Podcasts about workplaces

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

In 2025 Dentsu UK achieved Family Friendly Workplace accreditation - Nicole and Jody reveal how, alongside building a workplace culture where nearly one in six employees actively engage in their Parents & Carers ERG.   Discussing how collaboration between their Parents & Carers ERG, DE&I and HR teams drives change, Nicole and Jody share policy and support examples across fertility support, extended partner leave and visible leadership role modelling.   Jody shares her powerful story of experiencing pregnancy loss before Dentsu UK had a policy describing her decision to resign, her experience in returning, and in receiving a promotion.   With published Gender Action Plans coming in next year, this episode is packed with ideas for steps you can take to continue building your family friendly workplace.   There's more!   If you'd like more insights and the opportunity to discuss your work with Nicole and Jody, join us at the launch of From Babies with Love's 2026 Guide: Cutting Edge Family Friendly policy & practice:   ·        10th March 2026, at Clyde & Co, London ·        In person: 9:30 -11:30 GMT ·        Live Stream: 10:00-11:30 GMT   email impact@frombabieswithlove.org to request your free place today.   What actually drives progress for women in leadership? Encompass Equality's latest research   Thank you to Encompass Equality for sponsoring this episode.   Encompass is dedicated to creating better workplaces for women and building cultures where everyone benefits.   Powered by industry-leading research into women's lived experiences at work, Encompass turns real insight into targeted interventions that improve how people work together.   Their latest research, conducted with the FTSE Women Leaders Review and Chartered Management Institute, reveals what actually works and how to make change happen in your organisation.   Download your free report from Encompass Equality  

As of Saturday, the country's rail network recorded over 258 million passenger trips since February 2nd.

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

What if our biggest teamwork problem isn't performance – but connection? In this episode of The Future of Teamwork Podcast, Dane interviews psychologist and therapist, Dr. Anne Gutshall about connection – how we build it, how we lose it, and why it matters now more than ever. Anne brings decades of experience working with children, families, students, and adults to explore what's really going on with Gen Z, rising loneliness, social anxiety, and the growing challenges parents and employers face today. If you care about building stronger teams, supporting younger generations, and understanding the human brain behind behavior at work, this is a conversation you won't want to miss.

News out of Minneapolis has reignited intense workplace conversations across the country — including in California. In this episode, Jen explains what California employers should and shouldn't do when national events spark heated discussions at work, and how to manage free expression, safety, and harassment concerns without creating legal risk.

Ireland has Europe's largest gender gap when it comes to the use of advanced digital skills at work. That's according to new research from the Economic and Social Research Institute. To discuss the findings we heard from Dr Adele Whelan Senior Research Officer, ESRI.

Ireland has Europe's largest gender gap when it comes to the use of advanced digital skills at work. That's according to new research from the Economic and Social Research Institute. To discuss the findings we heard from Dr Adele Whelan Senior Research Officer, ESRI.

Only 9% of workplaces say they're fully staffed in a recent Robert Half survey. Is that because of AI? And when your doctor uses chat GPT (and he does), what does that mean for the future of medicine? Also, more young people are having heart attacks. Here are the warning signs.

Only 9% of workplaces say they're fully staffed in a recent Robert Half survey. Is that because of AI? And when your doctor uses chat GPT (and he does), what does that mean for the future of medicine? Also, more young people are having heart attacks. Here are the warning signs.

Only 9% of workplaces say they're fully staffed in a recent Robert Half survey. Is that because of AI? And when your doctor uses chat GPT (and he does), what does that mean for the future of medicine? Also, more young people are having heart attacks. Here are the warning signs.

Only 9% of workplaces say they're fully staffed in a recent Robert Half survey. Is that because of AI? And when your doctor uses chat GPT (and he does), what does that mean for the future of medicine? Also, more young people are having heart attacks. Here are the warning signs.

Only 9% of workplaces say they're fully staffed in a recent Robert Half survey. Is that because of AI? And when your doctor uses chat GPT (and he does), what does that mean for the future of medicine? Also, more young people are having heart attacks. Here are the warning signs.

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

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

Since around 2020, a lot of queer people were finally let in.Into institutions that had ignored us, sidelined us, or treated us as a liability for decades. Suddenly we were wanted. Asked to advise. Asked to represent. Asked to sit on panels, lead staff networks, front Pride content, help “shape culture”. It felt like progress. It felt overdue.And then something shifted.The tone cooled. The questions stopped being curious and started being cautious. Budgets disappeared. Projects were quietly killed. People who had been welcomed for their visibility were suddenly treated as awkward, political, or risky. The same doors that had opened so loudly were slammed shut — and we were left standing on the outside, marked as “other” again.In Part 1 of a two-part interview, we're joined by Kevin Guyan — one of the UK's most respected thinkers on LGBTQ+ inclusion, power and systems. Kevin is the author of Queer Data and The Rainbow Trap, books that don't flatter institutions or offer easy fixes. They ask harder questions about what inclusion actually costs the people being “included”.We talk about what it really feels like to work inside organisations that love queer visibility but fear queer demands. The exhaustion of unpaid emotional labour. The pressure to be grateful just for having a seat at the table. The quiet expectation that you'll soften yourself, simplify yourself, make yourself legible to straight managers who decide — consciously or not — which versions of queerness they're comfortable digesting.We ask the questions that don't usually make it into DEI strategy documents.Do queer people have to perform a role to survive at work?What happens if you don't “read” gay?If you're trans but don't fit the image people expect?If you're a lesbian who doesn't behave the way they think lesbians should?If your identity is complicated, political, messy — or just inconvenient?Kevin talks about the trap of being invited in on someone else's terms. About “gratitude politics” — the idea that we should be thankful just to be tolerated. About how quickly inclusion turns into extraction, and how easily queer people become window dressing for institutions unwilling to change anything structural.This isn't a conversation about rejecting opportunity. Most of us can't afford to. It's about learning how to move through powerful institutions without losing your spine. How to recognise the red flags early. How to tell the difference between real support and rainbow garnish. And how to protect yourself when the political winds inevitably change.Part 2 takes this further — into how inclusion becomes classification, and how data and bureaucracy are now being used to formalise who belongs, who's manageable, and who gets erased.But this first part is about the emotional reality. The whiplash. The silence. The moment you realise the door that opened so confidently can close just as fast.And what you do next.---THIS IS OUTCAST WORLD ---Like and subscribe wherever you get your podcasts and please leave a review. This helps us become easier to discover. Please take time to rate the show and if you're enjoying the podcast then take time to comment about it wherever you listen. //////// Check us on Insta, and TikTok @thisisoutcastworld ///// Hosted on Acast. See acast.com/privacy for more information.

Guest: Dr Laura Gormley of DCU

Join host Corrie Melanson for a revealing conversation with neurodiversity advocates Keith Gelhorn, founder of Advocacy, and support worker Michelle Wood, as they explore what it truly means to build neuro-inclusive workplaces—and why it's a win for everyone.Drawing from lived experience and professional expertise, Keith and Michelle break down the myths, share personal journeys of late diagnosis, and offer practical strategies for employers and colleagues alike. From rethinking hiring practices to redesigning the workday, this episode is a toolkit for turning awareness into action.Key topics include:What “neurodivergent” really means and why flexibility isn't a perk, it's a necessityHow traditional interviews exclude talent and what to do insteadThe power of “unmasking” and creating spaces where people can bring their whole selves to workSimple workplace adjustments: quiet zones, sensory tools, body doubling, and meeting-free deep work blocksWhy supporting neurodivergent employees isn't just an HR issue; it's a leadership and culture shiftThe surprising link between neurodivergence and entrepreneurship, and how to harness innovative thinkingNavigating late diagnosis, self-advocacy, and moving from shame to strengthWhether you're a manager, HR professional, coworker, or someone navigating your own neurodivergent journey, this episode offers empathy, insight, and actionable steps to make your workplace more inclusive and more human.Ready to rethink how work works? Listen now.

In this essential conversation, Shruti Trivedi shares the raw reality of returning to work after losing her twin boys—and how she went from literally running away from a pregnant colleague in the elevator to openly sharing her story across social media platforms worldwide. Shruti describes those first devastating days back at work: seeing her friend who was eight months pregnant (they'd shared their pregnancy news together), people assuming she'd been on maternity leave and asking "How are the twins?", and breaking down in her cubicle while trying to keep herself "busy enough" not to feel. She didn't know how to set boundaries. She didn't know she could say "I'm not ready to talk about this." This episode tackles two critical topics that bereaved mothers face: workplace reentry and sharing your story on social media—both spaces where you're suddenly vulnerable to other people's reactions, questions, and sometimes cruelty. On Workplace Boundaries: Why "just staying busy" doesn't actually help you heal The simple sentence that protects your energy: "Can we talk about this later?" Why saying no at work translates to saying no to invasive questions What workplaces SHOULD offer (but often don't): mental health support, trained advocates, grief resources The beautiful reunion with the pregnant colleague she'd avoided—and why you don't need to apologize for protecting yourself On Social Media Vulnerability: How sharing your story can be cathartic and empowering—but also comes with trolls and triggers Managing the emotional weight of strangers' stories flooding your DMs The importance of writing content down first and checking how it makes you feel before posting Why you should screenshot positive comments for when you question yourself Setting boundaries: you don't have to respond immediately, you can delete posts, you can block negativity Choosing what platform feels right (Instagram, TikTok, LinkedIn, Substack) The power of reaching people across the world who need to hear "you're not alone" Shruti's journey from workplace isolation to global connection is a masterclass in finding your voice after loss—while still protecting your peace. Key Takeaways: ✨ You never have to apologize for protecting your energy ✨ "Can we not talk about this right now?" is a complete sentence ✨ Workplaces need trained advocates and visible mental health resources ✨ Sharing on social media is a choice—not an obligation ✨ Focus on positive comments; don't feed energy to negativity ✨ Take time responding to DMs—absorbing others' trauma takes a toll ✨ Delete, block, and protect your space without guilt ✨ You're allowed to care deeply AND protect yourself Connect with Shruti: Shruti works with working mothers and professionals to release guilt, prioritize self-care, and embrace mental wellbeing with compassion and courage. Instagram: https://www.instagram.com/tulsiheals_life_coaching/ TikTok: https://www.tiktok.com/@tulsihealslifecoaching LinkedIn: http://www.linkedin.com/in/shruti-trivedi-pmp-acc-8793671a Substack: https://tulsihealslifecoaching.substack.com/ YouTube: https://www.youtube.com/channel/UCEuJzTER4Lz2u42KQIg2X9w Book a complimentary session through the links in her social media bios Ready to turn your calling into clarity? Watch enrol in the NEXT Loss to Legacy Immersion Link to access it here: https://www.sharnasouthan.com/loss-to-purpose-masterclass If this episode resonated with you, please share it with someone who needs to hear it. Your story matters. Connect with Sharna: Join my Newsletter: HERE Apply for the Certification: HERE IG: Biz Mentorship: @instituteofhealing_pl IG: Podcast: @pregnancyloss_podcast IG: Loss Support & Certifications: @insitituteofhealing.losssupport LinkedIn: @sharnasouthan Leave a Review If this episode resonated with you, please leave a review on Apple Podcasts. Your reviews help other women find these conversations and realize they're not alone in their journey. Remember: You don't have to heal alone. Your grief is valid, your babies mattered, and seeking support is a sign of strength, not weakness. Resources & Support The Pregnancy Loss Recovery Method™ offers specialised support for bereaved mothers that treats pregnancy loss as reproductive trauma—because your experience deserves more than general grief counseling. Ready to transform your experience into expertise? If you're a bereaved mother practitioner called to support others through pregnancy loss, explore the Pregnancy Loss & Trauma-Informed Specialist Certification at: https://www.sharnasouthan.com/certification-vsl

In this episode of The Impostor Syndrome Files, we talk about creating better workplaces. My guest this week is Ivonne Furneaux, a former corporate executive turned solo speaker and consultant who spent more than two decades leading communications, DEI, and change management efforts at companies across industries, including most recently as VP at Weight Watchers. She now helps companies and individuals navigate change with more clarity, intention and humanity.In our conversation, we explore the difference between organizational responsibility and personal agency, the myth of hustle culture and how to redefine your worth beyond your job title. Ivonne also shares her powerful “four I's” framework that any leader, or team member, can use to foster greater trust, connection and engagement at work.About My GuestIvonne is a corporate executive and founder of Empower Up Consulting. She has spent more than 20 years inside some of the world's biggest brands across healthcare, retail, manufacturing and real estate. She helps organizations—and the people in them—thrive through change and unleash their full potential by exposing the invisible forces that fuel disengagement and disconnection. Ivonne is a workplace survivalist, a corporate warrior teaching others how to navigate the chaos. She understands the REAL employee experience, and builds culture that works in practice, not theory. ~Connect with Ivonne:Website: www.ivonnefurneaux.com LinkedIn: https://www.linkedin.com/in/ivonnefurneaux/YouTube: https://www.youtube.com/@IvonneFurneaux~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://www.kimmeninger.com/challengeLearn more about the Leading Humans discussion group:https://www.kimmeninger.com/leadinghumansgroupJoin the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-sessionConnect on LinkedIn:https://www.linkedin.com/in/kimmeninger/Website:https://kimmeninger.com

Bryan Berthold a Global Workplace Experience Leader at Cushman & Wakefield where he is passionate about helping organizations quantify and elevate people, place, and performance. Mike Petrusky asks Bryan about the latest report from Cushman & Wakefield called "Reimagining Workplaces: Why Efforts Fall Short—and How to Get It Right" where he shares why the workplace experience is not just about real estate, but also involves HR, IT, and other stakeholders. Bryan says that only 47% of organizations have a focus on workplace experience, and less than 1% treat it as a business priority, so CRE and FM leaders have an opportunity to move the needle in this area. People come to the office primarily to collaborate and connect with others, so mandates alone are not effective in improving workplace experience, but a focus on clear communication, listening, and investment in technology is essential. Mike and Bryan share about C&W's "Experience per Square Foot" model for measuring and improving the workplace experience as they offer the encouragement and inspiration you need to be a Workplace Innovator in 2026! Connect with Bryan on LinkedIn: https://www.linkedin.com/in/bryanberthold/ Learn more about C&W: https://www.cushmanwakefield.com/en Download the "Reimagining Workplaces" report: https://www.cushmanwakefield.com/en/insights/reimagining-workplaces Discover free resources and explore past interviews at: https://eptura.com/discover-more/podcasts/workplace-innovator/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/

In this episode, Dr. Stuart Slavin speaks with Dr. Greg Guldner, director of GME Well-Being and assistant dean for Graduate Medical Education at Loma Linda University Health. They discuss how self-determination theory (SDT)—the most widely researched framework for understanding human motivation—can guide meaningful, system-level change in medical education and training. Dr. Guldner explains how autonomy, belonging, competence, and deep meaning (the "ABCDs" of well-being) form the foundation for a healthier workplace culture. Through practical examples and data-driven outcomes, he illustrates how leaders can redesign environments, policies, and interactions to enhance connection, motivation, and fulfillment for both residents and faculty members, creating conditions where everyone can truly thrive in their work. Podcast Chapters (00:00) – Intro & Welcome (00:14) – Guest Background: Dr. Greg Guldner (00:56) – Workplace Well-Being vs. Wellness (01:57) – Why Focus on the Work Environment (02:25) – The Role of Self-Determination Theory (SDT) in Well-Being Interventions (03:36) – Self-Determination Theory: Origins & Impact (05:05) – The Basic Psychological Needs (06:18) – Finding Meaning in the Workplace (07:18) – Autonomy: What It Really Means (10:23) – The Five Steps to Understanding Autonomy (11:38) – Belonging Interventions (15:02) – Competence: Growth & Mastery (18:00) – Feedback and Intervention (18:31) – Meaningful Work: High-Impact Interventions (21:04) – What about Faculty? (21:41) – Measuring Success: Data & Dashboards (25:42) – Closing Thoughts & Resources

Work doesn't have to drain you—it can energize you. On In Your Head, Dr. Leigh Richardson sits down with Jeff Harry, one of the top HR influencers recognized by BambooHR and Engagedly, to explore how play can transform the workplace. Jeff has been featured in the New York Times, NPR, and Wired for his innovative approach: using positive psychology and playful practices to build resilience, foster creativity, and create psychologically safe environments where people thrive. Together, Dr. Richardson and Jeff unpack how teams can use play to break through challenges, heal workplace toxicity, and unlock peak performance. The message is simple but powerful—when we give ourselves permission to play, we also give ourselves permission to grow.

Workplaces should not always be all about serious work – sometimes, you also need a bit of fun to keep your sanity and identify areas of improvement in the most interesting ways. Joining the People Strategy Forum is Jolynn D. Ledgerwood, Founder of Elevate Your Talent, who shares how she uses LEGO® bricks to redefine and elevate workflows and systems. She emphasizes the need for real human connection to break through limiting beliefs and redesign organizational strategies, particularly in this age of AI and automation. Jolynn also explains how to address AI anxiety and the right way to tap into your creative brainpower to build a better and more human workplace.Love the show? Subscribe, rate, review, and share!

In this episode of Ask Canada Immigration Lawyer, Evelyn Ackah speaks with Kim Miller-Hershon, a leadership and organizational consultant, about the evolving challenges of managing people and building effective teams. With her extensive experience coaching executives and managers across industries, Kim brings practical strategies for improving communication, fostering authenticity, and navigating complex workplace dynamics.The conversation explores common leadership struggles, from bridging technical expertise with people skills to managing remote and hybrid teams. Kim shares actionable tips for giving feedback, addressing conflict, and creating a positive workplace culture where trust and collaboration thrive. Whether you're a new manager, an experienced leader, or simply curious about effective leadership practices, this episode offers insights to help you lead with confidence and authenticity.Whether you lead an immigration law firm, manage international staff, or work with clients navigating cross-border transitions, this episode offers valuable perspective on building resilient teams and delivering better results in an increasingly global landscape.

Feelings of fun and happiness play a significant role in offsetting the stressors and rigours of working life. In this episode, brought to you by Lawyers Weekly's sister brand, HR Leader, an Auckland-based academic dives into the need for businesses to get creative in ensuring staff engagement and the critical role that HR must play in doing so. Host Jerome Doraisamy speaks with University of Auckland Business School Associate Professor Barbara Plester about her research into humour and fun in the workplace and why it's of such interest to her, the extent to which the pandemic shifted workers' levels of happiness, workers' level of connection post-COVID-19, and how critical creativity has become in keeping workers engaged. Plester also delves into how the pandemic has correlated with an uptick in worker happiness, whether it had led to greater productivity, movement away from standardised approaches to wellbeing, the place for worker autonomy, employer limitations on flexibility, practical steps that employers should be taking to ensure optimal levels of employee happiness and striking the right balance with business objectives, and the role of team leaders in doing so. If you like this episode, show your support by rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, X and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au

On Thursday's show: When an elected official leaves office, what happens to their campaign funds? Well, it turns out many Texas politicians are using those funds on everything from luxury hotels, to steakhouse dinners, to salaries for political operatives. Taylor Goldenstein of the Houston Chronicle tells us what her reporting uncovered.Also this hour: We get a better understanding of municipal utility districts, or MUDs, which are entities formed for handling water services and other utilities in unincorporated areas across the state. People are often lured to buy homes in them for affordable prices but then are surprised by high costs for property taxes or for basic services, like trash collection.Then, we discuss what makes a good workplace these days.And we visit an annual gingerbread house building contest.Watch

How should Christian faith shape work in an era of pluralism, fear, and systemic inequality? Sociologist Elaine Howard Ecklund (Rice University) is presenting new insights for faith at work through data, theology, and lived experience. "People love to talk about individual ethics … but what was really hard for them to think about was, what would it mean to make our workplace better as a whole?" In this episode, Ecklund joins Mark Labberton to reflect on moving from individual morality toward systemic responsibility, dignity, and other-centred Christian witness at work. Together they discuss faith and work, the gender and race gaps created by systemic injustice, fear and power, religious diversity, rest and human limits, gender and racial marginalization, and the cost of a credible Christian witness. Episode Highlights "People love to talk about individual ethics." "What would it mean to make our workplace better as a whole?" "People are much more apt to take us seriously if we first take them seriously." "Suppression of faith in particular is not the answer." "God is God and I am not." About Elaine Howard Ecklund Elaine Howard Ecklund is professor of sociology at Rice University and director of the Boniuk Institute for the Study and Advancement of Religious Tolerance. She is a leading sociologist of religion, science, and work whose research examines how faith operates in professional and institutional life. Ecklund has led large-scale empirical studies on religion in workplaces and scientific communities, supported by the National Science Foundation, Templeton Foundation, and Lilly Endowment. She is the author or co-author of several influential books, including Working for Better, Why Science and Faith Need Each Other, and Science vs. Religion. Her work informs academic, ecclesial, and public conversations about pluralism, justice, and moral formation in modern society. Learn more and follow at https://www.elaineecklund.com and https://twitter.com/elaineecklund Helpful Links And Resources Working for Better (IVP): https://www.ivpress.com/working-for-better Why Science and Faith Need Each Other (IVP): https://www.ivpress.com/why-science-and-faith-need-each-other Elaine Howard Ecklund website: https://www.elaineecklund.com Rice University Boniuk Institute: https://boniuk.rice.edu Conversing with Mark Labberton: https://comment.org/conversing Show Notes Sociological study of religion, work, and group behavior Christian faith taken seriously at personal and academic levels Ecklund's former research focus on science as a workplace environment Expanding faith-at-work research beyond scientific communities Compartmentalized Christian faith and the fear of offending colleagues Friendship and collaboration emerging from leadership retreats Large-scale data-driven study on religion in changing workplaces Religious pluralism at work and changing workplace demographics Writing for Christian audiences shaped by empirical research From individual ethics toward systemic responsibility at work "People love to talk about individual ethics." Systemic injustice blind spots Moral shorthand focused on time sheets and office supplies Organizational leadership and culture change Difficulty imagining organizational or structural workplace change Fear of retaliation when confronting unjust systems Responsibility for workplace realities Power underestimated by those holding leadership positions Costly examples of speaking up against workplace injustice Christian fear of marginalization in pluralistic environments Suppression of religious expression as common workplace response Suppression versus accommodation: "Suppression of faith in particular is not the answer." Religious diversity as unavoidable reality of modern work Other-centered faith rooted in dignity of every person Imago Dei shaping engagement across religious difference "People are much more apt to take us seriously if we first take them seriously." Racialized religious minorities: the double marginalization of racial minorities of faith Gender inequity and underexamined workplace power dynamics Faith-based employee groups Fear masquerading as anger in cultural and religious conflict Workplaces as rare spaces for meaningful civic encounter Justice beyond activism Rest as theological foundation for justice and leadership Limits, Sabbath, and resisting productivity as ultimate value "God is God and I am not." Human limits in leadership Production Credits Conversing is produced and distributed in partnership with Comment magazine and Fuller Seminary. #FaithAndWork #ElaineHowardEcklund #ChristianEthics #WorkplaceJustice #ReligiousPluralism #RestAndFaith

Dr. Deanna Kimbrel- Hopkins, founder of Kimbrel Management Consulting, shares her journey from HR strategy to transformational DEI leadership. In this powerful conversation, she unveils how authentic inclusion—not policies—creates thriving workplaces, empowered leaders, and lasting cultural change.00:39- About Dr Deanna Kimbrel-HopkinsDr. Deanna Kimbrel is the founder and CEO of Kimbrel Management Consulting (KMC). She is a visionary leader who has worked as a people, culture, and leadership practitioner, educator, entrepreneur, and administrator for nearly 20 years.

Today on the High Performance Mindset, I'm talking with someone who is truly changing the way we think about work and wellbeing. Jen Fisher is a global leader in this space — and honestly, she's just one of those people who makes you feel seen and grounded the moment she starts talking. Jen was Deloitte's first-ever Chief Well-Being Officer, which basically means she helped a massive organization rethink what it really means to support people. Her passion comes from her own journey through burnout and cancer, and she's used those experiences to build a career focused on helping leaders create work cultures where people can actually flourish, not just survive. She's the bestselling author of Work Better Together, the host of The WorkWell Podcast, a TEDx speaker, and the founder of The Wellbeing Team. But what I love most is her belief that hope isn't just a feeling… it's a strategy. And she helps leaders put that strategy into action. In this conversation, Jen and I dive into burnout, the future of work, wellbeing intelligence, and what it really takes to create organizations where people feel energized and valued. You're going to walk away feeling inspired — and maybe rethinking a thing or two about how you work and lead. HIGH PERFORMANCE MINDSET SHOWNOTES FOR THIS EPISODE

Religion in Schools and Workplaces: Are We Striking the Right Balance? Ft @apostleraylive

Being a guest on the HCI Podcast gave me the chance to talk about something I care deeply about: how psychological safety becomes the catalyst for workplaces where people can show up fully, speak openly, and actually thrive. At The Equity Equation, this isn't theory—it's the core of the work we do every day with leaders, teams, and organizations who want to build cultures where people feel respected, supported, and able to contribute without fear.Why Psychological Safety MattersPsychological safety isn't a trendy buzzword. It's a real, human need. At its heart, it means people feel safe enough to take risks—ask a question, share a new idea, admit a mistake, or offer a different point of view—without worrying that it will be used against them later.That's the foundation of inclusion. You can have the best policies, the most beautifully designed training, or the most diverse team, but if people don't feel safe enough to speak up, none of it sticks.On the podcast, I talked about how psychological safety has to be an ongoing practice—not something organizations revisit only when there's a crisis or a compliance requirement. It's built through consistent actions, honest conversations, and leaders who understand the impact they have on people's experiences.Where Psychological Safety and Inclusion MeetThere's no way around it: conversations about inclusion have become politicized in ways that often shut people down before the work even begins. But when you strip away the noise, most of us want the exact same thing at work—to be needed, wanted, and valued.Psychological safety is what makes those things possible.When people feel safe, they offer ideas more freely. They speak up about behavior or practices that aren't working. They share concerns before they become issues. They participate fully instead of holding back. This is inclusion in action—not a checklist, not a statement on a wall, but everyday behaviors shaped by trust.And one of the most important outcomes of psychological safety is that it gives people permission to advocate for themselves and for others. Advocacy isn't reserved for certain roles or identities. Anyone can notice when something isn't working for their colleague or their team. Anyone can be part of building a better culture.Allyship Takes More Than Good IntentionsWe also talked about allyship—and how often the word gets misused. You can't call yourself an ally without actually doing the work. Allyship isn't a title; it's a practice. It's a choice to use whatever privilege you have to challenge harm, disrupt bias, and make sure people feel supported.This work doesn't stop the moment it gets uncomfortable. And it doesn't end with a social media post or a corporate statement. Real allyship looks like risk. It looks like stepping in. It looks like asking yourself:“What am I willing to do—or give up—to make sure someone else is treated fairly?”That kind of courage is only possible in environments where psychological safety already exists. The two are inseparable.Equity Requires Understanding People as IndividualsThe conversation turned toward equity, and I shared one of my favorite analogies: raising twins. You may love your children equally, but you don't support them the same way. They need different things to grow.Workplaces are no different.Equality gives everyone the same resources.Equity gives people what they need to succeed.Leaders who understand this spend less time managing tasks and more time understanding the humans doing the work. Employees today want support, coaching, and mentorship—not just direction. They want leaders who can guide, not just supervise.That requires emotional intelligence. It requires curiosity. And yes, it requires psychological safety, because people won't tell you what they need if they don't feel safe doing so.Coaching as a Tool for InclusionOne of the things I emphasize often—both in my coaching practice and in the podcast conversation—is that coaching is one of the most powerful tools for building equitable, inclusive cultures.Mentoring is about sharing expertise.Coaching is about asking questions that help people uncover their own answers.When leaders coach well, they help people make sense of challenges, explore possibilities, and build confidence. Coaching gives people ownership over their growth. And that ownership increases trust—because they don't feel like they're being evaluated; they feel like they're being supported.In a psychologically safe workplace, coaching becomes part of the culture—not just something offered to a handful of high performers. It becomes a way leaders communicate, partner, and stay connected to their teams.Inclusion Benefits EveryoneOne thing I always try to make clear: inclusion isn't about giving to one group at the expense of another. When workplaces become more inclusive, everyone benefits. Collaboration improves. Innovation increases. Retention gets stronger. Relationships deepen.A rising tide really does lift all ships.The goal isn't to center one group over another—it's to create environments where everyone can do their best work without carrying the weight of fear or exclusion.An InvitationIf this conversation resonated, it's because so many organizations are searching for ways to rebuild trust, strengthen culture, and support their people more effectively—especially in uncertain times.Psychological safety is the starting point.It's the key to creating workplaces where people feel grounded, confident, and empowered. And it's the foundation of the work we do at The Equity Equation: assessments, coaching, training, and long-term partnership that helps leaders turn intention into action.If you're ready to explore what psychological safety could look like in your organization, let's talk. The work is challenging, but the impact is real—and lasting. 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

Join host Luke Paddington as IT leaders from Northern Kentucky University, Innovation Federal Credit Union, and Winslow Technology Group reveal their secrets to building future-proof workplaces. They unpack strategies for mastering high-density Wi-Fi and wireless-first networks, alongside deploying cutting-edge security with ZTNA and Cisco Secure Access. Learn how to foster crucial IT-security collaboration, ensure network resiliency, and make smart investments that deliver lasting value in today's "anywhere, anytime" world. Moderator:  Luke Paddington, Creative Director, Cisco Participants:   Greg Thompson, Director of IT Infrastructure and Operations, Northern Kentucky University Shawn Spurko, VP of Information and Cybersecurity, Innovation Federal Credit Union Ryan Deppe, Pre-Sales Architect, Winslow Technology Group

Bullying is more common than many realize in our workplaces. This podcast talks about systems to put into place to prevent bullying, but also what to do if you are being bullied. 

Meaningful work isn't just a perk, it's a fundamental necessity for driving employee engagement, wellbeing, and business success in today's workplace.In this episode of High Octane Leadership, host Donald Thompson engages in an insightful discussion with Bob Batchelor and Jackie Ferguson about creating meaningful work environments, leveraging AI effectively, and developing self awareness as a leader. The conversation draws from their collective experiences in transforming organizations and building high performance cultures.What You'll Learn:Lead with Purpose: Connect everyday tasks to your organization's larger mission to create truly meaningful work experiences.Adopt AI with Intention: Use the Education → Experimentation → Execution framework to integrate AI responsibly, balancing innovation with transparency and trust.Master Self Aware Leadership: Combine humility and confidence to lead authentically, build psychological safety, and drive results that strengthen both culture and the bottom line.About the Guest(s)Bob Batchelor is a globally recognized communications strategist, award winning author, and cultural historian. His passion lies at the intersection of business, culture, and storytelling. In executive leadership roles, he has led high performing teams delivering data driven marketing that enhanced thought leadership and drove brand growth. He is also the author of 16 books, editor of 19 books. Jackie Ferguson is cofounder and vice president of content and programming at The Diversity Movement. A member of the 2023 Inc. Female Founders 200 list, she wrote the bestselling book The Inclusive Language Handbook: A Guide to Better Communication and Transformational Leadership. Resources:Bob Batchelor LinkedInJackie Ferguson LinkedInDonald Thompson LinkedInHigh Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson and is a production of Earfluence.Order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson. High Octane Leadership is hosted by The Diversity Movement CEO and executive coach Donald Thompson and is a production of Earfluence.Order UNDERESTIMATED: A CEO'S UNLIKELY PATH TO SUCCESS, by Donald Thompson.

Welcome back to the Entrepreneur's Journey. In this episode, Michael Pallozzi is joined by Jessica Hallahan, founder of Journey to Yourself, who specializes in stress management and suicide prevention training within the blue collar workforce. Jessica shares her unconventional path from women's empowerment speaker to a sought-after facilitator for trades-focused mental wellness. Together, they explore the communication gaps between generations in the trades, the hidden emotional toll of fieldwork, and how small mindset shifts can ripple from jobsite to home life. This episode sheds light on the importance of building emotional intelligence and support structures for workers who are often overlooked.Tune into this episode to also learn:● Why stress and suicide rates are disproportionately high in the trades. ● How interactive workshops build trust with tough, “silent struggler” crews. ● The importance of culture-building beyond the office, especially for field teams. ● How emotional intelligence training can improve both performance and home life.What we discussed● [00:01:49] Jessica explains how her first HVAC client opened her eyes to the mental health crisis in the trades. ● [00:03:29] The blue collar workforce is one of the most stressed industries and second in suicide rates. ● [00:04:45] Jessica breaks down how interactive, competition-based activities help tough crews engage without feeling “soft.” ● [00:06:23] Her background in drug and alcohol treatment taught her how to earn trust in emotionally resistant environments. ● [00:08:45] Bridging the generational communication gap between rougher older workers and more sensitive younger hires. ● [00:10:30] The value of her six-month workshop series and the role of repetition in changing habits. ● [00:12:00] Why the personal stress of employees often bleeds into work performance—and how leaders can spot it. ● [00:13:25] A powerful story about an apology exercise that opened emotional floodgates during a session. ● [00:17:08] Jessica's long-term goal: building mental health infrastructure across the blue collar world. ● [00:20:17] Why field teams often miss out on culture-building efforts, and how Jessica helps companies fix that. ● [00:22:06] Where to find Jessica, her book, and how to hire her to support your team.3 Things To RememberThe construction and trades industries have high rates of stress and suicide, making mental wellness support essential.Building trust through consistent, hands-on workshops helps teams open up without stigma.Supporting workers' emotional well-being at home translates directly to improved performance on the job.Useful LinksConnect with Michael Pallozzi: mpallozzi@hfmadvisors.com | LinkedInConnect with Jessica Hallahan: LinkedInLike what you've heard…Learn more about HFM HERESchedule time to speak with us HERE

Like the show? Show your support by using our sponsors.Promotive can help you find your dream job. Touch HERE to see open jobs.Need to update your shop systems and software? Try Tekmetric HERERegister for Tektonic HERE!In this episode, Jeff Compton is joined by Check Engine Chuck and Brian Gauthier. Chuck and Jeff talk about the importance of investing in service information and ongoing education. They also speak on how sharpening diagnostic skills can change a technician's role and reputation. Brian also shares his experience transitioning from routine mechanical work to more advanced diagnostics. He also opens up about the challenges of working in a small-town shop with limited resources.Timestamps:00:00 "Chuck's Impact on Attendance"08:13 "Better Than the Dealer"12:00 "Cost Differences in Workplaces"19:05 "Learning Effective Car Repairs"23:23 Shifting Perspectives Shape Outcomes29:01 "Chuck's Generosity and Frustrations"32:11 Gatekeeping for Change38:37 "Growth Through Focused Free Time"45:06 "No Sleep, Still Driving"47:48 "Transforming Through Mindset Shift"54:52 Car Conversion Issues Explained01:02:01 Daily Learning with Eric O.01:04:52 Struggles with Subaru Diagnostics01:12:35 "No Communication, Programming Risk"01:17:23 Bridging Technician and Management Gaps01:21:43 "Unexpected Generosity and Change"01:24:50 "Tech Confusion and Programming Chat"01:34:17 "Refining a Diagnostic Process"01:35:04 "Industry Impact" Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Join host Luke Paddington as IT leaders from Northern Kentucky University, Innovation Federal Credit Union, and Winslow Technology Group reveal their secrets to building future-proof workplaces. They unpack strategies for mastering high-density Wi-Fi and wireless-first networks, alongside deploying cutting-edge security with ZTNA and Cisco Secure Access. Learn how to foster crucial IT-security collaboration, ensure network resiliency, and make smart investments that deliver lasting value in today's "anywhere, anytime" world. Participants:   Greg Thompson, Director of IT Infrastructure and Operations, Northern Kentucky University Shawn Spurko, VP of Information and Cybersecurity, Innovation Federal Credit Union Ryan Deppe, Pre-Sales Architect, Winslow Technology Group

Join us on the show today as we go through another article engaged in logical Olympic level acrobatics to about blame. Tune in at 5:00pm Eastern Source: https://archive.is/JVfdz 00:00 - Introduction and Overview of the Topic 01:40 - Discussion of Helen Andrews' Essay "The Great Feminization" 03:00 - New York Times Article: "Did Liberal Feminism Ruin the Workplace?" 06:00 - Challenges Discussing Women's Impact in the Workplace 09:00 - Response Article on Medium and Initial Reactions 14:00 - Critique of Feminism and Workplace Dynamics 20:00 - Feminization of Industries and Publishing Example 26:00 - Accountability and Social Power of Women in Workplaces 32:00 - Feminism's Influence on Academia and Society 38:00 - Gender Differences and Workplace Interactions 44:00 - Female Vices and Their Impact on Work Culture 49:00 - Feminism's Capture of Academia and Its Consequences 55:00 - Analysis of Interview Body Language and Dynamics 1:02:00 - Female Virtues and Feminine vs Masculine Traits 1:08:00 - Lack of Solutions and Criticism of Feminist Narratives 1:14:00 - Consumer Identity of Women in the Workplace 1:23:00 - Discussion on Men and Women's Roles in Society 1:30:00 - Wrap-up and Final Thoughts =================================================== Support the badgers: http://www.feedthebadger.com Patreon us on patreon: http://www.patreon.com/honeybadgerradio Subscribe to us on minds https://www.minds.com/HoneyBadgerRadio Follow us on twitter! https://twitter.com/HoneyBadgerBite Join our Facebook group! https://www.facebook.com/groups/honeybadgerradio Watch us on twitch! https://streamlabs.com/honeybadgerradio Brian - https://www.youtube.com/channel/UCkcDcML9oLV9oVat54Qp7uw Hannah - https://www.youtube.com/channel/UC_7Bt0vnvdJqAwF8Ow8iT0g Prim Reaper - https://www.youtube.com/user/Aceticacidplease Karen - https://www.youtube.com/user/girlwriteswhat Alison - https://www.youtube.com/user/Genderratic Anna - https://www.youtube.com/user/AnnaCherryOnTop Mike - https://www.youtube.com/user/DoctorRandomercam Aydin - https://www.youtube.com/channel/UCUowFWIWGw6Pv2JqfEj8njQ Deborah Powney - https://www.youtube.com/channel/UC3DOT_N7Ib0Pwi4m4XbX04A

Join us for a deeply moving and powerful episode featuring Patrizia Cassaniti, a passionate safety advocate who transformed unimaginable tragedy into a mission for change. Patrizia recounts the heartbreaking loss of her son, Christopher, in a preventable construction incident caused by complacency and poor safety decisions. Through her story, she underscores the critical importance of putting workers' safety first, fostering open communication, and creating a culture where workers feel empowered to speak up and know their safety concerns will be heard and respected. With passion and unwavering commitment, Patrizia challenges the production pressures so common in many workplaces and reminds us that every safety decision matters because everyone deserves to return home safely to their loved ones. Join us for this inspiring and heartfelt conversation about a mother's mission to make workplaces safer and advocate for a safer tomorrow for all. About the Guest: Patrizia Cassaniti is an international award-winning work health and safety advocate whose lived experience has become a catalyst for cultural change across Australia's workplaces. In 2019, her 18-year-old son, Christopher, was tragically killed when a scaffold collapsed—an incident that was entirely preventable. Since then, Patrizia has dedicated her life to confronting complacency and inspiring workers to speak up for safety without fear. Her presentations are raw, emotional, and unforgettable—reminding every worker why their family is the reason to work safely every day. Through her foundation, Touched by Christopher, Patrizia supports families who have lost a loved one at work, helping them grieve without the burden of financial stress. For more Information: https://www.letstalkaboutsafety.com.au/ Learn more about your ad choices. Visit megaphone.fm/adchoices

As managers and employees, how can we ensure that we support equitable disability accommodations for everyone? The Americans with Disabilities Act (ADA) offers a wealth of protections, but many workers and leaders are unaware of what these protections entail. Luckily, there are experts like Rachel Shaw out there to shed light on their intricacies and help educate us all.Rachel is a leading strategist in workplace inclusion and disability compliance and the author of “The Disabled Workforce: What the ADA Never Anticipated.” She joins me to add clarity to the laws in place to protect people with disabilities—including mental health and pregnancy—and ensure we have access to an equitable work environment that allows us all to be productive contributors, whatever differences of ability we might experience in our lifetimes. Understand your rights and responsibilities around disability inclusion:The most proactive and effective way to ask for an accommodation;The essential accommodation process every organization needs to develop;How much it really costs companies to approve employee requests;What's missing from the ADA and how it's being addressed.Related Links:Connect with Rachel Shaw on LinkedIn - https://www.linkedin.com/in/rachel-shaw-00037745/Learn more about Rachel's work - https://rachelshaw.com/Buy “The Disabled Workforce” - https://www.amazon.com/Disabled-Workforce-What-Never-Anticipated/dp/1544708599Episode 390, How to Manage ADHD in the Workplace - https://www.bossedup.org/podcast/episode390Episode 460, Balancing Work with a Complicated Pregnancy - https://www.bossedup.org/podcast/episode460Episode 123, Pursuing a Promotion While Pregnant - https://www.bossedup.org/podcast/episode123Episode 335, What do mom-friendly Workplaces look like and how to create them - https://www.bossedup.org/podcast/episode335   Episode 311, How to Talk About Marital Status, Parental Status, and Pregnancy in the Interview - https://www.bossedup.org/podcast/episode311Episode 315, How to Talk About Disability or Chronic Illness in the Job Interview - https://www.bossedup.org/podcast/episode315LEVEL UP: a Leadership Accelerator for Women on the Rise - https://www.bossedup.org/levelupBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How do we know if our company is pro-Christianity, pro-God, pro-family, or pro-US of A? Is it even important for us to know these things? I think it is. Almost every organization has excess dollars that they are investing in other organizations with an agenda. What is the agenda that your company or organization is supporting? Are they supporting your values, neutral on them or working against them? What we are warning about today is making sure you're not supporting companies fighting against the very things that we know and love: God, family, and country. I hope it doesn't surprise you, but there are thousands of companies and organizations in this great country that hate your biblical morality and want to destroy your family. Find out who you really work for. 

In this episode, Dr. David G. Smith reveals why 96% of women see real progress in gender equality only when men are actively engaged as allies—and why the biggest barrier isn't #MeToo fears, but outdated zero-sum thinking that equity for women means loss for men. From addressing the mentor hesitation to exploring how fair share caregiving at home unlocks workplace equity, David offers a practical roadmap for leaders ready to move from performative allyship to meaningful action.

True leadership isn't about authority — it's about connection, empathy and purpose. In this episode, Oz Rashid, Founder and CEO of MSH and Host of the “Hire Learning” podcast, dives into leadership, culture and the evolving expectations of today's workforce. Drawing from his extensive experience in talent strategy, Oz explores what it takes to build high-performing teams in a rapidly changing business landscape. The discussion centers around people-first leadership, authenticity and the power of intentional hiring.Key Takeaways:00:00 Introduction.01:39 MSH began in 2011 with the intention of making hiring smarter and more data-driven.05:25 Hiring hasn't evolved like other industries, driving a need for innovation.10:12 AI is advancing hiring, but full automation remains a long way off.15:08 Client success fueled demand for MSH's tech, Aeon, prompting a broader launch.19:59 Aeon's roadmap expands beyond hiring to support people in an AI future.25:16 The best hires often come from organic, unexpected connections.30:05 Recent layoffs haven't been a result of AI, but automation may soon change that.35:13 Adapting to change is essential. Those who resist new technology risk being left behind.Resources Mentioned: Oz Rashidhttps://www.linkedin.com/in/ozrashid/MSH | LinkedIn https://www.linkedin.com/company/mshtalent/MSH Talent | Websitehttps://www.talentmsh.com/Aeon | LinkedInhttps://www.linkedin.com/company/aeonhireAeon | Websitehttps://www.aeonhire.com/"Hire Learning" Podcasthttps://open.spotify.com/show/7CKt8PyliIOgm4DjcVIkVvThis episode is brought to you by Content Allies.Content Allies helps B2B tech companies launch revenue-generating podcasts and build relationships that drive revenue through podcast networking. We schedule interviews with your ideal prospects and strategic partners so that you can build relationships and grow your business. You show up and have conversations, we handle everything else. Learn more at ContentAllies.com #B2B #BusinessLeaders #Leadership

What if your next “competitive edge” as a company wasn't innovation or efficiency—but compassion?In this eye-opening episode of The Flourishing Edge, Ashish Kothari sits down with David Shapiro to unpack how recovery-friendly workplaces are redefining what it means to truly support employees.From mental health to substance use recovery, David reveals why inclusion, belonging, and psychological safety aren't “nice-to-haves”—they're the foundation of human flourishing at work. Together, they explore how stigma, stress, and hidden workplace norms silently fuel substance misuse—and how small cultural shifts can create massive change.

You've proven you can do your job — and do it well — while working flexibly. But now that your employer wants more office time, how do you ask for what you need without feeling guilty or being seen as “less committed”? In this episode Carina O'Brien speaks with Dr. Ellen Ford, leadership expert and author of #WorkSchoolHours, about the art of negotiating flexibility at work. Together, they explore how working mums can confidently start the conversation, use data and outcomes to back up their case, and find a win-win that works for both you and your employer. You'll learn: How to have a confident, fact-based conversation with your boss about working from home or hybrid work The key phrases and language to use when asking for flexibility (without guilt or defensiveness) How to show your productivity and value while working flexibly Why hybrid work supports better wellbeing, mental load, and family balance How to reframe flexibility as a business advantage, not a personal favour If you're a working mum who wants to keep your flexibility this episode gives you the tools, confidence, and mindset to do it. Listen to Dr. Ellen Ford's previous episode on the Working Mumma podcast ep 116 - Removing Barriers to Help Working Mums Thrive   Episode Resources & Links Dr. Ellen Ford's book: #WorkSchoolHours: A Revolution for Parents, Workplaces & the World #WorkSchoolHours eBook - 100% discount with code "workingmumma100" #WorkSchoolHours Online Courses 50% off with code "workingmumma50" check out Parents course or People manager course click here Dr. Ellen Ford's Website ellenjoanford.com   Connect with Carina on LinkedIn  Let's connect on Instagram @workingmummacommunity Get your free 'How to share the mental load' checklist workingmumma.com.au/mental-load/  

After a leader turns around the performance of one of his direct reports, he and his coach explore how it happened. And how to make it stick.  Core ideas in the episode:Workplaces improve when positive feedback is presentOur natural human negative bias is a barrier to giving positive feedback.Learn to notice when things go well.Tell people how they are helping solve the puzzle that is work.Research says the most effective feedback ratio is 4-to-1, positive to developmental.Positive Feedback might sound like this:Recognize what's going well – and be specificAppreciate how it's helping solve the puzzleExpress your thanksDevelopmental Feedback might sound like this:Describe what happened – and be specificExplain how it affects the puzzle solving effortExpress your hope for a different outcomeYou can Sign-up for more resources and tools in our monthly email. If you're thinking about coaching for yourself, or for someone on your team, let's talk. tom@essentialcomm.com.This episode is tagged in three categories in our podcast library:Managing YourselfPerception – How You Perceive OthersRelationship BuildingRelated episodes to listen to are:146 - Building Empathy119 - Creating Devoted Followers212 - How to Coach Your People255 - How to Deepen Relationships at Work260 - How to Guarantee Psychological SafetyThanks, as always, for your reviews!Until next time, thanks so much for listening.From The Look & Sound of Leadership team  

In this episode of the HR Mixtape, host Shari Simpson welcomes Anita Roach, founder of the Safe and Sound Workplace Alliance, to discuss the critical concept of trauma-informed workplaces. This timely conversation delves into how organizations can foster psychologically safe and equitable cultures, especially in light of increasing employee trauma due to societal pressures and crises. Anita shares unique insights on trauma awareness, the impact of workplace dynamics on employee experience, and the importance of inclusive leadership in mitigating trauma responses. Listener Takeaways: Learn how to identify and address trauma weaponizing in the workplace. Discover why fostering a trauma-informed culture can enhance employee retention and productivity. Explore strategies for implementing clear behavioral guidelines to create a safe work environment. Hit “Play” to gain valuable insights that can transform your organization's approach to employee well-being! Guest(s): Anita Roach, Founder, Safe and Sound Workplace Alliance

Gensler's Diane Hoskins explains the workplace design trends that are meeting the evolving needs of today's workforce. She discusses how hybrid work shapes office plans, the importance of reflecting local culture and AI's growing impact.Key takeaways on Gensler's views of workplace design: · Workplace design is in flux: Today's offices require a rethink of the work environment, shifting from rigid layouts to flexible spaces. · One size doesn't fit all: From law firms to tech companies, bespoke design strategies—rooted in culture, function and employee satisfaction—are outperforming cookie-cutter solutions across sectors. · Destination workplaces are on the rise: Companies are investing in spaces that attract talent and foster collaboration, turning offices into places where people want to be. · AI is changing the game: Artificial intelligence is revolutionizing architectural visualization, enabling real-time design iteration and deeper client engagement.

"Sometimes when we think we've hit a dead end or that something isn't working, an even better opportunity comes along." -Dr. John O'Brien Dr. John O'Brien is a licensed psychologist, professional speaker, and executive coach based in Portland, Maine. With a career spanning over 30 years in the mental health field, he specializes in creating lower-stress work environments that promote employee engagement and productivity. Dr. O'Brien has served as an adjunct faculty member at the University of Maine in Augusta, and he is the author of the book "Rudeness Rehab: Reclaiming Civility in the Workplace and Your Home Space." His expertise uniquely positions him to address challenges in mental health and workplace dynamics, offering insights that blend psychological understanding with practical business applications. Episode Summary: In this episode of "Oh, My Health...There Is Hope!" hosted by Jana Short, we welcome the insightful Dr. John O'Brien to discuss his recent book, "Rudeness Rehab: Reclaiming Civility in the Workplace and Your Home Space." Dr. O'Brien delves into the pervasive issue of rudeness and incivility, which has been exacerbated by the isolating impact of COVID-19, divisive politics, and the impersonal nature of social media. He shares a personal anecdote of overcoming a discouraging professional setback, highlighting how resilience and support networks can lead to unexpected opportunities. Throughout the conversation, Dr. O'Brien emphasizes the critical importance of compassion and active listening in both professional and personal contexts. The episode examines how leaders can demonstrate appropriate behavior within their organizations to foster a culture of respect and civility. With insights drawn from psychology and his professional experiences, Dr. O'Brien offers actionable advice for individuals seeking to navigate rudeness and foster a more collaborative and supportive environment. The dialogue further emphasizes the power of introspection and communication in transforming relationships at work and at home. Key Takeaways: The pervasive issue of rudeness at work and at home can be mitigated by fostering a culture of respect and empathy. The isolation during the COVID-19 pandemic has amplified incivility, but tools like active listening and mindfulness can help. Leaders must model civility and effectively address rudeness in real time to cultivate a positive workplace environment. Effective communication requires recognizing when to respond and when to let go, especially in digital interactions. Personal anecdotes demonstrate resilience against negativity and the importance of seeking better opportunities. Resources: LinkedIn: https://www.linkedin.com/in/johnmobrienphd/ Facebook: https://shorturl.at/L7k58 YouTube: https://www.youtube.com/@RudenessRehab Website: www.rudenessrehab.com Book: https://shorturl.at/C8ORq Link Tree: https://linktr.ee/activatesuccess Get a free subscription to the Best Holistic Life Magazine, one of the fastest-growing independent magazines centered around holistic living: https://bestholisticlife.info/BestHolisticLifeMagazine. Get in touch with Jana and listen to more podcasts: https://www.janashort.com/ Show Music ‘Hold On' by Amy Gerhartz: https://www.amygerhartz.com/music. Grab your FREE gift today: https://bestholisticlife.info/BestHolisticLifeMagazine Connect with Jana Short: https://www.janashort.com/contact/