Podcasts about you do you

Cooking at home can be stressful, especially when you're tired, standing in the kitchen, and not sure what to make. In those moments, it's easy to feel stuck before you even start. Serena Wolf, a classically trained Le Cordon Bleu chef, bestselling author, and culinary instructor, believes cooking should be fun, flexible, and enjoyable. She encourages home cooks to think of recipes as invitations, not rigid rules. As the author of the new book You Do You, Serena is on a mission to help you build confidence in the kitchen, which ultimately leads to trusting your culinary intuition.   In this episode, you'll learn: How to make ingredient swaps without second-guessing yourself Simple ways to build confidence in the kitchen Why there are no "stupid questions" when you're learning to cook How letting go of perfection brings more ease and enjoyment into cooking The reason small joys can lift your mood  A surprisingly easy way to get more organized and reduce stress You'll feel empowered to let go of pressure, build trust in yourself, and find a more joyful way to cook and eat.   Learn More about Serena Wolf: You Do You The Dude Diet Website: serenagwolf.com Blog: domesticate-me.com Instagram: @serenagwolf   Learn More about Elise Museles: Rise & Shine Coaching Program (50% discount for podcast listeners) Food Story: Rewrite the Way You Eat, Think, and Live Website: elisemuseles.com Instagram: @elisemuseles

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. Minda's Website: https://www.mindaharts.com/ Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," and get defensive? Or do you say, "Let me consider what you're saying. Tell me more. Let me ask some questions." These behaviors keep showing up at work, and people don't always realize how detrimental they can be. Erin: Everybody's different. I'm thinking about two people who support my business. One is more on the sensitivity side. If something gets messed up, I know I need to say, "Dude, no big deal at all." And when something is done well, I need to say the thing that's already inside my head: "You crushed it." The other person is about as far from sensitive as you can imagine. For her, follow-through probably matters more. She's my operations person. It's more like, "Erin, you said you were going to send me three videos. Send me the three videos." Understanding those people is really important. How to Rebuild Trust After You Mess Up Erin: Rebuilding trust is always a big one. Let's say you screwed something up with a client, customer, or major project. What are some ways to rebuild trust that people may not think of? Minda: One trust language that matters here is demonstration. Do our actions align with our values? I can tell you all day that I'm going to make the tacos the way you expect them every time you come to the taco truck. But if every time you come, they're made differently, I'm not demonstrating that you can trust this place. When we make a mistake, we can acknowledge it. "You know what? We have a new cook. We're training them today. But we value you as a customer." Then we pay attention. "Oh, you like your cheese sprinkled this way? Now that I know that, I want to demonstrate that you can trust us. Next time you come, I'm going to check the bag before you leave." It's the show and the tell. A lot of times in life, we want to skip over the repair part. We say, "I said I'm sorry. Move on." But rebuilding trust requires demonstration over time. I believe if trust can be broken, it can be rebuilt, if it's not egregious. But it requires action. Trust is a noun and a verb. Erin: It takes patience. When we mess up, we want instant gratification. We want the wound to be healed right away. In a big corporation, it might be, "We'll give you a fee holiday," because we want something tangible and quick. But if you slow down and accept that it may be uncomfortable for a little while, then next week you can show up differently. You can go above and beyond. You can demonstrate the repair. Minda: Absolutely. And we also have to give people the opportunity to rebuild. If we've been burned in our personal or professional lives, sometimes we come into the next situation with our defenses up. You may be the best boss I've never had yet, but if I'm still holding onto hurts and broken promises from my last situation, I'm not going to get the best out of the situation with you, and you're not going to get the best from me. So we also have to be self-aware. Is this person really eroding trust, or am I bringing baggage from past experiences? Erin: Right. It's easy to tell stories like, "The boss is mad at me because I got a three-word email." But maybe the boss is running to another meeting and isn't actually worried about the mistake you made. What to Do When You Break Trust With Your Boss Erin: Let's say you mess something up with your boss. Maybe you botch a report, lose a customer, or mess up some technology. Beyond demonstrating that you can get it right next time, what else helps? Minda: Remember that your boss is human too. They have expectations you may not be aware of, especially if you're new to the team. You might say, "I know expectations can change depending on priorities, and I want to make sure we're aligned. I really enjoy working on your team, and I want our working relationship to be strong. What do you need from me to do your best work?" Success is not a solo sport. When you ask that kind of question, they may not say, "Transparency is important to me," or, "Follow-through is important to me," but they'll tell you something that reveals what matters. Then you can make a mental note. If you say you'll get something done by five and you can't, don't workplace ghost them. Follow up and say, "I know the deadline is approaching. Could I get an extension of one hour? I'll get it to you shortly." That keeps trust on the tracks. We create narratives in our heads that people will be upset with us, but most people just want honesty. We all bump up against deadlines. We all make mistakes. The issue is how we communicate it. The Leadership Mistake That Drives Minda Crazy Erin: What gets under your skin? What's your biggest leadership pet peeve? What's the simple thing leaders do wrong that you wish they'd change? Minda: I really value transparency, which is clarity and honesty. What gets under my skin is when leaders act like employees are stupid. We see the smoke coming out of the chimney. We hear the alarms going off. Then you come and tell us, "There's nothing to worry about. Nothing to see here." You may not know why the smoke is happening. You may not know why the alarms are going off. But acknowledge it. Say, "I know you've smelled the smoke. I've smelled it too. I don't know exactly what's causing it, but once I do, I'll let you know." That feels better and keeps trust intact more than pretending nothing happened. Don't pretend we didn't just do a reorganization. Don't pretend we didn't just lay off half the team. Let's humanize it. People are human first and colleagues second. Sometimes leaders think they can't be honest because they're privy to certain information. Then say that. "I don't have all the information right now, but I understand how this might make you feel. If you have questions, book time with me and let's talk it through." That feels much better than watching someone's work friend get laid off after ten years and then pretending nothing happened. Erin: I love that. Stop thinking your employees are stupid. The bar is low, isn't it? Minda: It's so low. Don't Outsource Your Humanity Erin: I saw a post where someone asked you a question about AI, and the gremlin that came out of you was, "Don't outsource your humanity." What caused that? Minda: Someone asked me about using AI in workplace communication. I think it's important to use the tools available to us. But what can happen is I put my thoughts into an agent, then I email you. Then you put your thoughts into an agent, and now you're emailing me back. At that point, we've taken ourselves out of it. It's just two agents talking to each other. There's no nuance. The tools don't understand the history of what happened in the meeting. They're getting it from one angle. So before you press send, just because the grammar is great and the message is direct, take another look. Think about the nuance. Think about the relationship. When this person finishes reading the email, how are they going to feel? What is the relationship going to feel like? If we're just two agents talking to each other, we may not be building trust. We may be eroding it. That's why I said, "Don't outsource your humanity." Erin: Preaching to the choir. I'm an authenticity girl. Sounding smart is now suspicious. Stop sounding smart. How to Give Tough Feedback Without Eroding Trust Erin: Can we talk about giving tough feedback? Whether it's an annual review or on the fly, I think the feedback sandwich is over. Maybe that worked when people didn't know they were being sandwiched, but now we all know. How do you give transparent feedback while still building trust? Minda: One thing I created is a game called The Trust Catalyst, which helps people practice these conversations so they don't erode trust. If we're doing a one-on-one or year-end review, I'm not going to start by launching into feedback. If you sit down or appear on Zoom, and the first thing I say is, "That report you did last week should have been done differently," you're immediately thinking, "I didn't know this was a problem." That sets the tone for the whole meeting. Think of the seven trust languages as tools. If you have a nail, you're not going to grab a wrench first. You're going to grab the right tool. Maybe you start with acknowledgement. Maybe you start with sensitivity because you know this person has had a rough year. When you do get to feedback, make sure it's meaningful and gives the person an opportunity to grow. It's not just what you say. It's how you say it. You can say, "We need to meet these deadlines more consistently. Is there something you need from me so we can make sure you hit this mark three weeks from now?" That sounds very different from making someone feel like they may not have a job by the end of the week. I always go back to the double E's. Is what I'm about to say going to enhance this relationship or erode it? Think about what you want the end of the conversation to look like. Do you want the person to feel down and out, waiting to turn off the camera? Or is there a way that when you see each other later, the relationship still feels intact? Growing up, my mom and dad could say the exact same thing to me, but when my dad said it, I wanted to spiral down the wall because his delivery was harsh. My mom could say the same thing, and I would receive it because I knew she was telling me in a way that helped me grow. That's something leaders and colleagues can do better. When Your Peer Becomes Your Employee Erin: Here's a sticky situation: your peer becomes your employee. You get promoted, and Joe, who used to be your sidekick and confidant, is now reporting to you. How do you build this new level of trust when the relationship changes? Minda: That happens a lot, and it can be sticky depending on which side of the friendship you're on. A big part of it is transparency. Talk about the elephant in the room. You might say, "I know we have a great working relationship, and now I'm in this leadership position. There may be times when I have to put certain priorities first, but I want you to know you can always come to me. I hope we can have two relationships: our working relationship and our friendship. There may be times when I have sensitive information I can't talk about like I could before, but I hope we can find that balance." I would much rather someone be transparent with me and create that sense of security than pretend I don't exist anymore or start acting weird. Nine times out of ten, if people would communicate instead of being conflict avoidant, we could have better relationships. We create narratives that it can't work, but why not talk about how it can work? Say, "If it ever feels like our friendship isn't there, or I'm acting differently because I'm in this role, tell me. I value that." We have to say what we mean without being mean. Erin: Exactly. Say the thing you're already going to say to your coach or your partner. Why not say it to the actual person? Minda: Yes. Because now I have that information. I may think everything is fine, but you may feel like, "We used to talk every day, and now we only talk once a month." You might assume I don't care as much now that I have this leadership title, when really, I'm just busy and hadn't thought about it. Again, many of these things are communication issues before they become trust issues. Green-Lighting Yourself Erin: You haven't just focused on trust. You're also a filmmaker, and part of that is telling stories about real-life situations, friendships, and the things that make life beautiful and complicated. So many people listening are trying to make work suck less, but they're also looking for inspiration to do things that feel uncomfortable or outlandish. Can you talk about the filmmaking side? Minda: I never intended to be an author. I fell into it. So I would encourage people to remember that you can learn new things. During the pandemic, I started taking screenwriting classes because I knew I wanted to take the stories I'd been telling and share them in another medium. I wanted to be a better storyteller, and I'm a big advocate of investing in yourself. Whether I win an Oscar, a Webby, or nothing, I wanted to enhance that skill. I also thought about the intellectual property I have and how I could tell those stories in different ways. I started taking classes about six years ago. At some point, I said, "I'm not going to wait for the green light from somebody else. I'm going to green light myself." So I started making short films. I kept taking coursework, reading books, finding my crew on social media, and asking people around. Now I'm four short films in, and they've been in many festivals. It feels good to uncover a new area of my life that I'm good at. Maybe I'll win Oscars in the future. Maybe I won't. But I'm enjoying this part of my life because it's another way to get stories heard by people who may never read my books. Erin: You said something so simple: "I took a class." So many times we act like we don't even know where to start. But there's a class for everything. Minda: Everything. Erin: Just take the class. Get curious. Minda: I'll tell you and your listeners a secret. Since I was a teenager, I've always wanted to take piano lessons. Every year, I'd put it on the vision board: "Take piano lessons." And I never did. But later today, I'm taking my first piano lesson. I may end up in a recital with preschoolers, but this is for me. Sometimes we just have to do things for us. Minda's "Buck That" Story Erin: We always ask people for their "buck that" story. It's a time when you bucked the norm, went against the grain, and something good happened as a result. Do you have one? Minda: Yes. It's the intersection where I sit now. I was in corporate America for 15 years, and in 2015, I started this dinosaur thing called a blog. I was frustrated about the workplace I was in. There was no trust anywhere. The blog was a way for me to talk about what I was experiencing, not from a "woe is me" place, but from a place of, "If anybody else is feeling this way, here are the tips I wish I had used or that I'm working through." Every Monday, I put out a memo. Eventually, those memos became my first bestselling book, The Memo. I had no idea that would happen. Now I'm on book four and making films. So sow those seeds. Take the step. I left a very stable job, and I was terrified. I'm type A. I love stability because I didn't have a lot of it growing up. I thought, "Give me the gold watch. I'm here forever." Taking that leap, betting on myself, and bucking the system showed me that success isn't just one way. I think I'm a constant "buck that" girl now. That's just how I live. Erin: Once you buck it once and it works out, that's the end of the story. That's why we love to share these stories for people who are holding themselves back. One Last Tip to Make Work Suck Less Erin: What's your one last tip to make work suck less? Minda: Ask yourself, "What do I want out of work?" Sometimes we do things at work to make work work for everybody else, but we never consider what it needs to look like for us. Once you understand what you need, you can ask for it more clearly. Not what the person next to you wants. Not what someone on Microsoft Teams wants. What is really going to make you say, "This was worth the ride"? We should remember that we are good enough to deserve the best workplace possible.

Trust at work isn't built through big promises or polished corporate statements. It's built in the tiny moments. In this episode, Erin sits down with bestselling author, speaker, professor, and filmmaker Minda Harts to talk about her framework for the 7 Trust Languages and why trust is really a communication issue hiding in plain sight.   In this episode, you'll hear: -Why leaders need to stop pretending employees don't see what's happening -How the 7 Trust Languages can help leaders build stronger relationships -How to rebuild trust after a mistake without rushing the repair This episode is for anyone who wants to lead with more honesty, communicate with more humanity, and make work suck a whole lot less. Minda's Website: https://www.mindaharts.com/ Connect with Minda on LinkedIn: https://www.linkedin.com/in/mindaharts/   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't outsource your humanity." "People are human first and colleagues second." "Trust is a noun and a verb." "We can solve for respect, right? We can solve for trust." Intro Note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key insights from the episode. In this episode of b Cause Work Doesn't Have to Suck, Erin Hatzikostas talks with Minda Harts about workplace trust, the seven trust languages, leadership communication, rebuilding trust after mistakes, giving better feedback, psychological safety, and why leaders need to stop outsourcing their humanity. Why Trust Is the Real Workplace Issue Erin: I'm fascinated by your background because I'm like, "Oh yeah, she's all about trust. She's a speaker." And then I'm like, "Oh wait, she's a professor. Oh wait, she's a filmmaker. Oh wait, she wrote books." I'm curious about trust. It's not exactly the sexiest topic, but there must have been a moment or story that made you obsessed with it. Minda: The obsession actually started during COVID. I was living in New York City at the time, and I woke up around three o'clock in the morning. I kept hearing this voice saying, "The issue is always trust." I didn't think too much about it in the moment, but I wrote "trust languages" in my notes app. Over time, I kept coming back to it. The more I thought about all the writing I'd done over the years, I realized the real problem I was trying to solve was trust. In the workplace, when certain things happen, there's usually an expectation underneath that isn't being met. That erodes trust. But often, people don't even know they're doing it. So I started to see that it's not just a trust issue. It's also a communication issue. If the other person knew what you needed, could that get trust back on the tracks? In personal relationships, trust is a no-brainer. If I can't trust you, I don't know if this relationship is going to work. But in the workplace, we give people a pass for doing things that aren't trustworthy, and we never have conversations about it. The Seven Trust Languages Erin: I love the idea of trust languages because everybody thinks of love languages. You have seven trust languages. Where does it start? Do you need to understand the other person, or are these seven things everyone needs to do? Minda: My thesis is that we all have a primary, secondary, and tertiary trust language. There may be a time when we're speaking all of them, but if I'm a leader and you report to me, and I want to get the most productivity out of my entire team, not just my go-to people, then in our next one-on-one, I'm going to ask, "What does trust look like to you?" I want to make sure we have the most harmonious working relationship possible. I want to make sure you get the most out of being on this team. So what does trust look like to you? When someone answers that question, they'll usually tell you two or three of their trust languages without even knowing the labels. If I know feedback is important to you, or transparency is important to you, I can make note of that. Then when we're working together, I remember, "Erin values transparency. She values when I'm not being ambiguous. She values feedback that's meaningful and insightful." I tell people it's about the double E's. We're either enhancing trust or eroding trust. Erin: Always up or down. Minda: Exactly. We may not be able to solve everything at work, but we can solve for respect. We can solve for trust. The Question Every Leader Should Ask Erin: That question is so powerful. I used to lead a lot of employees, and I'm thinking, "Crap, if I could've simply said in one meeting, 'Trust is important. What does trust look like for you?'" Minda: I never had a manager ask me that. Not because they didn't want trust with me, but because we're all moving so fast in the workday that we forget there's a human on the other end. The data shows that if we have more trust, we're more productive and less anxious. I don't want to be the reason someone is spiraling through the day and not even know it. Erin: Imagine asking that in an interview when you're trying to attract the best talent. You think people aren't going to flock to that? They're going to be like, "Wow, I've never heard that before." Minda: Yes. And I write about that in the book. If you know acknowledgement is important to you, ask questions in the interview process that help you see whether that environment can provide it. Some people don't naturally say, "Great job. Thank you for delivering that project. I don't know where we'd be without it." That may not be the language they're most comfortable giving. But you may need that to survive and thrive at work. So tell people what's important to you. Advocate for yourself. We're not always going to work for the person who asks, "What does trust look like?" Sometimes you have to take the bull by the horns. Erin: And by sometimes, we mean most of the time. How to Ask for the Trust You Need Erin: Most of our listeners are leaders, but let's be honest, they're also employees. Everybody wants to be a great leader, but they also want to know how to be led better. Can you give an example of how someone might use the trust languages in an interview to understand what kind of manager they'd be working for? Minda: One trust language that is really important right now is sensitivity, which is about empathy and being mindful of our actions, tone, and behaviors. If I were interviewing, I might say, "Many people work together in the workplace, but they experience the workplace differently. If I reported to you and there was a natural disaster where I live, and I couldn't get into the office three or five days a week, how would we handle that?" That question tells me a lot about the manager. If they say, "Absolutely. Were you impacted by the fires? I know that must have been tough," that tells me something. But if they say, "Maybe you should move somewhere else because we need someone in the office five days a week," that tells me something too. You start to see how people humanize you, or whether they're robotic. Sensitivity, Security, and Psychological Safety Minda: Another example is what happens in meetings. We've all been in a situation where someone says a joke that isn't funny to everyone. Does the leader sweep it under the rug and let that person keep saying inappropriate things in team meetings? Or, if I have an issue, can I bring it to you without fear of retribution? A lot of trust is eroded in big team meetings. People speak over each other. People say things that are inappropriate, not necessarily because they woke up deciding to be inappropriate, but because they're used to talking any kind of way. That's where psychological safety comes in, which is connected to the trust language of security. Even if we have a difference of opinion, there should still be enough respect for me to have a good conversation with you. And if someone gives feedback, how do you receive it? Do you say, "I've never heard that before," and get defensive? Or do you say, "Let me consider what you're saying. Tell me more. Let me ask some questions." These behaviors keep showing up at work, and people don't always realize how detrimental they can be. Erin: Everybody's different. I'm thinking about two people who support my business. One is more on the sensitivity side. If something gets messed up, I know I need to say, "Dude, no big deal at all." And when something is done well, I need to say the thing that's already inside my head: "You crushed it." The other person is about as far from sensitive as you can imagine. For her, follow-through probably matters more. She's my operations person. It's more like, "Erin, you said you were going to send me three videos. Send me the three videos." Understanding those people is really important. How to Rebuild Trust After You Mess Up Erin: Rebuilding trust is always a big one. Let's say you screwed something up with a client, customer, or major project. What are some ways to rebuild trust that people may not think of? Minda: One trust language that matters here is demonstration. Do our actions align with our values? I can tell you all day that I'm going to make the tacos the way you expect them every time you come to the taco truck. But if every time you come, they're made differently, I'm not demonstrating that you can trust this place. When we make a mistake, we can acknowledge it. "You know what? We have a new cook. We're training them today. But we value you as a customer." Then we pay attention. "Oh, you like your cheese sprinkled this way? Now that I know that, I want to demonstrate that you can trust us. Next time you come, I'm going to check the bag before you leave." It's the show and the tell. A lot of times in life, we want to skip over the repair part. We say, "I said I'm sorry. Move on." But rebuilding trust requires demonstration over time. I believe if trust can be broken, it can be rebuilt, if it's not egregious. But it requires action. Trust is a noun and a verb. Erin: It takes patience. When we mess up, we want instant gratification. We want the wound to be healed right away. In a big corporation, it might be, "We'll give you a fee holiday," because we want something tangible and quick. But if you slow down and accept that it may be uncomfortable for a little while, then next week you can show up differently. You can go above and beyond. You can demonstrate the repair. Minda: Absolutely. And we also have to give people the opportunity to rebuild. If we've been burned in our personal or professional lives, sometimes we come into the next situation with our defenses up. You may be the best boss I've never had yet, but if I'm still holding onto hurts and broken promises from my last situation, I'm not going to get the best out of the situation with you, and you're not going to get the best from me. So we also have to be self-aware. Is this person really eroding trust, or am I bringing baggage from past experiences? Erin: Right. It's easy to tell stories like, "The boss is mad at me because I got a three-word email." But maybe the boss is running to another meeting and isn't actually worried about the mistake you made. What to Do When You Break Trust With Your Boss Erin: Let's say you mess something up with your boss. Maybe you botch a report, lose a customer, or mess up some technology. Beyond demonstrating that you can get it right next time, what else helps? Minda: Remember that your boss is human too. They have expectations you may not be aware of, especially if you're new to the team. You might say, "I know expectations can change depending on priorities, and I want to make sure we're aligned. I really enjoy working on your team, and I want our working relationship to be strong. What do you need from me to do your best work?" Success is not a solo sport. When you ask that kind of question, they may not say, "Transparency is important to me," or, "Follow-through is important to me," but they'll tell you something that reveals what matters. Then you can make a mental note. If you say you'll get something done by five and you can't, don't workplace ghost them. Follow up and say, "I know the deadline is approaching. Could I get an extension of one hour? I'll get it to you shortly." That keeps trust on the tracks. We create narratives in our heads that people will be upset with us, but most people just want honesty. We all bump up against deadlines. We all make mistakes. The issue is how we communicate it. The Leadership Mistake That Drives Minda Crazy Erin: What gets under your skin? What's your biggest leadership pet peeve? What's the simple thing leaders do wrong that you wish they'd change? Minda: I really value transparency, which is clarity and honesty. What gets under my skin is when leaders act like employees are stupid. We see the smoke coming out of the chimney. We hear the alarms going off. Then you come and tell us, "There's nothing to worry about. Nothing to see here." You may not know why the smoke is happening. You may not know why the alarms are going off. But acknowledge it. Say, "I know you've smelled the smoke. I've smelled it too. I don't know exactly what's causing it, but once I do, I'll let you know." That feels better and keeps trust intact more than pretending nothing happened. Don't pretend we didn't just do a reorganization. Don't pretend we didn't just lay off half the team. Let's humanize it. People are human first and colleagues second. Sometimes leaders think they can't be honest because they're privy to certain information. Then say that. "I don't have all the information right now, but I understand how this might make you feel. If you have questions, book time with me and let's talk it through." That feels much better than watching someone's work friend get laid off after ten years and then pretending nothing happened. Erin: I love that. Stop thinking your employees are stupid. The bar is low, isn't it? Minda: It's so low. Don't Outsource Your Humanity Erin: I saw a post where someone asked you a question about AI, and the gremlin that came out of you was, "Don't outsource your humanity." What caused that? Minda: Someone asked me about using AI in workplace communication. I think it's important to use the tools available to us. But what can happen is I put my thoughts into an agent, then I email you. Then you put your thoughts into an agent, and now you're emailing me back. At that point, we've taken ourselves out of it. It's just two agents talking to each other. There's no nuance. The tools don't understand the history of what happened in the meeting. They're getting it from one angle. So before you press send, just because the grammar is great and the message is direct, take another look. Think about the nuance. Think about the relationship. When this person finishes reading the email, how are they going to feel? What is the relationship going to feel like? If we're just two agents talking to each other, we may not be building trust. We may be eroding it. That's why I said, "Don't outsource your humanity." Erin: Preaching to the choir. I'm an authenticity girl. Sounding smart is now suspicious. Stop sounding smart. How to Give Tough Feedback Without Eroding Trust Erin: Can we talk about giving tough feedback? Whether it's an annual review or on the fly, I think the feedback sandwich is over. Maybe that worked when people didn't know they were being sandwiched, but now we all know. How do you give transparent feedback while still building trust? Minda: One thing I created is a game called The Trust Catalyst, which helps people practice these conversations so they don't erode trust. If we're doing a one-on-one or year-end review, I'm not going to start by launching into feedback. If you sit down or appear on Zoom, and the first thing I say is, "That report you did last week should have been done differently," you're immediately thinking, "I didn't know this was a problem." That sets the tone for the whole meeting. Think of the seven trust languages as tools. If you have a nail, you're not going to grab a wrench first. You're going to grab the right tool. Maybe you start with acknowledgement. Maybe you start with sensitivity because you know this person has had a rough year. When you do get to feedback, make sure it's meaningful and gives the person an opportunity to grow. It's not just what you say. It's how you say it. You can say, "We need to meet these deadlines more consistently. Is there something you need from me so we can make sure you hit this mark three weeks from now?" That sounds very different from making someone feel like they may not have a job by the end of the week. I always go back to the double E's. Is what I'm about to say going to enhance this relationship or erode it? Think about what you want the end of the conversation to look like. Do you want the person to feel down and out, waiting to turn off the camera? Or is there a way that when you see each other later, the relationship still feels intact? Growing up, my mom and dad could say the exact same thing to me, but when my dad said it, I wanted to spiral down the wall because his delivery was harsh. My mom could say the same thing, and I would receive it because I knew she was telling me in a way that helped me grow. That's something leaders and colleagues can do better. When Your Peer Becomes Your Employee Erin: Here's a sticky situation: your peer becomes your employee. You get promoted, and Joe, who used to be your sidekick and confidant, is now reporting to you. How do you build this new level of trust when the relationship changes? Minda: That happens a lot, and it can be sticky depending on which side of the friendship you're on. A big part of it is transparency. Talk about the elephant in the room. You might say, "I know we have a great working relationship, and now I'm in this leadership position. There may be times when I have to put certain priorities first, but I want you to know you can always come to me. I hope we can have two relationships: our working relationship and our friendship. There may be times when I have sensitive information I can't talk about like I could before, but I hope we can find that balance." I would much rather someone be transparent with me and create that sense of security than pretend I don't exist anymore or start acting weird. Nine times out of ten, if people would communicate instead of being conflict avoidant, we could have better relationships. We create narratives that it can't work, but why not talk about how it can work? Say, "If it ever feels like our friendship isn't there, or I'm acting differently because I'm in this role, tell me. I value that." We have to say what we mean without being mean. Erin: Exactly. Say the thing you're already going to say to your coach or your partner. Why not say it to the actual person? Minda: Yes. Because now I have that information. I may think everything is fine, but you may feel like, "We used to talk every day, and now we only talk once a month." You might assume I don't care as much now that I have this leadership title, when really, I'm just busy and hadn't thought about it. Again, many of these things are communication issues before they become trust issues. Green-Lighting Yourself Erin: You haven't just focused on trust. You're also a filmmaker, and part of that is telling stories about real-life situations, friendships, and the things that make life beautiful and complicated. So many people listening are trying to make work suck less, but they're also looking for inspiration to do things that feel uncomfortable or outlandish. Can you talk about the filmmaking side? Minda: I never intended to be an author. I fell into it. So I would encourage people to remember that you can learn new things. During the pandemic, I started taking screenwriting classes because I knew I wanted to take the stories I'd been telling and share them in another medium. I wanted to be a better storyteller, and I'm a big advocate of investing in yourself. Whether I win an Oscar, a Webby, or nothing, I wanted to enhance that skill. I also thought about the intellectual property I have and how I could tell those stories in different ways. I started taking classes about six years ago. At some point, I said, "I'm not going to wait for the green light from somebody else. I'm going to green light myself." So I started making short films. I kept taking coursework, reading books, finding my crew on social media, and asking people around. Now I'm four short films in, and they've been in many festivals. It feels good to uncover a new area of my life that I'm good at. Maybe I'll win Oscars in the future. Maybe I won't. But I'm enjoying this part of my life because it's another way to get stories heard by people who may never read my books. Erin: You said something so simple: "I took a class." So many times we act like we don't even know where to start. But there's a class for everything. Minda: Everything. Erin: Just take the class. Get curious. Minda: I'll tell you and your listeners a secret. Since I was a teenager, I've always wanted to take piano lessons. Every year, I'd put it on the vision board: "Take piano lessons." And I never did. But later today, I'm taking my first piano lesson. I may end up in a recital with preschoolers, but this is for me. Sometimes we just have to do things for us. Minda's "Buck That" Story Erin: We always ask people for their "buck that" story. It's a time when you bucked the norm, went against the grain, and something good happened as a result. Do you have one? Minda: Yes. It's the intersection where I sit now. I was in corporate America for 15 years, and in 2015, I started this dinosaur thing called a blog. I was frustrated about the workplace I was in. There was no trust anywhere. The blog was a way for me to talk about what I was experiencing, not from a "woe is me" place, but from a place of, "If anybody else is feeling this way, here are the tips I wish I had used or that I'm working through." Every Monday, I put out a memo. Eventually, those memos became my first bestselling book, The Memo. I had no idea that would happen. Now I'm on book four and making films. So sow those seeds. Take the step. I left a very stable job, and I was terrified. I'm type A. I love stability because I didn't have a lot of it growing up. I thought, "Give me the gold watch. I'm here forever." Taking that leap, betting on myself, and bucking the system showed me that success isn't just one way. I think I'm a constant "buck that" girl now. That's just how I live. Erin: Once you buck it once and it works out, that's the end of the story. That's why we love to share these stories for people who are holding themselves back. One Last Tip to Make Work Suck Less Erin: What's your one last tip to make work suck less? Minda: Ask yourself, "What do I want out of work?" Sometimes we do things at work to make work work for everybody else, but we never consider what it needs to look like for us. Once you understand what you need, you can ask for it more clearly. Not what the person next to you wants. Not what someone on Microsoft Teams wants. What is really going to make you say, "This was worth the ride"? We should remember that we are good enough to deserve the best workplace possible.

#1 | "You Do You?" | Proverbs 1:1-7 | Mark Irving

After years of advising CEOs and senior leaders, she's learned that the higher you climb, the more the same human stuff shows up: insecurity, miscommunication, fear of failure, and avoiding the conversations nobody wants to have. In this episode, Erin sits down with the self-proclaimed "C-Suite Whisperer" , Paru Radia, to talk about tough conversations, turning adversity into an advantage, and why standing still might be the riskiest thing you can do. Along the way, Paru shares lessons from her own journey and her no-BS coaching style. Some of the things you'll hear are: -Why Paru actually loves tough conversations (and how to stop dreading them) -How being bullied, underestimated, and treated like an outsider became her superpower -Why "magic happens in momentum" If you've ever felt stuck, overlooked, or unsure of your next move, this episode will challenge how you think about growth, leadership, and success. Check out Paru's Website   Connect with Paru on LinkedIn   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com    DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't self-filter and be apologetic about something. It is what it is.  "If you are not confident about the things that you don't like about yourself, you are giving people ammunition to also dislike you. Just own it." "Magic happens in momentum." "The magic won't happen if something is standing still. You need other things to happen for the reaction to happen, which equates to magic." Editor's note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key teaching moments. In this episode, Erin talks with executive strategist Paru Radia about how to navigate tough conversations at work, communicate with more clarity, own the messy parts of your story, and use momentum to create real career growth. Their conversation covers executive coaching, leadership communication, performance reviews, workplace conflict, career transitions, and the real-life messes behind success. Transcript Why Paru Calls Herself the C-Suite Whisperer Erin: You call yourself the C-Suite Whisperer. If I saw that on a page without knowing you, I might side-eye it. But after meeting you, I thought, "Oh my gosh, she totally is." Where did that come from? Paru: I was talking to a client a few years ago, describing what I do without making it sound too prescriptive. I was explaining how I listen, question, translate, and help executives understand what is really happening. I thought of the show Ghost Whisperer, where someone translates what ghosts are saying to the people who cannot hear them. I realized, "I do what she does, but for executives." So I said, "I'm a C-Suite whisperer." She completely got it. A week later, she told someone she had hired a C-Suite whisperer, then wrote about me on LinkedIn using that phrase. So I thought, "I guess that's what I am." Erin: I love that idea of translating between what someone says and what people actually hear. What gets mistranslated the most when you are working with executives? Paru: Intention. And that applies to everyone. People are often so busy thinking about themselves, what they mean, and what they think other people are hearing that they miss how the message is actually landing. I do not mean that in an arrogant way. No matter how senior you get, it is the same stuff with more at stake. It is the same insecurity, the same miscommunication, the same desire for the business to be successful, the same desire to look good, be liked, be understood, be seen, and be heard. We are all human. The stakes just get higher. How Childhood Shaped Her Ability to Read People Erin: I saw in another interview that when you were asked what time in your life you would change, you mentioned primary school and high school. What were those years like, and how did they shape the bold person you are now? Paru: I want to be careful with that answer. I am really happy in my life now, and I know I would not be where I am today without everything I experienced. But if I could still be where I am today and remove some of the pain from those years, I would. I grew up in a very conservative, traditional Indian household in the seventies and early eighties in racist Britain. We had bricks thrown through our window. We had racial slurs shouted at us. As a child, I had people on the street threaten me because I was Indian. It was scary. Some of that racism translated to school. I was made fun of for being Indian. I was also a chubby kid, so I was made fun of for that too. What happened was that it became safer for me to observe than to participate. It was safer to figure out where the next landmine was or where the next grenade might be thrown. That has worked in my favor now. I observe closely. I have a very keen eye and a very keen ear. I think some of that came from life circumstances that forced me to develop those skills. Erin: That makes so much sense. For people listening who have gone through challenges, trauma, or difficult experiences, how do they start to turn those things into a strength? Paru: First, be kind to yourself. And I do not mean that in a fluffy way. I mean dig deep and own everything about yourself. I am a big advocate of owning all of it. When I work with clients, I am their biggest fan, but I am also very direct. I often say that when you work with me, you will be punched and hugged at the same time. I am not soft. I will tell you things other people are too scared to tell you. I will tell you things you may not want to hear. But I am also there to catch you. I am not doing it to be mean. I am doing it to be real, so we can actually address what is happening. The first step is not self-filtering or apologizing for what is true. If something happened, it happened. If you messed something up, own it. If you do not like something about yourself, name it. Many people start to malfunction when they are not being who they really are. When you try to cover something up or perform as someone else, it creates friction. It is what it is. Own it. If you are not confident about the things you dislike about yourself, you give other people ammunition to dislike those things too. Own them. There are things about me I do not think are fantastic, but I love them anyway. It has taken me a long time to get here. Why Tough Conversations Matter Erin: One thing I wanted to talk to you about is tough conversations at work. The employee who is not performing. The job elimination. The numbers that are not hitting forecast. A lot of smart, capable people want to crawl under their desk when it is time to have those conversations. What advice do you give them? Paru: I love tough conversations. Erin: Why? Paru: Because they are the beginning of something different. Once you have the tough conversation, something is going to change. It might be an action, a perception, or a mindset, but something shifts. I am all for change. I challenge the status quo all the time. I am always looking to be better, do better, and grow. I want that for my clients too. When it comes to tough conversations, language is incredibly important. If I were giving general advice, I would say: get out of your own head and be factual. Avoid making everything about "you," because that can sound aggressive. Keep it business-focused. Ask questions. Do not go straight into the conversation without understanding the other person. Be genuinely curious. I start many difficult conversations by asking for the person's understanding of the topic first. That way, we are on the same page. Then I can share my definition or perspective. That moves me from being opposite them to being next to them. It becomes, "This is how I am looking at it. How are you looking at it?" Then I stay factual. I might say, "The business needs this. The problem we have is this. What do you think we could do about that?" If their answer is not feasible, I might say, "Here is what I am thinking. What are your thoughts on that?" Behavioral issues are different and need more specific examples, but in general, curiosity, clarity, and facts matter. How to Approach a Performance Conversation Erin: Let's use an example. Joe is a project manager. He has moments of brilliance, but he is inconsistent. Sometimes he solves a big problem. Other times, he makes promises he cannot deliver, or his work is not good. How would you coach someone to have that conversation? Paru: There is a lot I would want to understand first. I would want to know what is going through Joe's mind when he performs well, and what is going through his mind when he does not. I would ask whether Joe agrees with the assessment that he is inconsistent. Does he think he is not performing well? What does "well" look like to him? What outcome does he want? I am very outcome-focused. I always ask, "What outcome are you looking for?" Then we work backwards. Many people start from where they are and move forward, but ego and fear get in the way. They think, "I do not want to look bad. I do not want them to think this. I do not want to say that." As a kid, I never saw the point of doing a maze by constantly hitting walls. I would start in the middle, draw the path backwards, and say, "This is the way to get there." I approach coaching the same way. When we start with the outcome, ego becomes less of a problem. We can say, "If you want that outcome, it will take this. You will need to say this. You will need to do that." Once the person can see the outcome clearly, they are usually willing to put their ego aside because they know what they are aiming for. Erin: So with Joe, instead of starting with, "How do you think you are doing?" you would start with what he wants? Paru: Yes. If Joe says, "I want a promotion," I would ask, "What do you think it would take for that promotion to be awarded to you?" He might say he needs to perform at a certain level. Then I would ask, "What would it take to perform at that level?" We would look at relationships, technical ability, consistency, communication, and everything else involved. If relationships are part of the issue, I would ask, "What would your relationship with your boss need to look like?" I do not call myself a coach. I am an executive strategist. Coaching is part of what I do, but I am also opinionated and will share my perspective. I do not do that upfront. I want the client to get there first, but if they do not, I will share what I see. So I might say, "To me, it sounds like your boss needs to see this, this, and this. Right now, you are not showing it. What can we do to make sure you show that?" Why Clarity Changes the Conversation Erin: I love that because so many people go into reviews and ask broad questions like, "How do you think you are doing?" But that can feel like a trap. Paru: Exactly. I like asking a lot of questions to get clarity. Clarity is the first word on my website because it matters so much. When there is clarity, you can have conversations without obsessing over, "What are they going to think? How are they going to take it? What if they do not understand me?" If someone asks me a question that is too broad, I usually do not answer it right away. I ask for context. If someone asked me in a performance review, "How do you think you are doing?" I would either break the answer into categories or ask, "Is there a specific context for that question, or is there a category you would like me to focus on first?" That way, I know I am answering the question they are actually asking, not the question I think they might be asking. Erin: That is such a useful takeaway. If someone asks a question that feels too big or like a landmine, you can ask for clarity. You can say, "Are you asking about my attitude, my deadlines, my communication, or something else?" Paru: Yes. It gives everyone a better chance of having the real conversation. Preparing for High-Stakes Business Conversations Erin: Let's say someone is going into a quarterly business review with their boss, the CFO, and other senior leaders. The business has missed revenue numbers three months in a row. Most people would dread that conversation. How would you advise them to go into it? Paru: If there is going to be a tough conversation with a group, I would get to the audience before they are all in the same room. Relationships are easier one-to-one. If there are four senior stakeholders in the room, I would try to speak with each one individually beforehand. I want to know what I am walking into. I want to be able to predict what is coming my way. If I can preempt some of that through individual conversations, I am better equipped to have a potential solution, even if I have not fully actioned it yet. I might still get hurt a little, but I am less likely to get destroyed by the meeting. Erin: So you would have those pre-conversations, understand the feedback and questions, and make sure the missed numbers are not a surprise. What else? Paru: I would want to know why the numbers were missed. What went wrong? How can it be fixed? How can you make sure it does not happen again? What will you do differently? How do you feel about it? Then I would help the person take ownership of the parts they are responsible for. I would help them own the mistakes with confidence instead of becoming defensive. No one wants to deal with someone who is defensive. The audience is already taking care of themselves. They do not have time to take care of your defensiveness too. Go into the meeting understanding the problems, owning the mistakes, and bringing possible solutions. Why Magic Happens in Momentum Erin: You said something that caught my eye: "Magic happens in momentum." Tell us more about that. Paru: I had that as the screenshot on my phone for about a year. There is an old saying that standing still is the equivalent of moving backwards. Things move. Things change. People evolve. Time passes. If you are not moving, you are going backwards. Even if you are scared, do it anyway. Change will happen. You will grow. You will learn something. You might learn, "I do not like that," or "That did not work," but at least now you know and can move forward. I am a big fan of momentum. Standing still bores me. That is my personality. Some people love stability. I am not risk-averse. I like newness, change, and growth. Momentum creates that. Erin: When I read that, I thought about momentum in relationships too. Someone sends an email saying, "I loved your book," or "I loved your coaching session." There is a difference between responding three days later and capturing that energy in the moment. Paru: Yes. People are forgetful, and enthusiasm dwindles. If someone says, "I loved your book," and you respond a month later, they have already moved on to the next shiny object. The effort it takes to remind them how great you are becomes wasted energy. When there is energy, build on it. That is what improv taught me too. I did improv classes for a year, and so much of improv is about building on other people's ideas. Momentum works the same way. You do something, then the next thing, then the next thing. Magic is the result of action causing a reaction. If everything is standing still, nothing reacts. You need movement for the reaction to happen. The Expiration Date on Favors Erin: For our listeners, especially corporate women in mid-career and up, momentum is so important in relationships and sponsorship. If a senior leader notices what you are doing or reaches out after a good meeting, grab that momentum. Paru: I have the same theory with favors. If you have done something for someone and they say, "Let me know if there is anything I can do for you," there is always an expiration date on that offer. If there is something they can genuinely do, do not waste the favor. But if there is something meaningful, ask while the momentum is there. They have just experienced the good feeling of what you did for them. That feeling will dwindle. People get distracted. Later, they may still help, but it is harder. Erin: A body in motion tends to stay in motion. Paru: Exactly. The Messes Behind Successes Erin: I want to talk about your book, Messes Behind Successes. What is the premise? Paru: It is about navigating reality on your rise to the top. I am tired of reading books about unicorn billionaires. I am happy for them, but many of those stories sound like, "Life was tough, I lost money, then I was on the golf course with my dad's best friend and he invested in my business. Now look at me." That is great for them, but how does that help the rest of us? I do not have a rich dad. I do not have a golf course. I did not go to Harvard, and most people did not either. We hear success stories, but we rarely get a real how-to guide for navigating the mess on the way there. Mess is real. People get married. People get divorced. People move houses or countries. People get sick. People pass away. That is the personal side. At work, you may not get along with your boss. You may not get the promotion. You may mess up an interview, a meeting, or a target. You may be scared you are going to get fired. People do not talk enough about those moments. I am interviewing C-suite leaders who look very successful on paper, and many of them are successful and happy. But they had so much mess along the way. I want to share those stories so people do not feel alone, and so they have tangible examples of how to navigate real life and still make it. Erin: I love that. Those are the stories people need when they are wondering whether they should go for the career move, the big meeting, the executive job, or the new business. It is inspiring to hear how people got through the hard parts. Paru: Exactly. The mess is part of the story. Helping People Recalibrate in Career and Life Erin: Who is your ideal client? Who might be listening and think, "I would really benefit from working with Paru"? Paru: I work with executives in corporations, first-time CEOs, C-suite leaders, rising C-suite leaders, small businesses, startups, and multi-billion-dollar companies. I love working with first-time CEOs because they often do not realize how great they are, and I get to help them shine. I also work with individuals in transition. A lot of people come to me saying, "I want to do this," or "I want to do that," and I ask, "Why?" I really want to know why. About half the time, once they answer that question, they realize they have been working so hard for a dream that is no longer their dream. Their dream has changed. I love when those epiphanies happen. I like helping people in transition understand who they are deep down. Things happen along the way, and sometimes people need to recalibrate. Who are you today because of everything that happened, or despite everything that happened? What does today's version of you want? That is what I want to know, and then I want to help you get there. Where to Find Paru Erin: Where can people follow you and get more of your brilliance? Paru: The only social media platform I am on is LinkedIn. You can find me there as Paru Radia. You can also visit my website. I share a lot of my thoughts, stories, and lessons on LinkedIn. The book also includes many personal stories, including some I cringed while writing. But they are a big part of who I have become, how I think, and how I operate. Erin: Please promise me you will read your own audiobook. Paru: I absolutely will. Erin: Good. Your personality and authenticity need to come through in the audio version. Thank you for sharing your candor, your insights, and part of yourself with us today. Paru: Thank you for opening the door into your world and letting me in. It has been so much fun.

After years of advising CEOs and senior leaders, she's learned that the higher you climb, the more the same human stuff shows up: insecurity, miscommunication, fear of failure, and avoiding the conversations nobody wants to have. In this episode, Erin sits down with the self-proclaimed "C-Suite Whisperer" , Paru Radia, to talk about tough conversations, turning adversity into an advantage, and why standing still might be the riskiest thing you can do. Along the way, Paru shares lessons from her own journey and her no-BS coaching style. Some of the things you'll hear are: -Why Paru actually loves tough conversations (and how to stop dreading them) -How being bullied, underestimated, and treated like an outsider became her superpower -Why "magic happens in momentum" If you've ever felt stuck, overlooked, or unsure of your next move, this episode will challenge how you think about growth, leadership, and success. Check out Paru's Website   Connect with Paru on LinkedIn   Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com    DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Don't self-filter and be apologetic about something. It is what it is.  "If you are not confident about the things that you don't like about yourself, you are giving people ammunition to also dislike you. Just own it." "Magic happens in momentum." "The magic won't happen if something is standing still. You need other things to happen for the reaction to happen, which equates to magic." Editor's note: This transcript has been edited for clarity, readability, and length while preserving the core conversation and key teaching moments. In this episode, Erin talks with executive strategist Paru Radia about how to navigate tough conversations at work, communicate with more clarity, own the messy parts of your story, and use momentum to create real career growth. Their conversation covers executive coaching, leadership communication, performance reviews, workplace conflict, career transitions, and the real-life messes behind success. Transcript Why Paru Calls Herself the C-Suite Whisperer Erin: You call yourself the C-Suite Whisperer. If I saw that on a page without knowing you, I might side-eye it. But after meeting you, I thought, "Oh my gosh, she totally is." Where did that come from? Paru: I was talking to a client a few years ago, describing what I do without making it sound too prescriptive. I was explaining how I listen, question, translate, and help executives understand what is really happening. I thought of the show Ghost Whisperer, where someone translates what ghosts are saying to the people who cannot hear them. I realized, "I do what she does, but for executives." So I said, "I'm a C-Suite whisperer." She completely got it. A week later, she told someone she had hired a C-Suite whisperer, then wrote about me on LinkedIn using that phrase. So I thought, "I guess that's what I am." Erin: I love that idea of translating between what someone says and what people actually hear. What gets mistranslated the most when you are working with executives? Paru: Intention. And that applies to everyone. People are often so busy thinking about themselves, what they mean, and what they think other people are hearing that they miss how the message is actually landing. I do not mean that in an arrogant way. No matter how senior you get, it is the same stuff with more at stake. It is the same insecurity, the same miscommunication, the same desire for the business to be successful, the same desire to look good, be liked, be understood, be seen, and be heard. We are all human. The stakes just get higher. How Childhood Shaped Her Ability to Read People Erin: I saw in another interview that when you were asked what time in your life you would change, you mentioned primary school and high school. What were those years like, and how did they shape the bold person you are now? Paru: I want to be careful with that answer. I am really happy in my life now, and I know I would not be where I am today without everything I experienced. But if I could still be where I am today and remove some of the pain from those years, I would. I grew up in a very conservative, traditional Indian household in the seventies and early eighties in racist Britain. We had bricks thrown through our window. We had racial slurs shouted at us. As a child, I had people on the street threaten me because I was Indian. It was scary. Some of that racism translated to school. I was made fun of for being Indian. I was also a chubby kid, so I was made fun of for that too. What happened was that it became safer for me to observe than to participate. It was safer to figure out where the next landmine was or where the next grenade might be thrown. That has worked in my favor now. I observe closely. I have a very keen eye and a very keen ear. I think some of that came from life circumstances that forced me to develop those skills. Erin: That makes so much sense. For people listening who have gone through challenges, trauma, or difficult experiences, how do they start to turn those things into a strength? Paru: First, be kind to yourself. And I do not mean that in a fluffy way. I mean dig deep and own everything about yourself. I am a big advocate of owning all of it. When I work with clients, I am their biggest fan, but I am also very direct. I often say that when you work with me, you will be punched and hugged at the same time. I am not soft. I will tell you things other people are too scared to tell you. I will tell you things you may not want to hear. But I am also there to catch you. I am not doing it to be mean. I am doing it to be real, so we can actually address what is happening. The first step is not self-filtering or apologizing for what is true. If something happened, it happened. If you messed something up, own it. If you do not like something about yourself, name it. Many people start to malfunction when they are not being who they really are. When you try to cover something up or perform as someone else, it creates friction. It is what it is. Own it. If you are not confident about the things you dislike about yourself, you give other people ammunition to dislike those things too. Own them. There are things about me I do not think are fantastic, but I love them anyway. It has taken me a long time to get here. Why Tough Conversations Matter Erin: One thing I wanted to talk to you about is tough conversations at work. The employee who is not performing. The job elimination. The numbers that are not hitting forecast. A lot of smart, capable people want to crawl under their desk when it is time to have those conversations. What advice do you give them? Paru: I love tough conversations. Erin: Why? Paru: Because they are the beginning of something different. Once you have the tough conversation, something is going to change. It might be an action, a perception, or a mindset, but something shifts. I am all for change. I challenge the status quo all the time. I am always looking to be better, do better, and grow. I want that for my clients too. When it comes to tough conversations, language is incredibly important. If I were giving general advice, I would say: get out of your own head and be factual. Avoid making everything about "you," because that can sound aggressive. Keep it business-focused. Ask questions. Do not go straight into the conversation without understanding the other person. Be genuinely curious. I start many difficult conversations by asking for the person's understanding of the topic first. That way, we are on the same page. Then I can share my definition or perspective. That moves me from being opposite them to being next to them. It becomes, "This is how I am looking at it. How are you looking at it?" Then I stay factual. I might say, "The business needs this. The problem we have is this. What do you think we could do about that?" If their answer is not feasible, I might say, "Here is what I am thinking. What are your thoughts on that?" Behavioral issues are different and need more specific examples, but in general, curiosity, clarity, and facts matter. How to Approach a Performance Conversation Erin: Let's use an example. Joe is a project manager. He has moments of brilliance, but he is inconsistent. Sometimes he solves a big problem. Other times, he makes promises he cannot deliver, or his work is not good. How would you coach someone to have that conversation? Paru: There is a lot I would want to understand first. I would want to know what is going through Joe's mind when he performs well, and what is going through his mind when he does not. I would ask whether Joe agrees with the assessment that he is inconsistent. Does he think he is not performing well? What does "well" look like to him? What outcome does he want? I am very outcome-focused. I always ask, "What outcome are you looking for?" Then we work backwards. Many people start from where they are and move forward, but ego and fear get in the way. They think, "I do not want to look bad. I do not want them to think this. I do not want to say that." As a kid, I never saw the point of doing a maze by constantly hitting walls. I would start in the middle, draw the path backwards, and say, "This is the way to get there." I approach coaching the same way. When we start with the outcome, ego becomes less of a problem. We can say, "If you want that outcome, it will take this. You will need to say this. You will need to do that." Once the person can see the outcome clearly, they are usually willing to put their ego aside because they know what they are aiming for. Erin: So with Joe, instead of starting with, "How do you think you are doing?" you would start with what he wants? Paru: Yes. If Joe says, "I want a promotion," I would ask, "What do you think it would take for that promotion to be awarded to you?" He might say he needs to perform at a certain level. Then I would ask, "What would it take to perform at that level?" We would look at relationships, technical ability, consistency, communication, and everything else involved. If relationships are part of the issue, I would ask, "What would your relationship with your boss need to look like?" I do not call myself a coach. I am an executive strategist. Coaching is part of what I do, but I am also opinionated and will share my perspective. I do not do that upfront. I want the client to get there first, but if they do not, I will share what I see. So I might say, "To me, it sounds like your boss needs to see this, this, and this. Right now, you are not showing it. What can we do to make sure you show that?" Why Clarity Changes the Conversation Erin: I love that because so many people go into reviews and ask broad questions like, "How do you think you are doing?" But that can feel like a trap. Paru: Exactly. I like asking a lot of questions to get clarity. Clarity is the first word on my website because it matters so much. When there is clarity, you can have conversations without obsessing over, "What are they going to think? How are they going to take it? What if they do not understand me?" If someone asks me a question that is too broad, I usually do not answer it right away. I ask for context. If someone asked me in a performance review, "How do you think you are doing?" I would either break the answer into categories or ask, "Is there a specific context for that question, or is there a category you would like me to focus on first?" That way, I know I am answering the question they are actually asking, not the question I think they might be asking. Erin: That is such a useful takeaway. If someone asks a question that feels too big or like a landmine, you can ask for clarity. You can say, "Are you asking about my attitude, my deadlines, my communication, or something else?" Paru: Yes. It gives everyone a better chance of having the real conversation. Preparing for High-Stakes Business Conversations Erin: Let's say someone is going into a quarterly business review with their boss, the CFO, and other senior leaders. The business has missed revenue numbers three months in a row. Most people would dread that conversation. How would you advise them to go into it? Paru: If there is going to be a tough conversation with a group, I would get to the audience before they are all in the same room. Relationships are easier one-to-one. If there are four senior stakeholders in the room, I would try to speak with each one individually beforehand. I want to know what I am walking into. I want to be able to predict what is coming my way. If I can preempt some of that through individual conversations, I am better equipped to have a potential solution, even if I have not fully actioned it yet. I might still get hurt a little, but I am less likely to get destroyed by the meeting. Erin: So you would have those pre-conversations, understand the feedback and questions, and make sure the missed numbers are not a surprise. What else? Paru: I would want to know why the numbers were missed. What went wrong? How can it be fixed? How can you make sure it does not happen again? What will you do differently? How do you feel about it? Then I would help the person take ownership of the parts they are responsible for. I would help them own the mistakes with confidence instead of becoming defensive. No one wants to deal with someone who is defensive. The audience is already taking care of themselves. They do not have time to take care of your defensiveness too. Go into the meeting understanding the problems, owning the mistakes, and bringing possible solutions. Why Magic Happens in Momentum Erin: You said something that caught my eye: "Magic happens in momentum." Tell us more about that. Paru: I had that as the screenshot on my phone for about a year. There is an old saying that standing still is the equivalent of moving backwards. Things move. Things change. People evolve. Time passes. If you are not moving, you are going backwards. Even if you are scared, do it anyway. Change will happen. You will grow. You will learn something. You might learn, "I do not like that," or "That did not work," but at least now you know and can move forward. I am a big fan of momentum. Standing still bores me. That is my personality. Some people love stability. I am not risk-averse. I like newness, change, and growth. Momentum creates that. Erin: When I read that, I thought about momentum in relationships too. Someone sends an email saying, "I loved your book," or "I loved your coaching session." There is a difference between responding three days later and capturing that energy in the moment. Paru: Yes. People are forgetful, and enthusiasm dwindles. If someone says, "I loved your book," and you respond a month later, they have already moved on to the next shiny object. The effort it takes to remind them how great you are becomes wasted energy. When there is energy, build on it. That is what improv taught me too. I did improv classes for a year, and so much of improv is about building on other people's ideas. Momentum works the same way. You do something, then the next thing, then the next thing. Magic is the result of action causing a reaction. If everything is standing still, nothing reacts. You need movement for the reaction to happen. The Expiration Date on Favors Erin: For our listeners, especially corporate women in mid-career and up, momentum is so important in relationships and sponsorship. If a senior leader notices what you are doing or reaches out after a good meeting, grab that momentum. Paru: I have the same theory with favors. If you have done something for someone and they say, "Let me know if there is anything I can do for you," there is always an expiration date on that offer. If there is something they can genuinely do, do not waste the favor. But if there is something meaningful, ask while the momentum is there. They have just experienced the good feeling of what you did for them. That feeling will dwindle. People get distracted. Later, they may still help, but it is harder. Erin: A body in motion tends to stay in motion. Paru: Exactly. The Messes Behind Successes Erin: I want to talk about your book, Messes Behind Successes. What is the premise? Paru: It is about navigating reality on your rise to the top. I am tired of reading books about unicorn billionaires. I am happy for them, but many of those stories sound like, "Life was tough, I lost money, then I was on the golf course with my dad's best friend and he invested in my business. Now look at me." That is great for them, but how does that help the rest of us? I do not have a rich dad. I do not have a golf course. I did not go to Harvard, and most people did not either. We hear success stories, but we rarely get a real how-to guide for navigating the mess on the way there. Mess is real. People get married. People get divorced. People move houses or countries. People get sick. People pass away. That is the personal side. At work, you may not get along with your boss. You may not get the promotion. You may mess up an interview, a meeting, or a target. You may be scared you are going to get fired. People do not talk enough about those moments. I am interviewing C-suite leaders who look very successful on paper, and many of them are successful and happy. But they had so much mess along the way. I want to share those stories so people do not feel alone, and so they have tangible examples of how to navigate real life and still make it. Erin: I love that. Those are the stories people need when they are wondering whether they should go for the career move, the big meeting, the executive job, or the new business. It is inspiring to hear how people got through the hard parts. Paru: Exactly. The mess is part of the story. Helping People Recalibrate in Career and Life Erin: Who is your ideal client? Who might be listening and think, "I would really benefit from working with Paru"? Paru: I work with executives in corporations, first-time CEOs, C-suite leaders, rising C-suite leaders, small businesses, startups, and multi-billion-dollar companies. I love working with first-time CEOs because they often do not realize how great they are, and I get to help them shine. I also work with individuals in transition. A lot of people come to me saying, "I want to do this," or "I want to do that," and I ask, "Why?" I really want to know why. About half the time, once they answer that question, they realize they have been working so hard for a dream that is no longer their dream. Their dream has changed. I love when those epiphanies happen. I like helping people in transition understand who they are deep down. Things happen along the way, and sometimes people need to recalibrate. Who are you today because of everything that happened, or despite everything that happened? What does today's version of you want? That is what I want to know, and then I want to help you get there. Where to Find Paru Erin: Where can people follow you and get more of your brilliance? Paru: The only social media platform I am on is LinkedIn. You can find me there as Paru Radia. You can also visit my website. I share a lot of my thoughts, stories, and lessons on LinkedIn. The book also includes many personal stories, including some I cringed while writing. But they are a big part of who I have become, how I think, and how I operate. Erin: Please promise me you will read your own audiobook. Paru: I absolutely will. Erin: Good. Your personality and authenticity need to come through in the audio version. Thank you for sharing your candor, your insights, and part of yourself with us today. Paru: Thank you for opening the door into your world and letting me in. It has been so much fun.

This episode is part journalism, part therapy, part "girl WHAT?!" Today's guest, Melanie Marshall, is a former BBC foreign journalist turned filmmaker, speaker, and coach who has reported from some of the most intense places on earth. And somehow… despite seeing humanity at its messiest, she still believes people are mostly good.  Some of the things you'll hear: -The wildly unexpected way radicalized followers of Osama Bin Laden welcomed her into an interview shortly after his death -What actually creates human connection when people disagree on literally everything -Why she repeatedly ignored her boss's instructions, chased stories anyway, and somehow ended up with life-changing moments… and a goat -Stories that prove women across the world are a lot more alike than we think, even in radically different circumstances -The time she got smacked repeatedly with a feather duster by a man, plus the moment she relied on her single greatest survival skill to get herself out of danger Melanie tells stories the way your funniest friend would if your funniest friend also casually wandered through war zones, political unrest, and deeply human moments while carrying BBC equipment. It's equal parts hilarious, eye-opening, uncomfortable, hopeful, and "HOW IS THIS A REAL STORY?" energy. How you can use Human Connection to drive change | Melanie Marshall | TEDx LinkedIn: https://www.linkedin.com/in/melanie-marshall-237a641/   Substack: https://imrama.substack.com/ Website:http://melaniemarshall.com Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  "She impacted me, she impacted my friend, she impacted all of these people with her goodness and her fiery spirit. She lived." "If you think about the different stages that you get to in your career and  when you reach a new one, you realize, 'oh, they're all people'" "I am grateful that I have let myself be impacted so much by the people I have met because I feel a gift and a responsibility to let what I have learned from them go forward." "I am not the lady in a sheet. I am the boss." "The story wasn't over. It wasn't easy, but it wasn't over. And that's where I get hope."   Note: This transcript has been edited and condensed for clarity, readability, and length.  In this episode of Because Work Doesn't Have to Suck, Erin sits down with former BBC foreign journalist Melanie Marshall to talk about leadership, courage, connection, resilience, and why she still believes humanity is fundamentally good after reporting from some of the world's most dangerous places. From interviewing extremists in Pakistan to reporting in Afghanistan, Iraq, Libya, and the Philippines, Melanie shares unforgettable stories about human connection, optimism, fear, and what really helps people survive difficult moments.          Why Melanie Marshall Still Believes in Humanity     Erin: You've seen some of the worst parts of the world, yet your message is still rooted in hope and optimism. That feels almost impossible right now.     Melanie: I know optimism gets eye rolls these days. But what I've learned traveling the world is this: if you let it, the world will humble you. It'll break your heart. But it also teaches you that people are far more complicated, funny, resilient, and loving than headlines make them seem.     I've spent years in places like Afghanistan, Iraq, and Gaza. Even in places under terrible oppression, people still laugh. They still flirt. They still joke. They still find joy behind closed doors. Human beings don't stop being human just because circumstances become horrific.     That's where my optimism comes from. The story is hard, but it's not over.          Meeting Followers of Osama Bin Laden     Erin: Tell us about the experience you had just after Osama Bin Laden was killed.     Melanie: We went to Pakistan shortly after his death because I wanted audiences to understand something important: Bin Laden wasn't just a man. He represented a movement.     We arranged to meet with radicalized followers of his in Karachi. I was nervous. Deeply nervous. Externally, I looked calm. Internally, I was thinking, "Am I completely insane for doing this?"     As we drove up, I heard children playing. We were meeting at a school.     That immediately lowered my fear level because they had intentionally chosen a setting they knew would make us feel safer. Then we walked in and the welcoming committee was wearing USA baseball caps.     These were people whose ideology I completely rejected, but they were trying to communicate something human: "You're safe here."     That moment changed how I think about connection. Even in situations where people fundamentally disagree, humans still look for ways to create understanding.          "Be As Normal As Possible"     Melanie: One phrase I've used throughout my career is: "Be as normal as possible."     I used it walking into Taliban prisons. I used it in war zones. And honestly, it applies to corporate life too.     If you're about to walk into a terrifying meeting with a VP or ask for a raise, don't pressure yourself to be perfectly poised or fearless. It's not a normal situation.     Just be as normal as possible. A little awkwardness is fine.          The Currency Everyone Wants     Melanie: I met a young woman in Gaza who created art sculptures out of sand because that was the only material available to her.     What she wanted most wasn't pity. She wanted to be seen.     I told her her work reminded me of art I'd seen in California. That mattered to her because it acknowledged she belonged in the same conversation as artists everywhere else in the world.     Erin: I always say everyone has a currency. Usually it's much smaller and simpler than we think.     Melanie: Exactly. Most people just want acknowledgment, respect, or connection.          The Woman Who Changed Her Life     Melanie: One of the people who impacted me most was a woman named Ghada in Mosul, Iraq.     She was funny, independent, ambitious, and full of life. We instantly connected. We joked about men, talked about work, laughed constantly.     She was also exactly the kind of woman extremists hated: outspoken, educated, joyful, politically active.     At one point she escaped Mosul, but she went back because she didn't want to leave her father behind.     ISIS killed her.     What stays with me is that even while living under horrific conditions, she remained hopeful. Loving. Funny. Fully alive.     That changed me forever.          Why Connection Matters More Than Status     Melanie: I've interviewed celebrities, billionaires, world leaders, and people no one has ever heard of.     The people who changed me most were usually the latter.     Connection matters more than status. Once you really sit down with someone, the hierarchy starts disappearing. They're just people.     And I think we forget that constantly.          The Feather Duster Incident     Melanie: I once visited an extremely conservative shrine near the Iranian border where modesty rules were intensely enforced.     I was trying to manage my reporting team while also wearing a chador that kept slipping off my head. Every time even the tiniest strand of hair showed, a man would smack me with a feather duster.     Eventually I was furious. Absolutely furious.     And then a group of women saw what was happening.     They didn't confront the man directly. Instead, they surrounded me, fixed my chador, sat me down, and pulled out snacks.     That moment stuck with me forever.     Women see each other. They protect each other. Sometimes survival looks like forming a circle around someone and handing them food.          Bravery Isn't What People Think     Erin: People constantly describe you as brave.     Melanie: I honestly don't think I'm brave. I think I'm good at functioning during chaos.     There's a difference.     I've run from airstrikes in Ukraine. I've dropped to the ground while bullets flew overhead in Libya. I assure you: I was not standing there heroically.     Most people aren't fearless. They simply have a purpose bigger than their fear.     Families survive war zones because protecting their children matters more than panic. I kept reporting because I believed it mattered to connect people with the truth of what was happening.     Purpose propels you forward.          The Story Wasn't Over     Melanie: After covering devastating typhoon damage in the Philippines, I left feeling overwhelmed with guilt because I could leave and everyone else had to stay behind.     Years later, I stayed in touch with the local drivers and families we worked with there. I watched their children graduate school. I watched them rebuild their lives.     That experience taught me something important: the story wasn't over just because I left during the worst part.     We do this in our own lives too. We assume difficult moments are final chapters when they're often just hard middle sections.          Bucking the Norm in Afghanistan     Melanie: I once fought hard to report from one of the most remote regions of Afghanistan because I wanted to document what childbirth looked like in the most dangerous place in the world to give birth.     My bosses kept trying to convince us not to go.     We went anyway.     The journey was brutal. Multiple flat tires. Dangerous mountain roads. A clinic fire in the middle of the night. At one point villagers handed my bra around after rescuing our belongings from the fire, which became an entire cultural misunderstanding on its own.     Eventually, a woman arrived at the clinic to give birth. Her baby died, but she survived, and she was relieved simply to have lived.     That story changed how people understood maternal healthcare in Afghanistan because we insisted on going all the way to where the story actually lived.     Sometimes bucking the norm simply means refusing to stop halfway.          Final Thoughts on Hope     Melanie: The world can be heartbreaking. Truly heartbreaking.     But everywhere I've gone, I've also found humor, generosity, resilience, love, and connection.     That's why I still believe in people.     The story is difficult. But it isn't finished yet.

This episode is part journalism, part therapy, part "girl WHAT?!" Today's guest, Melanie Marshall, is a former BBC foreign journalist turned filmmaker, speaker, and coach who has reported from some of the most intense places on earth. And somehow… despite seeing humanity at its messiest, she still believes people are mostly good.  Some of the things you'll hear: -The wildly unexpected way radicalized followers of Osama Bin Laden welcomed her into an interview shortly after his death -What actually creates human connection when people disagree on literally everything -Why she repeatedly ignored her boss's instructions, chased stories anyway, and somehow ended up with life-changing moments… and a goat -Stories that prove women across the world are a lot more alike than we think, even in radically different circumstances -The time she got smacked repeatedly with a feather duster by a man, plus the moment she relied on her single greatest survival skill to get herself out of danger Melanie tells stories the way your funniest friend would if your funniest friend also casually wandered through war zones, political unrest, and deeply human moments while carrying BBC equipment. It's equal parts hilarious, eye-opening, uncomfortable, hopeful, and "HOW IS THIS A REAL STORY?" energy. How you can use Human Connection to drive change | Melanie Marshall | TEDx LinkedIn: https://www.linkedin.com/in/melanie-marshall-237a641/   Substack: https://imrama.substack.com/ Website:http://melaniemarshall.com Book Erin to speak Ready to modernize your culture, liberate your leadership, and differentiate your business without sounding like every other company on LinkedIn? Bring Erin Hatzikostas in to show your team how authenticity can become an actual strategic advantage, not just another corporate buzzword. Book Erin to Speak If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!   - Follow Erin on LinkedIn or Instagram    - Take our simple, fun and insightful"What's your workplace superhero name?"quiz - Unleash your Authentic Superpower with Erin's book,"You Do You (ish)"  -Throw out half the playbook and start competing in a league of your own. Check out Erin's book, The 50% Rule.    -Work with Us -Or just buy some fun, authentic, kick-ars merch here To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  "She impacted me, she impacted my friend, she impacted all of these people with her goodness and her fiery spirit. She lived." "If you think about the different stages that you get to in your career and  when you reach a new one, you realize, 'oh, they're all people'" "I am grateful that I have let myself be impacted so much by the people I have met because I feel a gift and a responsibility to let what I have learned from them go forward." "I am not the lady in a sheet. I am the boss." "The story wasn't over. It wasn't easy, but it wasn't over. And that's where I get hope."   Note: This transcript has been edited and condensed for clarity, readability, and length.  In this episode of Because Work Doesn't Have to Suck, Erin sits down with former BBC foreign journalist Melanie Marshall to talk about leadership, courage, connection, resilience, and why she still believes humanity is fundamentally good after reporting from some of the world's most dangerous places. From interviewing extremists in Pakistan to reporting in Afghanistan, Iraq, Libya, and the Philippines, Melanie shares unforgettable stories about human connection, optimism, fear, and what really helps people survive difficult moments.          Why Melanie Marshall Still Believes in Humanity     Erin: You've seen some of the worst parts of the world, yet your message is still rooted in hope and optimism. That feels almost impossible right now.     Melanie: I know optimism gets eye rolls these days. But what I've learned traveling the world is this: if you let it, the world will humble you. It'll break your heart. But it also teaches you that people are far more complicated, funny, resilient, and loving than headlines make them seem.     I've spent years in places like Afghanistan, Iraq, and Gaza. Even in places under terrible oppression, people still laugh. They still flirt. They still joke. They still find joy behind closed doors. Human beings don't stop being human just because circumstances become horrific.     That's where my optimism comes from. The story is hard, but it's not over.          Meeting Followers of Osama Bin Laden     Erin: Tell us about the experience you had just after Osama Bin Laden was killed.     Melanie: We went to Pakistan shortly after his death because I wanted audiences to understand something important: Bin Laden wasn't just a man. He represented a movement.     We arranged to meet with radicalized followers of his in Karachi. I was nervous. Deeply nervous. Externally, I looked calm. Internally, I was thinking, "Am I completely insane for doing this?"     As we drove up, I heard children playing. We were meeting at a school.     That immediately lowered my fear level because they had intentionally chosen a setting they knew would make us feel safer. Then we walked in and the welcoming committee was wearing USA baseball caps.     These were people whose ideology I completely rejected, but they were trying to communicate something human: "You're safe here."     That moment changed how I think about connection. Even in situations where people fundamentally disagree, humans still look for ways to create understanding.          "Be As Normal As Possible"     Melanie: One phrase I've used throughout my career is: "Be as normal as possible."     I used it walking into Taliban prisons. I used it in war zones. And honestly, it applies to corporate life too.     If you're about to walk into a terrifying meeting with a VP or ask for a raise, don't pressure yourself to be perfectly poised or fearless. It's not a normal situation.     Just be as normal as possible. A little awkwardness is fine.          The Currency Everyone Wants     Melanie: I met a young woman in Gaza who created art sculptures out of sand because that was the only material available to her.     What she wanted most wasn't pity. She wanted to be seen.     I told her her work reminded me of art I'd seen in California. That mattered to her because it acknowledged she belonged in the same conversation as artists everywhere else in the world.     Erin: I always say everyone has a currency. Usually it's much smaller and simpler than we think.     Melanie: Exactly. Most people just want acknowledgment, respect, or connection.          The Woman Who Changed Her Life     Melanie: One of the people who impacted me most was a woman named Ghada in Mosul, Iraq.     She was funny, independent, ambitious, and full of life. We instantly connected. We joked about men, talked about work, laughed constantly.     She was also exactly the kind of woman extremists hated: outspoken, educated, joyful, politically active.     At one point she escaped Mosul, but she went back because she didn't want to leave her father behind.     ISIS killed her.     What stays with me is that even while living under horrific conditions, she remained hopeful. Loving. Funny. Fully alive.     That changed me forever.          Why Connection Matters More Than Status     Melanie: I've interviewed celebrities, billionaires, world leaders, and people no one has ever heard of.     The people who changed me most were usually the latter.     Connection matters more than status. Once you really sit down with someone, the hierarchy starts disappearing. They're just people.     And I think we forget that constantly.          The Feather Duster Incident     Melanie: I once visited an extremely conservative shrine near the Iranian border where modesty rules were intensely enforced.     I was trying to manage my reporting team while also wearing a chador that kept slipping off my head. Every time even the tiniest strand of hair showed, a man would smack me with a feather duster.     Eventually I was furious. Absolutely furious.     And then a group of women saw what was happening.     They didn't confront the man directly. Instead, they surrounded me, fixed my chador, sat me down, and pulled out snacks.     That moment stuck with me forever.     Women see each other. They protect each other. Sometimes survival looks like forming a circle around someone and handing them food.          Bravery Isn't What People Think     Erin: People constantly describe you as brave.     Melanie: I honestly don't think I'm brave. I think I'm good at functioning during chaos.     There's a difference.     I've run from airstrikes in Ukraine. I've dropped to the ground while bullets flew overhead in Libya. I assure you: I was not standing there heroically.     Most people aren't fearless. They simply have a purpose bigger than their fear.     Families survive war zones because protecting their children matters more than panic. I kept reporting because I believed it mattered to connect people with the truth of what was happening.     Purpose propels you forward.          The Story Wasn't Over     Melanie: After covering devastating typhoon damage in the Philippines, I left feeling overwhelmed with guilt because I could leave and everyone else had to stay behind.     Years later, I stayed in touch with the local drivers and families we worked with there. I watched their children graduate school. I watched them rebuild their lives.     That experience taught me something important: the story wasn't over just because I left during the worst part.     We do this in our own lives too. We assume difficult moments are final chapters when they're often just hard middle sections.          Bucking the Norm in Afghanistan     Melanie: I once fought hard to report from one of the most remote regions of Afghanistan because I wanted to document what childbirth looked like in the most dangerous place in the world to give birth.     My bosses kept trying to convince us not to go.     We went anyway.     The journey was brutal. Multiple flat tires. Dangerous mountain roads. A clinic fire in the middle of the night. At one point villagers handed my bra around after rescuing our belongings from the fire, which became an entire cultural misunderstanding on its own.     Eventually, a woman arrived at the clinic to give birth. Her baby died, but she survived, and she was relieved simply to have lived.     That story changed how people understood maternal healthcare in Afghanistan because we insisted on going all the way to where the story actually lived.     Sometimes bucking the norm simply means refusing to stop halfway.          Final Thoughts on Hope     Melanie: The world can be heartbreaking. Truly heartbreaking.     But everywhere I've gone, I've also found humor, generosity, resilience, love, and connection.     That's why I still believe in people.     The story is difficult. But it isn't finished yet.

Life isn't all smooth conversations and easy people. Sometimes it's messy, uncomfortable, and straight-up frustrating. In this episode, Erin sits down with former trial lawyer turned entrepreneur and conflict expert Gabe Karp to talk about how to handle tough situations without spiraling, avoiding, or blowing things up. Because here's the truth: conflict isn't the problem. How you handle it is. Gabe shares practical strategies to help you stay grounded, take control, and walk away without regret… even when the other person is making it hard. Here's what you'll hear:   -  Why there are always "two tokens" in every situation and how to choose wisely -The 5 traps that quietly sabotage your ability to handle conflict -A simple shift that helps you stay calm when things start going sideways -Gabe's least proud leadership moment and the lesson that stuck -The subtle behavior that might be holding others back (and you don't even realize it)   Website: GabeKarp.com LinkedIn: www.linkedin.com/in/gabe-karp-1b772a1b   Check out Gabe's TED Talk, How To Thrive With Difficult People:  https://youtu.be/ggOQg6uUV2M?si=nKviXwvHJkGgvLGk If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Everyone knows what "better" looks like. They just don't know where to start." "When you really screw something up for a client, that is an opportunity to make the relationship stronger and better." "Mistakes are inevitable and a real true test of character is how we react once we recognize we've made a mistake." "You cannot drive growth and innovation without conflict." "What do you get out of being mad?"

Life isn't all smooth conversations and easy people. Sometimes it's messy, uncomfortable, and straight-up frustrating. In this episode, Erin sits down with former trial lawyer turned entrepreneur and conflict expert Gabe Karp to talk about how to handle tough situations without spiraling, avoiding, or blowing things up. Because here's the truth: conflict isn't the problem. How you handle it is. Gabe shares practical strategies to help you stay grounded, take control, and walk away without regret… even when the other person is making it hard. Here's what you'll hear:   -  Why there are always "two tokens" in every situation and how to choose wisely -The 5 traps that quietly sabotage your ability to handle conflict -A simple shift that helps you stay calm when things start going sideways -Gabe's least proud leadership moment and the lesson that stuck -The subtle behavior that might be holding others back (and you don't even realize it)   Website: GabeKarp.com LinkedIn: www.linkedin.com/in/gabe-karp-1b772a1b   Check out Gabe's TED Talk, How To Thrive With Difficult People:  https://youtu.be/ggOQg6uUV2M?si=nKviXwvHJkGgvLGk If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "Everyone knows what "better" looks like. They just don't know where to start." "When you really screw something up for a client, that is an opportunity to make the relationship stronger and better." "Mistakes are inevitable and a real true test of character is how we react once we recognize we've made a mistake." "You cannot drive growth and innovation without conflict." "What do you get out of being mad?"

What happens when you actually step away from work… like really step away? In this episode, Nicole shares what it looked like to take a true 19-day vacation with zero email, zero checking in, and zero control. What started as a milestone birthday trip turned into something much bigger: a reset on how she works, leads, and lives. From skinny dipping under a full moon in Mexico to rethinking perfection, boundaries, and identity at work, this conversation gets real about burnout, control, and what it actually takes to create a life that feels good. Not perfect. Just good.   If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "When you focus on perfection, you lose the moment. When you focus on the vibe, you create connection." "I don't want to do whatever time I have left the same way I've done it up to this point." "It wasn't about the birthday. It was about deciding how I wanted to feel and actually planning for that." "I can't make good decisions when my nervous system is out of whack." 

What happens when you actually step away from work… like really step away? In this episode, Nicole shares what it looked like to take a true 19-day vacation with zero email, zero checking in, and zero control. What started as a milestone birthday trip turned into something much bigger: a reset on how she works, leads, and lives. From skinny dipping under a full moon in Mexico to rethinking perfection, boundaries, and identity at work, this conversation gets real about burnout, control, and what it actually takes to create a life that feels good. Not perfect. Just good.   If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "When you focus on perfection, you lose the moment. When you focus on the vibe, you create connection." "I don't want to do whatever time I have left the same way I've done it up to this point." "It wasn't about the birthday. It was about deciding how I wanted to feel and actually planning for that." "I can't make good decisions when my nervous system is out of whack." 

In a world of overflowing inboxes, AI-generated emails, and corporate language that all sounds the same, most messages get ignored. Erin explains how changing just one word, adding an unexpected phrase, or using a little personality can break the pattern and actually get people to pay attention. If you want people to listen to you at work, communicate more authentically, and stand out in workplace conversations, sometimes the fix is surprisingly simple. To connect with Erin and/or Nicole, email: hello@bauthenticinc.com      If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!    Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "The same people you're doing business with are the same humans who can't watch an Instagram video if they're not captured in three seconds." "With this overflow of information and AI-generated emails and blah blah blah, the best thing you can do is pattern interrupt." "Just using those fun little flippant sayings you'd use with your best friend over a quarter glass of wine is enough for people to stop, smile, and read what you have to say." "Change one word and you'll change the game."

In a world of overflowing inboxes, AI-generated emails, and corporate language that all sounds the same, most messages get ignored. Erin explains how changing just one word, adding an unexpected phrase, or using a little personality can break the pattern and actually get people to pay attention. If you want people to listen to you at work, communicate more authentically, and stand out in workplace conversations, sometimes the fix is surprisingly simple. To connect with Erin and/or Nicole, email: hello@bauthenticinc.com      If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!    Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "The same people you're doing business with are the same humans who can't watch an Instagram video if they're not captured in three seconds." "With this overflow of information and AI-generated emails and blah blah blah, the best thing you can do is pattern interrupt." "Just using those fun little flippant sayings you'd use with your best friend over a quarter glass of wine is enough for people to stop, smile, and read what you have to say." "Change one word and you'll change the game."

#youdoyou sounds like an easy way to agree to disagree without giving offense - you live out your authentic self and I'll do me. Join Lily and Lauren to consider whether Jesus calls us to 'be ourselves', or something else.

A toxic workplace pushed this week's guest to his breaking point. That moment changed everything for him. In this episode, Erin sits down with Shola Richards, CEO of Go Together Global, bestselling author of Civil Unity, host of the Kindness Extremist Podcast, and a speaker who has taken his message from Google and Microsoft to the TODAY Show, CBS Mornings, and even Congress. But this conversation is not about fluffy kindness. After years of bullying, workplace toxicity, and untreated depression, Shola hit rock bottom and attempted to drive his car off an overpass in Los Angeles. The guardrail held. That moment launched his mission to change the world by changing how we treat each other at work. Here's what you will hear: -The difference between a bad day and workplace bullying and why pattern matters -A practical three-step framework for addressing toxic behavior -Why "kill them with kindness" does not always work -What leaders must start doing immediately to make work suck less If you have ever worked with a bully, tolerated bad behavior, or wondered whether kindness is weakness in leadership, this episode will challenge you in the best way. Connect with Shola: Linkedin: Shola Richards Podcast: The Kindness Extremist Podcast If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "I had reached my capacity for accepting unkindness. I was done." "You can't hold someone accountable to a standard that doesn't exist." "The difference is one word: pattern." "Honeybees don't waste a moment of their time trying to convince houseflies that honey tastes better than shit."  

A toxic workplace pushed this week's guest to his breaking point. That moment changed everything for him. In this episode, Erin sits down with Shola Richards, CEO of Go Together Global, bestselling author of Civil Unity, host of the Kindness Extremist Podcast, and a speaker who has taken his message from Google and Microsoft to the TODAY Show, CBS Mornings, and even Congress. But this conversation is not about fluffy kindness. After years of bullying, workplace toxicity, and untreated depression, Shola hit rock bottom and attempted to drive his car off an overpass in Los Angeles. The guardrail held. That moment launched his mission to change the world by changing how we treat each other at work. Here's what you will hear: -The difference between a bad day and workplace bullying and why pattern matters -A practical three-step framework for addressing toxic behavior -Why "kill them with kindness" does not always work -What leaders must start doing immediately to make work suck less If you have ever worked with a bully, tolerated bad behavior, or wondered whether kindness is weakness in leadership, this episode will challenge you in the best way. Connect with Shola: Linkedin: Shola Richards Podcast: The Kindness Extremist Podcast If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "I had reached my capacity for accepting unkindness. I was done." "You can't hold someone accountable to a standard that doesn't exist." "The difference is one word: pattern." "Honeybees don't waste a moment of their time trying to convince houseflies that honey tastes better than shit."  

  ​​Do you work for a neurotic boss? You are capable. You know your numbers. You've done this before. But the moment there is a board meeting or executive presentation, your boss spirals and catapults into weeks of prep and endless rehearsals. In this episode, Erin shares an  executive coaching story about a seasoned P&L leader reporting to the COO whose boss demanded over-preparation and fully scripted talking points before presenting to the board. The problem? No executive wants to be read to. Erin breaks down three strategies to handle the panic without sacrificing credibility or authenticity. If you'd like quick, tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email hello@bauthenticinc.com If you like jammin' with us on the podcast, be sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun, and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, "You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ass merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "If you start reading from a script, they are going to immediately want to poke their eyes out." "If I had 45 seconds and like seven bullets, what would I say?" "Comply and then don't comply when you get in the meeting." "Do not let them make you go down that inauthentic river and deliver something that doesn't connect."

  ​​Do you work for a neurotic boss? You are capable. You know your numbers. You've done this before. But the moment there is a board meeting or executive presentation, your boss spirals and catapults into weeks of prep and endless rehearsals. In this episode, Erin shares an  executive coaching story about a seasoned P&L leader reporting to the COO whose boss demanded over-preparation and fully scripted talking points before presenting to the board. The problem? No executive wants to be read to. Erin breaks down three strategies to handle the panic without sacrificing credibility or authenticity. If you'd like quick, tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email hello@bauthenticinc.com If you like jammin' with us on the podcast, be sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun, and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, "You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ass merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "If you start reading from a script, they are going to immediately want to poke their eyes out." "If I had 45 seconds and like seven bullets, what would I say?" "Comply and then don't comply when you get in the meeting." "Do not let them make you go down that inauthentic river and deliver something that doesn't connect."

In this episode, Erin sits down with her friend Drew Sullivan for a deeply honest conversation about addiction, recovery, and what it's like to grow up feeling misunderstood. Drew shares how being labeled "too much," navigating ADHD, and never being asked why shaped the way he moved through the world and how those early experiences quietly laid the groundwork for addiction long before substances entered the picture. This isn't a polished redemption story or a neat recovery arc. It's a human conversation about loss, self-awareness, and what finally made change unavoidable. If you've ever felt misunderstood, struggled with addiction (your own or someone close to you), or are still carrying stories from your early years that shaped who you became, this episode is for you. What you'll hear: 1) Why being labeled "too much" is often about context, not character—and how to tell the difference. 2) What it actually means to live inside-out instead of chasing approval from the outside world. 3) How Drew believes addiction often starts long before substances, and why unmet needs fuel it. 4) A simple, brutally honest way to know when something in your life has crossed the line. 5) Why work gets easier when you stop hiding parts of yourself and find people who can carry their own baggage too. Follow Drew on LinkedIn at https://www.linkedin.com/in/andrewjamessullivan/ If you'd like quick, tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email hello@bauthenticinc.com If you like jammin' with us on the podcast, be sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun, and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, "You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ass merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "I wasn't being asked why I was being told what I was doing wrong." "I never felt safe. I never felt heard, and I never felt seen." "When we focus on living our lives from the outside in, we are f*cked. But when we focus on living our lives from the inside out, anything is possible." "I don't feel like I have to think about doing things before I do them anymore and that's how I know my life has aggressively changed."

In this episode, Erin sits down with her friend Drew Sullivan for a deeply honest conversation about addiction, recovery, and what it's like to grow up feeling misunderstood. Drew shares how being labeled "too much," navigating ADHD, and never being asked why shaped the way he moved through the world and how those early experiences quietly laid the groundwork for addiction long before substances entered the picture. This isn't a polished redemption story or a neat recovery arc. It's a human conversation about loss, self-awareness, and what finally made change unavoidable. If you've ever felt misunderstood, struggled with addiction (your own or someone close to you), or are still carrying stories from your early years that shaped who you became, this episode is for you. What you'll hear: 1) Why being labeled "too much" is often about context, not character—and how to tell the difference. 2) What it actually means to live inside-out instead of chasing approval from the outside world. 3) How Drew believes addiction often starts long before substances, and why unmet needs fuel it. 4) A simple, brutally honest way to know when something in your life has crossed the line. 5) Why work gets easier when you stop hiding parts of yourself and find people who can carry their own baggage too. Follow Drew on LinkedIn at https://www.linkedin.com/in/andrewjamessullivan/ If you'd like quick, tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email hello@bauthenticinc.com If you like jammin' with us on the podcast, be sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun, and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, "You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ass merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "I wasn't being asked why I was being told what I was doing wrong." "I never felt safe. I never felt heard, and I never felt seen." "When we focus on living our lives from the outside in, we are f*cked. But when we focus on living our lives from the inside out, anything is possible." "I don't feel like I have to think about doing things before I do them anymore and that's how I know my life has aggressively changed."

This episode is for anyone who swears they're "fine" while secretly letting work run their entire nervous system. Erin and Nicole get honest about toxic attachment to jobs, the martyr complex disguised as responsibility, and why being the most dependable person in the room isn't the flex you think it is. If you've ever said "I'll just do it," treated every email like a five-alarm fire, or confused being needed with being valuable, this one might hit close to home. Here's what you'll hear: Why a toxic job isn't always the problem, sometimes it's your attachment to being needed How "I'll just do it" turns into martyrdom and quietly wrecks teams and leaders The difference between being responsible and absorbing everything like it's your fault Why not every urgent thing is a crisis and why you're not the crisis manager What it actually looks like to care about your work without letting it run your nervous system If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "You could work in the most functional place, you could own the business, and still have a toxic attachment to the role you have." "We often confuse responsibility with absorption. Just because you own something doesn't mean it has to become your inner essence." "The things that make us feel safe are sometimes the very things that make us appear inflexible." "You are not the crisis manager unless your job is literally crisis manager. Not everything urgent is a crisis."

This episode is for anyone who swears they're "fine" while secretly letting work run their entire nervous system.  Erin and Nicole get honest about toxic attachment to jobs, the martyr complex disguised as responsibility, and why being the most dependable person in the room isn't the flex you think it is.  If you've ever said "I'll just do it," treated every email like a five-alarm fire, or confused being needed with being valuable, this one might hit close to home. Here's what you'll hear: Why a toxic job isn't always the problem, sometimes it's your attachment to being needed How "I'll just do it" turns into martyrdom and quietly wrecks teams and leaders The difference between being responsible and absorbing everything like it's your fault Why not every urgent thing is a crisis and why you're not the crisis manager What it actually looks like to care about your work without letting it run your nervous system If you'd like quick, tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email hello@bauthenticinc.com If you like jammin' with us on the podcast, be sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun, and insightful "What's your workplace superhero name?" quiz Unleash your Authentic Superpower with Erin's book, "You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ass merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsuitable for younger audiences. Tweetable Comments "You could work in the most functional place, you could own the business, and still have a toxic attachment to the role you have." "We often confuse responsibility with absorption. Just because you own something doesn't mean it has to become your inner essence." "The things that make us feel safe are sometimes the very things that make us appear inflexible." "You are not the crisis manager unless your job is literally crisis manager. Not everything urgent is a crisis."

What does a futurist actually do, and how can understanding change make leadership and life feel less overwhelming? In this episode, Erin talks with futurist Cecily Sommers about how change really works, why uncertainty feels so intense right now, and how leaders can stay grounded when planning horizons keep shrinking. Here's what you'll hear: 1. A futurist studies change, not to predict outcomes, but to understand patterns. 2. The future is not figure-out-able. It is followable. 3.All change moves in cycles of order, disorder, and re-order. 4. Understanding change lowers anxiety and increases agency. 5. Leaders need shorter horizons, more experimentation, and stronger inner stability. cecilysommers.com leadlikeafuturist.com Book:Think Like a Futurist LinkedIn: Cecily Sommers If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "The future's not figure-out-able. It is only followable." "All living systems function in cycles." "Anxiety goes down, and your agency goes up." "We can't really change it, but we can observe it, respect it, and work with it."

  What does a futurist actually do, and how can understanding change make leadership and life feel less overwhelming? In this episode, Erin talks with futurist Cecily Sommers about how change really works, why uncertainty feels so intense right now, and how leaders can stay grounded when planning horizons keep shrinking.  Here's what you'll hear: -A futurist studies change, not to predict outcomes, but to understand patterns. -The future is not figure-out-able. It is followable. -All change moves in cycles of order, disorder, and re-order. -Understanding change lowers anxiety and increases agency. -Leaders need shorter horizons, more experimentation, and stronger inner stability. cecilysommers.com     leadlikeafuturist.com Book:Think Like a Futurist LinkedIn: Cecily Sommers If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie           To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?"quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "The future's not figure-out-able. It is only followable." "All living systems function in cycles." "Anxiety goes down, and your agency goes up." "We can't really change it, but we can observe it, respect it, and work with it."  

​​In this micro-motivator episode, Erin shares the one strategy every new leader underestimates: using real stories of failure to build trust. Whether you're stepping into a new role or trying to earn trust with a team that already knows you, this episode gives you a simple habit that makes people think, "I can be myself around this leader." If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "This was the first time that I had learned this lesson that working harder wasn't necessarily the answer to success." "Being a great leader or being a great successful person in business or in what you do isn't necessarily about following a rubric or doing it the same way." "A humility moment is essentially a story about a time when you screwed up." "As soon as you share a humility moment, immediately your trust radar sort of goes down and they think, well, if they told me that and they didn't have to, they're probably not hiding other things from me as well."

​​In this micro-motivator episode, Erin shares the one strategy every new leader underestimates: using real stories of failure to build trust. Whether you're stepping into a new role or trying to earn trust with a team that already knows you, this episode gives you a simple habit that makes people think, "I can be myself around this leader." If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "This was the first time that I had learned this lesson that working harder wasn't necessarily the answer to success." "Being a great leader or being a great successful person in business or in what you do isn't necessarily about following a rubric or doing it the same way." "A humility moment is essentially a story about a time when you screwed up." "As soon as you share a humility moment, immediately your trust radar sort of goes down and they think, well, if they told me that and they didn't have to, they're probably not hiding other things from me as well."

Seven years, 300 episodes, and more stories, meltdowns, breakthroughs, and belly laughs than anyone could've planned for. In this monumental milestone episode, Erin and Nicole pull back the curtain and celebrate the journey that started on a couch in New Haven and somehow turned into a community of thousands navigating work, life, leadership, burnout, and everything in between. And in this episode, they're not alone. They invited some of their most loyal listeners to join in the discussion and episode! 153: The 3-Step Method to Getting Anything You Want with Brandon Fong 216: How Pushing Back Propelled Her Career Forward with Barb Flitsch 207: From the Vault: Riding the Elevator Up with Renee Zaugg 206: From the Vault: Nicole's Moving Out, Up, and Onward If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "How am I bringing creativity and expression to my life to help me both in my career, but also just life and bringing your full self to the table." "Sometimes the ROI is the people and the memories." "I remember thinking maybe the world will wanna hear this." "I had a space to be fully me and fully heard and seen at a time when I think I felt very unseen." "Maybe TMI is not a bad thing. Maybe it's just market research."

Seven years, 300 episodes, and more stories, meltdowns, breakthroughs, and belly laughs than anyone could've planned for. In this monumental milestone episode, Erin and Nicole pull back the curtain and celebrate the journey that started on a couch in New Haven and somehow turned into a community of thousands navigating work, life, leadership, burnout, and everything in between. And in this episode, they're not alone. They invited some of their most loyal listeners to join in the discussion and episode! 153: The 3-Step Method to Getting Anything You Want with Brandon Fong 216: How Pushing Back Propelled Her Career Forward with Barb Flitsch 207: From the Vault: Riding the Elevator Up with Renee Zaugg 206: From the Vault: Nicole's Moving Out, Up, and Onward If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "How am I bringing creativity and expression to my life to help me both in my career, but also just life and bringing your full self to the table." "Sometimes the ROI is the people and the memories." "I remember thinking maybe the world will wanna hear this." "I had a space to be fully me and fully heard and seen at a time when I think I felt very unseen." "Maybe TMI is not a bad thing. Maybe it's just market research."

Video interview with American singer-songwriter Jason Mraz and his cat. FaceCulture spoke with Jason about feeling priveledged during social distancing, Gratitude, taking the good with the bad, using music to combat depression, what makes a song great, reggae music, his new album Look For The Good, You Do You, self-acceptance and mindfulness, our common humanity, and a lot more! (12/06/2020) Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Most resumes read like brag sheets no one asked for. Big words, boring buzzwords and mile-long bullet points that hiring managers will never read. In this episode, Erin breaks down what actually gets attention. If you're tired of blending in and ready to get noticed by real people scanning hundreds of resumes, this episode shows you the exact shift to make. If you're tired of blending in and ready to get noticed by real people scanning hundreds of resumes, this episode shows you the exact shift to make. Here's what you'll hear: 1.) Why your resume should act like a marketing flyer, not a brag sheet 2.) The one section that matters most if you want to stand out 3.) How to write a summary that hooks people fast 4.) What a real superpower sounds like and how to explain it 5.) How to use keywords without turning your resume into fluff If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "A resume is simply a way to grab the attention of somebody and say, Hmm, they're intriguing." "I want you to think about talking about yourself as a unique superpower." "Different is better than better." ~Sally Hogshead

Most resumes read like brag sheets no one asked for. Big words, boring buzzwords and mile-long bullet points that hiring managers will never read. In this episode, Erin breaks down what actually gets attention. If you're tired of blending in and ready to get noticed by real people scanning hundreds of resumes, this episode shows you the exact shift to make. If you're tired of blending in and ready to get noticed by real people scanning hundreds of resumes, this episode shows you the exact shift to make. Here's what you'll hear: 1.) Why your resume should act like a marketing flyer, not a brag sheet 2.) The one section that matters most if you want to stand out 3.) How to write a summary that hooks people fast 4.) What a real superpower sounds like and how to explain it 5.) How to use keywords without turning your resume into fluff If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "A resume is simply a way to grab the attention of somebody and say, Hmm, they're intriguing." "I want you to think about talking about yourself as a unique superpower." "Different is better than better." ~Sally Hogshead

If you've ever wondered how to lead with more humanity without losing authority, this episode is for you. Rachel DeAlto, keynote speaker, communication and leadership expert and author joins Erin to unpack what it really means to be a relatable leader-one who's respected, trusted, and real even when the pressure's high. Here's what you'll hear: The one thing teams say they crave most and most bosses forget to give What it really takes to rebuild confidence after ego-driven leadership How to use her "Me-You-We" method to navigate tough conversations Check out Rachel's Book: The Relatable Leader: Create a Culture of Connection If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "People get stuck thinking being relatable means being nice or being friends. It doesn't. You can still be a leader and maintain boundaries while showing up as a human being." "If you're not sure your team feels respected by you-ask them. And if you don't have the relationship to ask, they probably don't feel respected." "It takes seconds to show that you're a human being." "Teams are looking for respect from their leader. That's how they feel connected when they feel respected."

If you've ever wondered how to lead with more humanity without losing authority, this episode is for you. Rachel DeAlto, keynote speaker, communication and leadership expert and author joins Erin to unpack what it really means to be a relatable leader-one who's respected, trusted, and real even when the pressure's high. Here's what you'll hear: The one thing teams say they crave most and most bosses forget to give What it really takes to rebuild confidence after ego-driven leadership How to use her "Me-You-We" method to navigate tough conversations Check out Rachel's Book: The Relatable Leader: Create a Culture of Connection If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple "plays" to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie To connect with Erin and/or Nicole, email: hello@bauthenticinc.com If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration! Follow b Cause on Twitter (really it's mostly Nicole) Follow Erin on LinkedIn or Instagram Join the b Cause Podcast Facebook Group Take our simple, fun and insightful"What's your workplace superhero name?"quiz Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "People get stuck thinking being relatable means being nice or being friends. It doesn't. You can still be a leader and maintain boundaries while showing up as a human being." "If you're not sure your team feels respected by you-ask them. And if you don't have the relationship to ask, they probably don't feel respected." "It takes seconds to show that you're a human being." "Teams are looking for respect from their leader. That's how they feel connected when they feel respected."

In this episode, Erin sits down with author, researcher, and keynote speaker Sheri Jacobs, whose new book The Unexpected Power of Boundaries flips the traditional idea of creativity on its head. Sheri argues that innovation doesn't thrive in limitless freedom, it thrives inside clear constraints. From playground fences to corporate experiments, from polar bears in the Arctic to the diagnosis that changed her life, Sheri shares powerful stories that prove boundaries aren't barriers, they're catalysts. Here's what you'll hear: 1.) How boundaries don't limit creativity, they unleash it 2.) Why “Risk tolerance” is overrated and what you need to focus on instead 3.) The “Best New Mistake” award mindset 4.) How constraints spark innovation 5.) Why boundaries can be life-saving The Unexpected Power of Boundaries Rethinking the Rules, Risks, and Real Drivers of Innovation If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “When we know how far we can go, then we feel safer to experiment, explore, to be creative, and to play.” “Most people think take more shots means try everything, but that actually doesn't work.” “Rather than saying, ‘How can I break through the boundaries?' she said, ‘What can I do with what I have?'” “Sometimes the best opportunities are in the worst conditions, when everybody else is turned away.”

In this micro episode, Erin shares one of the most powerful (and wildly overlooked) tools for building trust as a new leader: the humility moment. Not just “I suck at Excel” level vulnerability, but a real, human story that opens the door for connection, honesty, and trust. She also tells the story of failing seven actuarial exams, how that shaped her leadership style, and why ditching the old-school success rubric is actually the smartest move you can make. Here's what you'll hear: -Why trying to be perfect is killing your leadership credibility -What a “humility moment” is (and how to find yours) -How to use storytelling to build trust fast Why failing early might be the best thing that ever happened to you Whether you're leading for the first time, managing former peers, or just trying to earn credibility quickly, this episode gives you a practical mindset shift to build trust in a way that actually works. If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “I was taught, like you and so many people, that there's this rubric for success… and the reality is, a lot of that doesn't matter.” “That is the number one way to build trust-purposely mine for, be aware of, and share your humility moments.” “As soon as you share a humility moment, especially when people don't expect it, immediately your trust radar goes down.”

Content warning: This episode includes discussion of suicide. If you or someone you know is struggling, please reach out for help. In the U.S., you can dial or text 988 for the Suicide & Crisis Lifeline. Think leadership is about pep talks, perks, or pushing harder? Phil Putnam, former tech executive, speaker, and author of Desire-Based Leadership disagrees. In this conversation, Erin and Phil chat performance, loyalty and even take us into a topic most leaders avoid: menopause. Here's what you'll hear: • Why traditional motivation tactics don't work • The overlooked link between leadership and loyalty • What companies miss about remote work culture • The attrition math every leader should track • How menopause symptoms get misread as performance problems • Creating real safety and support at work • Why Phil speaks out about menopause on stage-and why leaders should listen   Website: https://philputnam.com/  LinkedIn: https://www.linkedin.com/in/philputnamspeaks/   We Do Not Care Club IG: @justbeingmelani   If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “Menopause is not a performance issue. It's a biological process being misread by the system.” “People don't work for a paycheck—they work for the life the paycheck helps them create.” “She didn't tell me because she felt safe. She told me because she had nothing left to lose.” “The bar is low. Just signal that menopause is something people can talk about.”

Theoretically, we understand the difference between success and happiness. But there’s a big gap between theory and reality. What bridges that gap is often, courage. Suppose you worked hard, have a great job in a competitive field, are well paid and highly regarded, but you’re not really happy… Would you have the courage to walk away from your success and take a chance doing something that might bring you very little, except, possibly, happiness? That was the question Skye Jackson answered with, “Yes.” Skye was an entertainment lawyer in Hollywood. She had a great job at The Walt Disney Company. Until 2024. That’s when Skye traded her well-paid job dealing in the precise meaning of words in legal contracts, for a low-to-no pay job dealing in the ambiguous meaning of words, as a poet. Today, Skye is a published and well-recognized poet, a professor of creative writing, literature and poetry at Xavier University, and Chairwoman of the New Orleans Poetry Festival Board. When it came time for Crystal Burke to make a change, she wanted something different not just for herself, but for every other woman in the country. As a registered nurse practitioner for over 15 years, mostly in the fields of oncology and palliative care, Crystal knows a lot about the functioning of the human body. But when she started experiencing symptoms of perimenopause in her 30’s, she was blindsided. Finding that her symptoms were influencing almost every aspect of her life, and simultaneously discovering that doctors, even OB-GYN’s, didn’t seem to know how to treat her, or other women in her position, Crystal decided to do something to change that. In 2024, Crystal and her medical doctor husband, Steven Youngblood, founded The Menopause Clinic. It’s a tele-health-based clinic where any woman with an internet connection can consult with medical providers who specialize in recognizing and treating perimenopause – which is a phase of pre-menopause - and menopause. You’ve no doubt noticed there are a lot of memes out there encouraging women to empower themselves. “You Go Girl.” “You Do You.” “Live Your Best Life.” And plenty more. One of the reasons these women-centric slogans exist at all is, in many walks of life, things are still predominantly male dominated. There are women though – Skye and Crystal are two of them – who are – for want of a better expression – taking the bull by the horns. Crystal's The Menopause Clinic is a revolutionary idea for women’s healthcare that seems way overdue. And Skye has a voice that resonates with a lot of people, especially young Black women - Skye's poetry seems to give them both her perspective and a vocabulary to reflect on themselves. Out to Lunch was recorded live over lunch at Columns in Uptown New Orleans. You can find photos from this show by Jill Lafleur at itsneworleans.com.See omnystudio.com/listener for privacy information.

What if caring less actually made you a better leader? In this episode, Nicole shares how dropping the mental load, setting unapologetic boundaries, and leading with humor have made her team stronger (and her stress levels lower).  Erin also jumps in with insights on why authenticity is finally winning in the workplace.  What's Inside: 1.) Why “I don't care” is Nicole's new leadership mantra 2) .How humor helps you set boundaries without sounding like a jerk 3.) What ChatGPT is teaching us about tone, trust, and real connection 4.) The subtle difference between burnout and badassery 31: Thankful for 30: Erin & Nicole Recap the First 30 b CAUSE Episodes  246: Kill Your Company's Complexity with Lisa Bodell   We Do Not Care Club IG: @justbeingmelani If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "ChatGPT isn't the problem. It just sounds like corporate emails always have. Now people finally notice.” “Please refer to my face before sending a follow-up email. It already told you what I think.” “Leadership isn't about doing it all. It's about knowing what you don't care about and making space for what you do.” “I used to care about everything. You know where that got me? Miserable and stressed. Boundaries are the new promotions.”  

Hate the “Tell me about yourself” question? Ok, we all kind of do, but truthfully you're probably answering it all wrong. In this solo episode, Erin breaks down how to stop regurgitating your resume and start captivating your interviewer from the first question. Using her signature “Intriguing Intro” method, you'll learn how to combine humility, credibility, and a dose of what's-in-it-for-them to make hiring managers lean in and actually remember you. If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments "You can win the job with this one question, but only if you do it with authenticity." "People are more connected to people who are a little bit imperfect." “It's all about connection and trust. And you build that through authenticity."

In this solo episode, Erin chats about the kind of burnout we don't talk about enough—the kind that masquerades as dedication.  After a powerful moment during a workshop with a high-achieving leader, Erin unpacks the hard truth: working nonstop isn't always selfless… sometimes, it's selfish. From addiction to the “hum” of hustle to the unintended signals we send our teams, this episode offers a tough-love reframe for anyone who's worn burnout like a badge of honor.  If you've been struggling to set boundaries or feel guilty for slowing down, this one's your permission slip (and reality check). If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Your job as a leader isn't to take on their burdens.” “It's an addiction. It's also not necessarily the thing that's best not just for you, but for your team and for your others.”  ”Recognizing it is the first step.”

What to listen for:“I don't just pet them, I go, ‘this is why you train the way you train, remember that'”Today, two-thirds of the Dames of Detection, Stacy Barnett and Crystal Wing, welcome back obedience trainer Petra Ford to talk about why she believes in a “you do you” approach to dog training.When her dog Zesty dropped eye contact during their first championship run, instead of demanding compliance, Petra simply said, "You do you,” acknowledging that forcing the moment would only add pressure to an already exhausted dog. This mindset shift from control to partnership transformed what could have been a frustrated correction into a moment of trust.Petra's approach challenges conventional wisdom at every turn. While others proof their dogs by setting them up to fail, she builds confidence by making her dogs right. When Zesty struggled with imperfect fronts just weeks before nationals, instead of drilling precision, Petra threw parties for effort. "Close enough, here's a cookie" became her mantra because she understood that confidence creates precision, not the other way around.This path hasn't been easy. Training in isolation, facing constant scrutiny, Petra has walked the lonely road of positive reinforcement in a sport increasingly dominated by punishment. But her results speak louder than critics: three different dogs, multiple championships, all trained through partnership rather than dominance.Petra encourages trainers to ask themselves, "Would I want to be my own teammate?" She treats her dogs as partners, not tools—reading their communication, respecting their limits, and celebrating their individuality. When the pressure mounts and 130 dogs compete for 20 spots, she doesn't add stress. Instead, she becomes her dog's safe space.Trust, not force. Not "do it my way," but simply: "you do you." Key Topics:Mental Management Under Championship Pressure (01:40)The "You Do You" Philosophy in Action (10:00)Building Confidence vs. Creating Pressure (16:31)Training Two Opposite Dogs Successfully (23:09)Walking the Path Less Traveled Alone (26:02)About Petra's Podcast and Other Resources (40:14)Petra's Message to the Next Generation of Dog Trainers (47:38) Resources:Petra Ford on FENZIPetra Ford on FacebookPetra's podcast, Canine ConnectionWe want to hear from you:Check out the K9 Detection Collaborative FB page and comment on the episode post!K9Sensus Detection Dog Trainer AcademyK9Sensus Foundation can be found on Facebook and Instagram. We have a Trainer's Group on Facebook!Scentsabilities Nosework is also on Facebook. Here is a Facebook group you should join!Crystal Wing (CB K9) can be found here!You can follow us for notifications of upcoming episodes, find us at k9detectioncollaborative.com

You don't need a PhD to get AI—you just need Dan Chuparkoff. A former tech leader at Google and McKinsey, Dan now helps people make sense of innovation as the “Understandable Technology” expert. From dropping out of college to redefining how leaders use AI, this episode is packed with mic-drop moments, real-world use cases, and fresh ways to rethink how you work. Here's what you'll hear: 1.) Why he dropped out of college and how that actually served him better in the long-run 2.) How using AI can be thought of as simply as finding small "copy/paste" moments 3.) How leaders should think about using AI to be more efficient (and why AI might not always be the answer) 4.) The biggest changes he sees coming with AI and work 5.) One company's unique approach to leveraging all those meeting notetakers' notes Connect with Dan on LinkedIn: https://www.linkedin.com/in/chuparkoff/ If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “Almost a billion people are using one of the top three AI tools every single week.” “Some people are choosing to be left behind.” “What I think most people are missing is that you want to create efficiencies in the places that you're actually spending five or six hours a day.”  ”Let AI take all that minutia away so you can focus on building great relationships with people that you like and enjoy being around.”

In this episode, Erin and Nicole swap stories about the work traumas that shaped them—some painful, some funny, all of them unforgettable. From leadership flops and job losses to the quiet moments that hit a little too hard, they unpack the professional PTSD that left a lasting impression (and taught them what not to repeat). If you've ever wondered why a small comment still haunts you—or how to make meaning out of a mess—this one's for you. Here's what you'll hear: 1.) Why your “superpower” might actually be a trauma response 2.) What Erin learned when a boss called her character into question 3.) The toxic startup job that taught Nicole how to separate brilliance from bullshit   4.) What happens when you sacrifice your wholeness for a job 5.) How validation-seeking keeps us stuck—and how to break the cycle If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Just because you can be the calm in the storm doesn't mean you need to make the storm your habit.” “Do not confuse prestige with integrity.”  ”I'm certain she doesn't remember it, but I'll never forget it.” “ When you're not chasing validation, you can make a difference. “  ”Sometimes getting taken out is the only way that you wake up.”

If stress has ever hijacked your brain mid-meeting or made you question your own success, this episode is for you. Dr. Rebecca Heiss—stress physiologist, keynote speaker, and author of Springboard and Instinct—joins us to unpack the science behind stress and how to harness it as a powerful force for growth, resilience, and confidence. Here's what you'll hear: 1.) Her Fear(less) Formula, a 3-step process for dealing with stress 2.) What the Hedonic Treadmill is and how it explains why you often feel stressed 3.)  What the Winners Effect is and how it can help you achieve big things 4.) What a Disaster Diary is and how it can help you 5.) How to rewire (and rename) the age ole "Imposter Syndrome" Dr. Rebecca's Book-Springboard: https://rebeccaheiss.com/books/springboard/ LinkedIn: https://www.linkedin.com/in/rebeccaheiss/ Instagram: @drrebeccaheiss If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Stop trying to get rid of stress. It is a losing battle.”  ”Rather than calming down, what we need to do is shift the energy.”  ”One thing that actually mitigated negative stress feelings was service to others.”

What if the key to better work wasn't more hustle—but deeper connection? In this episode, Shasta Nelson dives into the surprising science of friendship, why belonging matters more than ever, and how your relationships at work could be the hidden driver behind your success (and sanity). Shasta Nelson is a former pastor turned pioneer on the topics of loneliness and friendships, She's an in-demand keynote speaker, popular media resource, and author of three books in which she teaches how to build healthy relationships, including The Business of Friendship: Making the Most of the Relationships Where We Spend Most of Our Time.  Here's what you'll hear: 1.) How being a pastor helped her see things others might not regarding loneliness and belonging 2.) The three things all friendships must have 3.)  How setting a routine and capsule for your friendships is key to maintaining them 4.) The business case for having a best friend at work 5.)  How she pushed back several times in her career against advice that would have derailed her work LinkedIn: https://www.linkedin.com/in/shastanelson Instagram: https://www.instagram.com/shastamnelson/ If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments “Some of the research shows that we are replacing half our close friends every seven years. And that's not because we don't like those friends— it's because life changed.”  “Most of us aren't lonely for more interaction. We're lonely for more intimacy.” “We don't have to have matching lives. I think we so often go through the world thinking we need to have the exact same kids at the same ages, similar jobs, or make the same amount of money—we just crave all these similarities. But really, commonalities don't matter.” “How seen do you feel? How supported do you feel? How truly held do you feel? “

In this episode, Rashad Rayford brings the energy (and the poetry) with a fresh take on owning your voice, trusting your timing, and turning fear into fuel. From embracing boredom to battling imposter syndrome, Rashad breaks it all down with humor, heart, and a spoken-word mic drop you won't want to miss. Rashad Rayford is an award-winning speaker, actor, and poet featured at TEDx, on NPR, and in The Wall Street Journal and USA Today. He's also a MOTH Story Hour GRANDslam champion. Rashad is known for his high-energy presentations that blend storytelling, spoken word, and actionable insights. 1.) How boredom was critical to him finding his calling 2.) Why you shouldn't try and microwave your growth 3.) How he 50% Rules poetry and keynote speaking 4.) How he almost didn't do the thing that launched his speaking career, and the simple acronym that helped him through it 5.) His improvised poem to you to make work suck less Website: https://www.rashadthapoet.com/ If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Sometimes we don't see our light, we don't see our shine. We may see a little bit of it, but we may not see it fully until someone else is like, “Hey man, you're the sun. You're shining.” “ I like to bring right brain ideas into left brain spaces, and it helps folks to really unpack and see things from a different perspective.” “How do you connect with people in a way that says, ‘I'm supposed to be here, I belong here, and I have a purpose here?'”  ”Sometimes it just takes looking beyond ourselves and asking ‘How can we continue to grow?‘“

What does it take to build a leadership legacy that lasts? Stephanie Chung knows.  As the first African American president of a private jet company—and now a sought-after speaker, author and board member—she's lived the kind of career most only dream about.  In this episode, she shares the pivotal moments, tough lessons, and mindset shifts that helped her rise, lead with purpose, and leave a mark that matters. Here's what you'll hear: 1.) The time she TRIED to say "no thank you" to a big-girl job and what transpired   2.)  The two powerful lessons she learned from her father and stories of how she put those into action 3.) How those annoying "bombs" that executives throw your way can be formative and helpful 4.) The unique way she handled her boss when someone on her team made a mistake and he was "hunting" for them 5.) What ALLY leadership stands for and practical ways to use it to be a legacy leader Ally Leadership: How to Lead People Who Are Not Like You Website: https://stephaniechung.com/ LinkedIn: https://www.linkedin.com/in/TheStephanieChung/ Instagram: https://www.instagram.com/TheStephanieChung/ If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Becoming an ally is a head and heart issue.”  ”It's okay to actually know what that is for you.”  ”You don't just want to be a leader when times are good and everything's rainbow and unicorns, you are the leader when times are good, bad, or indifferent.”  ”You have a brand. Now it's really important that you determine what that brand represents.”  

In this episode, Erin and Nicole tackle something we all need to get better at: ignoring. (Ignoring—strategically, of course.) Whether your inbox is flooded, your DMs are piling up, or you're just plain overstimulated, this episode is your permission slip to stop responding to everything like it's a fire drill. Here's what you'll hear: 1.) Why every message doesn't deserve a reply—and how to tell the difference 2.)  How to stop treating work like a courtroom (you're not on trial, promise) 3.)  Practical ways to prioritize what actually needs your energy 4.) What ignoring with intention looks like (and why silence is a superpower) 5.)  And the real reason vague DMs are getting ghosted From Pavlovian pings to text message booty calls (yep), this one's packed with the hard-earned wisdom of two recovering over-responders. You'll laugh, nod along, and maybe even mute a few notifications. If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com              If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Life is not a rap battle. You don't have to respond to every single point right away. You're not Eminem.” “I don't do work booty calls.”  ”If it doesn't feed you or free you or feel fun, then it's probably not worth your immediate attention.” “It's okay to put it aside or reconsider it or let it go. You have to be able to assess the risk of that and to live with the consequences."  

Networking isn't just a “nice to have” — it's directly tied to your promotions, paycheck, and how others perceive your value. In this episode, Erin sits down with speaker, author, and networking expert Julie Brown to unpack why networking is critical for your career growth and how to do it more effectively (and authentically). Julie brings the data, the tough love, and the practical steps — from small, doable actions you can take today to common mistakes that are sabotaging your efforts, including the two most boring questions that kill any conversation. If you've been avoiding networking or just going through the motions, this conversation will change the way you think about it. Some of the things you'll hear are:   1.) The hard cold stats on why networking is key to your success       2.) The small first steps you can take if you're not doing enough networking   3.) The top two dopamine killing (i.e., bad) questions you probably ask at networking events   4.) Alternative, dopamine inducing questions to ask instead   5.) Her biggest pet peeve in networking   This Shit Works https://juliebrownbd.com/         If you'd like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie   To connect with Erin and/or Nicole, email: hello@bauthenticinc.com  If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!  Follow b Cause on Twitter (really it's mostly Nicole)   Follow Erin on LinkedIn or Instagram  Join the b Cause Podcast Facebook Group    Take our simple, fun and insightful"What's your workplace superhero name?”quiz  Unleash your Authentic Superpower with Erin's book,"You Do You (ish)" Check out our blog for more no-BS career advice Work with Us Or just buy some fun, authentic, kick-ars merch here DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences. Tweetable Comments  ”Being good at the job is such a barrier to entry now-that's the barrier to entry. What's gonna set you apart is who knows what you do? Who is invested in your success? Who wants to see you succeed?”  ”Our offices, meetings, work and workspaces are designed for productivity over connection. It's our job to filter back in the connection and still stay productive.” “ Don't grow your network. Just use the one you already have.”