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Tune in, subscribe, and connect with Kelli Lester at www.onyx2rise.com. Don't forget to share this episode with your network!Credits:• Host: Taryell Simmons• Guest: Kelli Lester• Music: Will Maker• Production Team: RISE Urban Nation Join the Movement with RISE Urban Nation Podcast
Jessica Katz is the founder of Liberated Elephant and CEO of PolyLabor, who helps organizations create consent-driven workplaces where psychological safety and authentic collaboration thrive.Through her innovative approach that blends Agile methodologies with trust-building frameworks, Jessica guides leaders and teams to transform workplace dynamics, turning conflict into productive collaboration and fostering environments where people can bring their whole selves to work.Her expertise in navigating complex relationships and championing diversity of thought has made her a sought-after speaker worldwide. Now, from her base in Nashville, she's revolutionizing workplace culture by showing organizations that when we prioritize human connection, both people and profits flourish.Here's where to find more:https://www.linkedin.com/in/jeskatzhttps://sessionize.com/jessica-katzhttps://www.poly-labor.comhttps://liberatedelephant.com___________________________________________________________Welcome to The Unforget Yourself Show where we use the power of woo and the proof of science to help you identify your blind spots, and get over your own bullshit so that you can do the fucking thing you ACTUALLY want to do!We're Mark and Katie, the founders of Unforget Yourself and the creators of the Unforget Yourself System and on this podcast, we're here to share REAL conversations about what goes on inside the heart and minds of those brave and crazy enough to start their own business. From the accidental entrepreneur to the laser-focused CEO, we find out how they got to where they are today, not by hearing the go-to story of their success, but talking about how we all have our own BS to deal with and it's through facing ourselves that we find a way to do the fucking thing.Along the way, we hope to show you that YOU are the most important asset in your business (and your life - duh!). Being a business owner is tough! With vulnerability and humor, we get to the real story behind their success and show you that you're not alone._____________________Find all our links to all the things like the socials, how to work with us and how to apply to be on the podcast here: https://linktr.ee/unforgetyourself
Let's be real—what's happening in the world doesn't stop at the office door. We don't get to hang our worries on a hook next to our coats and step into a perfectly insulated work bubble. And yet, too often, that's exactly what workplaces expect us to do.In this week's episode of DEI After 5, I'm talking about the impact of external events—whether they're global, national, or deeply personal—and how they show up in our work lives. Because they do show up. In our energy levels. In how we communicate. In the tension that's just under the surface of our meetings. In our ability to lead, manage, or just make it through the day.If we've learned anything over the last few years—from the pandemic to political shifts to ongoing violence and injustice—it's that there is no clean line separating our professional and personal lives. And pretending that line exists only makes things worse.Workplaces that recognize this reality—and respond with empathy, flexibility, and support—are the ones that build trust and loyalty. The ones that ignore it? They risk burnout, disengagement, and quiet quitting long before anyone sends in a resignation email.DEI After 5 is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.Here's what I break down in the episode:Leaders, Check In—And Mean ItAsking “how are you?” can't just be a formality. It has to be an invitation. One that people trust won't be used against them later. Leaders don't have to solve everything—but they do need to create space for honesty and support.Stop Romanticizing the GrindTaking a break isn't weakness. It's wisdom. We all need time to reset, especially when the world feels heavy. Encourage your team—and yourself—to slow down when needed. A rested team is a resilient team.Don't Wait for the AskSometimes the people who are struggling the most won't say a word. That's why it's so important to proactively share resources, support systems, and flexible options. Don't make care conditional on a formal request.Inclusion Is More Than a PolicyIt's about recognizing that we all carry different burdens—and that what's happening outside of work impacts each of us in unique ways. Let's lead with curiosity, not assumptions.This episode is a reminder that our humanity doesn't pause during work hours. And that acknowledging what people are carrying—without judgment—might be the most powerful leadership move we make all week.Give it a listen. Reflect. Then ask yourself: how am I showing up for others… and for myself? This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe
The past decade has tragically tested the resilience and brilliance of transgender, nonbinary, and gender expansive (trans) people living in the U.S. Misinformation about who we are and what we want has sparked thousands of anti-transgender bills introduced in nearly every state capital across the country, adversely impacting almost every segment of the trans community. Despite this harsh reality, the future is a rainbow, and it's wise for business leaders to recognize this truth. It's also essential for these leaders to recognize the responsibility they have to prepare their organizations today in anticipation of this future talent upgrade. Afterall, the latest research shows that 20% of Generation Z identifies as LGBTQ+, and of that number 1 in 4 are nonbinary, with another 20% questioning their gender identity. Many business leaders today struggle with how to build gender-inclusive workplaces and ways to prioritize this essential aspect of advancing their diversity, equity, and inclusion commitments in the face of unprecedented backlash. Strong objections from a well-organized and vocal minority, which are out of alignment with public opinion, have led some organizations to backtrack on their gender inclusion commitments. To enhance the skills and confidence leaders will need to weather this current storm, this episode of the Business of Belonging mini-series features Third Segment CEO, Amanda Simpson, and JPMorgan Chase Executive Director, Chris Mossiah. Amanda serves as an advisor on aerospace, energy, and diversity, equity, and inclusion. As a nationally renowned speaker, she has presented before a wide variety of corporate, government, and nonprofit audiences. She has served in executive leadership positions at Airbus, Raytheon, and Douglas Aircraft, and the Obama Administration as Deputy Assistant Secretary of Defense for Operational Energy. Chris is an Executive Director at JPMorgan Chase's consumer & community banking line of business. They are also the co-chair of the Firmwide Gender Expansive Council and co-lead for the Transgender, Gender Nonconforming, and Nonbinary Subcommittee of the PRIDE Tri-State BRG. Both Chris & Amanda serve on Out & Equal's Transgender & Nonbinary Executive Leadership Circle. Together, we explore: Common Barriers. What are some of the common barriers transgender and nonbinary people experience at work? Future of Work. Why is the future of work gender-diverse, and what can business leaders do today to prepare? Gender-Inclusion Practices. What actions can leaders take today to build more spaces of belonging for gender diversity to flourish? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Amanda & Chris, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Amanda & Chris for 1:1 laser coaching sessions. Imagine belonging with fellow visionary leaders when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe. Out & Equal: https://outandequal.org/
"Interested Meow" has a beef with school librarians, Lynne says you don't have to have kids to have an opinion, Karen's calling out Alberta's Education Minister, Alberta Gengar's standing in solidarity with postal workers, Andre in Eastern Canada says build the pipeline, and Jeff says it's Danielle Smith's fault young drivers can't afford cars. It's The Flamethrower presented by the DQs of Northwest Edmonton and Sherwood Park! FIRE UP YOUR FLAMETHROWER: talk@ryanjespersen.com When you visit the DQs in Palisades, Namao, Newcastle, Westmount, and Baseline Road, be sure to tell 'em Real Talk sent you! FOLLOW US ON TIKTOK, X, INSTAGRAM, and LINKEDIN: @realtalkrj & @ryanjespersen The views and opinions expressed in this show are those of the host and guests and do not necessarily reflect the position of Relay Communications Group Inc. or any affiliates.
In this episode of the Social Responsibility at Work podcast, Angela Howard engages with Jenna Cohen and Leesa Hill from LEAD3ER to discuss the critical themes of workplace wellness, the role of diversity, equity, inclusion, and belonging, and the pressing issue of burnout. They explore how organizations can create healthier environments for employees, the importance of team dynamics, and the necessity of systems of choice that empower individuals. The conversation emphasizes the need for a relational approach between employers and employees, recognizing the diverse needs of the workforce and the impact of organizational culture on overall well-being.Key Takeaways: 1. Healthy workplaces contribute to healthier communities.2. Burnout is an organizational issue, not just an individual one.3. Employers have a responsibility to create supportive environments and systems of choice4. Diversity, equity, and inclusion are essential for team effectiveness.5. Systems of choice can empower employees to meet their needs.6. Balance in work-life is dynamic and varies for each individual.7. Creating access to resources is crucial for employee wellness.8. Relationships in the workplace drive engagement and performance.9. Employers should recognize the diverse needs of their workforce.10. The partnership between employer and employee is vital for success.Chapters00:00 - Introduction to the Podcast and Guests02:48 - Understanding Healthy Workplaces06:01 - The Role of Diversity, Equity, Inclusion, and Belonging09:02 - Employer Responsibilities in Employee Wellness11:56 - Addressing Burnout and Mental Health in the Workplace15:03 - Creating Healthy Team Dynamics17:48 - The Importance of Relationships in the Workplace21:58 - Understanding Burnout and Zone of Genius24:37 - The Importance of Connection in Leadership28:57 - Balancing Individual Needs and Organizational Goals32:45 - Creating Systems of Choice in the Workplace36:49 - The Dynamic Nature of Employee Needs39:51 - The Role of Leadership in Employee Relationships
What if the culture you're building is quietly holding back top talent? In this episode, hosts Elaine Hamm, PhD, and James Zanewicz, JD, LLM, RTTP, sit down with Carlo Odicino, MBA—Founder and CEO of One Team Partners—to explore how unconscious gender bias affects team dynamics, pay equity, and innovation in biotech startups. Drawing from his experience working with high-growth companies, Carlo shares real-world insights and practical tools for identifying bias and fostering intentional, inclusive workplace cultures. In this episode, you'll discover: How unconscious bias manifests in hiring, performance reviews, and leadership interactions. Strategies startups can use to identify pay gaps, support equitable leadership, and create feedback-safe environments. Why inclusive culture isn't a “later” priority—and how getting it right early can reduce turnover and accelerate growth. From subtle labels like “bossy” to structural decisions that perpetuate inequity, this episode offers clear-eyed advice for founders and executives ready to build better biotech companies. Links: Connect with Carlo Odicino, MBA, and check out One Team Partners. Connect with Elaine Hamm, PhD, and James Zanewicz, JD, LLM, RTTP, and learn about Tulane Medicine Business Development and the School of Medicine. Connect with Ian McLachlan, BIO from the BAYOU producer. Check out BIO on the BAYOU and make plans to attend October 28 & 29, 2025. Learn more about BIO from the BAYOU - the podcast. Bio from the Bayou is a podcast that explores biotech innovation, business development, and healthcare outcomes in New Orleans & The Gulf South, connecting biotech companies, investors, and key opinion leaders to advance medicine, technology, and startup opportunities in the region.
In this eye-opening episode, Dr. Victoria Mattingly, organizational psychologist, keynote speaker, and author of Inclusalytics, shares how she's helping companies create inclusive, human-centered workplaces through data-driven strategies. Discover her journey from bartending to launching her own firm, Mattingly Solutions, and why workplace allyship, mental health, and emotional intelligence are the keys to sustainable success. Whether you're a leader, entrepreneur, or employee—this episode will change how you see workplace culture and inclusion. Topics Covered: • What is organizational psychology? • Why inclusion boosts business success • Burnout, resilience, and starting over
Episode #354 // Most leadership advice assumes you've got support and alignment, but what if your boss won't back you, your peers are undercutting you, and politics matter more than performance?You don't have to wait for the system to change. When you learn to lead anyway, you're the one who gets noticed, trusted, and promoted.In this episode you'll learn:The 10 boss archetypes that destroy careers – and the specific tactics to handle each one without getting fired or labeled “difficult”The one escalation technique that works more often than not when peers won't cooperate (most leaders get this completely wrong)How to build an “island of excellence” in toxic cultures and actually use the dysfunction to your advantageThe 4 non-negotiable tools that separate leaders who thrive from those who get crushed by office politicsWhy “bad news by rocket, good news by rickshaw” could be the most important principle you ever learnYou can't avoid toxic cultures, they're becoming the norm. But you can learn to navigate them masterfully. This isn't about playing dirty politics; it's about protecting your performance and advancing your career despite the dysfunction around you.Remember: Most well- intentioned, ambitious people just try harder when things get tough. That leads to overwork and mystification while political players advance. Don't be that person!Watch the full YouTube video with downloadable resources here.————————
In this episode, Nah-Dja Tien tells our guest experience host Danica Smith about the power of empathy. A few more resources: If you're new to Hospitality Daily, start here. You can send me a message here with questions, comments, or guest suggestions If you want to get my summary and actionable insights from each episode delivered to your inbox each day, subscribe here for free. Follow Hospitality Daily and join the conversation on YouTube, LinkedIn, and Instagram. If you want to advertise on Hospitality Daily, here are the ways we can work together. If you found this episode interesting or helpful, send it to someone on your team so you can turn the ideas into action and benefit your business and the people you serve! Music for this show is produced by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands
The Office of the Employer Advisor (OEA) is a little-known resource in Ontario that's been quietly saving employers time, money, and stress, and it does not cost a thing. On this episode of the IHSA Safety Podcast, OEA's Director, Susan Adams, and one of their Employer Specialists, Dunstan Francis, discuss what the OEA does and how they assist Ontario employers.The OEA offers expert guidance, representation, and support to employers. They provide legal services and advice at no cost to help employers safely bring their workers back to work following an incident. The OEA primarily serves Ontario small businesses, as these employers often struggle with the challenges of running a small business and usually have limited resources. They collaborate with system partners—like IHSA—and employer associations to address the challenges faced by small businesses, participating in consultations about changes to policies and processes and providing feedback based on their experiences.Dunstan explains the main reasons why a small business in Ontario would want to work with the OEA: they offer free legal services and advice, they save employers time and money, and they provide representation for an appeal or return-to-work process. The OEA is easily accessible, and employers can connect with them through phone, email, social media, in-person events, and virtual meetings.In addition to discussing the reasons the OEA has services specific to construction employers and the construction industry, Susan and Dunstan also answer some frequently asked questions from employers, such as whether employers need to register or pay premiums to WSIB, the length of time they have to keep a person employed following an injury, and whether certain worker claims should be their responsibility or that of another party.Free resourcesThe Office of the Employer Advisor (OEA) Return to Work Regulation for ConstructionBuilding Bridges with Small BusinessWSIB Health and Safety Excellence ProgramMandatory WSIB coverage in ConstructionSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Nebraska employers have been eagerly watching for updates on the new paid sick time law since last year. There have been recent efforts to change and clarify the law's requirements by the state legislature and Nebraska Department of Labor. Sapphire will highlight recent amendments to the paid sick time law as employers prepare to comply with the new Nebraska Healthy Workplaces and Families Act leading up to the October 1, 2025 effective date.
Join us for an energizing and important conversation with Lauren McGee and Jason Marshall—founders of Workplace Wellbeing Intelligence (PWI)—as they unpack how true culture change starts with honest data and human-first leadership. From uncovering the hidden cost of burnout to helping organizations build emotionally intelligent teams, Lauren and Jason are redefining what workplace wellbeing really means.In this episode, they share the personal and professional journeys that led them to co-create PWI, how they collect and interpret real-time wellbeing insights from employees, and why the future of work depends on psychological safety, adaptability, and transparency. If you're a leader, HR professional, or entrepreneur seeking to create a thriving culture—this episode is packed with tools, stories, and proven frameworks to help you get there.About our guests:Lauren McGee and Jason Marshall are the co-founders of Workplace Wellbeing Intelligence (PWI), a next-gen employee insight platform helping organizations capture and act on real-time wellbeing data. With backgrounds in education, coaching, and leadership development, they bring a human-centric approach to data, empowering teams to become more emotionally aware, collaborative, and high-performing. Their mission is to shift company culture from reactive to responsive—one honest check-in at a time.Follow Our Guests:Instagram: https://www.instagram.com/workplacepwi/Website: https://wpwi.thrivecart.com/nwwc25/Follow Us On:Host Instagram: https://www.instagram.com/thestevehodgson/Show Instagram: https://www.instagram.com/sharewithsteve/Episode Highlights:00:00 - Episode Trailer01:19 - Why workplace wellbeing needs a serious rethink03:45 - The burnout story behind launching PWI06:18 - Why traditional HR surveys don't drive real change08:42 - The power of live data and psychological safety12:04 - Leadership blind spots that hurt team culture14:20 - The emotional truth behind performance metrics18:03 - From reactive to proactive: shifting workplace culture21:07 - Why most wellbeing initiatives fail to stick23:14 - The 7 core areas of wellbeing inside organizations26:00 - Building a leadership toolkit based on self-awareness29:15 - How Lauren & Jason built trust as co-founders32:01 - Emotional fatigue and the hidden cost of overfunctioning35:12 - What employees really want (and aren't saying)38:00 - Adaptive leadership in a post-COVID world41:24 - Language that empowers vs. language that isolates44:39 - Helping men access emotional language at work48:22 - Why good culture isn't pizza and ping-pong50:37 - Performance, purpose, and personal connection53:18 - Lauren's and Jason's current wellbeing practices56:09 - How PWI is creating culture change at scale58:45 - The message every leader needs to hear right now
In this episode, we're joined by Taylor Morgan, a key member of the People Resources team at Ascent. With over six years of experience in human resources, Taylor brings a thoughtful and strategic approach to building more inclusive workplaces—focusing on DEI programming, employee resource groups, equitable recruiting, and professional development. Taylor shares her journey into working with environmental professionals, her evolving perspective on the role of HR, and how organizations can reimagine hiring, internships, and culture to support equity and belonging. This conversation offers honest insights into the work still ahead and the opportunity to transform how environmental organizations include, support, and lead with intention.
Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:How do you fix the culture in a Trauma-infused workplace?What advice would you give to someone going through a messy change, but does not have any impact on the change? How do you fix a bad hire after hiring or promoting them?Our prescription for this episode: Understand the realities and impact of managing change and supporting your managers.Past Episode Referenced:S3 E17: How Can I Advance My Career By "Managing Up"?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.
In this new series of episodes on Our Agile Tales, we're getting radically honest about company culture with Lizzie Benton—culture coach, founder of Liberty Mind, and one of the most refreshingly candid voices in the world of modern work.Let's face it: “culture” has become a buzzword. It's often pitched as a magic bullet for success, but most organizations still struggle to define it—let alone get it right. In this series, Lizzie helps us move beyond the platitudes. She unpacks what culture actually is, why so many transformations fall flat, and what it really takes to build a workplace where both people and business can thrive.We'll explore the tools and mindsets that matter, and dig into the uncomfortable truths that often get overlooked.In this episode:In this episode, we delve into company culture and the essence of creating better workplaces with Lizzie Benton, a culture coach and founder of Liberty Mind. Lizzie shares her insights on moving beyond bureaucratic structures to build more human-centered, purpose-driven workplaces. The conversation touches on the success of Scandinavian countries in workplace happiness, the importance of trust, the pitfalls of traditional performance management, and the benefits of dynamic re-teaming. Lizzie also emphasizes the necessity of clear purpose, the treatment of people as adults, complexity consciousness, psychological safety, and participative decision-making in building progressive organizations.00:00 Introduction02:01 Exploring Scandinavian Work Culture05:56 The DNA of Progressive Organizations11:57 The Importance of Wholeness at Work15:34 Humanizing Performance Management19:53 The Future of Fluid Organizations23:24 Democratizing Decision Making27:02 Conclusion About Lizzie Benton:Lizzie is a culture coach and the founder of Liberty Mind. She helps companies evolve beyond bureaucratic structures toward more human-centered, purpose-driven workplaces. She's worked across industries—from tech to charities to construction—always with a focus on unlocking human potential and helping teams co-create meaningful change.Her approach blends depth and practicality, rooted in progressive practices like self-management, Liberating Structures, and Teal principles. Lizzie is a certified Holacracy Practitioner, Semco Style Expert, and TuffLeadership coach. She's been named one of the top 30 millennials changing the world of work and has been featured in Forbes, The Metro, and The Financial Times.Visit us at https://www.ouragiletales.com/about
In this edition The Conversation Hour we explore the impact of menopause on women in the workforce, and ask whether menopause accredited workplaces would be an effective means of retaining staff or further stigmatise women experiencing menopause.Also, in this edition, the State government's decision to axe the Office for Women in Sport and Recreation, has drawn criticism over the weekend with grass roots football players wearing red arm bands - we discuss the broader implications of the decision. Plus, as Vinnies launches and online boutique offering high end labels we look at how the role of op shops is changing.
Transcript: Welcome to today's episode! We're diving deep into ADHD and autism – what makes them unique, where they overlap, and how they shape day-to-day life. We'll mix neuroscience, the latest research, and real-life stories to make it all click. This show is for neurodivergent adults, and also parents and educators who want to really understand what living with ADHD and autism can be like.Imagine sitting in a meeting: the clock ticks, but your mind is racing on a thousand other things. Or being at a loud party and feeling every light and sound press in on you. Those are snippets of how ADHD or autism can feel. For anyone with these conditions (or both), life can be a wild ride of challenges and unique gifts. But you're not alone – there are science-backed ways to cope and even thrive.In recent years, brain science has been uncovering secrets about ADHD and autism. Researchers use brain scans and cognitive tests to see how neurodivergent brains work differently. We won't get lost in jargon, but the gist is this: ADHD often involves lower activity in brain areas that handle focus, planning, and impulse control – think of it like having a very fast car with weak brakes. Autism often involves brain circuits that are finely tuned, noticing patterns and details that others miss, but also picking up sensory inputs very intensely. So, one brain might crave novelty while needing a tight routine, the other might detect every background sound. Knowing this biological side helps make sense of everyday experiences.ADHD: A Brain That Zigs When Others ZagADHD, or Attention Deficit Hyperactivity Disorder, shows up as three main quirks:* Trouble sustaining attention: Daydreaming or being easily distracted, missing details.* Impulsivity: Acting or speaking without thinking it through (like blurting an answer or grabbing the last slice of pizza on a whim).* Hyperactivity: Feeling restless or fidgety, like you have to move even when you're sitting still.Some people call the ADHD brain “a race car with fuzzy brakes.” Neuroscientists tell us ADHD brains often have lower levels of neurotransmitters like dopamine and norepinephrine, especially in the prefrontal cortex (the area acting like the brain's CEO). That makes it harder to plan, stay organized, or resist impulses. For example, you might forget appointments, interrupt conversations, or feel like you have to pace when sitting.On the flip side, ADHD brains can hyperfocus on things they love. Picture an editor sitting at a cluttered desk. The sound of typing is soothing… until a stray light catches the editor's eye. Suddenly they are deep in a Wikipedia spiral about vintage computers and forget the report due tomorrow. They laugh later: “I meant to write one paragraph and ended up learning about floppy disks for two hours!” Hyperfocus isn't guaranteed, though. Often tasks we have to do feel like a slog, and we procrastinate until the deadline hits. Then, under panic, our brain goes into overdrive – a burst of productivity called “crunch mode.” It's like living with an internal pressure cooker: long periods of low simmer, then sudden high heat to get things done.Emotionally, ADHD can feel like riding a rollercoaster. You might feel frustration or embarrassment about symptoms (like always losing your keys or blurting out something inappropriate). Anxiety and low self-esteem are common too, especially if you've been scolded or misunderstood a lot. But knowing the brain science behind ADHD brings relief: it's not laziness or a character flaw, it's biology. And that matters, because it means there are ways to help and work with your brain.Autism Spectrum: Sensory Worlds and Special InterestsAutism (Autism Spectrum Disorder) is also a brain difference – but it shows up differently. Key traits include:* Social communication differences: Difficulty reading facial expressions, understanding tone of voice, or navigating small talk.* Repetitive behaviors and routines: Craving sameness, following strict routines, or repeating certain movements (like hand-flapping or lining things up).* Sensory sensitivities: Being bothered by loud noises, bright lights, strong smells, scratchy clothing, or certain tastes.Imagine the brain as a radio receiver. In many autistic people, the dial picks up everything at full volume. So a buzzing neon light or a faint background hum can feel overwhelming. Scientists sometimes talk about an imbalance of excitation and inhibition in the autistic brain – in plain terms, sensory signals can all flood in without enough “filter.” This means autistic people notice fine details (that spider web, that slight pattern in wallpaper) but can be easily overloaded by a busy environment.Anecdote: Take Alex, an autistic architect. She describes going to a big family gathering: “The buzzing lights and overlapping conversations felt like waves crashing on me,” Alex says. “I had to step outside and put my headphones on to avoid a meltdown.” This is common: when too many signals hit at once, an autistic person might feel panic, shutdown, or even a meltdown (an intense emotional response). If things calm down, it's like a storm passing – but the confusion and stress can last for hours after.On the plus side, autism often brings intense interests and superb focus on details. That same Alex can spend hours perfecting a building design or spotting the tiniest crack in a wall that others wouldn't see. Many autistic people excel in fields that match their special interests – like science, art, math, or technology – because they're deeply passionate and not easily bored.Socially, autism can look like missed cues. You might overhear, “Why don't you just look people in the eye?” without realizing eye contact might feel painful or distracting. Or you might get puzzled advice like “don't take that literally,” when you really did mean exactly what you said. Brain imaging shows autistic folks often use different brain networks for social processing, so it can feel like navigating a conversation in a foreign language. That's okay! With understanding and support, autistic people often learn communication tricks that work for them.Where They Overlap: AuDHD and Shared TraitsIt turns out ADHD and autism often go together. Research suggests about half of autistic people also meet criteria for ADHD. Some folks even say they have “AuDHD” (autism+ADHD). If you have both, traits can blend in interesting ways. ADHD might add impulsivity and distractibility, while autism adds sensory needs and craving routine.One person described it like this: “My ADHD mind signs me up for more than my autistic brain can deliver at times.” It's a classic tug-of-war: part of you craves structure, part of you craves novelty. Many with both report feeling like a “walking contradiction” – wanting predictability but also getting bored by too much predictability.Shared challenges can include:* Executive function struggles: Both conditions can make organizing tasks, planning ahead, or switching activities hard. It can feel like your brain's to-do list app keeps crashing.* Sensory quirks: While sensory overload is famous in autism, ADHDers can also be sensitive (or sometimes under-sensitive) to sensory input. Both might need fidget toys or headphones to stay comfortable.* Emotional intensity: Both ADHD and autism are linked to higher anxiety, mood swings, or “meltdowns.” The brain chemistry and life stressors (feeling different, facing stigma) both play a role.* Trouble with transitions: Starting or stopping tasks can be super hard. You might think you can drop one activity and switch to another on cue, but often it feels like a gradual drift or a sudden jolt instead.Think of having both as juggling snowballs in a windstorm. For example, imagine someone with both ADHD and autism. They love a morning routine of coffee and crosswords, but if they miss that coffee (coffee catastrophe!), their ADHD brain causes a frantic search for the mug while their autism makes every change feel like a crash. If they try a new latte shop (novelty alert!), the ADHD part is excited but the autism part panics over the unpredictable ordering system. It's tricky.However, there are strengths too. Many people with AuDHD report creativity and unique problem-solving. They often see details and big patterns at once. For example, they might notice a statistic (detail) and also have a wild new idea (big picture) about it. The key is managing the quirks to let those superpowers shine.Daily Life Impact: Emotions, Thinking, Social, and WorkLiving with ADHD and/or autism can color every part of life. Let's break down some common areas:EmotionallyLiving with ADHD or autism can feel like having an emotional accelerator and brake pedal that sometimes fail. You might swing quickly from excitement to frustration. Frustration and anxiety often come from feeling misunderstood or not in control. Little surprises (a canceling a plan, a sudden noise) can trigger big reactions. If you've been punished for symptoms out of your control, you might have long-standing low self-esteem. Remember: getting emotional about these challenges is normal. It helps to remind yourself that meltdowns or outbursts are signals — your brain's way of saying it needs a break or some support, not proof that you're failing. After the episode, self-care and a bit of self-compassion (“That was tough, but I survived”) can help you recover and learn.Many neurodivergent people use humor as a lifesaver. Joking about “my ADHD brain is like a puppy on espresso” or “my daily meltdown wardrobe” can help talk about tough stuff more easily. Sometimes laughing at ourselves (gently, not harshly) reminds us that everyone has quirks.CognitivelyNeurodivergent minds often have a unique thinking style — like a maze and a playground at once. Here are a few common cognitive features:* Attention: ADHD means your attention is selective. You might ignore something boring (like scrolling through your phone in a dull lecture) and yet get laser-focused on something else (like planning the ultimate pizza toppings). Autism, too, can involve deep focus — on a special interest, that same lecture if it's on your passion topic, or even on everyday details most people miss. In either case, switching gears can be hard. Interrupting deep thought to do something mundane is like a rude alarm clock that nobody asked for.* Memory & Organization: These brains may misplace keys, appointments, or even thoughts. Working memory feels like a leaky bucket — once a distraction hits, stuff goes out. You might set a reminder on your phone, forget about it five minutes later, then panic when the date passes. Or you keep 100 tabs open in your brain, and sometimes one of them quietly closes without telling you. This isn't forgetfulness; it's the brain's attention and memory systems juggling too much.* Processing Speed: Some people think very fast (“see” many thoughts at once), others very slowly, or even seem to “lag” when switching tasks. For example, someone might need extra time to formulate an answer in conversation, even if they could write it perfectly later. Don't mistake a short pause for a problem with intelligence — it's just how the mind processes information.Social LifeNavigating social waters can be bumpy for ADHD and autism, but there are ways to manage. For example:* Social Cues: Autistic folks might miss a sarcastic tone or not get why everyone laughed. ADHD folks might interrupt without meaning to or blurt out irrelevant stuff. Both can accidentally seem “awkward” or “rude” when really they just didn't pick up cues. One trick is to be upfront: it's okay to say, “Hey, I have ADHD/autism, sometimes I need a little extra time or clarity.” Often people are understanding if they know.* Friendships: You might find yourself drifting between friend groups or feeling out of sync. It's common to form one very close friendship rather than a big circle. That's fine! Focus on quality over quantity. Some neurodivergent people prefer one-on-one hangouts or quiet meetups rather than crowded parties.* Support: Having friends or family who “get it” makes a huge difference. Find people (even online) who understand ND humor and vibe. Parents and educators, it helps to show kids or teens examples of famous or everyday people who are thriving with ADHD/autism, so they know they're not alone.Work and SchoolIn jobs and classes, ADHD and autism present both challenges and strengths. Many ND people become A+ in their passion subjects but struggle in areas they find boring or disorganized. The good news is, accommodations can help:* Structure and Environment: If possible, pick a study or work spot with fewer distractions. Use earbuds with soft music to drown out noisy offices. Request a quiet corner, noise-canceling headphones, or flexible deadlines when allowed. Small adjustments (like a fidget tool hidden in your pocket or a standing desk) can help channel hyperactivity or sensory needs.* Time Management: Tools are your friends – planners, calendars, reminder apps. Break big projects into bite-size tasks. For example, don't just have “write paper” on the list; break it into “outline ideas,” “write intro,” etc. This reduces overwhelm and gives you little wins.* Leaning In on Strengths: ND people often excel in roles that align with their brains. An ADHD person might do great in a fast-paced, varied job (like first responder or entrepreneur). An autistic person might shine in coding, design, or research. If you can steer your career or course toward your interests, motivation often comes naturally.* Advocacy: Don't be afraid to ask for help. Schools often have services for ADHD/autism (like extra test time or an aide). Workplaces may offer flexible scheduling, mentorship programs, or assistive tech. It's legal in many places to request reasonable accommodations once you disclose a diagnosis. Educators and bosses are becoming more aware – sometimes just explaining “I work/learn best this way” can open doors.Practical Coping Strategies (Evidence-Based!)Alright, let's get to action. Based on brain science and countless success stories, here are some practical strategies to manage ADHD and autism day-to-day. You might already do some of these – try mixing and matching to see what helps most you:* Create Flexible Routines: Daily structure reduces stress. This means a consistent morning routine (e.g., wake up, stretch, eat breakfast at the same time) and evening habits (e.g., lay out clothes for tomorrow, bedtime wind-down). For autistic people, routines are comforting; for ADHD, routines reduce the mental load of deciding what to do next. However, keep it flexible – if something changes, it's okay. Think of routines like gentle rails guiding a train, not jail bars.* Use Tools and Timers: Organization apps, planners, or even sticky notes are life-savers. Write to-do lists and check things off. Use phone alarms for appointments (“Lunch time!”) and timers for work sprints (try 25 minutes focus, 5 minutes break, also known as the Pomodoro Technique). Putting reminders of chores where you'll see them (a note on the mirror, an alarm on your phone) helps counteract those memory glitches.* Create a Calming Environment: Pay attention to sensory needs. If you're easily overwhelmed, tidy your space, dim harsh lights, play gentle ambient sound or white noise, or wear noise-canceling headphones. If you have tactile sensitivities, wear soft fabrics and avoid itchy tags. A water bottle, fidget toy, or stress ball can give restless hands something to do. These tweaks let your brain focus on the task instead of extra sensory input.* Move Your Body Regularly: Physical activity isn't just good for health – it helps brains like ours work better. Short walks, stretching breaks, or even dancing to a favorite song can reset your focus and mood. Many people with ADHD find that moving wakes up the prefrontal cortex to get back on track. Exercise also calms anxiety, which can otherwise clog up thinking. Aim for some exercise every day, even if it's just 10 minutes – your brain will thank you.* Practice Mindfulness: This might sound unusual, but techniques like deep breathing, meditation, or guided relaxation can train your attention and reduce stress. It's like going to the gym for your brain. A simple practice: take 3 deep breaths before a meeting starts, or do a quick “body scan” (focus on relaxing each body part) if you feel wound up. Studies show mindfulness can improve focus in ADHD and help autistic people manage anxiety. It's not a magic fix, but over time it builds mental muscle.* Leverage Your Interests: Special interests and hyperfocus can be strengths. Whenever possible, tie your work or study to something you love. For example, if you love sports stats, try to learn math with sports data; if you adore art, find a way to visualize your notes. Also, don't feel guilty about indulging in your interests – they recharge you. Schedule time for that hobby, or use it as a reward (e.g., after finishing a task, allow yourself to play that game or read that sci-fi story).* Connect with Others: Build a support network. Talk to trusted friends or family members about what helps and what doesn't. Join local or online support groups – hearing how others cope can spark ideas. If you have ND kids or students, share stories of successful ND adults. Remember, you have unique experiences worth sharing. Also, communicate your needs: it's okay to say, “I need quiet time” or “Could you repeat that?” in polite ways.* Seek Professional Help When Needed: Therapy and sometimes medication can be game-changers. ADHD medications (like stimulants) are very effective for many, and therapy (like cognitive-behavioral therapy) can teach coping skills. For autism, therapy can include occupational therapy for sensory issues or social skills training. If anxiety or depression is present (common co-conditions), a counselor or support group can help. Don't hesitate to reach out to specialists or doctors who know about neurodiversity. There's no shame in getting expert help – it's evidence-based self-care.* Practice Self-Compassion: This may be the most important strategy. Recognize ADHD and autism as just parts of who you are, not failures or flaws. When you struggle with tasks or make a social mistake, try talking to yourself kindly: “That was tough, and I'm doing my best.” Celebrate wins, even small ones (finished that report? High-five!). Remember the neurodiversity mantra: different wiring is not broken wiring. Embracing your brain can turn frustration into empowerment. There's a growing community out there cheering you on.Bringing It Home: Stories of ProgressEnough theory – let's hear some successes. Across the neurodivergent community, people are thriving using strategies like these:* A teacher rearranged her classroom so students with ADHD and autism could move seats or use quiet corners when needed. She saw their grades and moods improve dramatically. She says just telling the class “Everyone thinks differently” made the kids feel accepted.* An autistic software developer arranged with her company to work mostly from home. By setting her own schedule and customizing her workspace (dim lighting, minimal noise), her productivity soared. Colleagues marveled at her bug-free code – once she had the right environment, her attention to detail became her superpower.* A college student with both ADHD and autism started using campus disability services. Now she gets extra time on exams and a note-taker. She says what felt like “cheating” at first turned out to be “evening the playing field.” With those supports, she's on track to graduate, and finally believes in herself.At every age, from school kids to CEOs, neurodivergent folks find ways to succeed. Maybe this week you'll try a new app or a different work spot, or open up to a friend about your needs. Every small step is progress.Tips for Parents and EducatorsIf you're listening as a parent or teacher, your understanding is huge for a young neurodivergent person. Here are a few tips:* Listen and Validate: When a child with ADHD/autism says a task is overwhelming or noises are too loud, believe them. Say things like “I hear you, that's really tough.” This reduces anxiety and builds trust.* Be Patient with Behavior: Actions like rocking, jumping, or blurting often serve a purpose (to stay calm or engaged). Instead of punishment, find safe outlets: sensory corners in class, extra recess, or quiet fidget toys.* Teach Organizational Skills: Break tasks into steps on a whiteboard. Use visual schedules (drawings or charts) so children can see the plan. Show them how to use checklists and reminders. These executive skills are not innate to all; children often need practice and coaching.* Focus on Strengths: If a student is passionate about dinosaurs, sneak some science or art into the lesson using dinosaurs. A kid who loves building things might enjoy a math puzzle about construction. When learning connects to interests, engagement skyrockets.* Model Acceptance: Use respectful language. Celebrate neurodiversity! If kids see parents and teachers framing ADHD/autism as just part of human variety (not “bad” or “broken”), they'll carry that positive self-image forward.Wrapping Up: You're Not AloneWe've covered a lot: the unique traits of ADHD and autism, where they overlap, how they affect emotions, thinking, social life, and work, plus practical strategies and real stories. If you're neurodivergent, know this: each brain is unique. What works for one person might not work for another, and that's okay. It's an ongoing journey of trial and feedback.Neuroscience and psychology are learning more every year. Brain research, new therapies, and tools are constantly emerging. Keep an eye out for breakthroughs, but also remember this: the lived experience matters most. You might still have rough days – days when your ADHD makes a simple chore feel impossible or your autism makes you need a long sensory break. That's human. Emotions are part of the ride.The key takeaway: ADHD and autism can bring challenges, but they come with strengths too. Many neurodivergent people are kind, creative, focused, and loyal. By using strategies (and yes, even by laughing at the quirks sometimes), you can handle obstacles and make life smoother. Connect with others who understand, advocate for yourself, and give yourself credit for every small win.Thank you for listening. We hope this episode gave you some insight, tools, and maybe even a few laughs. Remember, you are not defined by these labels – understanding them can give you superpowers over obstacles. Stay curious, stay kind to yourself, and keep talking about neurodiversity. See you next time on the podcast!Links:Show Notes: Welcome to today's episode! We're diving deep into ADHD and autism – what makes them unique, where they overlap, and how they shape day-to-day life. We'll mix neuroscience, the latest research, and real-life stories to make it all click. This show is for neurodivergent adults, and also parents and educators who want to really understand what living with ADHD and autism can be like.Imagine sitting in a meeting: the clock ticks, but your mind is racing on a thousand other things. Or being at a loud party and feeling every light and sound press in on you. Those are snippets of how ADHD or autism can feel. For anyone with these conditions (or both), life can be a wild ride of challenges and unique gifts. But you're not alone – there are science-backed ways to cope and even thrive.In recent years, brain science has been uncovering secrets about ADHD and autism. Researchers use brain scans and cognitive tests to see how neurodivergent brains work differently. We won't get lost in jargon, but the gist is this: ADHD often involves lower activity in brain areas that handle focus, planning, and impulse control – think of it like having a very fast car with weak brakes. Autism often involves brain circuits that are finely tuned, noticing patterns and details that others miss, but also picking up sensory inputs very intensely. So, one brain might crave novelty while needing a tight routine, the other might detect every background sound. Knowing this biological side helps make sense of everyday experiences.ADHD: A Brain That Zigs When Others ZagADHD, or Attention Deficit Hyperactivity Disorder, shows up as three main quirks:* Trouble sustaining attention: Daydreaming or being easily distracted, missing details.* Impulsivity: Acting or speaking without thinking it through (like blurting an answer or grabbing the last slice of pizza on a whim).* Hyperactivity: Feeling restless or fidgety, like you have to move even when you're sitting still.Some people call the ADHD brain “a race car with fuzzy brakes.” Neuroscientists tell us ADHD brains often have lower levels of neurotransmitters like dopamine and norepinephrine, especially in the prefrontal cortex (the area acting like the brain's CEO). That makes it harder to plan, stay organized, or resist impulses. For example, you might forget appointments, interrupt conversations, or feel like you have to pace when sitting.On the flip side, ADHD brains can hyperfocus on things they love. Picture an editor sitting at a cluttered desk. The sound of typing is soothing… until a stray light catches the editor's eye. Suddenly they are deep in a Wikipedia spiral about vintage computers and forget the report due tomorrow. They laugh later: “I meant to write one paragraph and ended up learning about floppy disks for two hours!” Hyperfocus isn't guaranteed, though. Often tasks we have to do feel like a slog, and we procrastinate until the deadline hits. Then, under panic, our brain goes into overdrive – a burst of productivity called “crunch mode.” It's like living with an internal pressure cooker: long periods of low simmer, then sudden high heat to get things done.Emotionally, ADHD can feel like riding a rollercoaster. You might feel frustration or embarrassment about symptoms (like always losing your keys or blurting out something inappropriate). Anxiety and low self-esteem are common too, especially if you've been scolded or misunderstood a lot. But knowing the brain science behind ADHD brings relief: it's not laziness or a character flaw, it's biology. And that matters, because it means there are ways to help and work with your brain.Autism Spectrum: Sensory Worlds and Special InterestsAutism (Autism Spectrum Disorder) is also a brain difference – but it shows up differently. Key traits include:* Social communication differences: Difficulty reading facial expressions, understanding tone of voice, or navigating small talk.* Repetitive behaviors and routines: Craving sameness, following strict routines, or repeating certain movements (like hand-flapping or lining things up).* Sensory sensitivities: Being bothered by loud noises, bright lights, strong smells, scratchy clothing, or certain tastes.Imagine the brain as a radio receiver. In many autistic people, the dial picks up everything at full volume. So a buzzing neon light or a faint background hum can feel overwhelming. Scientists sometimes talk about an imbalance of excitation and inhibition in the autistic brain – in plain terms, sensory signals can all flood in without enough “filter.” This means autistic people notice fine details (that spider web, that slight pattern in wallpaper) but can be easily overloaded by a busy environment.Anecdote: Take Alex, an autistic architect. She describes going to a big family gathering: “The buzzing lights and overlapping conversations felt like waves crashing on me,” Alex says. “I had to step outside and put my headphones on to avoid a meltdown.” This is common: when too many signals hit at once, an autistic person might feel panic, shutdown, or even a meltdown (an intense emotional response). If things calm down, it's like a storm passing – but the confusion and stress can last for hours after.On the plus side, autism often brings intense interests and superb focus on details. That same Alex can spend hours perfecting a building design or spotting the tiniest crack in a wall that others wouldn't see. Many autistic people excel in fields that match their special interests – like science, art, math, or technology – because they're deeply passionate and not easily bored.Socially, autism can look like missed cues. You might overhear, “Why don't you just look people in the eye?” without realizing eye contact might feel painful or distracting. Or you might get puzzled advice like “don't take that literally,” when you really did mean exactly what you said. Brain imaging shows autistic folks often use different brain networks for social processing, so it can feel like navigating a conversation in a foreign language. That's okay! With understanding and support, autistic people often learn communication tricks that work for them.Where They Overlap: AuDHD and Shared TraitsIt turns out ADHD and autism often go together. Research suggests about half of autistic people also meet criteria for ADHD. Some folks even say they have “AuDHD” (autism+ADHD). If you have both, traits can blend in interesting ways. ADHD might add impulsivity and distractibility, while autism adds sensory needs and craving routine.One person described it like this: “My ADHD mind signs me up for more than my autistic brain can deliver at times.” It's a classic tug-of-war: part of you craves structure, part of you craves novelty. Many with both report feeling like a “walking contradiction” – wanting predictability but also getting bored by too much predictability.Shared challenges can include:* Executive function struggles: Both conditions can make organizing tasks, planning ahead, or switching activities hard. It can feel like your brain's to-do list app keeps crashing.* Sensory quirks: While sensory overload is famous in autism, ADHDers can also be sensitive (or sometimes under-sensitive) to sensory input. Both might need fidget toys or headphones to stay comfortable.* Emotional intensity: Both ADHD and autism are linked to higher anxiety, mood swings, or “meltdowns.” The brain chemistry and life stressors (feeling different, facing stigma) both play a role.* Trouble with transitions: Starting or stopping tasks can be super hard. You might think you can drop one activity and switch to another on cue, but often it feels like a gradual drift or a sudden jolt instead.Think of having both as juggling snowballs in a windstorm. For example, imagine someone with both ADHD and autism. They love a morning routine of coffee and crosswords, but if they miss that coffee (coffee catastrophe!), their ADHD brain causes a frantic search for the mug while their autism makes every change feel like a crash. If they try a new latte shop (novelty alert!), the ADHD part is excited but the autism part panics over the unpredictable ordering system. It's tricky.However, there are strengths too. Many people with AuDHD report creativity and unique problem-solving. They often see details and big patterns at once. For example, they might notice a statistic (detail) and also have a wild new idea (big picture) about it. The key is managing the quirks to let those superpowers shine.Daily Life Impact: Emotions, Thinking, Social, and WorkLiving with ADHD and/or autism can color every part of life. Let's break down some common areas:EmotionallyLiving with ADHD or autism can feel like having an emotional accelerator and brake pedal that sometimes fail. You might swing quickly from excitement to frustration. Frustration and anxiety often come from feeling misunderstood or not in control. Little surprises (a canceling a plan, a sudden noise) can trigger big reactions. If you've been punished for symptoms out of your control, you might have long-standing low self-esteem. Remember: getting emotional about these challenges is normal. It helps to remind yourself that meltdowns or outbursts are signals — your brain's way of saying it needs a break or some support, not proof that you're failing. After the episode, self-care and a bit of self-compassion (“That was tough, but I survived”) can help you recover and learn.Many neurodivergent people use humor as a lifesaver. Joking about “my ADHD brain is like a puppy on espresso” or “my daily meltdown wardrobe” can help talk about tough stuff more easily. Sometimes laughing at ourselves (gently, not harshly) reminds us that everyone has quirks.CognitivelyNeurodivergent minds often have a unique thinking style — like a maze and a playground at once. Here are a few common cognitive features:* Attention: ADHD means your attention is selective. You might ignore something boring (like scrolling through your phone in a dull lecture) and yet get laser-focused on something else (like planning the ultimate pizza toppings). Autism, too, can involve deep focus — on a special interest, that same lecture if it's on your passion topic, or even on everyday details most people miss. In either case, switching gears can be hard. Interrupting deep thought to do something mundane is like a rude alarm clock that nobody asked for.* Memory & Organization: These brains may misplace keys, appointments, or even thoughts. Working memory feels like a leaky bucket — once a distraction hits, stuff goes out. You might set a reminder on your phone, forget about it five minutes later, then panic when the date passes. Or you keep 100 tabs open in your brain, and sometimes one of them quietly closes without telling you. This isn't forgetfulness; it's the brain's attention and memory systems juggling too much.* Processing Speed: Some people think very fast (“see” many thoughts at once), others very slowly, or even seem to “lag” when switching tasks. For example, someone might need extra time to formulate an answer in conversation, even if they could write it perfectly later. Don't mistake a short pause for a problem with intelligence — it's just how the mind processes information.Social LifeNavigating social waters can be bumpy for ADHD and autism, but there are ways to manage. For example:* Social Cues: Autistic folks might miss a sarcastic tone or not get why everyone laughed. ADHD folks might interrupt without meaning to or blurt out irrelevant stuff. Both can accidentally seem “awkward” or “rude” when really they just didn't pick up cues. One trick is to be upfront: it's okay to say, “Hey, I have ADHD/autism, sometimes I need a little extra time or clarity.” Often people are understanding if they know.* Friendships: You might find yourself drifting between friend groups or feeling out of sync. It's common to form one very close friendship rather than a big circle. That's fine! Focus on quality over quantity. Some neurodivergent people prefer one-on-one hangouts or quiet meetups rather than crowded parties.* Support: Having friends or family who “get it” makes a huge difference. Find people (even online) who understand ND humor and vibe. Parents and educators, it helps to show kids or teens examples of famous or everyday people who are thriving with ADHD/autism, so they know they're not alone.Work and SchoolIn jobs and classes, ADHD and autism present both challenges and strengths. Many ND people become A+ in their passion subjects but struggle in areas they find boring or disorganized. The good news is, accommodations can help:* Structure and Environment: If possible, pick a study or work spot with fewer distractions. Use earbuds with soft music to drown out noisy offices. Request a quiet corner, noise-canceling headphones, or flexible deadlines when allowed. Small adjustments (like a fidget tool hidden in your pocket or a standing desk) can help channel hyperactivity or sensory needs.* Time Management: Tools are your friends – planners, calendars, reminder apps. Break big projects into bite-size tasks. For example, don't just have “write paper” on the list; break it into “outline ideas,” “write intro,” etc. This reduces overwhelm and gives you little wins.* Leaning In on Strengths: ND people often excel in roles that align with their brains. An ADHD person might do great in a fast-paced, varied job (like first responder or entrepreneur). An autistic person might shine in coding, design, or research. If you can steer your career or course toward your interests, motivation often comes naturally.* Advocacy: Don't be afraid to ask for help. Schools often have services for ADHD/autism (like extra test time or an aide). Workplaces may offer flexible scheduling, mentorship programs, or assistive tech. It's legal in many places to request reasonable accommodations once you disclose a diagnosis. Educators and bosses are becoming more aware – sometimes just explaining “I work/learn best this way” can open doors.Practical Coping Strategies (Evidence-Based!)Alright, let's get to action. Based on brain science and countless success stories, here are some practical strategies to manage ADHD and autism day-to-day. You might already do some of these – try mixing and matching to see what helps most you:* Create Flexible Routines: Daily structure reduces stress. This means a consistent morning routine (e.g., wake up, stretch, eat breakfast at the same time) and evening habits (e.g., lay out clothes for tomorrow, bedtime wind-down). For autistic people, routines are comforting; for ADHD, routines reduce the mental load of deciding what to do next. However, keep it flexible – if something changes, it's okay. Think of routines like gentle rails guiding a train, not jail bars.* Use Tools and Timers: Organization apps, planners, or even sticky notes are life-savers. Write to-do lists and check things off. Use phone alarms for appointments (“Lunch time!”) and timers for work sprints (try 25 minutes focus, 5 minutes break, also known as the Pomodoro Technique). Putting reminders of chores where you'll see them (a note on the mirror, an alarm on your phone) helps counteract those memory glitches.* Create a Calming Environment: Pay attention to sensory needs. If you're easily overwhelmed, tidy your space, dim harsh lights, play gentle ambient sound or white noise, or wear noise-canceling headphones. If you have tactile sensitivities, wear soft fabrics and avoid itchy tags. A water bottle, fidget toy, or stress ball can give restless hands something to do. These tweaks let your brain focus on the task instead of extra sensory input.* Move Your Body Regularly: Physical activity isn't just good for health – it helps brains like ours work better. Short walks, stretching breaks, or even dancing to a favorite song can reset your focus and mood. Many people with ADHD find that moving wakes up the prefrontal cortex to get back on track. Exercise also calms anxiety, which can otherwise clog up thinking. Aim for some exercise every day, even if it's just 10 minutes – your brain will thank you.* Practice Mindfulness: This might sound unusual, but techniques like deep breathing, meditation, or guided relaxation can train your attention and reduce stress. It's like going to the gym for your brain. A simple practice: take 3 deep breaths before a meeting starts, or do a quick “body scan” (focus on relaxing each body part) if you feel wound up. Studies show mindfulness can improve focus in ADHD and help autistic people manage anxiety. It's not a magic fix, but over time it builds mental muscle.* Leverage Your Interests: Special interests and hyperfocus can be strengths. Whenever possible, tie your work or study to something you love. For example, if you love sports stats, try to learn math with sports data; if you adore art, find a way to visualize your notes. Also, don't feel guilty about indulging in your interests – they recharge you. Schedule time for that hobby, or use it as a reward (e.g., after finishing a task, allow yourself to play that game or read that sci-fi story).* Connect with Others: Build a support network. Talk to trusted friends or family members about what helps and what doesn't. Join local or online support groups – hearing how others cope can spark ideas. If you have ND kids or students, share stories of successful ND adults. Remember, you have unique experiences worth sharing. Also, communicate your needs: it's okay to say, “I need quiet time” or “Could you repeat that?” in polite ways.* Seek Professional Help When Needed: Therapy and sometimes medication can be game-changers. ADHD medications (like stimulants) are very effective for many, and therapy (like cognitive-behavioral therapy) can teach coping skills. For autism, therapy can include occupational therapy for sensory issues or social skills training. If anxiety or depression is present (common co-conditions), a counselor or support group can help. Don't hesitate to reach out to specialists or doctors who know about neurodiversity. There's no shame in getting expert help – it's evidence-based self-care.* Practice Self-Compassion: This may be the most important strategy. Recognize ADHD and autism as just parts of who you are, not failures or flaws. When you struggle with tasks or make a social mistake, try talking to yourself kindly: “That was tough, and I'm doing my best.” Celebrate wins, even small ones (finished that report? High-five!). Remember the neurodiversity mantra: different wiring is not broken wiring. Embracing your brain can turn frustration into empowerment. There's a growing community out there cheering you on.Bringing It Home: Stories of ProgressEnough theory – let's hear some successes. Across the neurodivergent community, people are thriving using strategies like these:* A teacher rearranged her classroom so students with ADHD and autism could move seats or use quiet corners when needed. She saw their grades and moods improve dramatically. She says just telling the class “Everyone thinks differently” made the kids feel accepted.* An autistic software developer arranged with her company to work mostly from home. By setting her own schedule and customizing her workspace (dim lighting, minimal noise), her productivity soared. Colleagues marveled at her bug-free code – once she had the right environment, her attention to detail became her superpower.* A college student with both ADHD and autism started using campus disability services. Now she gets extra time on exams and a note-taker. She says what felt like “cheating” at first turned out to be “evening the playing field.” With those supports, she's on track to graduate, and finally believes in herself.At every age, from school kids to CEOs, neurodivergent folks find ways to succeed. Maybe this week you'll try a new app or a different work spot, or open up to a friend about your needs. Every small step is progress.Tips for Parents and EducatorsIf you're listening as a parent or teacher, your understanding is huge for a young neurodivergent person. Here are a few tips:* Listen and Validate: When a child with ADHD/autism says a task is overwhelming or noises are too loud, believe them. Say things like “I hear you, that's really tough.” This reduces anxiety and builds trust.* Be Patient with Behavior: Actions like rocking, jumping, or blurting often serve a purpose (to stay calm or engaged). Instead of punishment, find safe outlets: sensory corners in class, extra recess, or quiet fidget toys.* Teach Organizational Skills: Break tasks into steps on a whiteboard. Use visual schedules (drawings or charts) so children can see the plan. Show them how to use checklists and reminders. These executive skills are not innate to all; children often need practice and coaching.* Focus on Strengths: If a student is passionate about dinosaurs, sneak some science or art into the lesson using dinosaurs. A kid who loves building things might enjoy a math puzzle about construction. When learning connects to interests, engagement skyrockets.* Model Acceptance: Use respectful language. Celebrate neurodiversity! If kids see parents and teachers framing ADHD/autism as just part of human variety (not “bad” or “broken”), they'll carry that positive self-image forward.Wrapping Up: You're Not AloneWe've covered a lot: the unique traits of ADHD and autism, where they overlap, how they affect emotions, thinking, social life, and work, plus practical strategies and real stories. If you're neurodivergent, know this: each brain is unique. What works for one person might not work for another, and that's okay. It's an ongoing journey of trial and feedback.Neuroscience and psychology are learning more every year. Brain research, new therapies, and tools are constantly emerging. Keep an eye out for breakthroughs, but also remember this: the lived experience matters most. You might still have rough days – days when your ADHD makes a simple chore feel impossible or your autism makes you need a long sensory break. That's human. Emotions are part of the ride.The key takeaway: ADHD and autism can bring challenges, but they come with strengths too. Many neurodivergent people are kind, creative, focused, and loyal. By using strategies (and yes, even by laughing at the quirks sometimes), you can handle obstacles and make life smoother. Connect with others who understand, advocate for yourself, and give yourself credit for every small win.Thank you for listening. We hope this episode gave you some insight, tools, and maybe even a few laughs. Remember, you are not defined by these labels – understanding them can give you superpowers over obstacles. Stay curious, stay kind to yourself, and keep talking about neurodiversity. See you next time on the podcast! Get full access to carmen_authenticallyadhd at carmenauthenticallyadhd.substack.com/subscribe
Send us a textAndrea Kehoe, Director of Operations Administration at Kettering University, shares how she's led efforts to transform the university's workplace culture following what their president called a "cultural meh" after the pandemic. Through cross-collaborative working groups, employee surveys, and responsive action, Kettering has revitalized their campus community by implementing simple yet effective strategies that prioritize employee satisfaction.• Asking employees directly what would improve their work satisfaction resulted in actionable feedback• Implementing tangible changes like fresh office paint showed employees they were truly being heard• Creating more campus events helped rebuild relationships and community connections post-pandemic• Finding "champions" for new initiatives ensures ideas have the necessary support to succeed• Leaning into a "yes first" approach encourages innovation and engagement across campus• Investing in internal mobility helps retain institutional knowledge and creates career growth opportunities• Positive workplace culture directly impacts student experience and satisfaction• Small, consistent improvements lead to significant cultural transformation over timeIf you're interested in learning more about creating a positive workplace culture, check out the Optimizing Workplace Engagement course that both Michael and Tessa teach at Harvard's Professional Development Program.To stay connected and continue the conversation, be sure to follow us on LinkedIn. And don't forget to check out our previous episodes for more tips and strategies to boost your workplace happiness. You can find them on your favorite podcast platform or on our website. If you have any questions, comments, or topic suggestions for future episodes, please reach out to us. We'd love to hear from you!Stay inspired, stay motivated, and stay happy at work!
Whether you have a team or just contractors, you are creating a workplace culture. In this episode of The Essential Shift Podcast, I'm joined by Miks and Cam, co-founders of Capyble - a Techstars-backed platform that helps businesses turn respect-at-work legislation into meaningful, measurable action.We dive deep into what it really takes to build safer, smarter workplaces - from listening to lived experience, to weaving cultural safety into operations, to using AI without losing humanity. This is a big conversation on leadership, boundaries, and creating work cultures that don't just tick the box - but transform it.If you are a leader in your business, you should listen to this. Set the foundations early and create a safe place for people to work (even if they are only doing 3 hours a week in your business). ✨ Want to connect and build your business with a support network? JOIN THE CIRCLE ✨KEY EPISODE TAKEAWAYSWhy safety isn't just physical - it's emotional, cultural, and structuralWhat we get wrong about leadership (especially in small businesses)How to use AI in ways that protect, not perpetuate, harmThe mindset shift from performative compliance to practical impactWhy boundaries are leadership skills – not personality traitsSHOW RESOURCESLearn more about Capyble – HEREJOIN THE CIRCLE – A community for conscious, creative entrepreneurs - HEREFollow me on Instagram – HEREFind me on LinkedIn – HEREABOUT THE GUESTSMiks is a serial global entrepreneur who believes business is a tool for creating positive structural change. She's had 3 successful exits and is now full-time on Capyble, with a mission to bring expertise to 1 million workplaces by 2030. She's a TEDx speaker and has been recognised as a finalist for the Women in Digital Rising Star of the Year 2024, Young Australian of the Year (QLD), AFR Top 100 Women of Influence, and more. Miks is a Harvard alum and Techstars Sydney 2024 participant.Cam has spent the last decade building profitable social enterprises and educational products, with a background in world-building and strategy for narrative-led companies. A master of translating complexity into clarity, he now focuses on making expert support accessible through Capyble, and creating better ways for survivors to share their stories with workplaces and communities through Impact by Design.Bless it be.With love,Laetitia
NAMA Women Advancement hosted an incredible workshop at the House Of Wisdom venue, integrating the community of Sharjah to educate on the importance of equality within a workplace. Louis Denham from the Morning Majlis Show attended the event and spoke to key organizers and participants. Listen to #Pulse95Radio in the UAE by tuning in on your radio (95.00 FM) or online on our website: www.pulse95radio.com ************************ Follow us on Social. www.facebook.com/pulse95radio www.twitter.com/pulse95radio
GUEST: Michael Medved joins us to ask the big question: is there any actual beauty in the Big Beautiful Bill — or just bad policy? // All male & all female workplaces // SCENARIOS!
What if your inner critic isn't the enemy—but a misdirected inner coach waiting for the right conversation?On today's soul-shifting episode, Chris Schembra sits down with licensed clinician and Wall Street Journal bestselling author Britt Frank to explore the untapped potential of your internal world. Britt's new book, Align Your Mind, blends Internal Family Systems (IFS), neuroscience, trauma therapy, and radical compassion into a user manual for becoming a better leader—by leading yourself first.In this raw, riveting, and often funny dialogue, Britt shares the ALIGN framework: a five-step method to transform the swirl of internal chaos into clarity, confidence, and calm leadership. You'll walk away with tools to stop spinning, drop shame, and start collaborating—with all the voices in your head.Chris and Britt explore:How circus training helped Britt tame her mind and discover flow Why shadow parts aren't saboteurs—they're secret allies The real difference between solitude and loneliness How to negotiate with your inner critic like it's your toughest client Why authentic leadership doesn't mean “bring all your parts to work” A powerful reframe: Your brain isn't broken—it's brilliant Whether you're a CEO, a team leader, or just trying to keep your head above water, this episode offers both practical tools and deep encouragement for navigating inner and outer leadership challenges. Key Moments[00:08] Chris' poetic New York City intro + welcoming new and loyal listeners [02:27] Britt's dynamic background: therapist, speaker, author… and circus performer [05:47] The Gratitude Question: Britt thanks her first circus coach for raising her standards [07:36] Defining flow as alignment—not perfection [10:38] Intro to Parts Work and why leaders must embrace their inner multiplicity [12:38] What “shadow work” really means: turning inner tension into innovation [15:15] The ALIGN Framework:Acknowledge Listen Investigate Give Gratitude (to your brain!) Negotiate [22:42] From loneliness to solitude: why inner gratitude is the first step to connection [25:32] Why some stress is good stress: shifting mental gears instead of stalling [28:57] Britt's take on DBT (Dialectical Behavior Therapy) and how it saved her life [31:35] Busting three myths of the workplace:Don't bring every part of yourself to work Workplaces aren't families—they're teams Positivity isn't the same as leadership [36:53] Britt's backstory: addiction, cults, hiding IFS books inside cult literature, and the breakthrough that changed her life [39:28] Final takeaway: your inner critic isn't a bully—it's your most loyal bodyguard [40:16] Chris' signoff + why Align Your Mind is essential reading for anyone leading a team in 2025 Memorable Quotes“Flow is not the absence of thought. It's movement in the presence of noise.” – Britt Frank“Every part of you has value. You don't need to silence them—you need to negotiate.” – Britt Frank“The solution to loneliness is solitude—but only if your inner world isn't at war with itself.” – Chris Schembra“Your brain isn't wired for success. It's wired for survival. Say thanks, and lead anyway.” – Britt Frank“Leadership is not about being positive all the time. It's about being real—with curiosity and compassion.” – Britt Frank About the BookAlign Your Mind is Britt Frank's empowering new guide to taming anxiety, healing trauma, and overcoming self-doubt using Parts Work. Combining practical exercises, storytelling, and cutting-edge neuroscience, Britt introduces readers to their internal cast of characters—from the anxious controller to the tired inner child—and shows how to bring them into harmony.With Britt's warm and witty voice, readers learn how to:Reframe the inner critic as a coach Move from chaos to clarity with the ALIGN method Use curiosity as an antidote to burnout and self-sabotage Stop waiting to feel motivated and start getting things done Whether you're a leader or simply a human navigating complexity, this book gives you the tools to realign and rise.Order now: Penguin Random House About Britt FrankBritt Frank, LSCSW, is a licensed clinician, author, and speaker specializing in trauma, Parts Work, and mental health. Her work has been featured in The New York Times, NPR, Forbes, Esquire, and New York Magazine. She is the author of The Science of Stuck, The Getting Unstuck Workbook, and now Align Your Mind.Based in Kansas Citybrittfrank.comInstagram: @BrittFrank About Your HostChris Schembra is the Wall Street Journal bestselling author of Gratitude Through Hard Times and founder of the 7:47 Gratitude Experience™, which has impacted hundreds of thousands through the power of meaningful connection. He's been featured in Rolling Stone, USA Today, Forbes, and beyond—and hosts this podcast as a space for leaders to explore the intersection of hardship, hope, and human potential.
In today's episode of The Intersection Rewind, we revisit a powerful conversation with Emily Voorde, the founder and CEO of IntuStrategies, a consultancy dedicated to advancing disability inclusion. Emily's journey is a testament to the work being done to ensure that leadership spaces and organizations are accessible to individuals with disabilities.Emily shares that “disability inclusion isn't just about compliance or accommodations, it's about creating an environment where everyone feels valued and empowered.”We explore practical solutions for organizations to begin making meaningful changes, from revisiting hiring practices to offering training on how disability can be an asset in leadership. Emily also touches on the role of technology and innovation in creating accessible spaces for all employees.If you're ready to be part of the solution, this episode is a must-listen to better understand how to move beyond just compliance to a truly inclusive environment that values all abilities.Resources:Connect with Emily on LinkedinVisit IntuStrategiesFollow IntuStrategies on InstagramConnect with me:InstagramLinkedInRestart Consulting
In this enlightening conversation, Dr. Susannah Ward shares powerful insights on physician wellness and the emerging role of Chief Medical Wellness Officers in preventing burnout among doctors. We explore innovative systemic approaches to healthcare worker wellbeing, including anonymous reporting systems for workplace issues and dedicated wellness leadership positions with executive support. Dr. Ward also discusses her upcoming "Be Chill CPD" retreat at Caves Beach, where doctors can complete their continuing professional development requirements while engaging in restorative practices like yoga and mindfulness. Join us to discover how creating psychologically safe workplaces and prioritizing connection can transform medical culture from one of burnout to one of sustainable practice.Resources:drjobraid.comwww.instagram.com/burnoutrecoverydrwww.linkedin.com/in/drjobraidwww.ataraxiacollective.com.au/be-chill-cpd-retreats/pmcwa.org.au/media/attachments/2024/01/12/pmcwa-jmo-wellbeing-guide-2024.pdf I acknowledge that I create this podcast on the traditional lands of the Wiradjuri people, who have been the custodians of this land around Orange, New South Wales, for thousands of generations. I pay my respects to Wiradjuri Elders past, present, and emerging, and recognize the continuing connection to land, waters, and culture. This acknowledgment is a small but important step in recognizing the sovereignty of First Nations peoples and the deep historical and ongoing relationship with Country. Disclaimer: The information provided on or through our Site, products and/or services is intended to be for informational purposes only. It does not constitute or replace professional advice for individual or specific situations and nor does it take into account your specific needs or circumstances. Under no circumstances should the content made available on our Site, or regarding our products and/or services be relied upon as professional legal, medical, financial, business or other advice. You agree to obtain these services if you need these. Our Site may have articles and content that is of a general nature and is intended to be for informational purposes only. Your access to and use of they Site is subject to our Privacy Policy and Terms of Use. See omnystudio.com/listener for privacy information.
In this new series of episodes on Our Agile Tales, we're getting radically honest about company culture with Lizzie Benton—culture coach, founder of Liberty Mind, and one of the most refreshingly candid voices in the world of modern work.Let's face it: “culture” has become a buzzword. It's often pitched as a magic bullet for success, but most organizations still struggle to define it—let alone get it right. In this series, Lizzie helps us move beyond the platitudes. She unpacks what culture actually is, why so many transformations fall flat, and what it really takes to build a workplace where both people and business can thrive.We'll explore the tools and mindsets that matter, and dig into the uncomfortable truths that often get overlooked.In this episode:Lizzie Benton explains her journey into culture coaching, defines company culture, and addresses misconceptions about it. She critiques the impacts of Silicon Valley's corporate culture and explains the phenomenon of 'culture washing.' The discussion extends to alternative management structures, highlighting companies like Burtzorg and ABN AMRO that have successfully adopted self-managing teams. Join us as we delve deep into creating purpose-driven, adaptable work environments.00:00 Introduction to Agile Tales Season 1000:28 Meet Lizzie Benton: Culture Coach Extraordinaire01:44 Defining Culture: Beyond the Buzzwords03:12 Lizzie's Journey into Culture Coaching04:35 Understanding Company Culture08:39 Silicon Valley's Influence on Corporate Culture13:30 The Problem with Traditional Hierarchies17:03 Embracing New Ways of Working19:32 Case Studies: Progressive Companies29:01 ConclusionAbout Lizzie Benton:Lizzie is a culture coach and the founder of Liberty Mind. She helps companies evolve beyond bureaucratic structures toward more human-centered, purpose-driven workplaces. She's worked across industries—from tech to charities to construction—always with a focus on unlocking human potential and helping teams co-create meaningful change.Her approach blends depth and practicality, rooted in progressive practices like self-management, Liberating Structures, and Teal principles. Lizzie is a certified Holacracy Practitioner, Semco Style Expert, and TuffLeadership coach. She's been named one of the top 30 millennials changing the world of work and has been featured in Forbes, The Metro, and The Financial Times.You can learn more about Lizzie—and listen to her own podcast, Make It Thrive: The Company Culture Podcast—at libertymind.co.uk.Visit us at https://www.ouragiletales.com/about
What if could upgrade performance at work, build deep relationships at home and in the workplace, heal loneliness everywhere by communicating 3 simple things?We're facing a crisis that's hiding in plain sight.It's not just loneliness or disengagement - it's what researcher Zach Mercurio calls a "mattering deficit." Despite our hyper-connected world, people simply don't feel seen, heard, and valued in their everyday interactions.The statistics are striking: one-third of people report persistent loneliness, 70% feel emotionally uninvested in their work, and half of students don't believe anyone would notice if they were absent. But Mercurio reveals that these aren't separate problems - they're symptoms of our collective failure to make each other feel significant.Why now?Since the early 2000s, digital communication has allowed us to bypass situations that once developed our human connection skills. We can respond to someone's bad news with a sad emoji rather than sitting with them, truly listening, and showing compassion. Zach Mercurio introduces a powerful framework - Notice, Affirm, Need - that transforms how we interact. Through compelling stories and research, Dr Mercurio demonstrates how small interactions can have profound impacts.A supervisor who keeps notes about team members' lives, a facilities manager who shows his team photos of people enjoying their work, or simply telling someone "if it wasn't for you..." can transform an ordinary exchange into one that fosters significance.Your next great act will happen in your next interaction. Don't overthink it. Instead of searching for the next big program or initiative, focus on optimizing how you notice, affirm, and need the people around you.Join the mattering movement and discover how making others feel significant creates a virtuous cycle that enriches everyone's lives. _____________________Dr Zach Mercurio: https://www.zachmercurio.com/ Mattering Assessment for leaders and more book resources: https://www.zachmercurio.com/mattering/"The Power of Mattering" book equips leaders to unleash the hidden superpowers in each individual by addressing the fundamental human need to feel significant: https://www.zachmercurio.com/the-power-of-mattering/ Connect with Dr Zach Mercurio on LinkedIn: https://www.linkedin.com/in/zachmercurio/ More about Dr Zach Mercurio: Dr Zach Mercurio is an author, researcher, and leadershipdevelopment facilitator specializing in purposeful leadership,mattering, and meaningful work. He advises leaders inorganizations worldwide on practices for building cultures thatpromote well-being, motivation, and performance. Zach holds a Ph.D. in organizational learning, performance, andchange and serves as one of Simon Sinek's Optimist Instructors,teaching a top-rated course on creating mattering at work. Hisnew book is "The Power of Mattering: How Leaders Can Create aCulture of Significance." His previous book is "The InvisibleLeader: Transform Your Life, Work, and Organization with ThePower of Authentic Purpose.” He's been featured in The Harvard Business Review, Forbes,Psychology TText Me Your Thoughts and IdeasSupport the show Brought to you by Angela Shurina EXECUTIVE & OPTIMAL PERFORMANCE COACH
Buckle up for a wild ride with Joel Cheesman and Emi Beredugo, where they sling HR hot takes with the finesse of a fast-food fry cook! This episode's a rollercoaster of laughs and eye-rolls, diving into the AI-first workplace fiasco like it's a soap opera. Klarna's CEO got a reality check after ditching 700 customer service reps for AI, only to realize bots can't sweet-talk angry customers. Now they're on a hiring spree to bring back the human touch—oops! Duolingo, meanwhile, thought AI could teach languages better than people, but TikTok's Gen Z army clapped back, rage-quitting the app and calling it “disgusting.” Ouch, that's gotta sting.Then there's IBM's bigwig, Arvind Krishna, tossing shade at HR by saying AI freed up cash for “essential” jobs like sales. Emi's not having it, firing back that HR's the backbone of fairness and inclusion, not just fluffy admin work. She's all about adapting to AI without yeeting humans into oblivion. LinkedIn's new AI job search gets a nod for letting you type “I wanna save the world in sweatpants” and matching you with dream gigs, aiming to hook passive job seekers while sparing recruiters from resume spam. Wrapping up, they tackle the EU's 2026 Pay Transparency Directive, a game-changer forcing companies to spill salary tea upfront to shrink gender pay gaps and stop wasting everyone's time. But, plot twist: firms better get their org charts in order or face a discrimination lawsuit mess. And they serve it all with wit juicier and tastier than a McDonald's chicken strip! Chapters 00:00 - Introduction and Personal Updates 05:54 - Shout Outs and Industry News 10:02 - Layoffs and Job Market Challenges 19:01 - AI in the Workplace: Klarna and Duolingo 23:59 - The Human Element in Automation 26:56 - The Automation Dilemma 30:15 - The Role of HR in an Automated World 36:40 - Earnings Insights: Recruit Holdings vs. ZipRecruiter 40:22 - LinkedIn's AI Job Search Innovations 46:16 - EU Pay Transparency Directive: A Game Changer
In this episode of 'Clearing the Haze,' host Chuck Marting discusses the increasing issue of marijuana edibles entering workplaces unnoticed. Often disguised as everyday snacks, these THC-infused products pose significant risks including impairment, liability, and decreased productivity. Chuck emphasizes the importance of updating drug and alcohol policies, training supervisors and employees to recognize signs of impairment, and maintaining strict workplace regulations. Through real-life examples and expert advice, Chuck aims to help employers protect their workforce and maintain a safe working environment.00:00 Introduction to Workplace Marijuana Edibles01:36 The Hidden Threat of Edibles02:57 Recognizing Impairment Signs03:48 Implementing Effective Policies04:55 Training and Awareness06:35 The Importance of Vigilance07:32 Conclusion and Call to Action
Welcome to Episode 144 of the Think UDL podcast: Accessible Workplaces with Connor Duignan. Connor Duignan is a Technical Software Developer at Innopharma Education. I met Connor at the AHEAD (Association On Higher Education and Disability) conference in Dublin, Ireland. His talk “Tertiary Education as Accessible Workplaces” beautifully summarized what accommodations and structures we have in higher education could also be transferred to the workplace to make a better working environment for all involved. In our conversation, we discuss principles that should be in place to make the workplace more flexible and accessible. This episode hits on the major ideas of Connor's thesis with some excellent talking points for employers and employees to follow. Additionally, we had a wonderful time talking about the Irish language and its renaissance in Ireland, and why language itself is so important to a people and a culture. This is important to identity, culture, and individuality which is also linked to learner variability, and why we need to have places where everyone can bring their best selves in any environment, from higher ed to the workplace and everywhere else.
Feeling unheard in the workplace? Join Elaine Lin Hering, a world renowned author, speaker, and coach for women and people of color in executive leadership within majority white spaces, as she unpacks the power of unlearning silence. Drawing on her extensive experience with organizations like Google, Nike, and Harvard Law School, Elaine delves into the crucial connection between communication, negotiation, and inclusive leadership. Discover practical strategies to find your voice, establish healthy boundaries, navigate power dynamics, and cultivate truly inclusive workplace cultures where everyone can thrive. In this insightful episode, we dive deep into: Practical strategies for setting boundaries and navigating power dynamics at work. Why well-intentioned leaders may inadvertently silence their teams and how to foster open dialogue. Cultivating critical thinking, clear decision-making, and reclaiming your agency at work. Recognizing privilege, challenging the status quo, and questioning workplace assumptions. The unique challenges faced by women of color when asserting themselves and actionable allyship strategies. Why silence is not a safe strategy and the importance of speaking up for yourself and your values. Building sustainable work practices, finding joy, and defining personal success. Connect with us: Follow Elaine on LinkedIn at https://www.linkedin.com/in/elainelinhering/ . Preorder Elaine's new book published by Penguin Random House at https://www.penguinrandomhouse.com/books/720975/unlearning-silence-by-elaine-lin-hering/. Follow Samorn on LinkedIn at https://www.linkedin.com/in/samornselim/. Get a copy of Samorn's book, “Belonging: Self Love Lessons From A Workaholic Depressed Insomniac Lawyer” at https://tinyurl.com/2dk5hr2f. Get weekly career tips by signing up for our advice column at www.careerunicorns.com. Schedule a free 30-minute build your dream career consult by sending a message at www.careerunicorns.com.
Imagine a ten-year-old girl in New Zealand watching an army commercial and declaring, "That's what I want to be". This simple declaration set Dr. Ellen Joan Ford on a transformative journey, a journey of leadership, service, and a new way of thinking about work. Her story is not just inspiring, it's a call to action for all of us. Women are asking for flexible work for working parents. Our businesses want the talented women to be able to focus on both their families and their workday. It is a time for changing how businesses treat women. In this episode of On the Brink with Andi Simon, I had the pleasure of speaking with Dr. Ellen Joan Ford—a leadership expert, military veteran, and the creator of the global #WorkSchoolHours movement. Ellen joins us from New Zealand with a deeply timely and universally relevant message: the structure of work must evolve to meet the real needs of modern families. From the New Zealand Army to Leadership Thought Leader Ellen's story begins with a decade of service in the New Zealand Army, where she worked as an engineer officer and led soldiers at home and abroad. Her military career taught her discipline, courage, and—most importantly—how to lead. As she transitioned out of the military, she pursued an MBA and later a PhD in leadership, driven not by ambition but by a personal challenge. Her doctoral research focused on the leadership experiences of women in the military, surfacing both empowering stories and persistent gender-based inequities. Rather than stop with research, Ellen took action, advising the Chief of the New Zealand Army and presenting her findings to senior leadership. Her goal? To make the Army more inclusive—not just for women, but for everyone. The Birth of #WorkSchoolHours You will enjoy watching Ellen's podcast on YouTube here: What began as academic research soon became a mission when Ellen was bombarded with personal stories from working parents. Over 500 parents shared their frustrations: being forced out of the workforce due to caregiving, missing irreplaceable moments in their children's lives, or being underpaid for the same responsibilities simply because they worked "part-time." One night, while breastfeeding her youngest son, Ellen had a powerful realization: "I don't want this for me or anyone else." This was the birth of the #WorkSchoolHours movement, a movement that is not just a response to a problem, but a call to action for immediate change. What Is the #WorkSchoolHours Movement? #WorkSchoolHours is not about working less—it's about working smarter. It's a flexible work philosophy that allows employees, especially parents, to align their work schedules with family commitments without compromising performance or pay. Ellen explains, "We live in a world where we're expected to parent like we don't have a job and work like we don't have children. That's not sustainable." Through her model of Belonging, Autonomy, and Purpose (BAP), Ellen offers a new way to lead and manage teams. Inspired by both anthropology and leadership science, BAP emphasizes: Belonging: Creating a work culture that acknowledges employees as whole people. Autonomy: Giving individuals the flexibility to manage their time and deliver results. Purpose: Helping people connect their work to something meaningful. Ellen argues that when leaders focus on these elements, they can reduce burnout, increase productivity, and retain top talent—especially working mothers and caregivers. This not only benefits the employees but also the businesses, as it leads to a more engaged workforce and better business outcomes. Her Book: A Practical Guide to Revolutionizing Work In her new book, #WorkSchoolHours: A Revolution for Parents, Workplaces, and the World, Ellen doesn't just talk about change, she provides a practical roadmap for it. With three powerful sections—what's Wrong, what's Possible, and How to Fix It—this book is more than a manifesto. It's a toolkit for those ready to revolutionize their workplaces. The book includes real-world examples from industries ranging from logistics to healthcare to manufacturing and provides actionable strategies for leaders who want to focus on outcomes rather than hours. Even more exciting? Ellen is giving away her e-book for free on her website, ellenjoanford.com, using the code today. This is just one small way she's walking the talk about accessible change. Why This Matters Now In the U.S., over 50% of the workforce is women, and over 40% of children are born to single mothers. Yet, most workplaces still operate on models developed over a century ago. As artificial intelligence and other technologies transform our professional landscape, isn't it time to rethink the outdated 9-to-5? Dr. Ford's call to action is both compassionate and commercially wise. As she says, "Happy people deliver better results." Her message is clear: when we redesign work around the realities of human life, everyone wins—parents, companies, and communities. Listen, Learn, and Lead Differently If you're a business leader, HR professional, or just someone juggling the demands of work and home, this episode will leave you inspired—and equipped—to take action. As a corporate anthropologist, I believe change happens through small wins. Ellen Ford shows us how powerful those wins can be when rooted in purpose. More to Enjoy 433: Organizations Must Embrace Human-Centric Design 430: How Does Dr. Chris Fuzie Create Great Leaders? What Are You Doing to Adapt in Times of Uncomfortable Change Additional resources for you: My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our latest book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman All of our white papers, particularly those on Blue Ocean Strategy and Culture Change Our website: Simon Associates Management Consultants Connect with me: Website: www.simonassociates.net Email: info@simonassociates.net Books: Learn more about these books here: Rethink: Smashing the Myths of Women in Business Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success On the Brink: A Fresh Lens to Take Your Business to New Heights Listen + Subscribe: Available wherever you get your podcasts—Apple, Spotify, Stitcher, YouTube, and more. If you enjoyed this episode, leave a review and share with someone navigating their own leadership journey. Reach out and contact us if you want to see how a little anthropology can help your business grow. Let's Talk! From Observation to Innovation, Andi Simon, PhD CEO | Corporate Anthropologist | Author Simonassociates.net Info@simonassociates.net @simonandi LinkedIn
Summary In this episode, the conversation delves into the intricacies of workplace culture, emphasizing the importance of leadership, purpose, and employee wellbeing. The speakers discuss how culture is shaped by the behaviours tolerated within an organization and the critical role leaders play in modelling desired behaviours. They explore the challenges faced by middle management and the necessity of empowering employees to take charge of their wellbeing. The discussion highlights the need for intentionality in fostering connections and trust within teams, ultimately leading to a stronger organizational culture. Takeaways Your culture is defined by the worst behaviour you tolerate. Purpose should be central to organizational culture. Leaders play a crucial role but are not the sole influencers of culture. Middle management faces unique challenges in today's work environment. Wellbeing initiatives must be integrated into the organizational culture. Building trust is essential for effective communication. Employees should be empowered to lead wellbeing initiatives. Intentionality in interactions fosters better connections. Storytelling can enhance the understanding of purpose in work. Giving employees a voice is key to building a strong culture. Chapters 00:00 Understanding Workplace Culture 03:07 The Role of Purpose in Organizations 06:03 Leadership and Culture Dynamics 09:00 Middle Management Challenges 11:51 Wellbeing in the Workplace 14:47 Building Trust and Connection 18:11 Empowering Employees for Wellbeing 21:04 Creating a Strong Organizational Culture
Listen to today's podcast... Canada became the first country in the world to have a national standard for psychological health and safety in the workplace. This Standard contains a voluntary set of guidelines, tools, and resources aimed at promoting employees' psychological health and preventing psychological harm due to workplace factors. Take One Action Today To Build Your #Resiliency! Here are today's Tips For Building Resiliency and Celebrating Mental Health Week: Get Clear On What's Required For Building A Psychologically Healthy Workplace Foster overall psychological health and a respectful workplace based on trust, honesty, fairness and recognition. As employees, ask questions, report issues, and propose new ideas for building a positive culture. Be sure to train leaders and employees at all levels on awareness and prevention strategies. Look beyond the workplace to what resources are available to help meet personal, as well as workplace challenges. If you like the tips in this briefing, please leave me a review on amazon or in your #alexa app. Looking for more ways to build your resiliency, take my free on-line vulnerability test at worksmartlivesmart.com under the resources and courses tab. #mentalhealth #hr
Kay Sargent is Senior Principal and Director of Thought Leadership for Interiors at HOK where she is a recognized expert on workplace design and strategy and author of the new book, “Designing Neuroinclusive Workplaces: Advancing Sensory Processing and Cognitive Well-Being in the Built Environment”. Mike Petrusky invites Kay back to the show for a milestone episode and an inspiring conversation about the importance of neuro-inclusive design in the workplace and the impact of the built environment on individuals. Kay believes that designing with intention and evidence-based methods is essential, so her book includes case studies and quotes from experts, providing a rich resource for those interested in neuro-inclusive design. Mike asks how technology can impact this topic and wonders about the role of facility management professionals as they collaborate with their partners to ensure that design decisions are not undermined by practical considerations. Kay shares that neuro-inclusive design is not just about accommodating specific needs but about optimizing human potential for everyone, so she and Mike offer the practical advice and encouragement you will need to be a Workplace Innovator! Connect with Kay on LinkedIn: https://www.linkedin.com/in/kay-sargent-53b2431/ Buy the book: https://www.inclusiveworkplace.design/ Learn more about the Interiors at HOK: https://www.hok.com/projects/discipline/interiors/ Discover free resources and explore past interviews at: https://www.workplaceinnovator.com/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/
Send us a textIn this powerful episode of Navigating the Customer Experience, we sit down with Dave Garrison, leadership strategist, former CEO, and author of The Buy-In Advantage: Why Employees Don't Care – and What Great Leaders Do to Inspire Them to Give Their All. With over 25 years of experience leading and advising public and private companies—including Ameritrade—Dave shares his journey from CEO to co-founder of Garrison Growth, where he helps leaders transform workplace culture and team engagement.Dave's Journey from CEO to Culture ChampionDave opens up about his personal transformation—from leading multinational corporations to discovering his passion for helping people reach their full potential. Encouraged by close friends who questioned whether being a high-profile CEO was truly bringing him joy, Dave embarked on a path that led to founding Garrison Growth. Today, his mission is to help leaders create workplace environments where employees thrive—and where customers feel that impact.Why Engagement is Dropping (And How to Reverse It)Dave discusses startling insights from Gallup's latest data showing that global employee engagement has dropped again. He explains that no leader wants a disengaged workforce, and no employee chooses to disengage—but without intentional focus, engagement simply won't happen. Because it's not commonly reinforced by investors or executive dashboards, many leaders unknowingly neglect it.The “Gas Factor” and What Really Drives EngagementLeaders often default to surface-level perks like bonuses, free food, or ping-pong tables to boost morale. While appreciated, these don't move the needle. Dave reveals that employees today—especially Gen Z—are more motivated by meaningful impact, alignment with purpose, and strong team relationships. When employees feel heard, valued, and connected to a bigger mission, that's when true engagement happens.From Micromanaging to EmpowermentMicromanaging often comes from good intentions but can stifle team growth. Dave challenges leaders to identify the one or two areas where their close involvement truly adds value and let go of control in other areas. Referencing Steve Jobs' hyper-focus on design, he urges leaders to trust the “collective genius” of their teams and foster an environment of trust and autonomy.The Three Pillars: Inspired People, Smart Outcomes, Empowered TeamsIn The Buy-In Advantage, Dave outlines three key pillars of high-performing organizations. The biggest challenge he sees? Prioritization. Many leaders overwhelm teams with long lists of goals. He stresses the importance of narrowing focus to just three core priorities and engaging the team in bringing them to life. The secret? Creating alignment through conversations, not commands—what Dave calls a “done with” not “done to” mindset.Making Values Stick Through StorytellingCompany values can't just live on a poster. Dave champions storytelling as a powerful way to reinforce culture. He shares practical examples like executives spending time in customer service centers or calling clients directly—not to promote products, but to deeply understand their needs. These experiences yield stories that inspire teams and reinforce the company's purpose in meaningful, memorable ways.AI as a Game-ChangerWhen asked about a tool he can't live without, Dave points to AI—specifically tools like Claude and ChatGPT. He emphasizes the importance of input quality, recommending leaders use detailed, emotionally contextual prompts (about 400 words) to get the most powerful results from AI, especially for brainstorming and problem-solving.Books That Shaped Dave's ThinkingTwo books had a significant influence on Dave's approach to
In this encore episode of Building Better Managers, Wendy engages with Julie Winkle Giulioni, a renowned expert in career development. They discuss the evolution of career conversations, the importance of psychological safety, and the impact of remote work on employee growth. Julie emphasizes the need for continuous dialogue about career development rather than relying on annual reviews. The conversation also explores the role of AI in enhancing career growth while highlighting the irreplaceable value of human interaction. As the workplace continues to evolve, leaders must adapt their strategies to foster an environment where employees feel valued and supported in their career journeys. Key takeaways: Career development is essential for employee engagement and retention. Conversations about career growth should happen regularly, not just annually. Psychological safety is crucial for open and honest career conversations. Leaders should focus on asking questions rather than providing answers. Remote work requires more intentionality in career development efforts. Recognizing and appreciating employees' strengths fosters motivation. AI can support career development but cannot replace human interaction. Creating equitable development opportunities is vital in a hybrid work environment. Leaders should confront their proximity bias to ensure fair development. The future of career development will focus on self-driven growth and diverse experiences. Meet Julie: Julie Winkle Giulioni is a champion for workplace growth and development and helps executives and leaders optimize talent and potential within their organizations. One of Inc. Magazine's Top 100 speakers, she's the author of "Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive" and the co-author of the international bestseller, "Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Still Want," translated into seven languages. Julie is a regular columnist for Training Industry Magazine and SmartBrief and contributes articles on leadership, career development, and workplace trends to numerous publications including Fast Company and The Economist. You can keep up with Julie through her blog and LinkedIn. Follow Julie: LinkedIn: https://www.linkedin.com/in/juliewinklegiulioni/ Website: https://www.juliewinklegiulioni.com/ Do you enjoy our show? One of the best ways to help us out is leave a 5-star review on your platform of choice! It's easy - just go here: https://www.newlevelwork.com/review For more information, please visit the New Level Work website. https://www.newlevelwork.com/category/podcast © 2019 - 2025 New Level Work
Today we're back in Florida in the township of Coral Springs, which is a short drive north of Fort Lauderdale, and we're here chatting with Mr. Scott Trumpolt. Scott's career is defined by a seamless evolution from corporate leadership to independent consultancy, reflecting over 30 years of expertise in compensation planning, HR leadership, and reward strategies. For 18 years, Scott excelled in the corporate world, holding HR and compensation leadership roles across the United States and Germany. Visit the C4C website to gain full access to the transcript, show notes, and guest links. Coaching 4 Companies
Workplaces have become battlegrounds for political ideologies, with DEI initiatives at the center of controversy. In this episode, host David Rice speaks with Enrique Rubio, founder of Hacking HR, about the dangers of political polarization in organizations and why leaders must take a stand.Enrique challenges listeners to move beyond acronyms and see DEI for what it truly represents—fair treatment and opportunity for all. He provides practical advice for HR professionals on setting boundaries, fostering community, and creating workplaces where civil discourse thrives. As political pressures mount, this conversation asks an essential question: What values will define your leadership?Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Enrique on LinkedInCheck out Hacking HRSupport the show
Dr. Angela Jackson reveals how practices that help employees thrive translate into enhanced business results. — YOU'LL LEARN — 1) What's really driving disengagement at work 2) How the social contract of work has changed 3) The best way to get your boss' support Subscribe or visit AwesomeAtYourJob.com/ep1053 for clickable versions of the links below. — ABOUT ANGELA — Dr. Angela Jackson, a Workplace Futurist and ESG expert, is at the forefront of reshaping the future of work. As a lecturer at Harvard University on leadership and organizational change and as the founder of Future Forward Strategies, a labor market intelligence and strategy firm, she collaborates with Fortune 500 companies, growth-stage startups, and policymakers, offering valuable research and insights into the ever-evolving landscape of work. As a subject matter expert in the future of work and learning, Dr. Jackson is widely published in leading journals, including Fast Company, Fortune, Forbes, Newsweek, Harvard Business Review, and Stanford Social Innovation Review, and has spoken at numerous conferences, including the Economist, Wall Street Journal, and TED conferences. Her forthcoming book, The Win-Win Workplace: How Thriving Employees Drive Bottom-Line Success, releases on March 11, 2025. • Book: "The Win-Win Workplace: How Thriving Employees Drive Bottom-Line Success" (website) • Website: WinWinSummit.org, happening in Chicago on May 5-6, 2025 — RESOURCES MENTIONED IN THE SHOW — • Report: 2025 Edelman Trust Barometer • Book: Outrageous Openness: Letting the Divine Take the Lead by Tosha Silver • Past episode: 418: Separating Your Self-Worth from Your Productivity with Rahaf HarfoushSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Mark Cullen, Chief Inspector with the Health and Safety Authority, discusses the call on more organisations to support the appointment of safety representatives within their workplace.
In this episode of the High Velocity Radio Show, Stone Payton talks with Kimberly Collins, an executive coach and Enneagram consultant. Kimberly shares her journey from managing an orthodontic practice to becoming a coach, focusing on the Enneagram’s role in leadership and team dynamics. She discusses the importance of self-awareness, emotional intelligence, and psychological safety […]
We're thrilled to bring you a fresh new episode from the ASHHRA Podcast, recorded live at ASHHRA25 in vibrant Albuquerque, New Mexico. Bo and Luke had the pleasure of welcoming back an incredible guest, Dr. Richard Safeer, Chief Medical Director of Employee Health and Well-being at Johns Hopkins Medicine.In our latest episode, Richard dives deep into the essential role that workplace leadership plays in fostering good health and well-being among employees. With 25 years of experience under his belt, he shared insights that are not only thought-provoking but also actionable.Key Takeaways:Leaders' Role: Dr. Safeer underscores the pivotal influence that leaders have on their team's mental health. Learn how a simple shift in a manager's demeanor can significantly impact a team's mood and productivity.Trainings That Matter: Discover how Johns Hopkins is transforming leadership training by integrating health and well-being into their core programs. Richard shares practical steps on infusing well-being into your daily work routine.Unpacking Priorities: Ever felt overwhelmed by an endless to-do list? Richard explains how defining clear priorities can reduce stress and elevate workplace engagement.Embrace the Science: Get ready to connect the dots between mood contagion and the science behind emotional impact in the workplace.This conversation is perfect for HR and healthcare professionals looking to lead healthier and more intentional work environments. Plus, don't miss Richard's book, "A Cure for the Common Company," awarded continuing education credits by SHRM. It's a valuable resource for all HR leaders!Whether you're tuning in on your commute or during a break, this episode promises to deliver insights and inspiration. Head over to our website or your favorite podcast platform to listen in.Until next time, keep thriving and prioritizing well-being in your workplace!Best, The ASHHRA Podcast TeamP.S. Mark your calendars for next year's ASHHRA conference in Savannah, Georgia! Let's make strides in creating healthy workplace cultures together. Support the show
John Golden talks with career coach Shell Mendelson about how companies can support employees with ADHD. From flexible hours to open communication, Shell shares simple ways to make the workplace more inclusive. This episode is a must-listen for any leader who wants to build a team that brings out everyone's best.
What does a flourishing Christian workplace really look like in action? In this episode, three experienced Best Christian Workplaces consultants—Tara VanderSande, Doug Waldo, and Cary Humphries—share behind-the-scenes stories and insights from some of the remarkable organizations named to the 2024 list of Certified Best Christian Workplaces. Find full show notes here: https://bit.ly/4392024certifiedbcws Share the love. If you enjoyed this episode, please rate it on Apple Podcasts and write a brief review. https://podcasts.apple.com/us/podcast/the-flourishing-culture-podcast/id1060724960?mt=2 By doing so, you will help spread our podcast to more listeners, and thereby help more Christian workplaces learn to build flourishing cultures. | Follow our Host, Al Lopus, on X https://twitter.com/allopus | Follow our Host, Al Lopus, on LinkedIn https://www.linkedin.com/in/allopus/ | Email our host at al@workplaces.org
Heart-Centered Leadership & Entrepreneurial Innovation with Joshua and Michael D. Levitt
Ellevate Podcast: Conversations With Women Changing the Face of Business
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Are you happy at work? And if so, do you think that helps you do the job better? Jan-Emmanuel de Neve, Professor of Economics and Behavioural Science at the University of Oxford's Saïd Business School thinks so - and says he has the real-world evidence - from companies and millions of employees to prove it. He also says there is evidence that companies with a happy workforce will perform better for shareholders. And he answers the question - does that mean working from home is best, or should we all go back to the office? Links: Thriving Workplaces: How Employers can Improve Productivity and Change Lives: Future of Jobs Report 2025: Why Workplace Wellbeing Matters: Related podcasts: : : Check out all our podcasts on : - - : - : - : Join the :
What if the key to workplace equality isn't changing people—but changing systems?Erica sits down with Siri Chilazi, a senior researcher at the Women and Public Policy Program at Harvard and co-author of Make Work Fair. Siri is an internationally recognized expert in closing gender gaps at work, and she's here to share what really works (and what doesn't) when it comes to building equitable organizations.They dive into:
Ellevate Podcast: Conversations With Women Changing the Face of Business
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