Podcasts about workplaces

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

Menopause is something millions of women experience, but it’s still rarely talked about in the workplace. A new report from LiveCareer suggests the impact may be bigger than many employers realize, with nearly seven in ten women saying menopause symptoms affect their productivity, and almost all saying they feel pressure to hide what they’re going through at work. The topic has also been getting attention here in Quebec after Liberal MNA Jennifer Maccarone openly acknowledged having a hot flash during a committee hearing at the National Assembly, a moment that quickly went viral and drew praise for helping normalize the conversation. Career expert Dr. Jasmine Escalera, who helped author the report, spoke to Andrew Carter.

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

In this episode of this is work, Shelly Johnson and Emily Bowen answer real listener questions about:• Supporting someone stuck with a toxic boss• What to do when a team is dysfunctional in every way• Switching from a poorly paid corporate job to a startup• Whether leadership roles and fewer hours can realistically coexistIf you're navigating workplace dysfunction, considering a bold career move or stepping into leadership, this one's for you.Connect with Shell on LinkedIn: https://www.linkedin.com/in/shelley-johnson/If you lead teams, check out Shelley's business, Boldside: https://www.boldside.com.au/Shell & Glen's book 'Sort Your Career Out & Make More Money' is available here: https://amzn.to/4k3YSrrWe hate email spam so we don't create it! Sign up to our newsletter to get only the valuable money, careers and property info you need.To get help, and to check out our online courses, books, resources and downloads (+ our disclaimers and warnings), click here. Hosted on Acast. See acast.com/privacy for more information.

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

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

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

Hiroshima Governor Mika Yokota has underlined the need for local communities to develop "workplaces where women can fully demonstrate their abilities" to address the issue of an increasing number of young women in the countryside moving to urban areas in recent years.

For information anytime, please call 1-855-821-5900 or visit pocketemploymentlawyer.ca

As International Women's Day approaches, we're invited not only to celebrate progress, but to confront the systems that still shape inequality in the world of work. One of the clearest examples is the experience of mothers in the workplace - a reality nearly every organization assumes it understands, yet few have truly designed for. For decades, workplace structures were built around outdated assumptions: that caregiving would happen quietly, outside the workday, and without disrupting professional life. While change has come, many of those foundations remain. Mothers continue to face discrimination, stalled advancement, pay gaps, and workplace cultures that treat caregiving as a complication rather than a contribution. In Canada's nonprofit sector - where 77% of workers are women - these challenges are especially urgent. In this episode of Let's Imagine, host Bruce MacDonald is joined by Allison Venditti, Founder and CEO of Moms at Work, Canada's largest community for working mothers and a leading voice on pay equity, caregiving, and workplace transformation. Allison is a Certified HR Leader, pay transparency expert, and a driving force behind national policy shifts aimed at creating more equitable workplaces. Together, Bruce and Allison explore the "motherhood penalty" (and subsequently, the "fatherhood bonus"), the persistent disconnect between workplace policies and real caregiving needs, and what it means to build leadership models grounded in trust, autonomy, and care. They discuss how nonprofits can take meaningful action on pay transparency, redesign pathways to leadership for mothers, and move beyond performative flexibility toward structural change and accountability. Make sure to check out our full episode list. This episode is also available on Apple Podcasts, Spotify, and YouTube. https://imaginecanada.ca/en/lets-imagine-podcast  Read the full transcript here: https://share.descript.com/view/1vvy2SN7XVA  

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

What does it mean to have a smart workplace in 2026—and how is agentic AI changing the way we work? Cisco's Bob Cicero joins the Buildings Podcast to discuss how to create a workplace that can adapt to whatever tomorrow brings.

Leadership conversations often feel a bit binary. We're usually told leaders are either introverts or extroverts. But in real workplaces, most leaders sit somewhere in between, constantly adjusting how they show up based on the situation and the people in front of them.  That's the space we're exploring today, ambivert leadership, and what it looks like when that balance is used intentionally. And to talk through this with me, I'm joined by Srividya Venkataramanan, Vice President – HR at FSS.  Host of this Episode: Sanjeevani Saikia

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  

Workplace red flags, favoritism, boundary‑setting, and the wildest rules people deal with at their jobs. A grounded, relatable look at modern work culture.

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

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.

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.

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

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

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

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.

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 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. 

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.

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