Podcasts about workplaces

This episode of the IHSA Safety Podcast discusses how workplace health and safety research is being translated into practical tools that employers and workers can use to improve safety outcomes across Ontario, and features Rod Cook, Vice President of Workplace Health and Safety Services at WSIB, and Dr. Amin Yazdani, President of the Canadian Institute for Safety, Wellness and Performance (CISWP).Rod shares how the WSIB is investing in research and partnerships to better understand the root causes of workplace injuries and support prevention-focused solutions across sectors. Dr. Amin explains how CISWP's applied research approach brings data collection directly to job sites through mobile labs and advanced technologies, helping generate insights based on real working conditions.Together, they discuss how research findings are being translated into practical, accessible tools that employers can use to strengthen their health and safety programs. They highlight the importance of collaboration between organizations, researchers, and industry in driving meaningful improvements in workplace safety, and explain how employers, supervisors, and health and safety professionals can use research-informed tools and resources to support safer workplaces.Free resourcesWSIB Health and Safety Excellence ProgramWorkplace Safety and Insurance Board (WSIB)WSIB Online ServicesCanadian Institute for Safety, Wellness and Performance (CISWP)CCOHS Business Safety PortalSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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?

Send us Fan MailIn the tenth episode of That Workplace Experience Podcast, host Dan Moscrop visits Francis House with Becky Spenceley-Kerr and Adam Phillips, Design Directors at Gensler, to explore how workplace design can create a destination people genuinely want to return to.Download the Workbook and watch the episode to see the spaces in full.Joined by Becky and Adam, Dan explores the transformation of Edelman's London headquarters, a former Victorian warehouse reimagined as a vibrant workplace designed around culture, creativity and human connection. Together, they discuss how workplace strategy, culture and experience shaped every design decision, long before a building was even selected.The conversation explores the idea of the workplace as a destination rather than an obligation, creating a variety of spaces that support different personalities, working styles and emotional needs. From hospitality-inspired client areas and collaborative hubs to quiet focus spaces and hidden retreats, Becky and Adam share how choice, wellbeing and human-centred design became central to the project.The episode also touches on hybrid working, neurodiversity and adaptive reuse, exploring why character-rich buildings can offer more meaningful workplace experiences. Becky and Adam reflect on how the most successful workplaces are those that support culture, encourage connection and give people a reason to come together.Video production and camera: Calum LindsayCamera: Miguel Santa ClaraIllustration: Phoebe Gitsham

In this episode of High Velocity Radio, Lee Kantor interviews Sacha Thompson, founder of The Equity Equation, a Washington, D.C.-based consultancy. Sacha shares how she helps organizations build psychologically safe, authentic workplace cultures by focusing on behaviors and outcomes rather than jargon. She discusses common challenges like leadership-employee misalignment, lack of transparency, and values incongruence. […]

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

Awareness of neurodiversity has grown, but understanding still has a long way to go.Too many workplaces still rely on narrow ideas of what neurodivergence is supposed to look like, who gets recognised, and who gets support. That leaves a lot of people misunderstood, missed entirely, or expected to fit a picture that was never built with them in mind.Dr Chloe Farahar brings a much more nuanced lens to this, from observer bias in diagnosis and recognition to the role of race, gender, culture, and environment in shaping who gets seen. We also explore why the traditional idea of the spectrum falls short, and what a more useful understanding could look like instead.A valuable listen for anyone who wants to move past basic awareness and think more carefully about what meaningful neuroinclusion really requires.Highlights:(01:18) Why awareness still isn't the same as understanding(12:20) What polyennic communication can look like in practice(28:30) Why the traditional spectrum model falls short(39:30) Chloe's three-dimensional autistic space explained(48:20) What workplaces need to do differently right now(01:05:24) Five steps towards a more neuroinclusive workplaceLinks mentioned in this episode:Aucademy: https://aucademy.co.uk/ Building your Autistic profile: https://aucademy.co.uk/building-your-autistic-profile-brief-starting-page/ NHS Inclusive Workplace Plan template: https://www.cwp.nhs.uk/application/files/8017/3348/3604/Employment_checklist_-_Nov_2024__1.pdf Enna Global - Helping forward-thinking companies attract, recruit and retain neurodivergent talent: https://enna.org/ Connect with us here:Website: https://aurorawellnessgroup.co.uk/Ngozi: https://www.linkedin.com/in/ngozi-weller-aurora/Obehi: https://www.linkedin.com/in/obehi-alofoje-psychologist-aurora/Aurora Company Profile 2025Book a Call here: https://aurorawellnessgroup.co.uk/#book-meeting

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. 

Today's graduates are doing everything “right”—earning degrees, building credentials—yet many still struggle to land their first job. Meanwhile, employers are searching for talent that can contribute from day one. So what's missing? Alexandra Levit explores the widening gap between what schools teach and what workplaces demand. She makes the case for work-based learning as a critical bridge. It's time to rethink how we prepare people for work—and what “ready” really means.Working on Purpose is broadcast live Tuesdays at 6PM ET and Music on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Working on Purpose is viewed on Talk 4 TV (www.talk4tv.com).Working on Purpose Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.Become a supporter of this podcast: https://www.spreaker.com/podcast/working-on-purpose--2643411/support.

What are the implications of legalized marijuana for workplaces that require employees to be drug-free? That's the topic of the next meeting of the Hancock County Safety Council (at 12:44) --- From the President's summit in China to the ongoing conflict in Iran... Senator Jon Husted joins us to discuss the issues of the day (at 22:11) --- What's Happening: We get an update on what's new as we head into the summer season from the Findlay Family YMCA (at 48:22)

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

In this episode of The Lateral Dialogues, we explore how physical workplaces shape organizational life far beyond layout and design. We host Dr. Rob Fitzpatrick, researcher and organizational consultant, and we dive together into how space reveals culture, influences behavior, and evokes powerful emotional responses. From the idea of the workplace as a “sense of home” to the often-overlooked shadow culture present in every organization, we examine how environments carry meaning—both visible and hidden. Our conversation also reflects on hybrid work, post‑COVID shifts, and why thoughtfully designed spaces alone cannot change culture without deeper organizational work. Through compelling examples and practical insights, this episode invites leaders and practitioners to “listen” more closely to their workplaces and engage in a more reflective, human-centered dialogue about space, belonging, and productivity.   Dr. Rob Fitzpatrick bio: https://www.linkedin.com/in/dr-rob-fitzpatrick-20866733/   The Lateral Space: https://www.thelateralspace.com/  

Serena Low sits down with leadership expert Megumi Miki to explore what it means to be a quietly powerful leader — and why organisations in Australia and beyond can no longer afford to overlook quiet talent.Megumi is the award-winning author of Quietly Powerful: How Your Quiet Nature is Your Hidden Leadership Strength and a leadership, culture, and diversity consultant with over 20 years of experience. In this episode, she challenges the outdated “hero leader” model and reveals how spaciousness, presence, and humility are reshaping what effective leadership looks like in today's uncertain world.Who This Episode Is ForThis conversation is essential listening for:Introverted professionals in Australian workplacesQuiet achievers aspiring to senior leadershipLeaders who feel exhausted by performative confidenceOrganisations wanting to cultivate inclusive leadershipAnyone navigating visibility without sacrificing authenticityWhat You'll Learn in This Episode1. Why the “Hero Leader” Model Is Failing Organisations2. The Three Attributes of Quietly Powerful Leaders3. Why Asking the Right Question Is More Powerful Than Having the Right Answer4. The Danger of Boxing Yourself In as an Introvert5. What Organisations Must Do to Stop Wasting Quiet TalentQuietly Powerful Leadership CardsIn addition to her book, Megumi has created Quietly Powerful Leadership Cards — tangible, accessible tools designed to spark reflection and practical leadership growth.Connect with Megumi MikiYou can explore Megumi's book, leadership programs, interviews, and Quietly Powerful resources through her official website https://megumimiki.com/.Work with SerenaIf you're an introverted woman leader ready to become more visible and influential without performing extroversion, I invite you to apply for a SEEN Executive Calibration. 45 minutes via Zoom. Diagnostic, not selling. Root causes, not symptoms.Apply HERE.Connect with Serena Low at serenalow.com.au. Loved this episode? Leave a review - it helps other Quiet Warriors find the show.This episode was edited by Aura House Productions

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.

Welcome to Our Agile Tales as we start off this new season with Rich Sheridan, founder, CEO and chief story teller at Menlo Innovations.Aside from founding and leading Menlo Innovations, Rich is also the author of the bests-selling books, Joy Inc. and Chief Joy Officer, whose message is that joy is essential to productivity and profitability in the workplace. Rich recounts his journey from early programming success and a rapid rise to VP to feeling despondent amid chaotic, late, over-budget software delivery, which sparked a search for better ways to organize people. He defines workplace joy as externally focused delight in serving end users, distinct from perks or simple happiness. He describes an “aha” moment when his eight-year-old daughter observed that no one could make decisions without him, revealing a hero-based organization, and a “click” moment in 1999 influenced by Kent Beck's Extreme Programming Explained, IDEO's Nightline segment, and meeting his co-founder, James Goebel.Rich details early resistance to pair programming, how experiments and a “Java factory” open-room approach shifted behavior, and how the internet bubble burst led him to found Menlo Innovations in 2001. He explains how IBM tours and a conference invitation launched his storytelling and how Edison's Menlo lab inspired Menlo's name, concluding that the risk of change was less than the risk of staying the same.Key topics and timestamps:00:00 Welcome to Our Agile Tales00:22 Meet Rich Sheridan02:30 From Programmer to Burnout05:53 Defining Joy at Work08:21 Aha Moment Leadership Shift10:36 Click Moment XP and IDEO12:53 Pairing Experiment Begins15:54 Java Factory Culture Change19:19 Menlo Innovations Is Born20:59 Joyful Workdays No Overtime22:38 Tour Guide to Storyteller28:04 Risk of Change vs Staying30:05 ClosingAbout Rich SheridanRich Sheridan is the CEO and Chief Storyteller at Menlo Innovations and the best-selling author of Joy Inc. and Chief Joy Officer. He has spent years traveling across four continents and nearly 20 countries, helping organizations rethink not just how they work, but how it feels to be part of them. His core message is simple: joy isn't optional—it's essential to productivity, profitability, and real team energy.Rich's ideas have been featured in Forbes, Inc., NPR, and Harvard Business Review. What sets him apart is that he's been living these principles for over 20 years at Menlo, the company he co-founded in Ann Arbor, Michigan—now known worldwide for its uniquely joyful culture.Follow Rich Sheridan at: https://www.linkedin.com/in/menloprezMusic: https://www.purple-planet.comVisit us at https://www.ouragiletales.com/about

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. 

Michelle Dickinson, a mental health advocate and TED speaker, challenges traditional workplace culture by emphasizing emotional well-being, resilience, and self-leadership . Her work highlights a critical shift:

Welcome back to Blended! Today, we're talking about intersectionality.  This is something that comes up a lot as part of our conversations here on Blended. But often it's when we're really exploring personal identities and sharing our experiences. And, the more we dive into the workplace, the more the nuance of intersectionality tends to disappear. There's an ERG for this type of person, a policy for that type – but what if you're both? When it comes to understanding the complexity of human identity, corporate is still lagging behind. But, in a climate where DEI is being eroded altogether, how can businesses put a focus on intersectionality – and why is it actually important? IN THIS EPISODE: [00.59] Introductions to our Blended panelists.   ·         Jodi – Founder and CEO at NIARA Consulting ·         Marjorie – Director of Community at Exos, Founder and Principal Strategist at Community by Association, and podcast host ·         Eileen – Founder and CEO at Apex Tide Consulting ·         Dr Dequies – Founder and CEO at We Suite Women's Empowerment Consulting and Associate/Adjunct Faculty in organizational development and leadership  "I'm black and biracial so I've always lived between two identities… I live this topic every day and I see how it has, and has not, changed across cultures and communities." Jodi [12.51] The group share their personal experiences and examine what intersectionality means to them.   "Intersectionality is every identity that you carry, and it doesn't always look like a textbook definition. As a person in academia, I can say a lot about what the research may say. But, for me, it's not just my gender, race or sexuality… Everything plays a role in how I show up." Dr Dequies "It's also your life experiences and how you've had to navigate the world. Intersectionality includes all of the challenges you've had to overcome, the successes you've seen, the experiences you've gained… It's a rich ecosystem." Marjorie Identity Personal values/ethics  Layered approach Life experiences/how you've navigated the world Personal challenges and successes   Asking questions Having deeper conversations Code switching Culture Socio economics Expectations Safety Subjective Diversity Judgement Labels "It's the reality that we don't experience identity in siloes. We experience it all at once... So when organizations try to simplify identity into neat categories for ERGs, where do you go?" Jodi "The best visual is the iceberg. So much of a human is below the waterline, but we only see a little bit… We fall into the trap of judging people by that bit… And if we look at humans through only one lens, we miss the truth of their experience." Eileen   [32.03] The panel discuss how intersectionality interacts with bias, personally and professionally.    "Ambiguity doesn't remove bias. It creates another form of it." Jodi Cultural norms Relatability Assumptions/perception External similarities do not necessarily equal shared experiences Projection Ambiguity Bias in AI Triggers Conscious/unconscious Weaponized incompetence Accountability Upbringing – how do you break the cycle? Choice "Bias isn't just interpersonal. It can be structural, organizational, or technological… If our systems aren't designed with intersectionality in mind, they can replicate or amplify old inequities – but at a larger scale." Eileen  

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

A workplace drug testing service is urging employers to review their drug and alcohol policies, with new data showing a jump in opioid detection. Chief Executive of the Drug Detection Agency, Glenn Dobson spoke to Ingrid Hipkiss.

What really brings people back to work? It is not just better furniture, trendy perks, or a polished office. It is trust, energy, and the human experience behind the data. ✨ In this replay episode, Kristi sits down with Sam Julka and Meghan Tooman, the founder and co-owner duo behind Doris Research, to unpack how workplace "vibes" are actually built. With Sam's qualitative lens and Meghan's quantitative expertise, they explore why leaders miss the mark when they focus only on numbers, why culture cannot be created without people, and how curiosity can reveal the real barriers holding teams back. From return-to-office tension to the power of "sitting in the ick," this conversation is a fresh reminder that people-first leadership starts with listening. If you want to create a workplace where people thrive, this one will challenge how you think about data, design, trust, and connection.   Additional Resources: Connect with Sam on LinkedIn Connect with Meghan on LinkedIn Learn more about Doris Research Subscribe to Kristi's YouTube for more Vibecast content! Learn more about Skutvik Consulting Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Key Takeaways: Vibes come from values, behaviors, beliefs, and human energy. Data without insight leaves leaders asking why. Trust issues often get mislabeled as space problems. Curiosity unlocks barriers leaders cannot see themselves. Simple changes can create meaningful workplace transformation.  

How family-friendly are businesses in Louisiana? The Best Place for Working Parents will recognize employers that have family-friendly policies…policies that can also boost a business's bottom line. We get the details from Alex Cory, the Outreach & Partnerships Manager for the Louisiana Policy Institute for Children.

Founder and creative professional Preston Zeller joins me to unpack a conversation most workplaces avoid—but everyone eventually faces: grief, and how it reshapes the way we work, lead, and live.This episode starts with a moment that changes everything. In early 2019, Preston lost his brother unexpectedly to a drug overdose. At the same time, he was navigating intense professional pressure during a major company merger, supporting a young family, and trying to function in environments that had no real framework for processing loss.What follows isn't a polished narrative—it's a raw look at what happens when your internal world collapses while external expectations keep moving.We explore the disconnect between how grief actually works and how culture expects it to work. It doesn't follow timelines. It doesn't resolve neatly. And it doesn't stay separate from your performance, your relationships, or your identity.Preston shares how this experience forced him to confront emotional suppression, anger, and the limits of “pushing through.” Instead of defaulting to distraction through work, he committed to a daily creative practice—painting every day for a year—as a way to process what couldn't be verbalized.That process became more than personal therapy. It evolved into a documentary, a framework for self-reflection, and ultimately a shift in how he led teams and approached empathy in the workplace.We also dig into a reality most leaders don't want to confront: people don't leave their personal lives at the door. Grief, trauma, and emotional strain show up in productivity, decision-making, and team dynamics—whether acknowledged or not.Ignoring it doesn't protect performance. It erodes it.This is a candid conversation about loss, emotional awareness, creative processing, and what it actually means to support people—not just as employees, but as humans navigating difficult realities.TL;DRGrief doesn't follow a schedule—and it doesn't stay outside of work.Emotional suppression shows up as anger, burnout, or disconnection.Creative expression can process what logic can't.“Pushing through” often delays—not resolves—pain.Empathy in leadership isn't soft—it's practical.People don't need solutions in grief—they need space and presence.Workplaces that ignore human realities pay for it in performance.Memorable Lines“Grief isn't one emotion—it's all of them at once.”“You can't schedule when something hits you—but you can choose how you process it.”“People at work aren't distracted—they're carrying something.”“Empathy isn't fixing—it's being willing to sit in it.”“What you don't process doesn't disappear—it leaks.”GuestPreston Zeller — Creative professional, former Chief Growth Officer, and abstract artistCreator of a year-long painting project and documentary exploring grief, emotion, and creative processingWhy This MattersMost organizations are built for output, not reality. But reality always wins.Loss, stress, and emotional strain don't pause for deadlines or KPIs. Leaders who understand this—and adapt—build stronger teams, deeper trust, and more sustainable performance.For founders, operators, and executives, this episode reframes empathy as a strategic advantage. Not because it feels good—but because it works.The goal isn't to eliminate hardship. It's to build systems—and people—capable of carrying it without breaking. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.dougutberg.com

Big thanks to Cisco for sponsoring this video and sponsoring my trip to Cisco Live Amsterdam 2026. Join David as he sits down with Cisco's Dave West (SVP, Global Specialists), to unpack the technical reality behind the OneCisco platform. Dive deep into how Cisco is transitioning from traditional networking into a platform-centric powerhouse that seamlessly integrates secure networking, AI, and cybersecurity. This discussion explores the convergence of networking and security through the Splunk acquisition, the infrastructure of AI-ready data centers powered by NVIDIA's Spectrum X and NVLink, and the rollout of agentic operations. Discover how micro-segmentation, Zero Trust access, and hybrid cloud solutions are solving the complexities of modern, distributed workforces. Whether you are managing on-premise infrastructure, hybrid environments, or preparing your network for the AI revolution, this deep dive covers the essential reference architectures and visibility tools you need to secure your enterprise. // Dave West's SOCIAL // LinkedIn: / dave-west1 // David's SOCIAL // Discord: discord.com/invite/usKSyzb Twitter: www.twitter.com/davidbombal Instagram: www.instagram.com/davidbombal LinkedIn: www.linkedin.com/in/davidbombal Facebook: www.facebook.com/davidbombal.co TikTok: tiktok.com/@davidbombal YouTube: / @davidbombal Spotify: open.spotify.com/show/3f6k6gE... SoundCloud: / davidbombal Apple Podcast: podcasts.apple.com/us/podcast... // MY STUFF // https://www.amazon.com/shop/davidbombal // SPONSORS // Interested in sponsoring my videos? Reach out to my team here: sponsors@davidbombal.com // MENU // 0:00 - Coming Up 0:14 - Introduction 01:07 - Cisco as a Platform Company 02:26 - Interest in AI 03:14 - Cybersecurity Today 04:18 - What is One Cisco? 08:27 - The Workplaces of Tomorrow 09:58 - Secure Networking as the Foundation 12:38 - The Complexity of Secure Networking 13:46 - A Journey of One Cisco 14:23 - Outro Please note that links listed may be affiliate links and provide me with a small percentage/kickback should you use them to purchase any of the items listed or recommended. Thank you for supporting me and this channel! Disclaimer: This video is for educational purposes only. #cisco #onecisco #ai

This is Episode 1 of our NEW 5-part series: The Leadership Crisis Killing Your Business (And What To Do About It) THE WAKE-UP CALL YOU NEED TO HEAR: 80% of workplaces are toxic. And it's not about pay. It's about leadership. If you're the only one who cares, if your team does the minimum, you don't have a people problem. You have a leadership systems problem. This episode is your mirror moment. WHAT YOU'LL DISCOVER: • Why toxic culture is 10x more predictive of turnover than compensation (MIT Sloan study of 1.4 million reviews) • The real reason you lose it with your team (and what happens the moment you snap) • Why only 23% of employees are actually engaged, meaning 7 out of 10 are just phoning it in • What Gen Z really wants (and why your reputation as a leader is now public and permanent) • The personal cost: sleepless nights, strained relationships, the $7/hour trap of working 80 hours in a million-dollar business • Real stories: How Amanda got her evenings back and David lost 20 pounds while growing revenue THE STATS THAT SHOULD TERRIFY YOU: • 78.7% say poor leadership is what makes workplaces toxic • 75% say their manager is the most stressful part of their day • Disengaged employees cost the U.S. $550 billion annually • Only 35% of Gen Z feel their boss shows empathy THE FIVE-QUESTION MIRROR TEST: 1. Do I redo work I delegated because it wasn't done right? 2. Am I the only one who understands the vision? 3. Do I avoid feedback to dodge drama? 4. Does my team wait for me to decide everything? 5. Do I feel guilty taking time off? Yes to 2 or more? You're the bottleneck. **BEST QUOTES:** "You don't yell because you're mean. You yell because you're maxed out and the system is broken." "Disengagement is often a rational response to dysfunction." "Are you leading a business or are you the bottleneck?" **COMING NEXT:** Episode 2: The Five Leadership Failures That Make Good People Quit (and exactly how to fix them) READY TO STOP BEING THE BOTTLENECK? This is episode 1 of a 5-part series that leads to the Bulletproof COO solution. More about that coming soon! Subscribe now so you don't miss anything...

Dive into Episode #165 of the Psych Health and Safety USA Podcast, featuring host Dr. I. David Daniels, PhD, CSD, VPS, and special guest David Shapiro, a cultural anthropologist and sociologist who will share about the concept of Recovery Friendly Workplaces. A recovery-friendly workplace is an organization that actively supports employees in recovery from substance use disorders (SUDs) by fostering a safe, stigma-free environment and providing access to resources that promote long-term health, employment stability, and community well-being. Mr. Shapiro is not only a nationally recognized expert on the concept of recovery-friendly workplaces, but also, based on his lived experience, an advocate for workplaces that focus on treating substance use disorders and the people living with them in the same way they would treat someone with a medical condition.

What happens when unforgiveness quietly shapes your workplace culture? In this episode of Called to Flourish, Tara VanderSande, Senior Engagement and Talent Consultant at Best Christian Workplaces, explores why forgiveness is not just a personal spiritual practice—but a leadership discipline that directly impacts trust, innovation, and organizational health. Drawing from engagement survey data, Scripture, and real-world leadership experience, Tara explains how unresolved offenses create fear, secrecy, and disengagement within teams. This conversation offers practical and spiritual guidance for leaders who want to build cultures marked by humility, accountability, and freedom. You'll gain insight on: • How unforgiveness affects trust and collaboration • The difference between forgiveness and reconciliation • How leaders balance grace with accountability • Practical rhythms for building awareness and addressing offense

 There was a time when our guest was a diversity skeptic.  He actually believed that Justice Clarence Thomas’s thinking on the matter had some validity.  Then he began to explore the history of the concept and became a true admirer of the benefits that diversity brings to academic settings, the workplace, science laboratories and all manner of activity.  From that he began a thoughtful examination of the science behind the benefits of having previously excluded groups as part of the conversation and decision-making process.  And while some argued that simply by using the Socratic Method of challenging convention you could get enough diverse opinions, he began to recognize, as other scholars like Wilhelm von Humboldt and John Stuart Mill did in the 19th century and Charles Eliot, Archibald Cox and Lewis Powell did in the 20th century, that you actually needed people with different backgrounds and life experiences to provide the rich diversity of thought that resulted in better scholarship and outcomes.  America’s adaption of diversity in action over the last 50 years seemed to suggest we understood that, so now why the backsliding?  We discuss this all today with Berkeley law professor, David Oppenheimer.  He is the author of the new book, “The Diversity Principle: The Story of a Transformative Idea.”

In this timely and important episode, Craig sits down with Lily Zheng, one of today's leading voices on workplace transformation, to tackle the challenges and evolution of DEI. Lily brings both research-backed frameworks and real-world pragmatism, reflecting on how shifting from DEI to FAIR offers a practical way through current backlash and confusion.Lily's refreshing candor provides a thought-provoking and valuable frame to the conversation. They don't shy from complexity, but treat hesitancy, fear, and failure as necessary parts of meaningful progress.The episode is filled with practical advice, including tying every initiative to a real business problem, focusing on behaviors not buzzwords, and the need for every leader to own the responsibility for inclusion. Technology's double-edged role is candidly discussed, warning leaders that AI will multiply both strengths and flaws.At its core, this episode asks: how do we actually do better? Lily urges leaders to focus on “atomic units” of behavioral change, reminding us that real progress is messy, ongoing, and built one intentional action at a time.What You'll Learn- The power and pitfalls of language in DEI work.- Navigating the politicization of inclusion.- Let data—not dogma—drive your priorities- Move beyond ‘admiring the problem': Replacing performative acts with real progress.- Redefining representation: Beyond the numbers.- Technology & AI: A double-edged sword.- The power of atomic units of change.Podcast Timestamps(00:00) - Introduction to Lily Zheng and the Origin of the Book(08:00) - Reframing DEI: Why Focus on Fairness?(14:41) – Lessons in Leadership: DEI Backlash(20:34) - From Performative to Problem-Solving DEI(25:15) - Systemic Change & Diversity Leadership(35:55) - Representation vs. Quotas and Building Trust(43:04) - Technology, AI & Fairness Risks(48:38) - FOFO: Fear of Finding Out and Organizational Reality(56:14) - The Atomic Unit: Driving Change Through BehaviorsKEYWORDSPositive Leadership, Fairness, DEI, Inclusion, Equity, Representation, Organizational Change, Systemic Change, Workplace Culture, Diversity, Performative DEI, Accountability, Unconscious Bias Training, Artificial Intelligence, Politics, Cultural Transformation, CEO Success

The wound between women is not just interpersonal. It is neurobiological, historical, and deeply rooted in systems that were designed to divide us. In this episode, Jennifer Wallace and Elisabeth Kristof are joined by Dr. Lovey Bradley, Msc.D., NSI certified practitioner, BrainBased facilitator, and facilitator of the NSI BIPOC Affinity Group, whose work sits at the intersection of female hormone health, nervous system regulation, and somatic approaches to trauma. Together, they go deep on one of the most underexplored dimensions of collective healing: the feminine wound, and specifically the racial fracture at its root. Lovey shares her own experience of dissociation in a predominantly white healing space during her NCAI certification, and what that revealed about epigenetic nervous system patterns that have nothing to do with individual will and everything to do with what our bodies have inherited and learned to expect. Jennifer and Elisabeth reflect honestly on their own experiences, including what it takes for white bodied women to pause, stop fixing, and actually listen without collapsing into shame or urgency. The conversation also traces the science behind why relational stress hits the female nervous system so hard, why oxytocin can amplify threat as much as it buffers it when relationships are unsafe, and how chronic cortisol dysregulation suppresses progesterone and drives the health outcomes so many women are navigating. Topic Include: Why the feminine wound cannot be fully healed without naming its racial roots How the nervous system adapts to chronic relational threat in female coded spaces What social baseline theory tells us about why disconnection between women is a physiological load, not just an emotional one How early experiences of exclusion, relational aggression, and peer victimization become nervous system prediction patterns in adulthood Why oxytocin amplifies relational stress when social environments are unsafe How high cortisol suppresses progesterone and drives inflammation, infertility, and hormonal dysregulation What it looks like for white bodied women to stay present without defaulting to shame, urgency, or over-repair Why healing within cultures must precede healing across them What a real path forward looks like, starting at the individual level Chapters 0:00 - Why Racial Trauma Is the Root We Are Not Talking About 1:05 - Welcome: The Feminine Wound Through a Nervous System Lens 3:48 - Introducing Dr. Lovey Bradley and Why This Conversation Matters 7:00 - How the Sister Wound Shows Up in Friendships, Workplaces, and Healing Spaces 10:21 - Dr. Lovey's Personal Story: Dissociating in a Predominantly White Healing Space 17:11 - Social Baseline Theory and the Neurobiology of Relational Disconnection 24:54 - The Historical Root: White Women, Racial Hierarchy, and the Fractured Sisterhood 27:26 - What It Takes for White Bodied Women to Listen Without Collapsing 34:14 - Colorism, Division Within Cultures, and Where Trust Has to Begin 43:08 - Early Developmental Roots: How Relational Threat Shapes the Nervous System 46:52 - Oxytocin, Cortisol, Progesterone, and the Female Hormone Connection 49:56 - A Path Forward: Building Trust One Relationship at a Time Ways to Engage with Neurosomatics: Neurosomatic Intelligence is now enrolling : https://neurosomaticintelligence.com/nsi-certification Join us for a two week trial of neurosomatic practices at rewiretrial.com Free BrainBased neurosomatic workshop for entrepreneurs at rewirecapacity.com Sacred Synapse: an educational YouTube channel founded by Jennifer Wallace that explores nervous system regulation, applied neuroscience, consciousness, and psychedelic preparation and integration through Neurosomatic Intelligence.  Wayfinder Journal: Track nervous system patterns and support preparation and integration through Neurosomatic Intelligence. Learn to work with Boundaries at the level of the body and nervous system at https://www.boundaryrewire.com   Resources that inform this episode: Coan, James A., Hillary S. Schaefer, and Richard J. Davidson. "Lending a Hand: Social Regulation of the Neural Response to Threat." Psychological Science, vol. 17, no. 12, 2006, pp. 1032–1039. Crick, Nicki R., and Jennifer K. Grotpeter. "Relational Aggression, Gender, and Social-Psychological Adjustment." Child Development, vol. 66, no. 3, 1995, pp. 710–722. Holt-Lunstad, Julianne, Timothy B. Smith, and J. Bradley Layton. "Social Relationships and Mortality Risk: A Meta-Analytic Review." PLOS Medicine, vol. 7, no. 7, 2010, e1000316. Miller, Jean Baker. Toward a New Psychology of Women. Beacon Press, 1976. Wellesley Centers for Women ed., 2012. Prinstein, Mitchell J., et al. "Peer Victimization, Friendship, and the Stress Response." Development and Psychopathology, vol. 17, no. 4, 2005, pp. 1017–1038. Rimé, Bernard. "Emotion Elicits the Social Sharing of Emotion: Theory and Empirical Review." Emotion Review, vol. 1, no. 1, 2009, pp. 60–85. Shamay-Tsoory, Simone G., and Ahmad Abu-Akel. "The Social Salience Hypothesis of Oxytocin." Biological Psychiatry, vol. 79, no. 3, 2016, pp. 194–202. Taylor, Shelley E., et al. "Biobehavioral Responses to Stress in Females: Tend-and-Befriend, Not Fight-or-Flight." Psychological Review, vol. 107, no. 3, 2000, pp. 411–429. Taylor, Shelley E. "Tend and Befriend: Biobehavioral Bases of Affiliation under Stress." Current Directions in Psychological Science, vol. 15, no. 6, 2006, pp. 273–277. Tedeschi, Richard G., and Lawrence G. Calhoun. "Posttraumatic Growth: Conceptual Foundations and Empirical Evidence." Psychological Inquiry, vol. 15, no. 1, 2004, pp. 1–18. Uchino, Bert N. "Social Support and Health: A Review of Physiological Processes Potentially Underlying Links to Disease Outcomes." Journal of Behavioral Medicine, vol. 29, no. 4, 2006, pp. 377–387. Disclaimer: Trauma Rewired podcast is intended to educate and inform but does not constitute medical, psychological or other professional advice or services. Always consult a qualified medical professional about your specific circumstances before making any decisions based on what you hear. We share our experiences, explore trauma, physical reactions, mental health and disease. If you become distressed by our content, please stop listening and seek professional support when needed. Do not continue to listen if the conversations are having a negative impact on your health and well-being. If you or someone you know is struggling with their mental health, or in mental health crisis and you are in the United States you can 988 Suicide and Crisis Lifeline. If someone's life is in danger, immediately call 911. We do our best to stay current in research, but older episodes are always available. We don't warrant or guarantee that this podcast contains complete, accurate or up-to-date information. It's very important to talk to a medical professional about your individual needs, as we aren't responsible for any actions you take based on the information you hear in this podcast. We invite guests onto the podcast. Please note that we don't verify the accuracy of their statements. Our organization does not endorse third-party content and the views of our guests do not necessarily represent the views of our organization. We talk about general neuro-science and nervous system health, but you are unique. These are conversations for a wide audience. They are general recommendations and you are always advised to seek personal care for your unique outputs, trauma and needs. We are not doctors or licensed medical professionals. We are certified neuro-somatic practitioners and nervous system health/embodiment coaches. We are not your doctor or medical professional and do not know you and your unique nervous system. This podcast is not a replacement for working with a professional. The BrainBased.com site and RewireTrial.com is a membership site for general nervous system health, somatic processing and stress processing. It is not a substitute for medical care or the appropriate solution for anyone in mental health crisis. Any examples mentioned in this podcast are for illustration purposes only. If they are based on real events, names have been changed to protect the identities of those involved. We've done our best to ensure our podcast respects the intellectual property rights of others, however if you have an issue with our content, please let us know by emailing us at traumarewired@gmail.com. All rights in our content are reserved.  

Why do some teams flourish while others stall — even under strong leadership? In this episode of Called to Flourish, Jay Bransford, President & CEO of Best Christian Workplaces, explores why thriving cultures are built on unified teams aligned around shared mission and trust. Drawing from Scripture and decades of research-backed insight, Jay explains how fantastic teams handle conflict, cultivate psychological safety, and move from "me" thinking to "we" collaboration. This conversation offers practical and biblical clarity for leaders who want to build teams that accomplish more together than any individual could alone. You'll gain insight on: • Why flourishing was never designed to be a solo endeavor • How healthy teams handle conflict without losing trust • The leader's role in shaping collaboration and culture • Why unity multiplies organizational impact

Episode 379 of RevolutionZ starts with some discussion of the savaging of the Iranian people before returning to our sequence of chapter excerpts from the forthcoming book, The Wind Cries Freedom to discuss experiences of education and economy in the participatory revolutionary struggles of the next American revolution. Trump represses and depots; bellows and bombs. Are we doomed to chase every new outrage, or can we build a unified movement that outlasts headlines and outmaneuvers chaos? Are we whacking moles, one by one, with us divided up like the moles are? With us atomized? Or are we united so as to collectively thrash the whole field of moles all together? One big struggle? Can we go from war talk and whiplash politics to a grounded strategy that links antiwar action, racial and gender justice, economic equity, anti-fascism, and environmental preservation into one big movement of movements to actually compound strength rather than splinter it?From that foray into foreign affairs made local, we present the 24th chapter of Miguel Guevara's oral history project. This time, he questions Bertrand Jagger, Bridget Knight, and Julius Rocker about education and then also economy. The interviewees and Miguel together discuss how universities trained obedience and optimized for fractured attentions were pushed toward a new mandate—curiosity, context, and courage. Communities opened public schools at night, turned libraries into festivals, and made classrooms into commons. Student strikes didn't just shut campuses down; they reopened them as shared spaces where teachers and students co-chaired sessions, set aims, and demanded preparation for balanced jobs that reject classist pipelines.Workplaces followed suit. Early co-ops that initially kept managerial habits learned that full irreversible transformation needs balanced jobs and self-managed decision-making. The critical breakthrough came when shops federated workers' councils, shared methods, provided mutual insurance, and spread solidarity across industries. Public services moved first, but hospitals, manufacturing, and large firms of diverse kinds developed cracks where new norms—solidarity, equity, transparency, diversity, ecological standards and especially self-management—took root.Throughout their interviews the interviewees describe their thoughts and feelings regarding on-going struggles and events. We hear about a long march through the economy to spread new remuneration norms and work roles inside firms and then to reorient allocation writ larger. Instead of markets that pit workers against consumers, and one another, we hear how councils began to plan together around need, capacity, and impact. Participatory budgeting simultaneously began to spread these habits in cities to turn policies into a public craft. The result, the interviewees explain, was a transitional landscape where two economies coexist:ed one clinging to ownership, profits, power, and spectacle, the other winning trust by delivering dignity, competence, equity, and shared voice. The discussions also address independent media, transforming institutions from the inside, and building new ones from scratch always with eyes on relentless outreach to ensure that the new can grow without being captured or bent out of shape by the old not yet entirely replaced.If building schools as commons and reconstructing jobs to only produce effectively but also ensure self management sounds like a future worth winning, perhaps hit follow and share this episode with fellow students, neighbors, friends, and/or workmates.Support the show

What does it take to scale disability inclusion across an entire workforce? In this episode, National Organization on Disability leaders Beth Sirull and Sara Walsh explain how the EnAble Learning digital training system helps organizations embed inclusion, adaptability, and workforce readiness into their everyday operations.Show Notes:Beth Sirull and Sara Walsh of the National Organization on Disability share how their new EnAble Learning courses are helping organizations of all sizes create welcoming, productive workplaces through engaging, accessible online training. Here are some of their key points:Disability inclusion is a business imperative, not philanthropy. Beth Sirull shared that companies fully integrating disability inclusion hire twice as many people with disabilities—and promote five times as many—demonstrating measurable business impact.Most disabilities are invisible—and often undisclosed. Beth emphasized that the majority of disabilities are not visible, and disclosure rates are low due to stigma, making proactive inclusion essential.Scalable, on-demand training increases access and impact. Sara Walsh explained that EnAble Learning was created to make high-quality disability inclusion training accessible to organizations of all sizes, especially those unable to support in-person sessions.Engagement and relevance were non-negotiable in the digital experience. Sara noted that the courses were intentionally designed to be interactive, practical, and manager-focused—avoiding “click-through” compliance training in favor of meaningful learning.Inclusion benefits everyone—and anyone can join the disability community at any time. Sara pointed out that disability is a community anyone may become part of at any stage of life, reinforcing why inclusive practices matter across the entire workforce.Learn more about National Organization on Disability's enAble LearningPowered by Learning earned Awards of Distinction in the Podcast/Audio and Business Podcast categories from The Communicator Awards and a Gold and Silver Davey Award. The podcast is also named to Feedspot's Top 40 L&D podcasts and Training Industry's Ultimate L&D Podcast Guide. Learn more about d'Vinci at www.dvinci.com. Follow us on LinkedInLike us on Facebook

Rocket fire on Israel from Iran, Lebanon; no reported injuries. First rescue flights returning stranded Israelis land at Ben Gurion airport. Workplaces reopen, schools still closed as home front restrictions easedSee omnystudio.com/listener for privacy information.

Discover how neuroscience and neurodesign are transforming workplaces to truly work for everyone. Dr. Elizabeth Nelson and Anna Wiśniewska reveal why designing beyond the "average brain" – by offering choice, catering to diverse needs, and embracing biophilic elements – leads to lower burnout, less stress, and more vibrant, productive environments. Tune in to understand the future of human-centered workplace design. Host: John Ambrose

Nidhi Tewari, a highly sought after wellbeing and work culture speaker who applies her experience as a licensed therapist to the work world, has spent more than a decade advising high-performing leaders on burnout, trauma, communication, and work culture. In this conversation, she brings a clinician's precision to a topic many organizations still treat superficially: why capable professionals disengage, shut down, or burn out and what leaders can do differently. Tewari's perspective is grounded in personal experience. After burning out multiple times and experiencing the sudden loss of her best friend, she recognized that burnout is not only psychological but physiological. Elevated stress markers, chronic exhaustion, and a dysregulated nervous system are not signs of weakness; they are signals. The first insight is simple but often ignored: professionals override subtle cues from their mind and body until the body forces a reset. Sustainable performance requires noticing those cues early. Second, she explains how nervous system regulation shapes leadership behavior. Many high achievers operate in a chronic stress state, alternating between hyper-vigilance and shutdown. Tewari introduces a practical framework, RESET: recognize reactions, identify emotions, soothe the body, explore the root, and tell the story safely, to move from reactivity to deliberate response. Techniques such as 4-7-8 breathing are not wellness trends; they are tools to regain cognitive control before making consequential decisions. Third, she addresses trauma directly. Workplace dysfunction, toxic leadership, and persistent undermining can create patterns that resemble clinical trauma. Drawing on her specialization in EMDR therapy, she explains how unresolved experiences shape beliefs such as "it's my fault" or "I'm not good enough," which then influence professional conduct. Processing those beliefs changes not only emotional resilience but executive presence. Fourth, Tewari reframes burnout as a systems problem. Individual interventions, self-care seminars and boundary workshops, miss the root causes. Isolation, lack of trust, unclear expectations, and the sense that one does not matter are primary drivers. Her research on attuned leadership shows that when leaders respond with moment-to-moment relational awareness, productivity and psychological safety improve. Burnout declines when connection rises. Fifth, she differentiates emotional intelligence from relational intelligence. The latter includes flexibility, reading cues, self-regulation, and collaboration. In an AI-enabled workplace, these human capabilities become strategic assets. AI can analyze data and refine language, but it cannot read tension in a room, detect subtle distress, or repair a damaged professional relationship. Leaders who master attunement, adjusting tone, pace, and posture to meet the moment, will distinguish themselves. The discussion closes with a practical lens on communication styles: fixers, avoiders, connectors, and explorers. The explorer—curious, measured, and willing to ask "help me understand more"—creates psychological safety without centering themselves. That shift alone can alter team dynamics. For senior professionals, the message is direct. Performance is inseparable from physiology. Leadership is inseparable from self-awareness. And sustainable results require disciplined attention to how people feel, not only what they produce. Get Nidhi's book, Working Well, here: https://tinyurl.com/mr2tfvh8 Claim your free gift: Free gift #1 McKinsey & BCG winning resume www.FIRMSconsulting.com/resumePDF Free gift #2 Breakthrough Decisions Guide with 25 AI Prompts www.FIRMSconsulting.com/decisions Free gift #3 Five Reasons Why People Ignore Somebody www.FIRMSconsulting.com/owntheroom Free gift #4 Access episode 1 from Build a Consulting Firm, Level 1 www.FIRMSconsulting.com/build Free gift #5 The Overall Approach used in well-managed strategy studies www.FIRMSconsulting.com/OverallApproach Free gift #6 Get a copy of Nine Leaders in Action, a book we co-authored with some of our clients: www.FIRMSconsulting.com/gift

What if rising healthcare costs, burnout, and disengagement weren't people problems—but system problems? In this episode, Ashish Kothari speaks with actuary and health strategist Jaqueline Oliveira-Cella to explore flourishing as a business strategy, anti-inflammatory workplaces, and how culture, leadership, and benefits design directly impact health, performance, and cost.Key Topics CoveredWhy flourishing is a strategic lever for CEOs and CFOsCulture as a hidden driver of health risk and performanceAnti-inflammatory vs. inflammatory workplacesThe limits of traditional employee benefits and cost-shiftingDesigning equitable, accessible, and preventive health benefitsManager trust, psychological safety, and engagement declineEmotional intelligence as a performance differentiatorThe SAFE framework for individual clarity, reflection, and better decisionsConnect with Jaqueline Oliveira-Cella:https://www.linkedin.com/in/jaquelineoc/__________________________________________________Happiness Squad Website: https://happinesssquad.com/Ashish Kothari: https://www.linkedin.com/in/ashishkothari1/YouTube: http://www.youtube.com/@MyHappinessSquadLinkedIn: https://www.linkedin.com/happiness-squadFacebook: https://www.facebook.com/myhappinesssquad/Instagram: https://www.instagram.com/myhappinesssquad

In this episode of 'Pushing Forward with Alycia,' Alycia Anderson welcomes Rachel Shaw, president and founder of Rachel Shaw Incorporated, and a nationally recognized ADA compliance expert. Rachel shares her journey from a novice HR professional to an award-winning strategist, focusing on enabling employers to better accommodate disabled employees. The discussion includes her insights into the evolving understanding of ADA, the importance of communication and process in HR, and how to overcome fear and assumptions in workplace accommodation. Rachel also talks about her book 'Disabled Workforce: What the ADA Never Anticipated' and highlights the need for continual adaptation of the ADA to modern needs. The episode emphasizes empathy, curiosity, and the intent to find 'yes' as central to creating inclusive workspaces. Rachel concludes by stressing the importance of representation and how her work aims to make significant differences in people's lives. Strategy, Grit, and Growth ❓The Why Behind the Work

What if the most overlooked group in your workplace holds the key to retention, loyalty, and a truly people-first culture? Nikki is joined by Paul Sullivan, former New York Times columnist and founder of The Company of Dads. Paul shares the deeply personal story behind his mission to elevate and support "lead dads," the primary caregivers often overlooked in corporate benefit structures. From the eye-opening stats on caregiving to stories of companies getting it painfully wrong, Paul challenges leaders to rethink how they message and activate the benefits they already offer. This conversation is a wake-up call and a roadmap for anyone serious about creating workplaces that work for families. If your culture says "family first," does your messaging and manager training back it up?   Additional Resources: Connect with Paul on LinkedIn Learn more about The Company of Dads Watch Gut + Science (and more) on YouTube! Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Nikki's Key Takeaways: Lead dads are often invisible but incredibly impactful. Messaging matters as much as your benefits package. Managers must walk the talk on flexibility. Small changes create big impacts for caregivers. Transparency attracts and retains the right people.  

Some workdays leave you tired. Others leave you completely wiped, even when you have done everything right. In this episode, I explore why that happens and what it reveals about how work is really experienced. I sat down with Cherie Clonan, founder and CEO of The Digital Picnic, to talk about neurodivergence, energy, and what happens when workplaces are not designed for the people in them. Cherie was diagnosed with Autism as an adult and has spent more than a decade building a business while quietly masking in environments that drained her nervous system. We talk about what masking actually looks like at work, why some workplaces feel exhausting even when you love your job, and how leaders can create cultures that raise energy instead of depleting it. We also go deep into Cherie's hardest year in business, the moment she was forced into action, and the non-negotiables she rebuilt from scratch to protect her energy, her team, and her company. Cherie and I discuss: What masking really looks like for autistic women at work and why it is so exhausting How sensory overload, constant social decoding, and back-to-back meetings drain energy Spoon theory as a practical way to understand energy, capacity, and recovery Why businesses do not fail when they run out of cash but when founders run out of energy The cultural non-negotiables Cherie introduced to rebuild trust, respect, and momentum How removing unnecessary demands can benefit every neurotype at work Key quotes “Businesses do not go out of business when they run out of cash. They fail when the founder runs out of energy.” “Energy loss is data. It is telling you something important about what you are tolerating.” Connect with Cherie Clonan on Instagram and LinkedIn and check out The Digital Picnic. My latest book The Health Habit is out now. You can order a copy here: https://www.amantha.com/the-health-habit/ Connect with me on the socials: Linkedin (https://www.linkedin.com/in/amanthaimber) Instagram (https://www.instagram.com/amanthai) If you are looking for more tips to improve the way you work and live, I write a weekly newsletter where I share practical and simple to apply tips to improve your life. You can sign up for that at https://amantha-imber.ck.page/subscribe Visit https://www.amantha.com/podcast for full show notes from all episodes. Get in touch at amantha@inventium.com.au Credits: Host: Amantha Imber Sound Engineer: The Podcast Butler See omnystudio.com/listener for privacy information.