creating more options for yourself.Be sure to tune in to all the episodes to receive tons of practical tips on living a more whole life and to hear even more about the points outlined above.Thank you for listening! If you enjoyed this episode, take a screenshot of the episode to post in your stories and tag me! And don't forget to follow, rate and review the podcast and tell me your key takeaways!Learn more about Fragmented to Whole at Fragmented to Whole PodcastNew to my work: START HERECONNECT WITH BARB NANGLE:Subscribe to “Friday Fragments” weekly newsletterLinkedinWork with Barb! Book an Unshakable You Readiness Call

Disclaimer: This episode is for general informational and entertainment purposes and discusses Illinois accessible parking rules as we understand them at the time of recording. Laws and regulations can change, so please check official sources for the most current information.In this episode of The Clopen Effect, we discussed Illinois laws and regulations concerning parking spaces reserved for persons with disabilities.We covered who may legally use designated accessible parking spaces, how disability parking placards and license plates must be displayed, and the requirement that the authorized person be present and enter or exit the vehicle when using the parking privileges.We also discussed access aisles, the striped areas next to accessible parking spaces. Illinois law prohibits parking in these access aisles, including for vehicles displaying disability parking placards or license plates.The episode also covers the difference between standard disability parking placards and Illinois' meter-exempt placards. A blue permanent placard does not provide an exemption from parking meter fees or time limits; the yellow-and-gray meter-exempt placard provides those exemptions subject to the applicable restrictions.Finally, we discuss misuse of disability parking placards and license plates, applicable penalties, and how to report alleged abuse of Illinois' disability parking program. The Illinois Secretary of State specifically notes that not all disabilities are apparent and advises people not to confront someone they suspect of misuse.If you're a member, use the private RSS feed link you received when you signed up for the $2/month membership. Paste it into your favorite podcast app (or use the one-click app links in your welcome email) to access all your members-only episodes.All The Clopen Links: https://linktr.ee/theclopeneffect$2/month membership and advertising opportunities: https://the-clopen-effect.captivate.fm/supportOur Amazon wishlist: https://www.amazon.com/hz/wishlist/ls/28E9USH21CBC1?ref_=wl_shareBuy Our Cool Merch: https://www.zazzle.com/the_clopen_effect_t_shirt-256038010043042814

Send us Fan Mail What if the colleague you've been describing as "quirky" is the most underused talent in your building? In this episode of Coaching the Whole Educator, Becca Silver sits down with Justin Permenter of NDI Institute to talk about building workplaces where neurodivergent educators, coaches, and leaders can perform, contribute, and lead without lowering expectations. Roughly one in five people is neurodivergent, including people with ADHD, autism, dyslexia, and dyspraxia. Yet most schools and organizations are built for neurotypical ways of working by default. Students get IEPs and 504 plans. Adults get a workplace that expects everyone to sit at the same table, the same way, on the same timeline. Justin shares his journey from the classroom in Kansas City to international education in Qatar and his work with Franklin Covey's Leader in Me, plus the story of Omar, a 16-year-old autistic intern who outperformed full-time staff at the Waldorf Astoria within three weeks. Becca opens up about her own ADHD diagnosis and the moment she started seeing it as a strength instead of a deficit. You'll learn: Why accommodation and compliance checklists aren't the same as strengths activationHow curiosity (the C in NDI's CLEAR framework) replaces judgment when a colleague works differentlyWhat "results alignment" means: keeping outcomes high while allowing multiple pathways to get thereOne thing school leaders and instructional coaches can do tomorrow to lead more neuroinclusivelyPerfect for instructional coaches, principals, district leaders, and anyone who leads adults in schools. Resources mentioned:Website: www.ndiinstitute.comWebinar on October 6th: https://www.ndiinstitute.com/webinarFree C.L.E.A.R. Framework: https://www.ndiinstitute.com/download The Resistance Solution: Why Educators Resist and What They Need Instead: amzn.to/4pRCaa5Resistance Solution Book Study Facilitator Training: https://www.thewholeeducator.com/book-study-facilitator-training Let's Stay Connected!Website  |  Instagram |  Twitter |  Linkedin |  Facebook |  Contact Us

Send us Fan MailIn this week's episode 371 of the Fragmented to Whole Podcast, I'm talking about why workplace boundary advice can't always be as simple as “just say no.” Workplace pressure isn't the same for everyone, and not everyone has the same freedom to speak up without consequences. Sometimes the difficulty is coming from inside us, and sometimes the problem really is the environment we're working in.I share how being a fixer and overfunctioning shaped my own experience in toxic work environments, and how long it took me to recognize the pattern. We look at the difference between taking responsibility for what's yours and taking the blame for something that isn't yours, while also considering power, safety, workplace culture, financial flexibility and the realistic risks involved in setting a boundary.Some of the talking points I go over in this episode include:Why “just say no” can be overly simplistic and potentially dangerous workplace adviceHow to distinguish between an old internal alarm, a current workplace risk, or a combination of bothQuestions to ask about your role, the other person's power, realistic risks, support and documentationWhy the next smallest safe step might be a direct no, a negotiation, a delay, documentation or quietly creating a plan to leaveHow boundaries can help you recognize that a dysfunctional workplace is not necessarily a reflection of your personal failureThe goal of workplace boundaries isn't to perform assertiveness or prove that you're fearless. It's to make conscious decisions that include your safety, values, livelihood and well-being. Sometimes staying whole means saying no, and sometimes it means pausing, gathering information, asking for support, documenting what's happening or creating more options for yourself.Be sure to tune in to all the episodes to receive tons of practical tips on living a more whole life and to hear even more about the points outlined above.Thank you for listening! If you enjoyed this episode, take a screenshot of the episode to post in your stories and tag me! And don't forget to follow, rate and review the podcast and tell me your key takeaways!Learn more about Fragmented to Whole at Fragmented to Whole PodcastNew to my work: START HERECONNECT WITH BARB NANGLE:Subscribe to “Friday Fragments” weekly newsletterLinkedinWork with Barb! Book an Unshakable You Readiness Call

Workplace Faith | Pastor Aaron White | Week Three by Generations Church

Join the dialogue - text your questions, insights, and feedback to The Dignity Lab podcast.This season is for you if you've ever wondered why dignity can feel so simple in theory and so complicated in real life. It's for you if you've found yourself navigating power, conflict, communication, leadership, or relationships where there isn't always a clear right answer.In Season 6 of The Dignity Lab, we're thickening our understanding of dignity. We'll explore the ways dignity shows up, gets complicated, and takes shape across our relationships, workplaces, communities, and inner lives.Through short “Doses of Dignity” and conversations with guests, Dr. Jennifer Griggs looks more closely at the forces that influence how we honor, violate, protect, and reclaim dignity.In this season, we take a deeper look at:Power and the role it plays in honoring or violating dignityThe dreaded drama triangle and how we can step out of familiar patterns of rescuing, blaming, and powerlessnessHow to communicate with dignity, especially when conversations are difficultSelf-leadership and the ways our own choices shape how we show up with othersHow dignity continues to unfold over time in our lives, relationships, and workYou'll also hear conversations with Dr. Pinki Prasad about breaking free from the drama triangle; Dr. Rachel Thienprayoon, returning from Season 1 to reflect on how dignity continues to unfold in her life at home and at work; and Dr. Lisa Bailey, whose award-winning essay explores a pivotal moment when a leader had her back.Season 6 invites us to move beyond simple definitions and easy answers, making room for the complexity, tension, and possibility that emerge when we take dignity seriously.Exploring what it means to live and lead with dignity at work, in our families, in our communities, and in the world. What is dignity? How can we honor the dignity of others? And how can we repair and reclaim our dignity after harm? Tune in to hear stories about violations of dignity and ways in which we heal, forgive, and make choices about how we show up in a chaotic and fractured world. Hosted by physician and coach Jennifer Griggs.For more information on the podcast, please visit www.thedignitylab.com.For more information on podcast host Dr. Jennifer Griggs, please visit https://jennifergriggs.com/.For additional free resources, including the periodic table of dignity elements, please visit https://jennifergriggs.com/resources/.The Dignity Lab is an affiliate of Bookshop.org and will receive 10% of the purchase price when you click through and make a purchase. This supports our production and hosting costs. Bookshop.org doesn't earn money off bookstore sales, all profits go to independent bookstores. We encourage our listeners to purchase books through Bookshop.org for this reason.

Workplace bullying hijacks more than your mood: it can follow you home, disrupt sleep, drain performance, and make one obnoxious colleague feel ten feet tall. The escape isn't passive ignoring, and it isn't becoming equally or more aggressive yourself. It's learning emotional regulation, assertive boundaries, documentation, and proportionate escalation until provocation no longer dictates your behavior. The surprising payoff is that the person trying to destabilize you can become the training ground where you develop extraordinary inner strength and self-command.

A grocery store's night shift faces a summoned beast. A water-park date becomes a parasitic outbreak. Ordinary Places, Human Monsters gathers seven Halloween horror stories into nearly five hours of Weekly Spooky fiction, from workplace terror to home invasion and revenge. The Night Stocker, A Wet 'n' Wild Halloween, Mischief Night, and The Graveyard Shift lead through places where the next shift or party may be your last. Stories by Shane Migliavacca, David O'Hanlon, and John Oak Dalton make even a radio station unsafe after dark. When the lights go out, where would you hide?Bonus episodes & support: https://weeklyspooky.com/joinMore scary stories: https://weeklyspooky.com/Story submissions: WeeklySpooky@gmail.com

For help controlling your anger, visit angersecrets.com.Most people believe their boss, workload or difficult colleagues are causing their anger. But what if that's not actually true? In this episode, Alastair explains what's really driving workplace anger - and how to take back control without changing jobs.If you've ever left work frustrated, snapped at a colleague, dreaded another meeting, or carried workplace stress home to your family, you're not alone. Workplace anger is far more common than most people realise, but it doesn't have to control your day or your relationships.In this episode, you'll learn three practical anger management strategies you can use immediately at work. You'll discover why taking a simple 10-second pause interrupts emotional reactions before they become outbursts, how reframing your thinking changes the way you respond to difficult colleagues and demanding managers, and why clear communication is one of the most powerful tools for preventing unnecessary workplace conflict.Alastair also revisits the DESC communication model and explains how using "I" statements can help you express concerns professionally without creating defensiveness or resentment. Through the story of Tom, you'll see how changing your thinking—not your workplace—can dramatically improve your confidence, relationships, and ability to stay calm under pressure.The Anger Secrets Podcast helps men and women master anger management, improve healthy conflict resolution, strengthen emotional regulation, and build calmer, happier relationships at work and at home. Hosted by anger specialist Alastair Duhs, creator of The Complete Anger Management System.

Some workplaces send you home still carrying the day's tension. Let this recording unwind that grip through the night and return you to work with your calm fully intact. Unwind now with our positive sleep affirmations podcast. Our soothing affirmations relax the mind and prepare the body for rest. Hit play, and drift into Good Sleep... Listen to more positive sleep affirmations by subscribing to the audio podcast in your favorite podcast app:  Apple Podcasts: https://podcasts.apple.com/us/podcast/good-sleep-positive-affirmations/id1704608129 Spotify: https://open.spotify.com/show/3OuJvYoprqh7nPK44ZsdKE And start your morning with Optimal Living Daily! Apple Podcasts: https://podcasts.apple.com/us/podcast/optimal-living-daily-mental-health-motivation/id1067688314 Spotify: https://open.spotify.com/show/1hygb4nGhNhlLn4pBnN00j?si=ca60dcfd758b44b4 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Adam Torres interviews Najeeba Syeed, Professor and Executive Director at the Interfaith Institute, about conflict resolution, religious diversity, and creating more cooperative and understanding workplaces. Follow Adam on Instagram at https://www.instagram.com/askadamtorres/ for up to date information on book releases and tour schedule. Apply to be a guest on our podcast: https://missionmatters.lpages.co/podcastguest/ Visit our website: https://missionmatters.com/ More FREE content from Mission Matters here: https://linktr.ee/missionmattersmedia Learn more about your ad choices. Visit podcastchoices.com/adchoices

What does it actually take to prevent sexual harassment at work? Policies, training, reporting mechanisms and statements of zero tolerance are one thing. Creating a workplace where sexual harassment is genuinely less likely to happen is something else entirely.Episode SummaryIn this episode, I talk to Dr Nina Burrowes, a psychologist who has spent more than 20 years working on the psychology of sexual harm and is the author of All Reasonable Steps: How Psychology Transforms Workplace Sexual Harassment Prevention.Nina argues that organisations need to stop treating sexual harassment simply as a compliance problem and recognise it as a human one. Weexplore why conventional training can become little more than “solution theatre”; why a lack of reports doesn't necessarily mean a lack of problems; why automatically escalating incidents to HR can have unintended consequences; and why prevention requires people to have the skills and confidence to intervene before situations escalate.The conversation also goes much wider than sexual harassment, exploring what happens when organisations try to manage messy human behaviour through neat rules and processes — and why trust, feedback, consent, judgement and psychological safety matter across organisational life.Ultimately, Nina offers a different way of thinking about healthy cultures: not places where nothing ever goes wrong, but places with the maturity and skills to respond intelligently when it does.Guest Profile - Dr Nina BurrowesNina is a psychologist, author and founder of The Consent Collective. Her work focuses on the psychology of sexual harm and helping organisations move from compliance towards meaningful prevention.AI-Generated Timestamped Summary00:00 — Introduction: when organisational solutions don't solve human problems02:30 — Nina's journey into the psychology of sexual harm08:15 — All Reasonable Steps: from compliance to prevention13:45 — Why workplaces have a role to play17:15 — The illusion of simple solutions21:30 — Understanding who causes harm — and why27:00 — Moving beyond “stranger danger”30:30 — The danger of “that doesn't happen here”37:00 — Creating a culture where difficult conversations can happen42:00 — Sexual harassment as a cultural stress test47:00 — When everything becomes an HR problem52:00 — Why HR isn't the culture55:00 — AI and the future of Human Risk56:30 — Consent as a transferable human skill01:00:30 — Building organisations that walk the talkResourcesNina's website, including details of her book 'All Reasonable Steps'  - https://www.ninaburrowes.com/The Consent Collective - https://www.consentcollective.com/The Consent Collective — Workplace Sexual Harassment Preventionhttps://www.consentcollective.com/workplace

Some workplaces send you home still carrying the day's tension. Let this recording unwind that grip through the night and return you to work with your calm fully intact. Unwind now with our positive sleep affirmations podcast. Our soothing affirmations relax the mind and prepare the body for rest. Hit play, and drift into Good Sleep... Listen to more positive sleep affirmations by subscribing to the audio podcast in your favorite podcast app:  Apple Podcasts: https://podcasts.apple.com/us/podcast/good-sleep-positive-affirmations/id1704608129 Spotify: https://open.spotify.com/show/3OuJvYoprqh7nPK44ZsdKE And start your morning with Optimal Living Daily! Apple Podcasts: https://podcasts.apple.com/us/podcast/optimal-living-daily-mental-health-motivation/id1067688314 Spotify: https://open.spotify.com/show/1hygb4nGhNhlLn4pBnN00j?si=ca60dcfd758b44b4 Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us Fan MailWhat does it really mean to lead with heart?In a world where burnout, constant change, and workplace challenges have become the norm, today's leaders are being called to do more than manage people—they're being challenged to create cultures where trust, belonging, and resilience can flourish.In this episode of The Cultural Curriculum Chat™ Podcast, host Jebeh Edmunds welcomes Hanna D. Bauer, Founder and CEO of HEARTnomics™, a leadership and organizational transformation firm dedicated to helping organizations eliminate the hidden costs of burnout, misalignment, and disengagement.Together, they explore what it takes to build thriving workplace cultures, why trust is the foundation of effective leadership, and how leading with empathy and intentionality can transform teams, organizations, and communities.Whether you're an educator, nonprofit leader, business owner, manager, or someone passionate about creating healthier workplace cultures, this conversation offers practical insights and meaningful inspiration for leading with purpose.In This Episode, You'll Learn:Why trust is the cornerstone of every successful organizationHow burnout impacts workplace culture—and what leaders can do about itThe importance of belonging, alignment, and psychological safetyPractical strategies for leading through change with empathy and resilienceWhy human-centered leadership drives lasting organizational successLeadership isn't just about achieving results—it's about cultivating relationships that empower people to do their best work.

It's your Ill-Advised News, the stupid criminals of the day. Support the show and follow us here Twitter, Insta, Apple, Amazon, Spotify and the Edge! See omnystudio.com/listener for privacy information.

Cancer affects far more people in the workplace than many of us realise. As HR professionals, there may be times when you're supporting an employee with a cancer diagnosis, someone undergoing treatment, a colleague living with the long-term effects of cancer, or an employee who is caring for a loved one affected by it.Knowing that support matters is one thing. Feeling confident about what to say, what practical help to offer, and how to create the right support across your organisation is another.In this episode, Fay is joined by Tara Ferguson, Founder of Onward With You. Drawing on more than 20 years in senior HR roles and her own experience of being diagnosed with breast cancer in 2023, Tara shares practical advice to help HR teams and managers better support people affected by cancer at work. Together, they explore the role good line management can play, the reality of living with cancer beyond active treatment, and the steps organisations can take to build greater cancer confidence.What You'll Learn Why cancer should increasingly be considered a long-term condition rather than a short-term illnessThe scale of cancer's impact on today's workforce, including employees with caring responsibilitiesWhat Tara's line manager did that made such a positive difference during her diagnosis and treatmentWhy work can sometimes play an important role in someone's recovery and wellbeing during treatmentWhat HR professionals need to understand about legal protections and reasonable adjustmentsHow to approach the first conversation when someone shares a cancer diagnosis with youPractical steps organisations can take to improve awareness, support and manager capabilityChapters [0:00] Introduction: Cancer at Work[01:15] Meet Tara Ferguson[02:50] Tara's Story: From HR to Cancer Diagnosis[03:48] The Changing Face of Cancer in the Workplace[05:12] How Tara Is Now: The Ongoing Impact[08:07] Cancer in the Workplace: The Statistics[11:36] What Good Line Manager Support Looks Like[15:32] The Positive Role of Work During Treatment[17:13] Legal Protections & Reasonable Adjustments[19:05] Supporting Employees with Hidden Cancer Diagnoses[21:40] Having the First Conversation About Cancer[24:20] Organisation-Wide HR Strategies[27:26] Book Recommendation & Resources[29:27] How to Reach Tara[29:55] Key Takeaways & ClosingUseful Links and Resources Visit Tara's website:Onward With YouConnect with Tara Ferguson on LinkedInConnect with Fay Wallis on LinkedInLearn about Fay's Inspiring HR Leadership ProgrammeTreat yourself to a copy of The Essential HR PlannerBooks and Resources Recommended in This Episode The Leopard in My House, by Mark SteelTara also mentions a number of resources available through Onward With You, including:A guide covering 12 common questions HR professionals and line managers ask about supporting employees affected by cancerThe Cancer Confidence FrameworkThe Cancer Confidence HR MasterclassEnjoyed This Episode? Don't Miss the Next One! Sign up for the free weekly HR Coffee Time email for useful HR resources, ideas and new episode updates to support you in your HR career.

Summary Autonomy matters for motivation, but what happens when people work in a highly structured environment with lots of rules? New research involving nearly 3,900 NSW Police Force personnel shows that autonomy can still be supported within clear boundaries. This episode looks at how leaders can provide more ownership without removing necessary structure.   Transcript Hello and welcome to episode 242 of the Leadership Today podcast, where each week we share practical tips to improve your leadership. This week we're looking at autonomy and a question that often comes up in highly structured workplaces: what do you do when there really isn't much choice? Self-Determination Theory identifies autonomy as one of three basic psychological needs, alongside competence and relatedness. When we experience some ownership and choice over our actions, our motivation and wellbeing tend to be stronger. But what happens when you work somewhere with lots of rules? Think about healthcare, emergency services, government, aviation or policing. There are policies, procedures, legal requirements and standards that simply have to be followed. A leader can't just say, "Do whatever feels right to you." So does autonomy still matter in those environments? A new study involving nearly 3,900 people in the NSW Police Force suggests it does. The researchers found that organisational support was associated with greater satisfaction of people's needs for autonomy, competence and relatedness, along with better outcomes such as commitment and wellbeing. Workplace conflict, on the other hand, was associated with greater frustration of those needs and poorer outcomes. But perhaps the most useful finding for leaders was that people could still experience autonomy in a highly structured command-and-control environment. The catch is that autonomy doesn't mean independence or complete freedom. It's more about having some sense of ownership over what you're doing. You might have no choice about whether a safety procedure needs to be followed. But there may still be flexibility in how work is organised around that requirement. People might be able to contribute ideas about implementation. They may have discretion within clear boundaries. Here are three ideas to try. First, explain the rationale. Sometimes leaders say, "That's just the policy", and technically that might be correct. But where you can, explain why the requirement exists. It's easier to accept a constraint when you understand the reason behind it. Second, be clear about where choice exists and where it doesn't. You might say, "We have to achieve this outcome and these two requirements aren't negotiable, but you have quite a bit of flexibility around the rest." That's much more helpful than either pretending people have complete freedom or controlling everything unnecessarily. Third, involve people in the things they can genuinely influence. A team may not be able to remove a mandatory process, but they might be able to improve how it's scheduled, how information is shared or how work is handed over. Those smaller areas of influence still matter. There's one other useful aspect of the research. The researchers distinguished between a need not being fully satisfied and a need being actively frustrated. Those aren't quite the same thing. You might have a job where there isn't much autonomy, but you don't necessarily feel controlled. That's different from an environment where you're constantly being pressured, micromanaged or prevented from exercising reasonable judgement. In leadership, sometimes you can't increase choice very much. But you can still avoid making things more controlling than they need to be. Bringing all of this together, the key question isn't, "Can I let people do whatever they want?" It's, "Where can I provide ownership, rationale and discretion within the boundaries we genuinely need?"   Reference Marsh, H. W., Ryan, R. M., Craven, R. G., Dicke, T., Guo, J., & Parker, P. D. (2026). Workplace demands/resources, basic psychological needs, and police well-being: an extended integration of self-determination theory and job demands–resources models. Current Psychology, 45, Article 1464. https://doi.org/10.1007/s12144-026-10005-y.   Leadership Today On-Demand Special Offer We have a great deal for podcast listeners on our Leadership Today On-Demand subscription. Just go to www.leadershiptoday.com and checkout using the promo code PODCAST for 25% off an annual subscription. Leadership Today On-Demand is a video subscription service that allows you to work on your leadership in your own time and at your own pace. It is available online and through our Apple iOS and Android apps for phones and tablets. Our mission is to help you to become an even better leader. Your subscription brings together all of our video content in one place including: - Five online courses with workbooks - Five five day challenges with workbooks - Nineteen recorded webinars - A searchable library of 170+ "how to" quick videos on a range of leadership challenges That's over $4,500 of content for less than the price of a single online course. And there are more videos added each week.   Get Connected Find out ways to get connected here: https://leadership.today/connect

At the center of our market economy sits an institution that runs more like a dictatorship. The firm you work for writes the rules and enforces them. There is no vote, no appeal, and no constitution. The only real remedy is to leave.University of Michigan philosopher Elizabeth Anderson, author of "Private Government" and "Hijacked: How Neoliberalism Turned the Work Ethic Against Workers," argues we spent centuries building limits on rulers who held this much power over people's daily lives, and built almost nothing for the place where most of that life is actually spent. "Hijacked: How Neoliberalism Turned the Work Ethic Against Workers and How Workers Can Take It Back": https://www.cambridge.org/core/books/hijacked/E7E4A7D850C1E7289BA7AAF910455136"Private Government: How Employers Rule Our Lives": https://press.princeton.edu/books/hardcover/9780691176512/private-government?srsltid=AU7gw4XkqB24hl23B55i5Stpj4twB-lI8JX8SWqtj09h0AO22q1dBlGl Connect with us:

Jessie Brown wanted to be a writer. She was an English major doing an MFA in creative nonfiction when she lost both of her parents and realized she had no financial safety net. So she did the practical thing and went to law school.That pattern, choosing the safe path over the one that actually fit, followed her for the next two decades. It picked her practice area. It kept her in litigation long after her body was telling her something was wrong. It even had her enrolled in a backup master's program while she was already building the business she actually wanted.Today Jessie is a coach and retreat facilitator working with attorneys at every stage, from brand new associates to partners planning their exit. She's also a trained forest bathing guide, sound healer, breathwork facilitator, and meditation teacher, and she leads nature-based retreats in Sedona.This conversation is about what it takes to finally stop letting fear pick your life for you.In this episode we cover:Why she chose law school after losing both parents and having no safety netThe senior partner who told a room of young female associates the truth about how she "had it all"The annual review where she offered to resign and was told to hire a second nannyLeaving, staying home, moving across the country, and sitting for a second bar exam on her own dimeThe deposition that made her physically ill and changed her practice areaStepping down from the partner track and taking a pay cut to do work that fit herThe Clifton Strengths result that finally explained why everything felt so hardBeing the unofficial office therapist for her entire career and what it was telling herThe safety-seeking part of her that picks every path, and how she learned to spot itWhat actually happens to a nervous system on a retreat, and why in-person still mattersConnect with Jessie Brown:Website: jessiebrown.orgEmail: jessie@jessiebrown.orgLinkedIn: Jessie BrownPodcast: AlignedWork with Erin Gerner: Erin coaches high-achieving female attorneys who are successful on paper but struggling with burnout, identity, and what's next, helping them redefine success on their own terms.

AI communication skills are becoming increasingly important as developers and leaders rely on artificial intelligence to summarize meetings, draft emails, organize ideas, and prepare for conversations. These tools can save time, but Salvatore Manzi warns that using AI to improve your communication is different from letting AI do your communicating for you. In Part 2 of our Develpreneur conversation with leadership communication coach Salvatore Manzi, Rob Broadhead and Michael Meloche explore how communication changes as developers move into leadership roles and AI becomes part of everyday work. The discussion covers better meetings, keeping remote teams engaged, using AI without weakening your skills, and communicating technical ideas to people outside your technical world. About Salvatore Manzi Salvatore Manzi is a leadership communication coach whose work sits at the intersection of leadership, communication, and collaboration. He works with teams and analytical professionals to improve how they communicate so they can collaborate more effectively and move their ideas forward. Salvatore is also the author of Clear and Compelling: Communication Strategies for Big Thinkers. During the Develpreneur interview, he explained that the book draws on twenty years of communication strategies and is aimed particularly at analytical, technology, and data-driven professionals with bold ideas. His work fits closely with the theme of this season of Develpreneur: building a career beyond the code. Technical knowledge can help you develop the idea, but leadership communication helps you explain it, build support for it, and bring other people along with you. Social: Facebook / YouTube / Instagram / LinkedIn Website: Salvatore Manzi's Website AI Communication Skills Need Structure Without Becoming Rigid Developers tend to appreciate systems, but nobody wants every conversation governed by a complicated set of rules. That creates an interesting challenge for leaders: How much structure does a team actually need? Salvatore describes communication as an art rather than something with a perfect formula. However, he also points out that people need parameters. We need to understand the limits before we know how much freedom we have within them. In a meeting, those limits might involve time, the topic being discussed, or how long each person should speak. The key is keeping those parameters flexible. Telling someone they can speak exactly seven words creates a new problem because everyone becomes focused on satisfying the rule. Asking people to keep their responses to one or two sentences establishes a useful boundary without turning the meeting into an exercise in compliance. This same principle applies throughout leadership. Structure should help people communicate rather than becoming another obstacle they have to navigate. Better Communication Starts With the Purpose of the Meeting Many developers have experienced days where one meeting runs into another until there is almost no time left to do the work discussed in those meetings. The problem is not necessarily whether a meeting lasts fifteen minutes, thirty minutes, or an hour. Salvatore recommends starting with a more fundamental question: What is this meeting supposed to accomplish? Without a clear objective, a meeting can continue indefinitely without producing a useful result. When people understand the goal and receive the information they need beforehand, however, some discussions can be resolved in five or fifteen minutes. That changes the way we think about meeting efficiency. Instead of automatically scheduling an hour and trying to fill it, define the outcome first. Then determine how much time the team actually needs to achieve it. AI Communication Skills Require Human Engagement AI has added another dimension to the meeting problem. We can now record conversations, generate transcripts, create summaries, identify action items, and return to the information later. Those capabilities are useful, but they can also create an excuse to disengage. Michael raised a scenario that is becoming increasingly familiar: people attend a meeting with their cameras off, barely participate, and depend on an AI-generated transcript or summary to tell them what happened afterward. Salvatore argues that leaders have a responsibility to create engagement. His recommendation is the 3-5 rule: every three to five minutes, introduce some type of pattern disruption that brings people's attention back into the conversation. That disruption does not need to be dramatic. A leader can: Ask a question. Poll the group. Ask someone for their perspective. Introduce an interactive visual. Connect the discussion directly to someone's current work. Change the way information is being presented. One of the most effective approaches is relevance. If you connect a discussion directly to a project someone is working on, that person's attention naturally increases. Instead of simply delivering information to a group, you are showing people why that information matters to them. That may become even more important as AI makes passive participation easier. Communication Skills Matter Even Without a Leadership Title What happens when you recognize that a meeting is failing but you are not the person running it? That is a common situation for developers. You may be sitting in a retrospective, refinement, stand-up, or project meeting where two or three people dominate the conversation while everyone else remains silent. Salvatore suggests that participants can help create engagement without taking over the meeting. One approach is to respond directly to something another person shared. You might briefly explain what you appreciated about their contribution and how it connects to the work. If the meeting consistently prevents important voices from being heard, that can also become a conversation with the facilitator before the next meeting. Explain what you need from the discussion and why hearing from more of the team matters to your ability to move forward. This approach changes the interaction from criticism to a request. You are not simply saying that the meeting is bad. You are explaining what would make it more useful and why that change matters. Better Team Communication Permits People to Challenge Ideas Another problem appears when people have concerns but do not want to become known as the person who is always negative. Salvatore described working with a startup that deliberately assigned roles such as the critic, negator, or contrarian during meetings. The roles rotated between people, which gave someone explicit permission to challenge an idea without being personally labeled as difficult. Over time, something interesting happened. Team members reported feeling safer raising uncomfortable issues even when they were not officially assigned one of those roles. For software teams, this concept has obvious applications. Projects need people willing to ask what happens when something fails. Testers need to challenge assumptions. Developers need to question architecture. Business analysts need to identify missing requirements. Security teams need to think about how a system could be abused. The goal is not negativity. The goal is making constructive disagreement part of the process instead of treating disagreement as a personality problem. Communication Skills Help Make Complex Ideas Easier to Process Technical experts often struggle with another communication problem: we know too much. When someone asks about a system we have spent months or years building, it is tempting to provide all the history, context, data, dependencies, and edge cases necessary to prove that we understand the problem. The listener probably does not need all of it. Salvatore recommends narrowing information into a small number of meaningful chunks. The underlying data still matters, but effective communication requires deciding which pieces another person needs to understand before moving forward. That skill becomes increasingly important as developers move into leadership. Executives, customers, operations, marketing, legal, and other departments usually do not need the same technical depth that another developer needs. The challenge is not knowing the information. It is knowing which information matters to the person in front of you. Do Not Let AI Communication Replace Your Own Voice This is where AI communication skills become particularly important. AI can summarize a long email chain, draft a response, prepare meeting notes, and transform rough ideas into polished language. Salvatore sees value in those capabilities, but he also sees a risk when AI begins communicating back and forth while the people involved stop thinking for themselves. Eventually, an email conversation becomes a real conversation. At that point, you have to explain the ideas that supposedly came from you. You have to answer questions in real time, adapt to new information, defend decisions, and respond to a dynamic situation. If AI has been doing all of the thinking and communicating for you, you may discover that you are not prepared for that conversation. Salvatore's recommendation is straightforward: use AI, train it toward your voice, and take advantage of what it can do, but always read before you send. Edit the output. Make sure it sounds like you. More importantly, make sure you understand and can stand behind what is being communicated. AI should reduce unnecessary work. It should not remove you from your own communication. Build AI Communication Skills One Problem at a Time Avoiding AI entirely is not the answer either. The challenge is maintaining your own cognitive and communication abilities while taking advantage of increasingly capable tools. Salvatore offers a simple exercise: one a day. Once each day, take one problem and work through it yourself before asking AI for help. Think through the problem, develop your answer, and write out your reasoning. Then give it to AI and compare what it produces with your approach. That creates a very different relationship with the technology. Instead of asking AI to think so you do not have to, you are using it as another perspective against which you can test your thinking. You continue exercising the skill while also learning where AI can improve your work. For developers, this should feel familiar. We do not become better programmers by copying code we do not understand. We improve by solving problems, reviewing alternatives, testing assumptions, and learning from the differences. AI communication skills should develop the same way. Communication Skills Help You Speak Outside the Technical Room Technical professionals face another challenge as their careers progress. Eventually, the audience changes. You may spend years discussing systems with developers who understand your terminology, assumptions, and data. Then you walk into a room with operations, HR, legal, sales, marketing, executives, or customers. The same communication approach no longer works. Salvatore recommends practicing metaphors because they force technical professionals to translate an idea into something another audience can visualize. He compares this to giving someone the blueprint for a house versus showing them a rendering of the finished house. The blueprint may contain more precise technical information, but the rendering makes the result easier to understand. Developers can practice this before they ever enter the boardroom. Pick something familiar—a hobby, sport, cup of coffee, or everyday activity—and explain how your current project is similar to it. The metaphor does not need to be perfect. The exercise teaches you to look at the same technical idea through a different lens. That ability to switch communication styles is part of moving beyond the code. The more responsibility you gain, the more likely you are to communicate with people who do not share your technical background. AI Communication Skills Are Career Skills AI will continue getting better at writing, summarizing, organizing, and preparing information. That makes learning how to use these tools important, but it also increases the value of the skills that remain human. Can you read the room? Can you recognize when someone has disengaged? Can you explain a technical problem to a nontechnical stakeholder? Can you challenge an idea without attacking the person who proposed it? Can you answer an unexpected question without waiting for an AI-generated response? Those are communication skills, but they are also career skills. Salvatore's advice is not to reject AI. Use it for interview preparation. Use it to evaluate your communication. Use it to help generate new ways to explain an idea. Train it to better understand your voice. Just do not stop developing your own. Stay Connected: Join the Developreneur Community

LISTEN: On the Sept. 24 edition: Two new pandas are coming to the Atlanta zoo; two top behavioral health service providers in Middle Georgia have merged; Gov. Kemp says workers need to get ready for AI.

This episode, which formerly aired as Summer Snippet episode, features a discussion with Cami Eakins, CEO of Career Path Services, on the timely topic of self-care during election season stress. Cami shares practical strategies for maintaining well-being and productivity in the workplace even during turbulent times. Tune in to hear valuable tips for finding joy at work, including aligning tasks with personal strengths, taking mindful breaks, and celebrating accomplishments. The practices that are shared in this episode are beneficial not just during elections, but as ongoing strategies to enhance workplace satisfaction and personal well-being.

For survivors of domestic violence, safety and employment are often deeply connected. Maintaining a job can provide stability, independence, and the resources needed to move toward safety, but navigating the workplace while experiencing abuse can also present significant challenges.In this episode of Root for Each Other, we explore what it means to Employ & Empower survivors through stronger workplace protections, better-informed advocates, and more prepared employers.Sara is joined by Samuel “Raymie” White, Legal Services Director with the West Virginia Coalition Against Domestic Violence, and Bella Book, Program Manager and Program Attorney with Futures Without Violence's Workplace & Economic Opportunity team. Bella leads the Advancing Safety Through Employment Rights Advocacy Project, a national effort focused on increasing awareness of employment protections available to survivors and providing advocates, attorneys, and survivors with practical tools and resources. The project brings together participants from across the country to share knowledge, explore state-specific protections, and develop resources that can be adapted for local communities. West Virginia was represented in this national learning community by a four-person team which included representation from the WVCADV, Legal Aid of WV and Branches Domestic Violence Shelter.  Together, they explored the legal protections available to survivors, the challenges survivors encounter in maintaining employment, and ways advocates can help survivors better understand and navigate their rights in the workplace.Learn more about Building Trauma Responsive (BTR) Communities Learn more about Futures Without ViolenceLearn more about the West Virginia Coalition Against Domestic Violence 

Kyle and Kris kick things off with Kyle's wildly delayed travel saga home, complete with airport chaos, a surprise layover marathon, and a front-porch update from the middle of nowhere. Then the conversation spirals into everything from festival culture and rural weirdness to why some coworkers absolutely should never be trusted around holiday parties. Workplace drama gets unhinged fast when the office table tennis champ loses it, a dental hygienist gets drunk on the job, and a Christmas party turns into a full-blown reveal nobody saw coming. If you love messy real-life stories, Reddit chaos, and the kind of stories that make you say, “there's no way this is real,” this episode is for you.

This episode is part of the All the World's a Workplace Expanded season. Pilar looks at a recently published metastudy, looking at the recent evidence about how working remotely affects job performance in organisations.  Plus, personal updates at the end of the episode.  Links:  Toward a Better Understanding of Job Performance When Working Remotely: Evidence, Boundaries, and Trade-OffsTammy D. Allen1, Kristen M. Shockley2 and Ryan S. Grant3 Annual Review of Organizational Psychology and Organizational Behavior Vol. 14 https://doi.org/10.1146/annurev-orgpsych-031325-094513 How Coworking Spaces Impact Employee Well-Being Constance Noonan Hadley, et al. Harvard Business Review February 9, 2023 https://hbr.org/2023/02/research-how-coworking-spaces-impact-employee-well-being WLP239 Match Your Visible Teamwork to Your Team Task Workflow 18 June 2020 https://www.virtualnotdistant.com/podcasts/task-interdependence-remote-teams Applications of Visible Teamwork in Remote Teams 16 September 2020 https://www.virtualnotdistant.com/blog/applications-visible-teamwork Pilates class plan bundle https://payhip.com/b/Ogk2E   

Barney Davies is a former semi-professional rugby player whose career ended at age 23 — not because of his body, but because of his head. After years of playing through concussions in a culture that told him to "get on with it," he found himself living in post-concussion syndrome with very little support to get out of it. So he built the thing he needed.Barney is now the founder of The Concussion Journey, where he works one-to-one with people around the world who are stuck in post-concussion syndrome, helping them recover physically and mentally. He holds a certification in concussion and post-concussion syndrome guidance from Boston University, and his story was featured in the Rugby Paper under the headline "The Culture of Playing Through Pain Has Got to Stop."SummaryIn this episode, host Bethany Lewis (an occupational therapist and certified life coach) interviews Barney Davies about his journey through concussion and post-concussion syndrome (PCS). Barney shares how he started playing rugby at age six, sustained roughly 20 undiagnosed concussions over his career, and continued playing through symptoms in a culture that equated toughness with pushing through pain. His career ended after being knocked out twice in three games, culminating in a knockout where he saw double and everything went green.Key themes discussed:Reframing loss: Breaking down what rugby gave him and piecing those elements into a new life — leading to more joy than he ever experienced playingThe power of education: Removing fear through understanding that PCS symptoms are retrainable and not life-threateningHypnotherapy: How it calmed his nervous system, resolved PTSD symptoms, and helped with fear-avoidance (e.g., symptoms triggered simply by entering a gym)Workplace disclosure: His cautious approach to telling his boss and advice on making calculated decisions about who to tellAdvice to his younger self: Rest properly, get specialist help early, remove fear, and be kind to yourself — it's a brain injuryAdvice for loved ones: Be patient, be calm (nervous systems feed off each other), listen and try to understand, and recognize that light and noise are genuinely painful to someone with PCSHope and the word "chronic": Barney stresses that labeling PCS as "chronic" is damaging because people associate it with "permanent" and "untreatable" — he believes most, if not all, prolonged concussion cases are treatableResources & Contact Information MentionedBarney now runs The Concussion Journey, offering one-to-one coaching, an online rehab platform with assessment tools, routine planners, and access to a PhD concussion physiotherapist. He emphasizes bridging the gap between emergency care and ongoing recovery — especially for people without access to elite sports medical support.Barney Davies — The Concussion JourneyInstagram & TikTok: @The_Concussion_JourneyYouTube: The Concussion Journey (channel)Website: theconcussionjourney.comOffers: One-to-one coaching, free 30-minute introductory calls (book via DM or website), online rehab platform with assessment tools and routine plannersCredential: Certification in concussion and post-concussion syndrome guidance from Boston UniversityMedia feature: The Rugby Paper — "The Culture of Playing Through Pain Has Got to Stop"Other Resources MentionedCameron Marshall (The Concussion Doc) — online resource for concussion education; helped Barney understand the systems surrounding the brain and remove fearJacqueline Panchaud — hypnotherapist with a high-level sporting/dance background; helped Barney with PTSD, autonomic nervous system regulation, and fear-avoidance. Barney refers clients to her. Email: jacquelinepanchaud@gmail.comPodcast Episode with Clare Sharpen: https://youtu.be/fHvi2BDjLjwConnect with Bethany:Website: https://theconcussioncoach.com/Free Consultation: https://theconcussioncoach.com/free-consultation

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture. This week, Chartered Occupational AND Coaching Psychologist Nicole Williams joins Al and Leanne to look at 1980s jobs replaced by technology, discuss nudging out low performers, analyse the psychology of workplace friendships, and solve tricky workplace surgery dilemmas!