Podcasts about workplaces

How to Improve Performance with Gamification and Feedback Shep interviews Jimmy Chebat, founder and CEO of ZIZO Technologies. He talks about how employee engagement and retention can be intentionally designed and improved through positive feedback, gamification, and purposeful organizational design.  This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:   How does employee experience directly impact customer experience?  How can leaders intentionally design a workplace for higher retention?  What is the difference between corrective feedback and recognition-based feedback?  How does gamification improve employee engagement and workplace productivity?  How do you build feedback and recognition into workplace infrastructure?  Top Takeaways:    Employee experience directly influences how customers perceive and interact with a company. If employees feel valued, engaged, and recognized, that positive environment shows up in customer interactions.   High attrition is a design problem, not a people problem. It is a symptom of an organization that fails to support and motivate its employees.  Because of technology, the friction that made it difficult for employees to switch companies, like location limits and time-consuming application processes, have largely disappeared. Organizations must not only work harder but also be more intentional about designing a work experience that retains top talent.  Feedback and recognition are not just perks. They should be built into the workplace experience, so employees know their contributions matter and feel motivated to keep excelling. Employees thrive when they receive regular, positive feedback for good performance, not just corrective feedback for mistakes.  Human behavior is universal, therefore,  can be predictable. Successful companies leverage the science behind that, along with gamification, to make work more interactive, rewarding, and effective.  Leaders can intentionally design work environments that create the right behaviors, motivation, and employee satisfaction, creating an employee experience where people want to stay and do their best.  Purpose makes the job meaningful. While a paycheck matters, today's employees want a sense of purpose and belonging. When leaders ignore these needs, employees feel unmotivated and disconnected.   Plus, Shep and Jimmy share more insights from his new book, The Engagement Architecture, on why teams underperform and how leaders can design an environment that changes that. Tune in!  Quote:   "Workplaces that are mundane, repetitive, and have high attrition need to architect a system that is engaging, rewarding, and provides recognition. This is what drives performance, productivity, and retention."  About:    Jimmy Chebat is the founder and CEO of ZIZO Technologies. With over twenty years in frontline operations, his book The Engagement Architecture guides leaders on designing environments that improve team performance.  Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.    Learn more about your ad choices. Visit megaphone.fm/adchoices

What happens when taking care of someone else slowly requires you to disappear from your own life?Family caregiving rarely arrives according to plan. A diagnosis changes. A parent declines. A spouse becomes dependent. Roles reverse, schedules collapse, and someone quietly becomes responsible for another human being twenty-four hours a day.Amy and Monica Vest Wheeler explore the realities behind caregiver burnout, unpaid caregiving responsibilities, and the pressure to keep performing at work while privately carrying grief, medical decisions, and exhaustion. For many working caregivers, the strain is not only emotional. It can affect income, career stability, health, and the ability to remain in the workforce at all.Monica challenges the assumption that families should simply absorb this responsibility without consequence. The conversation turns toward workplace support for caregivers, the limitations of rigid bereavement and leave policies, and why flexible work for caregivers can be an act of both humanity and good leadership.Support can also begin closer to home. Another family member learns the care routine. Someone finally says what is really happening. A caregiver stops answering “fine” and allows another person to help carry the weight.Caregiving can be an expression of extraordinary love. But love does not make a person limitless. Sustainable care requires us to protect the life of the person receiving care without sacrificing the life of the person providing it.Moments That Create Momentum:When the Caregiver Becomes Invisible – Explore how responsibility for another person can consume so much emotional and physical energy that the caregiver's own needs quietly disappear.The Workplace Mask Caregivers Learn to Wear – Understand why employees may appear composed and productive while privately managing grief, medical crises, and round-the-clock caregiving responsibilities.Why Flexibility Is More Than an Employee Perk – Discover how small adjustments to schedules or work location can help organizations retain experienced employees instead of losing them to caregiving demands.The Cost of Keeping Caregiving a Family Secret – See how shame, privacy, and poor communication can leave one person carrying responsibilities that could be shared across family, friends, and community.Your Life Is Just as Worthy as the Person You're Caring For – Hear why caregiving cannot require complete self-erasure, and how protecting the caregiver may ultimately protect the person receiving care too.About the Guest:Monica Vest Wheeler speaks with heart, humor, and hard-earned wisdom, helping caregivers, families, and communities navigate some of life's most difficult moments. Her work is rooted in lived experience, including hundreds of interviews, volunteer work at more than 180 stroke and brain injury camps nationwide, facilitating hundreds of support and discussion groups, personal caregiving journeys, and her own openness about mental health. She has written more than a dozen books on Peoria, Illinois, history, along with five books exploring health, grief, and the emotional realities families face during catastrophic life events.As a writer and presenter, Monica is unafraid to address the questions many people avoid. She brings truth, warmth, humor, and practical clarity to conversations about caregiving, grief, communication, and emotional survival. Her work gives caregivers permission to ask for help without shame, encourages patients and survivors to express what they are experiencing, and reinforces one of the lessons she has seen repeatedly: families who communicate are more likely to stay connected through crisis rather than fall apart.https://www.monicavestwheeler.comhttps://www.facebook.com/monicavestwheelerhttps://www.linkedin.com/in/monicavestwheeler/About Amy:Amy Lynn Durham, known by her clients as the Corporate Mystic, is the founder of the Executive Coaching Firm, Create Magic At Work®, where they help leaders build workplaces rooted in creativity, collaboration, and fulfillment. A former corporate executive turned Executive Coach, Amy blends practical leadership strategies with spiritual intelligence to unlock human potential at work.She's a certified Executive Coach through UC Berkeley & the International Coaching Federation (ICF) In addition, Amy holds coaching certifications in Spiritual Intelligence (SQ21), the Edgewalker Profile, and the Archetypes of Change . In addition to being the host of the Create Magic At Work® podcast, Amy is the author of Create Magic At Work®, Creating Career Magic: A Daily Prompt Journal and the founder of Magic Thread Media™. Through her work, she inspires intentional leadership for thriving workplaces and lives where “magic” becomes reality.Connect with Amy:https://createmagicatwork.net/https://www.linkedin.com/company/create-magic-at-workhttps://www.facebook.com/112951637095427https://www.instagram.com/createmagicatworkhttps://www.youtube.com/channel/UCnEm4h3fUgaq8qgvZpz6dGgThanks for listening!Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page.Do you have some feedback or questions about this episode? Leave a comment in the section below!Subscribe to the podcastIf you would like to get automatic updates of new podcast episodes, you can follow the podcast on Apple Podcasts or your favorite podcast app.Leave us an Apple Podcasts reviewRatings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you are enjoying the show, please leave us a review on Apple Podcasts.Mentioned in this episode:This show was brought to you in part by the Magic Thread Media Network. To learn more visit: https://magicthreadmedia.com/

Host Todd talks with safety professional and singer-songwriter Toni Vere about human and organizational performance (HOP), accountability, and the power of fixing systems instead of blaming people. Toni performs "Don't Shoot the Dog," a song that turns shop‑floor experience and worker expertise into a memorable lesson on creating safer, smarter workplaces.

Don't miss the latest episode of The Safety Guru! Join us as Kylie Long, a seasoned expert in workplace health and safety, explores the critical role of managing psychosocial risks to build safer workplaces. She provides a practical guide for leaders to better understand psychosocial risks, their business impacts, and how they can be effectively managed across organizations. Kylie explores the psychosocial risks that can impact workers' mental health, including the importance of identifying and addressing aspects of work design and management that may cause harm. She also dives into the significant financial and cultural impacts psychosocial risks and injuries can have on organizations, from burnout, high turnover, and absenteeism to broader impacts on workplace culture and performance. Learn practical strategies for overcoming leadership challenges, managing psychosocial risks, and creating sustainable improvements. Tune in for valuable takeaways on strengthening psychosocial safety in your organization, building safer, more supportive workplaces, and enhancing overall performance and well-being. Listen now! About the Guest: Kylie Long is passionate about creating safe, healthy, and thriving workplaces where people feel valued, supported, and empowered to perform at their best. As the Founder of Support & Safety Solutions, Kylie brings over 20 years of experience in work health and safety, psychosocial risk management, and workplace wellbeing across industries including resources, mining, construction, healthcare, rail, manufacturing, education, and government. Her career began as a Registered Nurse, where she saw firsthand how health, leadership, and culture shape safety outcomes. That experience now underpins her consulting approach, helping organizations go beyond compliance to build workplaces where people genuinely feel safe, respected, and engaged. Kylie is known for her calm, strategic, and people-centered approach, as well as her ability to translate complex work health, safety, and wellbeing requirements into clear, actionable steps that make sense in real workplaces. For more Information: www.supportsafetysolutions.com.au Learn more about your ad choices. Visit megaphone.fm/adchoices

As part of National Wellness month, we're re-airing some classic older episodes which look at Mental Health, Burnout and more. In one of our most insightful episodes to date, we welcomed Chris, Liz, and Rebecca from AByay! to the ABA Business Leaders Podcast to talk about something that doesn't get nearly enough attention: the real, day-to-day experience of being a Registered Behavior Technician (RBT) in the ABA field. RBTs are often the unsung heroes of ABA. They're the ones in homes, schools, and clinics, putting in the time, building the relationships, and helping clients make meaningful progress. And yet, they're frequently left out of bigger-picture conversations, under-supported, and emotionally drained. What Advocacy Looks Like for RBTs: What does it mean for an RBT to speak up in a field where power dynamics can be steep? The AByay! team shared strategies for setting boundaries, asking for feedback, and pushing for the support RBTs deserve without burning bridges or burning out. The Role of Joy and Preferred Stimuli: April touched on how this is often overlooked, but also an important part of practice. Even though this varies from tech to tech, Rebecca shared helpful insight on how to motivate engagement. The Emotional Weight of RBT Work: This episode dives into how RBTs can sustain themselves emotionally and how businesses can stop treating RBT turnover as a part of the process. 

As part of our series on economic supports, Sally Laskey, NSVRC Evaluation Coordinator talks with two programs in Mississippi about the Sexual Harassment Prevention Policy Toolkit they have developed for workplaces.   Resources Shared in this Podcast: Sexual Harassment Prevention Workplace Toolkit https://drive.google.com/drive/folders/12bejQ-vmNnQU1B0zYcBXSq0Gxbe2XIeN Related Resources: What does Economic Support have to do with Sexual Violence Prevention? https://www.nsvrc.org/resource/what-does-economic-support-have-to-do-with-sexual-violence-prevention/ Part 2 of series Helping Young Workers Thrive (NSVRC Podcast) https://www.nsvrc.org/resource/helping-young-workers-thrive/ Ending Workplace Sexual Harassment is Economic Justice (NSVRC Blog) https://www.nsvrc.org/blog_post/ending-workplace-sexual-harassment-economic-justice/ Ending Sexual Assault and Harassment in the Workplace (NSVRC online collection) https://www.nsvrc.org/ending-sexual-assault-and-harassment-workplace/ Workplaces Respond To Domestic & Sexual Violence National Resource Center https://workplacesrespond.org/  

We spend the majority of our adult lives at work. We also see so many depictions of working life on TV. So where's the fictional place we'd like to work? We'll talk about Ted Lasso, Game of Thrones, The Muppet Show and The West Wing.If you want more workplace shenanigans, check out these episodes: ‘Widow's Bay' is an island in the screamThe final course at ‘The Bear' was both sweet and savory‘The Paper' is an ‘Office' spinoff where journalism takes the lede  Connect with Pop Culture Happy Hour:Letterboxd / FacebookOur weekly newsletterSupport public media with NPR+ and enjoy perks for over 25 podcasts like this one. This show's perks include bonus episodes and sponsor-free listening. Learn more at plus.npr.org.See pcm.adswizz.com for information about our collection and use of personal data for sponsorship and to manage your podcast sponsorship preferences.NPR Privacy Policy

Todd A. Krause: Healthy Leaders, Healthy Workplaces In this episode of Make Mental Health Matter Show, host Kelli Melissa Reinhardt has special guest Todd A. Krause. A little bit about Todd's story from him: As a CPA, MBA, TEDx speaker, and founder of Silversun Consulting, I've spent more than 30 years helping business owners build healthier organizations through stronger leadership and workplace culture. I've seen firsthand how burnout, chronic stress, and unhealthy leadership impact both business performance and personal well-being. I'm passionate about helping leaders create environments where people feel valued, supported, and able to thrive, because healthy businesses begin with healthy people. Short Bio: Todd A. Krause is a TEDx speaker, CPA, MBA, entrepreneur, and founder of Silversun Consulting. For over 30 years, he has helped business owners develop stronger leaders, healthier workplace cultures, and more profitable organizations. As the owner of The Cleaning Authority – Fishers, Todd grew the business from $1.8 million to over $4 million by investing in people and leadership. Today, he helps organizations recover lost profits by building workplaces where employees feel engaged and valued. His mission is to help leaders create businesses that thrive because their people do. Learn more about Todd here: Website: https://silversunconsulting.com/ Silversun Consulting Facebook https://www.facebook.com/profile.php?id=61554499613120 The Cleaning Authority Fishers Facebook https://www.facebook.com/TCAFishers/ https://www.instagram.com/toddakrause/ https://www.linkedin.com/in/toddakrause/ https://x.com/ToddAKrause https://www.youtube.com/@SilversunConsulting   Kelli's links: www.mmhm.org/show Facebook.com/kellimelissareinhardt Instagram.com/kellimelissareinhardt linkedin.com/in/kellimelissareinhardt tiktok.com/@warriorformentalhealth https://www.youtube.com/@MakeMentalHealthMatter  Want to find out when the next incredible episode of Make Mental Health Matter show is dropping? Sign up for the Make Mental Health Matter newsletter for special tips, and insider only offers. Click HERE to sign up today! Need more resources? www.makementalhealthmatter.org  https://linktr.ee/makementalhealthmatter

Sea Bears win their first ever playoff game! / BIG road closures this weekend SOUNDS OF THE GAME! SEA BEARS WIN! Vacation blunders -- What did you forget to pack? What would screw you over if you forgot it? Big closures on Lagimodiere and Kenaston this weekend, and the Louise Bridge is closed next week What do you forget to pack? THE COUCH POTATOES! And Greg's got a line on a sweet vacation you can win!     What do you forget to pack? Workplaces are using AI in the security cameras to track how often you smile??? Winnipeg musician Brent Fitz is getting a street named after him Winning entries on things you forgot to pack Updated Question of the Day on road closures

In this week's episode of The Safety Guru, we're joined by Dr. Era Poddar, who shares her extensive expertise in ergonomics and human factors to explore what these principles are, why they matter, and how organizations can proactively integrate them into workplace design to transform safety outcomes, boost productivity, and build safer, smarter workplaces. She discusses the wide-ranging benefits of integrating these principles, including better decision-making, reduced cognitive load for employees, fewer errors, a lower risk of serious injuries and fatalities, and measurable returns on investment (ROI) through improvements in quality, productivity, and overall safety performance. This insightful discussion also highlights how leaders can champion ergonomic improvements, leverage emerging technologies that are reshaping workplace design, and foster a culture of continuous learning and improvement. Tune in to discover how ergonomics and human factors work together to build safer, healthier, and more productive organizations. Don't miss this episode! About the Guest: Dr. Era Poddar is a Canadian Certified Professional Ergonomist (CCPE) and safety specialist, with broad international experience across North America, the Middle East, and Asia. With more than twenty years in consulting, coaching, training, and research related to ergonomics, human factors, workplace accommodation, and safety, Dr. Poddar helps organizations meet goals in health and safety, ergonomics, and MSI control. Her expertise covers industry, academia, corporate, and government sectors. She holds a Ph.D. in Industrial Ergonomics, a NEBOSH International General Certificate in Occupational Health and Safety (practical applications), and a mini-executive MBA from the Sauder School of Business, UBC. For more Information: https://ergoera.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

For decades, airport lounges were viewed simply as waiting rooms for premium travellers. Today, they're something much more sophisticated—extensions of airline brands, wellness spaces, workplaces, hospitality venues and, increasingly, destinations in their own right.But what actually makes a great airport lounge? How do architects and designers balance luxury with durability, privacy with openness, and local identity with a consistent global brand?Joining us in this episode are Joanna Ho, interior designer, and Rosie Morley, principal architect from Hassell, who share with us their extensive experience designing airport lounges and aviation hospitality environments.

Listen to today's podcast... Witmer and Sweeney found in their study that people with few ties to others had 2 to 5 times the death rate as those who had more ties. Support and connectedness can be a powerful tool in preventing illness by acting as a buffer to the effects of stress. The benefit of friendship is having the emotional support of a community during difficult times. Workplaces are also recognizing the value of support in their organizations. Effective leaders are evaluating their teams and ensuring that they reduce isolation, celebrate occasions and successes, develop trust through effective communication, deal with conflict and gossip in a direct and open way, promote a casual and friendly atmosphere, and develop a support network through human resources, an EAP or connection to community contacts. Unfortunately, many people in the workplace do not make the effort to utilize this great coping strategy and the busier we have become the easier it is to let our existing friendships go by the way-side. So where do we start? Take One Action Today To Build Your #Resiliency!      Here are today's Hot Tips For Building Resiliency and Celebrating International Friendship Week: At work and in your community, smile and say hello to those around you Connect with your co-workers informally Call, write or email those friends that you have lost touch with and book a date to get together Connectedness and friendships have exceptional powers in decreasing our stress, if we venture to put ourselves ‘out there'. If you like today's wellness tips, let me know. You can leave me a review on amazon or through your #alexa app. Want to check out more health and wellness related celebrations, visit my wellness calendars under the resources and courses tab at worksmartlivesmart.com #mentalhealth #hr

In this episode, Leonie and I explore: How systems of oppression show up in the everyday spaces we work and live in, and what it takes to name them honestly Identity and the dominant culture — what gets placed on us as Black and Brown people, and the ongoing work of pushing back and reclaiming our own sense of self Psychological safety as a precondition for trust — not a nice-to-have, but the ground everything else is built on Liberation and justice as ongoing practices we return to, rather than destinations we arrive at Trust as something built in relationship, tested in conflict, and repaired through honesty Nonviolent Communication as a path to learning more about the self, not only a communication skill Curiosity and compassion as the roots of meaningful connection — and why that matters more than arriving anywhere Where our two practices — trauma-informed lawyering and NVC — meet, and where they push each other further Leonie Smith is a first-generation Canadian of Jamaican heritage and a certified Nonviolent Communication trainer through the Center for Nonviolent Communication (CNVC). She's the founder of three organizations: The Thoughtful Workplace, a coaching and consultancy practice building people-centred work cultures; People of Colour for Nonviolent Communication (POC4NVC), a network for Black, Indigenous, and People of Colour connected to principles of nonviolence; and Necessary Trouble Collective (NTC), which supports movement and activist communities in finding harmonious, sustainable ways of working toward shared purpose. With over two decades of senior management experience across communications, fundraising, and human resources in the nonprofit sector, Leonie brings a deep, practiced understanding of how systems either support or undermine the people inside them. Connect with Leonie: Website: leoniesmith.ca The Thoughtful Workplace People of Colour for Nonviolent Communication (POC4NVC) Necessary Trouble Collective (NTC) You can also view her talk in our video library from our 2026 JAT Summit titled, Speaking Hope: A NVC Approach: https://myrnamccallum.ca/video-library/  You can learn more about Myrna and her work at: www.myrnamccallum.ca

Jeetu and Anurag Dhingra explore the transformation of physical infrastructure and intelligent software as the foundation for the workplace. As the nature of work continues to evolve, the demand for environments that are both seamless and secure has never been higher.

Checking on what the latest research says about Artificial Intelligence and Technology in how it is affecting our consumer habits and our workplaces. Life, Culture and Current Events from a Biblical Perspective with Neil Johnson.Your support sends the gospel to every corner of Australia through broadcast, online and print media: https://vision.org.au/donateSee omnystudio.com/listener for privacy information.

Workplaces are awash with acronyms. We can sometimes hold an entire meeting using apparently impenetrable collections of letters and numbers. Acronyms are handy, though, when they make an important idea easier to remember and apply. R.E.A.L. leadership describes four practical attributes of effective leaders: Reliable, Empathetic, Aspirational and Learning. None of these qualities is revolutionary. The challenge is demonstrating them consistently when deadlines are tight, pressure is high and everyone is busy. What does R.E.A.L. leadership mean? R.E.A.L. leadership means being Reliable, Empathetic, Aspirational and committed to Learning. Together, these four attributes create trust, engagement, direction and adaptability. Leadership frameworks only matter when they influence daily behaviour. A beautifully designed company value printed on the wall is not much use when the boss repeatedly breaks promises, ignores employee concerns, communicates no compelling future and refuses to reconsider outdated ideas. The R.E.A.L. model gives executives, managers and team leaders a practical leadership checklist. Reliability creates credibility. Empathy helps leaders understand what people are experiencing. Aspiration connects everyday work to a bigger purpose. Learning prevents the leader and the organisation from becoming trapped by yesterday's success. This model applies across Japanese companies, multinational corporations, small and medium-sized enterprises and fast-growing startups. The balance may differ, but the underlying leadership expectations remain remarkably similar. Do now: Ask yourself which of the four R.E.A.L. qualities your people experience most strongly—and which one they rarely see. Why is reliability essential for leadership trust? Reliable leaders build trust by doing what they say they will do, keeping their promises and showing consistent interest in the development of their people. Reliability sounds obvious, but it frequently breaks down in practice. Leaders make commitments during meetings, become distracted by the next emergency and quietly forget what they promised. Employees do not forget. They watch whether the leader's words and actions match. Trust is not built by position, title or a magnificent name card. It develops when people see a predictable pattern of follow-through. This includes delivering decisions on time, providing promised resources, giving feedback and supporting an employee's professional growth. Leaders also need to connect organisational objectives with individual goals. Employees naturally wonder, "What is in this for me?" That is not necessarily selfishness. They want to understand how their effort affects their career, skills, reputation and future opportunities. When company and individual interests are aligned, leaders usually gain stronger commitment, greater loyalty and better execution. Do now: Review the promises you have made to your team during the past month. Close the loop on every outstanding commitment. How does empathy improve leadership performance? Empathetic leadership improves performance because leaders make better decisions when they understand the experiences, concerns and viewpoints of their people. Empathy is closely connected to listening. It is difficult to see a situation from another person's perspective when we have never taken the time to discover what that perspective actually is. Busy bosses often see the calm surface of the workplace but miss what is happening underneath. Employees may appear cooperative while privately dealing with confusion, frustration, excessive workloads or concerns about organisational change. Leaders who only demand the numbers may achieve short-term compliance, but they can lose ideas, initiative and discretionary effort. Position power works up to a point. Employees will often do what the boss commands because they have little choice. However, authority alone rarely unlocks creativity, honest feedback or intelligent disagreement. Empathetic leaders do not abandon standards or avoid difficult conversations. They combine accountability with curiosity. They listen carefully, ask thoughtful questions and communicate that they genuinely care about the people producing the results. Do now: In your next one-to-one conversation, spend more time asking and listening than explaining and directing. What makes an aspirational leader effective? Aspirational leaders help people see beyond immediate targets by connecting individual responsibilities to a meaningful and achievable future. Most organisations are consumed by the urgent. Teams concentrate on this month's sales, this quarter's costs, the latest customer complaint or the next internal deadline. These issues matter, but leadership also requires the ability to hover above the everyday melee and see the destination on the far horizon. An aspirational leader explains where the organisation is going, why the destination matters and how each person contributes to reaching it. A generic vision statement is not enough. The message must resonate with employees working in different functions, locations and career stages. A finance professional, salesperson, engineer and frontline manager may all contribute to the same strategic objective, but each needs to understand the goal in language connected to their own work. Leaders must repeatedly translate strategy into relevance. When employees can see the connection between today's tasks and tomorrow's achievement, routine work gains greater meaning. Do now: Explain your organisation's larger goal in one clear sentence, then show every team member how their role contributes to it. Why must leaders continue learning? Leaders must continue learning because experience only creates value when they examine it, challenge their assumptions and adapt their decisions. Many executives claim to have thirty years of experience. In reality, some have had one year of experience thirty times. They repeat familiar methods, defend favoured opinions and rely on approaches that worked in a different competitive environment. Their thinking becomes locked inside a mental vault, and somewhere along the way they lose the key. Senior people are especially vulnerable because previous success can make their judgement appear unchallengeable. They also become extremely busy working in the business rather than working on the business. Reflection, reading, coaching and experimentation are treated as optional luxuries. Learning leaders remain willing to permanently kill their favourite ideas when the evidence changes. They invite alternative viewpoints, study failures and test new approaches. This does not mean chasing every management fashion. It means remaining intellectually flexible enough to recognise when customers, employees, technology or competitors have moved on. Do now: Identify one long-held assumption about your business that deserves to be questioned rather than automatically defended. How can leaders apply the R.E.A.L. model every day? Leaders apply the R.E.A.L. model by turning each attribute into an observable behaviour rather than treating leadership as an abstract philosophy. For reliability, maintain a visible record of commitments and report back when actions are completed. For empathy, schedule regular conversations in which employees can discuss concerns, ideas and ambitions without being immediately interrupted or judged. For aspiration, connect team objectives to the organisation's larger purpose. Do not assume people can automatically see the connection. Repeat it, personalise it and illustrate it with concrete examples. For learning, build reflection into the working rhythm. After an important project, client meeting or decision, ask what worked, what failed and what should change next time. R.E.A.L. leadership does not require a dramatic personality. Introverted and extroverted leaders can both demonstrate these qualities. Nor does it depend on hierarchy. A project leader, new manager or experienced executive can all become more reliable, empathetic, aspirational and committed to learning. Do now: Choose one visible R.E.A.L. behaviour to practise consistently for the next thirty days. How can organisations develop more R.E.A.L. leaders? Organisations develop R.E.A.L. leaders by reinforcing these behaviours through selection, development, performance management and senior-level role modelling. Leadership expectations cannot live only in a training programme. Recruitment and promotion decisions should examine whether candidates keep commitments, listen effectively, communicate a larger direction and learn from experience. Performance discussions should also assess how results were achieved. A manager who reaches the target while exhausting the team, withholding information or damaging trust may create larger costs later. Senior executives have an especially important role. Employees study what powerful people do far more carefully than what corporate values say. When executives admit mistakes, seek feedback and honour promises, they make learning and reliability safer for everyone else. Leadership development should give managers opportunities to practise difficult conversations, coaching, strategic communication and decision-making. Knowledge alone is insufficient. People need feedback, repetition and accountability until the new behaviour becomes natural. Do now: Include at least one R.E.A.L. behaviour in every leadership development and performance conversation. Conclusion R.E.A.L. leadership is easy to remember, which is at least a useful beginning. Reliable leaders build trust. Empathetic leaders understand the people behind the performance. Aspirational leaders connect everyday work to a bigger future. Learning leaders keep adapting rather than becoming prisoners of their previous success. We already know that these qualities matter. The problem is that pressure, deadlines and constant activity make us forget—or convince us that we are too busy to practise them. Leadership does not become real because we understand a framework intellectually. It becomes real when our people repeatedly experience the behaviour. Let's change what they experience. Author bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021 and received the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver leadership, communication, sales and presentation programmes globally, including Leadership Training for Results. He has written several books, including the bestsellers Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery, as well as Japan Leadership Mastery and How to Stop Wasting Money on Training. His books have also been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg publishes daily business insights on LinkedIn, Facebook and X and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews for executives and professionals seeking practical strategies for succeeding in Japan.

Jeetu and Anurag Dhingra explore the transformation of physical infrastructure and intelligent software as the foundation for the workplace. As the nature of work continues to evolve, the demand for environments that are both seamless and secure has never been higher.

How can our buildings become active contributors to healthier lives rather than passive consumers of resources? Our cities are grappling with climate change, biodiversity loss, employee wellbeing and the changing role of the workplace, for Patrick Dumas, Founder and CEO of Square Mile Farms, the answer begins with growing food.His concept has evolved into one of the UK's largest networks of indoor urban farms, with more than 120 installations and over 75,000 plants growing inside workplaces and residential developments. Yet the plants, herbs and vegetables are only part of the story."We reconnect people with one another, with nature and with their own wellbeing," explains Patrick. "Food is simply the medium through which we do that."Biophilic Design that People can tasteBiophilic design has long focused on bringing nature into buildings through plants, natural materials, daylight and views. Square Mile Farms extends this concept into something immersive.Instead of greenery becoming passive decoration, employees become active participants. They watch herbs mature, vote on what will be grown next, harvest fresh produce together and swap recipes over lunch. The result is a multi-sensory experience that engages sight, smell, touch and taste simultaneously."The experience of biophilia is much richer," says Patrick. "It looks good, smells good, tastes good and you're using your hands. You're getting up close with nature before eating what you've grown."This aligns closely with many of biophilic design's recognised patterns, including direct experience of nature, sensory richness, connection with natural systems and seasonal change. Watching food grow over weeks reconnects people with rhythms that many urban lives have lost.Growing Community alongside VegetablesPerhaps the greatest surprise has been that the farms' most valuable harvest isn't basil or salad leaves—it's human connection.Harvest days have become social events. Employees queue to collect herbs, learn growing techniques from on-site farmers and exchange ideas about cooking and sustainability. Rather than another workplace amenity, the farms become magnets that naturally draw people together."We have people saying they come into the office because it's harvest day," he explains. "People stop buying basil from the supermarket because they know they can harvest it themselves."Square Mile Farms' team are highly visible within each building. Their farmers don't just maintain installations behind the scenes—they actively engage with occupants, teaching growing skills, discussing recipes and nurturing relationships alongside the plants themselves.Reimagining Forgotten SpacesOne of the most exciting aspects of the model is its ability to transform overlooked parts of buildings.Disused basements, redundant plant rooms, underused lobbies and vacant corners become productive landscapes that contribute to health, biodiversity awareness and workplace culture.One installation now grows around 25,000 plants beneath the headquarters of a major global company, supplying fresh produce directly to its catering operation. Suddenly, the most interesting part of the building isn't the executive floor—it's the basement.As retrofit becomes central to sustainable architecture, these interventions demonstrate that regeneration doesn't always require rebuilding. Sometimes it requires rethinking how existing space can support both people and nature.Food as Urban InfrastructureLooking ahead, Patrick believes cities should begin thinking about urban farming in the same way they now think about cycle infrastructure.Just as many buildings are expected to provide bike storage or electric vehicle charging, why shouldn't they also provide space for growing food?"If every building had provision for growing some food," he suggests, "collectively that capacity becomes quite substantial."His vision is ambitious but practical. He sees a distributed network of productive landscapes woven throughout our commercial buildings, creating healthier workplaces while reducing food miles, reconnecting people with natural systems and strengthening community resilience.It is, fundamentally, biophilic design operating at city scale.Join UsThe Journal of Biophilic Design is delighted to announce that we will soon be partnering with Square Mile Farms for a special event exploring these ideas in person.We're planning an event in the Square Mile, concluding at one of London's most remarkable indoor urban farms, where thousands of edible plants are grown beneath a commercial building to supply its occupants with fresh produce.If you'd like to hear more about this event, make sure you're subscribed to the Journal of Biophilic Design newsletter. We'll be announcing dates and booking details very soon.Next time you are specifying the planting, also look at the multi sensory aspect, and see how you can weave beautiful edibles into the design to reconnect us with food, nature, one another and the living systems that sustain us all.www.squaremilefarms.comwww.journalofbiophilicdesign.com Sign up for our FREE newsletter between now and end of August 2026 for the chance to win one of 50 digital subscriptions to the Journal of Biophilic Design https://journalofbiophilicdesign.com/subscribe-as-a-member

Apparently, we can't simply leave our trauma at the door and transform into perfectly functioning corporate robots every morning.  Who would've thought?! Stephanie Lemek joins me to unpack what a trauma-informed workplace actually looks like, why HR needs some damn boundaries, and how something as simple as giving people more choice can completely change the way we work. Here's what we got into:  00:00:00 - Intro 00:01:21 - What Would've Surprised Stephanie About How She Works Now, Five Years Ago? 00:08:26 — Trauma-Aware vs. Trauma-Informed 00:13:30 — The 3 Types Of Safety Every Workplace Needs 00:19:36 — Which HR Processes Are Accidentally Re-Traumatizing People? 00:26:50 — "Don't Trust HR" and Unpacking Where That Distrust Actually Comes From 00:33:07 — Hebba's Story: Grief, Anniversaries, And "The Body Do Be Keeping Score" 00:40:18 — Secondary Trauma And Compassion Fatigue In HR 00:46:16 — The One Thing To Do Differently Starting Tomorrow --- If you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. ⁠⁠⁠⁠⁠https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/⁠⁠⁠⁠⁠ And if you love the podcast, be sure to check out⁠⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here⁠⁠⁠⁠⁠ for even more exclusive insider content! --- Follow Stephanie on LinkedIn: https://www.linkedin.com/in/stephanielemek/ Follow Hebba YouTube:⁠⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here/videos⁠⁠⁠⁠⁠ LinkedIn:⁠⁠⁠⁠⁠ https://linkedin.com/in/hebba-youssef⁠⁠⁠⁠⁠ Twitter:⁠⁠⁠⁠⁠ https://twitter.com/hebbamyoussef⁠⁠ Come join Hebba at Safe Space Summit 2026 in Huntington Beach, CA! To learn more, check out: https://www.safespacesummit.com/

Main ideas: - Likability is the residue of an interaction: did someone make you feel good, and would you look forward to seeing them again? - It is subjective but not completely arbitrary. Smiling, warmth, tone, body language, humour, listening and word choice are recurring ingredients. - Likability is learnable and effectively free. The speakers reject the idea that people are simply born likable or unlikable. - Messaging can matter as much as the message. A strong idea presented by a disliked person may fail; a weak idea presented by a likable person may spread. - It is a multiplier for competence. Workplaces may reject brilliant performers whom colleagues actively avoid. - Conversation is “social tennis.” Likable people return the conversational ball rather than trying to ace the other person. - Life is a multiplayer game. A useful shift is from “What do I want to do?” to “How can I make this game or interaction better for everyone?” - Being good energy matters. The speakers suggest intentionally creating periods—perhaps once a week—when friends or partners set their problems aside and have fun. - Context changes the recipe. Humour may dominate in public or parasocial settings, while empathy and feeling understood matter more one-to-one. - There is a golden mean. Too little likability becomes abrasive; too much becomes approval-seeking. If it is merely a tool for getting what you want, it becomes manipulation. - Authenticity and mission can compensate for abrasiveness. Musk, Jobs and Trump are presented as examples of people liked by some precisely because they appear uncompromising. - Political likability can be dangerous. Charisma can acquire power, override policy evaluation and attach people to ideas or leaders. - Disagreement need not be disagreeable. Likability includes hearing opposing views, separating people from their ideas, and allowing disagreement without personal rejection. - Ideas themselves can be likable. An emotionally appealing idea can propagate even if its practical outcomes are poor—the speakers use socialism and Marxism as their contentious example. - Growth encourages positive-sum thinking. One speaker argues that low economic growth intensifies tribal and zero-sum conflict, while renewed growth—potentially driven by AI—could encourage openness and cooperation. - Dale Carnegie's practical recipe receives the clearest endorsement: show genuine interest, smile and be warm, remember names, listen more than you speak, discuss the other person's interests, and make people feel sincerely valued.

We spend so much time helping people perform that we often forget to help them recover.Today's employees are balancing demanding workloads alongside constant notifications, endless comparison, economic uncertainty and personal pressures that don't disappear when the workday begins. By the time someone reaches a breaking point, the signs have often been there for much longer.In this episode, Mark Edgar sits down with life and wellness coach Ashish Singh to explore what it really means to build resilience before it's needed. Together, they unpack why calm isn't something we discover after everything settles down, but something we cultivate in the middle of everyday life.Ashish shares the deeply personal experience that led him from corporate life into coaching after a serious injury forced him to confront anxiety, uncertainty and his own internal dialogue. That journey became the foundation for his work helping others reconnect with what he calls "the steadiness within."Throughout the conversation, they explore why we can only truly control our thoughts and our actions, how social media has amplified stress through constant comparison, why mindfulness doesn't have to mean lengthy meditation sessions, and what practical tools can help people reset throughout an ordinary workday.For HR leaders, this conversation offers an important shift in perspective. Rather than waiting until employees are overwhelmed, organizations have an opportunity to normalize simple wellbeing practices that support people every day. Creating healthier workplaces isn't only about responding well during difficult moments. It's about making steadiness part of how work happens in the first place.ResourcesWebsite: thecalmmind.coInstagram: singashish3LinkedIn: Available (handle mentioned in conversation)About Our GuestAshish Singh is a life and wellness coach, author and founder of The Calm Mind. Drawing from his own experience navigating anxiety, injury and major life transitions, he helps individuals and organizations develop practical tools for building emotional resilience, mindfulness and lasting inner steadiness.Stay Connected with foHRsightTo sign up for our monthly newsletter, foHRsight, click HERE Follow us on LinkedIn:Mark EdgarNaomi Titleman Collafuture foHRward Follow us on InstagramIf you are looking for more foHRsight, sign up for our monthly foHRsight newsletter. It's free and includes access to our quarterly white paper. This quarter's white paper is about Rethinking Entry-Level work in the Age of AI, produced with Dr. Miranda Rodak from Indiana University's Kelley school of business - an important topic for HR, Leadership and parents, students and society as a whole! https://www.futurefohrward.com/subscribeSupport the show

Reena Lebanan is CEO at Happy Hive. Cheska Roque is COO at Happy Hive. Iris Ramilo is Operations Officer at Happy Hive. Happy Hive is embodying and practicing women-led, people-centered compliance for safer, clearer, and more human workplaces. Also with a Co-working space in Matimtiman St., Quezon City, with virtual office, business compliance (payroll, tax, business registration), DOLE compliance, and business consultancy services.

In Making Peace is Messy, Antonio Reyes teaches from Matthew 5:3-9 on what it means to be a peacemaker. This message challenges us to stop avoiding conflict, pursue reconciliation with the right endgame in mind, and receive the peace of Jesus so we can bring peace into our families, communities, and everyday relationships. (00:00) - Welcome and Introduction to The Beatitudes (00:48) - Blessed Are the Peacemakers (01:30) - Making Peace Is Messy (02:53) - Environment, Discipline, and Spiritual Formation (04:22) - Hostility in Our Current Culture (06:35) - Peace in Families, Workplaces, and Relationships (06:56) - Jesus Did Not Grow Up in a Perfect Context (08:42) - What Biblical Peace Really Means (10:22) - Peacemakers Do Not Avoid Conflict (13:07) - Unhealthy Peace and Avoiding the Issue (15:23) - Peacemakers Keep Reconciliation in Mind (18:22) - God Reconciled Us Through Jesus (19:37) - Peacemakers Know Peace Within (22:57) - Spiritual Practices, Healthy Environments, and Outlets (24:09) - Jesus Came to Transform Our Souls (25:48) - Turn the Other Cheek and Refuse to Give Power Away (28:09) - Peacemakers Will Be Called Children of God (29:25) - Refusing Hopelessness Through the Prince of Peace (31:30) - Prayer and Invitation to Follow Jesus

Drawing on three decades of executive recruiting experience, workforce strategist Chris Flakus offers practical advice on how job candidates can land better positions and how companies can hire and retain exceptional employees. Chris is the CEO of CSI Companies and author of Stay Relevant: Conquer Workplace Change at Every Phase of Your Career. For job seekers and employees alike, his message is straightforward: Stay relevant by demonstrating 1) adaptability, 2) curiosity, and 3) a commitment to lifelong learning. For employers, his recommendation is equally clear: Hire, develop, and reward people who embody those three qualities. As Chris explains, in today's rapidly evolving, AI-influenced workplace, technical skills remain essential, but character increasingly distinguishes those who succeed. Monday Morning Radio is hosted by the father-son duo of Dean and Maxwell Rotbart. Photo: Chris Flakus, CSI CompaniesPosted: July 6, 2026 Monday Morning Run Time: 44:10 Episode: 15.3 [Be sure to pick up your copy of All You Can Eat Business Wisdom: Second Helpings, the new Monday Morning Radio anthology featuring 21 world-class thinkers and leaders.]

In this episode of Stop Sabotaging Your Success, Cindy Esliger dives into why building professional relationships can feel uncomfortable, especially for women working in engineering, STEM, and other male-dominated environments. While technical competence matters, Cindy explains that career growth is also shaped by the informal networks we build through interaction. She discusses keeping everyone at arm's length to protect professional credibility and becoming the person everyone relies on emotionally, showing how both extremes can limit career opportunities, making a case for true connection. Cindy shares six common pitfalls that quietly undermine our success: 1. confusing boundaries with walls, 2. becoming everyone's person without receiving support in return, 3. dismissing connection as frivolous or unproductive, 4. showing up as all business and wondering why people think we're cold, 5. Letting fear of seeming weak prevent us from being human, and 6. assuming others will not reciprocate our first offer of connection. She also reframes three limiting beliefs that keep many professionals isolated. Strength is not handling everything alone. Workplaces are not always unsafe for authentic connection. Enduring is not the same as thriving. Cindy then shares practical strategies for building stronger relationships. Cindy emphasizes that engaging with colleagues is not a distraction from the work. It's part of the work. Strong professional relationships improve team dynamics, encourage innovation, create opportunities, and provide the reciprocal support needed to prevent burnout. She challenges listeners to begin with one simple action by asking a colleague a genuine question before their next meeting and listening with curiosity. Building meaningful professional relationships is a skill that grows with practice, and taking the first step can transform both career success and everyday work life. Resources discussed in this episode: Guide to Building Professional Connections Astronomic Audio Confidence Collective — Contact Cindy Esliger  Career Confidence Coaching: website | instagram | facebook | linkedin | email Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Many leaders assume disengagement is primarily a motivation or performance problem. But what if the real issue is that people no longer experience their work as life-giving? In this episode, Jay Bransford, President & CEO of Best Christian Workplaces, explores why Life-Giving Work is the second most powerful driver of employee engagement. Drawing from decades of workplace culture research, he explains how leaders unintentionally drain meaning from work, why role alignment matters, and how connecting daily tasks to mission can dramatically increase engagement and ownership. You'll gain insight into: • Why Life-Giving Work is one of the strongest drivers of engagement • How leaders unintentionally drain meaning from work • What happens when employees are in the wrong seat • Practical habits that create energized, flourishing teams

How do you raise a child whose brain works differently? This episode is for parents of kids with ADHD. And parents who have ADHD. And people who don’t have a diagnosis, but would consider themselves ‘fast and loose’. And for everyone who knows someone who fits the above criteria.

"Businesses don't fail because of what they do. They fail because of everything else." – Michael SakataIn this week's episode, Carol Schultz sits down with Michael Sakata, President & CEO of the Maryland Transportation Builders and Materials Association (MTBMA), to discuss how federal policy decisions are impacting small businesses, contractors, and transportation firms across the country. The conversation centers on recent changes to disadvantaged business enterprise (DBE) programs, the uncertainty created by shifting regulations, and what business owners can do when the rules suddenly change.Michael explains how the removal of race-based criteria from DBE certification has created new questions for businesses that have relied on these programs for decades. Rather than focusing on politics, the discussion explores the practical realities facing contractors, engineers, and small business owners as they navigate evolving requirements, funding concerns, and changing government priorities. Carol and Michael also dive into the role of relationships in business success, why networking matters more than ever, and how organizations can remain resilient during periods of uncertainty.The episode closes with lessons on leadership, communication, membership growth, and the importance of staying engaged with industry associations and policymakers. Michael shares how MTBMA has more than doubled its membership under his leadership and why consistent communication remains one of the most important drivers of retention and long-term success.TakeawaysFederal policy changes can create significant uncertainty for small businesses.Changes to DBE certification programs are forcing many companies to reassess their strategy.Business owners should focus on impact rather than politics when evaluating policy decisions.Strong relationships often matter more than formal programs or certifications.Companies that stay engaged with industry groups are better positioned to adapt to change.Infrastructure remains one of the few areas that continues to receive bipartisan support.Consistency and predictability are critical for business growth and planning.Communication is one of the strongest drivers of member, customer, and employee retention.Successful organizations create value through networking, advocacy, and education.Leaders must focus on what they can control rather than reacting to every external change.Trade associations can give businesses a stronger collective voice with policymakers.Growth often comes from listening closely to members, customers, and stakeholders.Chapters00:00 Intro: How federal decisions impact everyday businesses01:05 Michael Sakata's role and the mission of MTBMA02:19 Changes to disadvantaged business enterprise (DBE) programs03:40 What the new certification landscape means for small businesses05:10 Why uncertainty creates challenges for business owners06:22 Relationship-building vs. government-supported opportunities08:19 The original purpose of DBE programs and ongoing debates10:30 Advice for businesses navigating regulatory changes11:44 How disadvantaged business status has changed13:38 Political perspectives and the impact on transportation businesses15:04 Why businesses need consistency to thrive17:35 What business owners can do when policies change18:04 Infrastructure as a rare bipartisan issue19:45 Michael's career journey into transportation advocacy20:36 Legislative wins and improving transportation safety22:14 Why trade associations can influence policy effectively23:54 The secret behind a 96%+ membership retention rate26:38 Creating value for members through networking and advocacy30:28 Collaboration between transportation organizations across states32:21 Managing change instead of being controlled by it34:02 How MTBMA more than doubled its membership36:10 Final thoughts and closing remarksConnect With Host Carol SchultzFind more information about our host Carol Schultz and her company at Vertical Elevation, LinkedIn, YouTube, and Instagram.Want to be our next guest expert? Email cat.gloria@verticalelevation.com with your information.And of course, click "follow" to stay up-to-date on new episodes and leave an honest review/rating letting us know what you thought!

Pregnancy loss and baby loss affect far more families than many of us realise, yet these experiences are still often surrounded by silence, misunderstanding and stigma. In this episode, I'm joined by Sands, the UK's leading pregnancy and baby loss charity, to explore the realities of loss and the impact it can have on individuals, families and working lives. Together, we discuss why pregnancy and baby loss can feel so difficult to talk about, the hidden impact of grief in the workplace, and what managers, colleagues and organisations can do to provide meaningful support. In this episode, we explore: Why pregnancy loss and baby loss remain hidden experiences The emotional impact of loss and grief Returning to work whilst navigating loss How colleagues and managers can offer compassionate support Common responses that may unintentionally cause harm What a pregnancy-loss-aware workplace looks like Practical ways organisations can better support employees through loss Whether you're a leader, colleague, friend or family member, this conversation offers valuable insights into how we can create more understanding and compassionate workplaces for those affected by pregnancy and baby loss. Content note: This episode discusses miscarriage, pregnancy loss, stillbirth, baby loss and grief. Resources & Links Find all the resources and links mentioned in this episode here: https://luminate-group.co.uk/podcast/188 Connect on LinkedIn Here  Follow on Instagram Here  Love the Wisdom For Working Mums Podcast? Let's take the conversation further. Subscribe for exclusive insights delivered straight to your inbox - designed to support you in leading with confidence and living with intention. 

What does ‘good' really look like in today's digital workplace – and how can you tell if your organization is on the right track? In this episode of Digital Workplace Impact, Nancy Goebel is joined by DWG Director of Technology and Operations, Sarah Escott, to explore the DWG 2026 Awards – and what the Awards reveal about how to achieve an excellent digital workplace. Far from requiring perfection, the Awards shine a light on organizations delivering real impact, grounded in practical progress, learning and iteration. The conversation unpacks how the Awards have evolved to reflect today's fast-moving, resource-constrained environment, including a simplified entry process designed to encourage and facilitate broader participation. Leaders will gain practical advice on crafting a compelling entry, from shaping a strong narrative to using visuals effectively. Beyond recognition, the episode highlights the wider value of entering – from benchmarking your progress and sharpening your storytelling, to connecting with peers and learning from others across the industry. If you're driving digital workplace change, this episode offers both inspiration and actionable insights. Guest speaker:Sarah Escott,DWG Director of Technology and Operations Hosted on Acast. See acast.com/privacy for more information.

About Our Hosts Diana White has over 30 years in sales and retail experience, leading stores with revenues of over 10 million and a staff of 200. Consumer psychology, marketing, operations, and leadership are just a few of her skillsets. Seeing a need for startup and operations assistance within the local business community, Diana established D.E.W. Business Solutions, LLC, to provide consulting to small businesses. She obtained a Bachelor of Science in Small Business Administration from Northern Arizona University, holds a green belt in Lean Six Sigma, and is a certified Agile Scrum Master. She is committed to helping businesses and non-profits as well as the community at large. Siebe Van Der Zee is President of Vanderzee & Associates, Executive Search & Coaching. He has served as an international management consultant for over 25 years. For 28 years, Siebe has served as Honorary Consul of the Kingdom of the Netherlands in Arizona. He holds a Master's Degree in International Management from Thunderbird School of Global Management and he is a current member of the International Leadership Council at GPEC (Greater Phoenix Economic Council). Robert Hossary has been involved in the not for profit/charity sector for the past 12 years. Robert also has an excellent knowledge in international business. Since 2011 - 2018, Robert was the General Manager for the American Chamber of Commerce in Australia (AmCham) and helped advise many Australian and US companies about their international expansion requirements. Prior to that, Robert was Regional Vice President for the Americas for a technology manufacturer. He has also worked in Taiwan with responsibility for Asia Pacific and the Middle East. With a background in Technology, Transport, Fashion and Healthcare, Robert has a wealth of experience to share. Episode notes: 00:00 Special - International Lessons 00:21 Introduction 02:33 Guests' International Backgrounds 08:04 Biggest Challenges Working Abroad 16:14 What Is Culture? 17:45 Accepting an International Position 21:29 Family Considerations 26:56 Being a Citizen of the World 30:04 Empathy Through Cross-Cultural Experience 36:22 How to Acclimate to a Dominant Culture 42:48 Final Advice & Takeaways

The Committee chairman is back with this week's Am I Wrong? resolutions surrounding a surprise visit from Sheletta with a treat of fresh fried chicken for the show.

Episode 250: Hosts Richard Kyte and Scott Rada take a closer look at a leadership philosophy that has influenced businesses, nonprofits, educational institutions and even the military for more than 50 years: servant leadership. The conversation begins with a simple question: What does it mean to be a servant leader? Drawing on the work of Robert Greenleaf, who first popularized the concept in 1970, Kyte explains why effective leadership starts not with authority or status, but with a commitment to helping others succeed. Along the way, the hosts explore why the phrase can sound contradictory and why it is often misunderstood as simply being “nice.” Using examples from organizations large and small, the discussion examines the qualities that employees consistently value in leaders, including trust, clear communication, accountability and the ability to listen. The hosts consider why many managers excel at directing work but struggle to build meaningful relationships with the people they supervise. They also discuss the challenges leaders face when balancing compassion with difficult decisions. The episode explores research on employee engagement, workplace culture and organizational performance, highlighting why some companies retain talented workers while others experience constant turnover. Kyte shares stories from businesses that embraced servant leadership principles and saw dramatic improvements in morale, productivity and long-term success. These examples illustrate how paying attention to culture can create a competitive advantage that rivals find difficult to replicate. The hosts also tackle several common questions about leadership. Does servant leadership work equally well in hospitals, factories, schools and military organizations? Can leaders remain focused on people while still achieving ambitious goals? What happens when a crisis requires quick, decisive action? Why are some individuals promoted because they are good at their jobs even though they may not be well-suited to lead others? To learn more about the upcoming servant leadership conference at Viterbo University, click here.

Caroline Reidy, Head of HR Solutions

Mental health continues to be one of the most significant challenges facing workplaces today. While awareness around employee wellbeing has grown considerably in recent years, many organisations still struggle to translate good intentions into meaningful, practical support for employees. In this episode of The HR Room Podcast, we explore how organisations can move beyond surface-level wellbeing initiatives and create workplace cultures that genuinely support employee mental health. Hosts Dave Corkery and Mary Cullen (Founder and Managing Director of Insight HR) are joined by special guest Jacqui Mulligan, Project Coordinator of The Working Mind at Mental Health First Aid Ireland. Together, they discuss the launch of The Working Mind programme in Ireland — an evidence-based framework designed to help employees, managers and organisations better understand mental health, recognise early warning signs, reduce stigma and build healthier workplace cultures. Guests Jacqui Mulligan — Project Coordinator, The Working Mind, Mental Health First Aid Ireland Topics include: Why awareness alone is not enough without practical action The origins and purpose of The Working Mind programme Understanding the Mental Health Continuum framework The role of managers in supporting employee mental health How culture, leadership and workload impact mental health outcomes The importance of early intervention and meaningful support Building psychologically safe workplace cultures The business case for investing in employee wellbeing Resources & Links Mental Health First Aid Ireland: Mental Health First Aid Ireland Deloitte research on workplace wellbeing ROI: Deloitte Mental Health and Employers Research Learn more about Insight HR: Insight HR Contact Insight HR

What is the office actually for? It's a question that many organizations are still wrestling with as they balance flexibility, collaboration, employee expectations, and business performance. At Cisco Live, I sat down with Christian Bigsby, Senior Vice President of Workplaces at Cisco, to discuss how the role of the workplace is changing and why measuring success by attendance alone may no longer make sense. Christian shares how Cisco has rethought the relationship between people, place, and technology, bringing together teams that traditionally operated separately to create a more connected workplace experience. Rather than focusing on how many employees are in the office, the conversation centers on the outcomes that become possible when people come together with purpose. We explore how hybrid work has reshaped workplace strategy, why employee experience has become a business priority, and how organizations can create environments that support collaboration, innovation, learning, and culture. Christian also explains why flexibility should not be viewed as a perk but as an important part of helping employees do their best work. The conversation also looks at the growing role of AI in workplace operations. From forecasting occupancy and improving space utilization to helping organizations make smarter decisions about resources and services, AI is helping workplace leaders respond to a level of variability that traditional operating models were never designed to handle. Along the way, Christian offers thoughtful insights on leadership, trust, organizational culture, and why the future workplace may have more in common with a dynamic service than a fixed location. If you've ever wondered whether the future of work is about where people work, how they work, or why they come together in the first place, this conversation offers plenty to think about. What do you believe makes a workplace valuable in 2026, attendance, experience, outcomes, or something else entirely?

A conversation with Dr. Heidi SchrumpfThe mental health of healthcare workers must be a priority.With too many clinicians, nurses, and healthcare workers experiencing burnout, Dr. Heidi Schrumpf - Director of Clinical Services at Marvin Behavioral Health - joins us to share some cost-saving, life-saving solutions.Our guest couldn't be better placed - Marvin's core mission is to deliver high-quality, evidence-based mental health care for health employees and their families, through virtual therapy and AI-enabled coaching.It's time we looked after those who look after us.—We spoke about prioritizing mental health, creating an environment where discussing one's mental state becomes as routine as discussing physical health, how a mentally healthy workforce leads to enhanced productivity, and why mental health support can enable healthcare institutions to retain their valuable employees longer, reducing turnover rates and improving patient experiences.Follow me on Instagram and Facebook @ericfethkemd and checkout my website at www.EricFethkeMD.com. My brand new book, The Privilege of Caring, is out now on Amazon! https://www.amazon.com/dp/B0CP6H6QN4

Connection Without Agreement How Men Stay Connected Even When They Disagree There was a time when hard conversations felt occasional. Maybe they showed up around the Thanksgiving table. Maybe every four years during election season. Maybe in a few tense moments with family or friends. But that is not where we are anymore. Now disagreement is everywhere. Politics. Religion. Gender conversations. Marriage. Parenting. Social media. Friendships. Family systems. Workplaces. Many of us are carrying tension constantly. And a lot of men feel stuck between two unhealthy options: avoid hard conversations completely, or become emotionally reactive and argumentative all the time. At AMG, we want to offer a better path. This conversation is not about agreeing with everybody. It is not about abandoning our values. It is not about becoming friends with everyone. And it is definitely not about tolerating unhealthy behavior. This is about emotional maturity. How do we stay human with each other when tension shows up? Because connection does not require agreement. And emotional safety does not mean emotional comfort. Why Disagreement Feels So Personal Most men can tolerate disagreement more than they realize. What is often harder is the feeling underneath it. Shame. Judgment. Stereotyping. Feeling reduced. Feeling unseen. A lot of men are not reacting only to disagreement itself. They are reacting to the feeling that someone already decided who they are before getting curious about them. And that hurts. Underneath many hard conversations is a deeper human question: Am I still safe with you if we see things differently? That question shows up in more places than we may realize. We see it online all the time. People reduce one another into categories. Political labels. Religious labels. Identity labels. Most of the time without really knowing the person. To some degree, this is a human tendency. Not because we are evil, but because uncertainty can feel threatening. Our nervous systems want predictability. We want to quickly decide: Is this person safe? Are they for me or against me? Do I belong with this person or not? Categorizing people can temporarily make us feel less vulnerable. But it usually comes at the cost of connection. The moment someone becomes a category instead of a human being, curiosity often gets replaced by self-protection. And when people stop feeling understood, they stop feeling emotionally safe. We can often feel this happen in our bodies. We tighten up. We prepare our argument. We stop listening as openly. We start defending instead of connecting. For many of us, defensiveness rises the moment we feel assumed, misunderstood, or minimized. Especially when someone acts like they already know our perspective without asking real questions. Or when the complexity of an issue gets flattened into a quick, shallow response. Underneath that is often a painful feeling: You are not actually trying to understand me. And eventually: I do not feel emotionally safe with you right now. That is where many men disconnect. Not simply because someone sees things differently, but because they no longer feel emotionally known by each other. And if we are honest, most of us have contributed to that at times. We have become reactive. We have assumed motives. We have wanted to win instead of understand. We have lost curiosity when we felt emotionally threatened. That is why this conversation matters. Debate Is Not the Same as Connection A lot of men believe they are communicating when they are actually protecting themselves. Quality communication requires authenticity and vulnerability. When we notice ourselves putting on armor in a conversation, that is often a sign that we do not feel safe enough to talk openly. So we move into debate mode. Logic mode. Correction mode. Analysis mode. Because intellectual certainty often feels safer than emotional vulnerability. It is easier to argue about ideas than to admit: That actually scared me. That hurt me. I feel dismissed. I feel powerless. I feel misunderstood. Sometimes debate becomes a socially acceptable way to avoid emotional exposure. We start trying to win instead of trying to understand. And the moment winning becomes the goal, connection usually starts weakening. We can feel this physically too. Our chest tightens. Our speech speeds up. We interrupt more. We stop listening. We start trying to prove. Without even realizing it, the goal of the conversation shifts from connection to self-protection. A lot of men confuse that with strength. But mature masculinity is not domination. It is not emotional shutdown. It is not having the perfect argument. Real strength is staying grounded enough to remain curious even when tension shows up. Curiosity Creates Connection One of the biggest shifts we can make is learning to see people as human instead of reducing them into someone we need to correct. Because correction usually creates defensiveness. Curiosity creates connection. Correction says: Let me fix your thinking. Curiosity says: Help me understand your experience. That changes everything. Most people want understanding before evaluation. And we can usually feel the difference immediately when someone is genuinely curious about us versus when they are simply waiting for their turn to prove us wrong. Curiosity slows a conversation down. It helps people feel human again. That does not mean we abandon wisdom or boundaries. It does not mean we tolerate abuse. It does not mean endless emotional labor. And it does not mean agreement. Someone can feel deeply understood by us and still know we disagree with them. That is maturity. Instead of saying: That does not make sense. We can say: Help me understand how you got there. Instead of saying: You are wrong. We can say: I see this differently, but I want to understand your perspective. That tone alone can change the nervous system of a conversation. What This Looks Like in Real Life This matters in more than public discourse. It matters in marriage. Parenting. Friendships. Faith communities. Men's groups. Workplaces. Everyday relationships. It matters when we think our wife is attacking us and our first instinct is to defend instead of slow down. It matters when a friend brings up politics and we feel ourselves start preparing a rebuttal instead of staying curious. It matters when a hard topic enters a men's group and the room starts tightening because no one knows how to stay honest without becoming reactive. In those moments, emotional maturity is not about having no reaction. It is about noticing our reaction without letting it take over. A Simple Challenge for This Week This week, notice where you become defensive. Pay attention to what happens in your body. Do you tighten up? Talk faster? Interrupt? Withdraw? Shut down internally? And before correcting someone, ask one curious question. That one shift may open more connection than a perfect argument ever could. Final Thought At AMG, we do not believe healthy connection requires sameness. We believe men can stay grounded, honest, and relational even when disagreement exists. Connection without agreement is possible. But it takes emotional maturity. It takes self-awareness. It takes curiosity. And it takes the courage to stay human when tension shows up. That is the kind of strength we want to build.

In this Dear Dyslexic podcast episode, Shae speaks with consultant and leader Ben Walkenhorst about psychosocial hazards and how to create psychologically safe workplaces, especially for neurodivergent people. Ben shares his background (20+ years' experience across sectors and leading teams up to 200) and his lived experience of dyslexia, including an auditory component and visual stress helped by Irlen lenses, which he says transformed his learning outcomes. He explains psychological safety as an environment where people can speak up without judgment or retaliation, and outlines three key factors: great leadership, job design/job demands, and environmental factors. Ben gives examples from remote work and local government process redesign, discusses clear role expectations, supportive feedback practices, reasonable adjustments, and why training and new legislation make this work essential.00:00 Welcome to Dear Dyslexic00:34 Meet Ben Walkenhorst04:15 Ben's Dyslexia Story07:40 Irlen Lenses and What Works09:25 Personal Strategies and Self Awareness12:04 Psychological Safety Explained16:25 Job Design and Workload23:12 Environmental Adjustments That Help26:21 Neurodivergence Trip Hazards at Work36:52 Feedback Without Triggers43:46 Why Leader Training Matters46:30 Business Case and Legal Duties48:41 Wrap Up and Next Steps

This episode, Ed Galasso, VP of Sales and Marketing for O.C. Tanner Canada, is in conversation with HR leader and author, Allana Schmidt, to unpack how we can create workplaces with a healthy, high performance culture—ones where employees are given the high expectations and high support they need to meet their goals.    Allana is a global executive leader with 20 years of experience in HR, operations, strategy, and transformation. Her new book, The High-Performing, Human-Centered Workplace, uncovers how we can build companies that work for people and profits.  Takeaways Employee wellbeing and improved business outcomes are partners, not rivals. Employees want to be challenged with meaningful work and held to high standards, but they also want to be treated well by your organization. Healthy performance cultures provide high expectations and high support for employees, which includes leaders being self-aware and open to feedback. This combination secures the "buy-in" needed for employees to effectively care for your business and customers, naturally leading to increased performance. Regular and open communication and feedback build trust. Practices like consistent one-to-ones, team meetings, and timely recognition help employees feel supported and reassure them that they are on the right path to reaching their goals.  The Culture by Design podcast is created by O.C. Tanner, the global leader in software and services that improve workplace culture through meaningful employee recognition.   If you want your organization to become a place where people can't wait to come to work in the morning, go to octanner.com. 

Employee engagement across Christian-led organizations has reached its highest level in 15 years. Yet nearly 4 in 10 employees still cannot bring their best to work each day. In this episode, Dr. Doug Waldo, Research Director and Senior Consultant at Best Christian Workplaces, explains what the 2026 State of the Christian Workplace Report reveals about trust in leadership, employee voice, and the organizational barriers that still limit engagement—and what leaders can do about them. You'll gain insight on: • why 61% engagement represents meaningful progress across Christian workplaces • how disengagement quietly reduces organizational capacity • the trust signals employees are looking for from leaders today • why giving staff a stronger voice improves engagement outcomes

What the hell is wrong with young men, and is there anything we can do to help? Max Borders joins us to diagnose the problem and offer a possible solution. Disclaimer: Max and James are starting a new project together. 00:00 Introduction and Overview 00:24 The 25th Amendment and Presidential Incapacity 04:05 Biden, Kamala Harris, and Political Responsibility 06:25 Gerald Ford, Nixon, and Presidential Stability 08:36 Gas Prices and the Federal Gas Tax Debate 11:56 Age Verification Laws and VPN Workarounds 15:52 Introduction to Max Borders and the Crisis Facing Young Men 19:06 Toxic Masculinity, Smartphones, and the Rise of the Manosphere 21:55 Role Models, Mentorship, and the Loss of Masculine Guidance 27:42 Feminization, Ambition, and the Balance Between Masculine and Feminine Virtues 33:08 Young Men, Dating Culture, and Social Withdrawal 38:49 Dating Apps, Workplaces, and the Decline of Real-World Relationships 42:53 Young Men Falling Behind in Education and Life 48:25 Parenting, Discipline, Trauma Culture, and Resilience 59:08 The Manosphere, Positive Masculinity, and the Chrysalis Project Learn more about your ad choices. Visit podcastchoices.com/adchoices

What the hell is wrong with young men, and is there anything we can do to help? Max Borders joins us to diagnose the problem and offer a possible solution. Disclaimer: Max and James are starting a new project together. 00:00 Introduction and Overview 00:24 The 25th Amendment and Presidential Incapacity 04:05 Biden, Kamala Harris, and Political Responsibility 06:25 Gerald Ford, Nixon, and Presidential Stability 08:36 Gas Prices and the Federal Gas Tax Debate 11:56 Age Verification Laws and VPN Workarounds 15:52 Introduction to Max Borders and the Crisis Facing Young Men 19:06 Toxic Masculinity, Smartphones, and the Rise of the Manosphere 21:55 Role Models, Mentorship, and the Loss of Masculine Guidance 27:42 Feminization, Ambition, and the Balance Between Masculine and Feminine Virtues 33:08 Young Men, Dating Culture, and Social Withdrawal 38:49 Dating Apps, Workplaces, and the Decline of Real-World Relationships 42:53 Young Men Falling Behind in Education and Life 48:25 Parenting, Discipline, Trauma Culture, and Resilience 59:08 The Manosphere, Positive Masculinity, and the Chrysalis Project Learn more about your ad choices. Visit podcastchoices.com/adchoices

Send us Fan MailMost HR advice misses the real secret to building thriving teams and it's not just about training or benefits. On this episode, leadership guru John shares a powerful, simple framework for transforming your workplace from the inside out.Discover how clarity, capabilities, and capacity can be the game-changers for your team's decision-making, motivation, and energy. John reveals how understanding and enhancing these three ingredients can lead to higher engagement, better decisions, and a more resilient workplace. He breaks down practical strategies like aligning team values with behavior norms, assessing resource gaps, and managing energy like a capacitor, so you can improve decision quality at every level.You'll learn why traditional HR tactics often fall short and how focusing on decision-making conditions can unlock hidden potential. Whether you're a manager, HR professional, or leader, this episode gives you the tools to foster a culture where employees are energized, aligned, and equipped to succeed. Don't settle for mediocre teams! Harness the power of these insights to make work better for everyone. Perfect for workplace leaders looking to elevate decision-making, engagement, and team dynamics. This is your blueprint for creating resilient, motivated, and high-performing teams. Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns. 

"Whatever you do, in word or deed, do everything in the name of the Lord Jesus." — Colossians 3:17Everyone wants strong, healthy relationships. We want marriages that are strong, not strained. Families that are peaceful, not painful. Workplaces that are enjoyable, not miserable.But here's the truth: we can't reflect Christ in our homes and relationships if we aren't first seeking Christ in our homes and relationships.As Psalm 127:1 reminds us, "Unless the Lord builds the house, its builders labor in vain."Today's message from Colossians 3:18–4:1 challenges us with a powerful big idea:Don't just receive Christ in your heart — reflect Christ with your life.

Navigating male-dominated and corporate spaces as a Latina, Gabby Toro-Rosa shares her personal playbook for “camouflaging” in environments not originally designed for her and the lessons learned from a decade in the boardroom. This episode goes beyond career advice, unpacking practical ways to decode invisible rules, manage power dynamics, and lead authentically without losing your cultural identity.The Art of Camouflage: Gabby describes how adapting her behaviour, humour, and openness creates safety and opportunity in different professional cultures, especially when moving between US, Puerto Rican, and Mexican contexts.Decoding Power Dynamics: The conversation covers how observing nonverbal cues, reading the room, and using silence strategically are more powerful than trying to always speak up or "take up space."Questions vs. Sharing: Gabby explains that asking questions rather than divulging personal information can protect you in transactional corporate environments, especially as a woman.Mentorship and Emotional Intelligence: Emphasizing the importance of guiding the next generation, Gabby discusses how emotional intelligence and self-regulation can outweigh technical skills or IQ.Authenticity and Growth: As her confidence and experience grew, Gabby reflects on the transition from camouflaging to bringing more of her authentic self to the workplace, mentoring others to do the same while creating healthier, more inclusive spaces.TLDR: Succeeding in boardrooms and male-dominated industries isn't about mimicking the majority—it's about understanding subtle cues, protecting your story, and leading from your core values. Gabby Toro Rosa shows that true power comes from self-awareness, intentional adaptation, and supporting others on the path to authentic leadership.Thank you for listening!If this episode inspired you, please screenshot and share it on social media—be sure to tag @meganswanwellness so we can cheer you on. Your support means the world!Connect with Megan SwanInstagram: http://www.instagram.com/meganswanwellnessLinkedIn: http://www.linkedin.com/in/megan-swan-wellnessWebsites: www.meganswanwellness.com + https://altavitahealth.ca/Subscribe to my Substack: ⁠⁠https://meganswan.substack.com/⁠⁠Connect with Gabby Toro-RosaLinkedIn: https://www.linkedin.com/in/gabbytororosa/Keywordscorporate America, Latina leadership, power dynamics, nonverbal cues, corporate boardrooms, male-dominated spaces, camouflaging, professional identity, cultural differences, mentorship, emotional intelligence, professional boundaries, transparency at work, gossip in workplace, communication styles, dress code, fashion in business, confidence, leadership spectrum, investor relations, work-life balance, values alignment, gender bias, women in leadership, workplace anxiety, meditation, self-regulation, professional networking, career advice, personal branding

Explore Part 3 of the Trachtman Lecture as Haley Moss shares practical strategies to build inclusive workplaces and support neurodiverse individuals. The American College of Trust and Estate Counsel, ACTEC, is a professional society of peer-elected trust and estate lawyers in the United States and around the globe. This series offers professionals best practice advice, insights, and commentary on subjects that affect the profession and clients. Learn more in this podcast.

Over 1200 people were packed into the Iowa Governor's Prayer Breakfast this year. One of the things I appreciate most about this event each year is that there are no denominational turf battles. Instead, it is an event for the capital C church. In John 17:20-21, Jesus said, “I pray also for those who will ... The post Workplaces Free of Denominational Battles appeared first on Unconventional Business Network.

What's next for DEI? Since taking office, President Donald Trump has signed a series of executive orders to reverse federal policies around diversity, equity and inclusion. The most recent order signed last month prohibits DEI activities in private companies that contract with the federal government. Some states have also passed anti-DEI legislation and many private companies have pulled back on diversity initiatives. So, where does this leave efforts to create workplaces that are more inclusive and fair? MPR News host Angela Davis and her guests talk about how DEI is evolving and what it takes to create workplaces that work for everyone. Guests: Stacey Gordon is the founder of Rework Work, a leadership strategy and consulting firm, and author of “UNBIAS: Addressing Unconscious Bias at Work.” They are based in Edinburgh, Scotland.Lily Zheng is a consultant based in the San Francisco Bay Area who works with leaders to create inclusive workplaces. They are also the author of several books, including "DEI Deconstructed," "Reconstructing DEI" and "Fixing Fairness." Milton Dodd is the executive director of the Forum on Workplace Inclusion, a Minneapolis conference on May 27-28 for organization leaders, human resource managers, Employee Resource Group (ERG) leaders and others working on issues related to diversity, equity and inclusion. Dodd is also president of Infinity Systems, a Minneapolis consulting company specializing in organizational alignment and inclusive workplace cultures. Amid DEI backlash a liberal and a conservative Minnesotan seek common ground Subscribe to the MPR News with Angela Davis podcast on: Apple Podcasts, Spotify or RSS.Use the audio player above to listen to the full conversation. 

In this Resilience Unravelled episode, Russell Thackeray interviews Australia-based Dr. Rosina McAlpine, a PhD educator and former academic, about supporting working parents and raising resilient children.MacAlpine describes her shift from business-school research to parenting after facing conflicting newborn advice, leading her to write Inspired Children and develop Win Win Parenting.She contrasts parenting styles—authoritarian, authoritative (best outcomes), laissez-faire, and neglectful—emphasising that authoritative parenting teaches values, empathy, and resilience. She outlines her practical “SEE” framework: Stop (self-regulate), Empathise (connect), Educate (teach life skills).The conversation links parenting and leadership, discusses workplace equity versus resentment, gender inequality and lack of support after parental leave, and Australia's new minimum age for social media to reduce harms like bullying, anxiety, and body-image issues. MacAlpine's website offers resources and programs for leaders to build family-friendly cultures.00:00 Welcome And Introductions00:49 Reina Mission And Background02:47 Doctorate And Pivot To Parenting03:12 Parenting Styles Explained07:41 Parents As Family Leaders08:58 Workplace Wellbeing Gaps11:22 No Parenting Training Problem14:23 See Method Stop Empathise Educate18:48 Workplace Parenting Boundaries22:06 Non Parents And Support Debate24:35 Work Stress Spillover25:21 Equity Not Parental Perks27:39 Fairness Conflicts and Rosters28:37 Practical Equity Tweaks30:22 Gender Equality Reality Check31:05 Motherhood Career Penalty35:23 Women Supporting Women36:50 Parenting Values and Competition39:31 Social Media Age Ban41:32 Building Resilience and Literacy44:02 Win Win Parenting Mission45:50 Closing Thanks and WrapYou can contact us at info@qedod.comResources can be found online or link to our website https://resilienceunravelled.com#resilience, #burnout, #intuition