Your Working Life with Caroline Dowd-Higgins

Your Working Life is an award-winning podcast series hosted by career and professional development author, speaker, and influencer, Caroline Dowd-Higgins. Featuring candid interviews with luminaries in the career, leadership, entrepreneurship, and wellness fields, listeners will benefit from wisdom about how to navigate life and career. Well-known personalities and industry experts including Tiffany Cross, Whitney Johnson, Guy Kawasaki, Melissa Daimler, and Marcus Buckingham give their personal take on how to thrive in your career. The podcast features a diverse array of experts with a special emphasis on female leaders, authors, and entrepreneurs.

Refamulating with Claire McInerny and Julia Winston 01/04/2025

Refamulating with Claire McInerny and Julia Winston Claire McInerny is the Executive Producer of Refamulating, a podcast and newsletter that showcases all the ways to make a family. Claire is a podcast producer and writer based in Louisville, KY. Prior to podcasting she was a reporter for NPR stations in Indiana and Texas. Julia Winston is the host and co-creator of Refamulating. She is also a facilitator, designer and teacher of human connection in the workplace and beyond based in Austin, Texas. You can learn more about her work at . Topics/Questions: I'm really proud of the partnership Julia and I created - I wasn't meant to be a partner until we started working on the show more months, and we had a lot of big conversations that led to the relationship we have now. I've learned so much from Julia about business and owning a project with another person that I'd love to talk about! We make the podcast but we're also proud of our monthly, free event called the Refamily Dinner. We have an expert come in and share their experience of refamulating and our guests can ask them detailed questions. The topics of our dinners have been: being in a non-monogamous relationship, being a solo mom by choice and navigating family dysfunction at the holidays. Why did you choose podcasting as the medium to talk about family? What is your professional background? What have you learned about workplace culture throughout your career? What is the origin of Refamulating? (There is a 20-year iceberg beneath what appears to just be a podcast) How did you and Claire become business partners? How are you applying what you've learned throughout your career to Refamulating? What is your vision for Refamulating? What and how do you feel you need to learn and grow in order for Refamulating to be a success? Social media – Claire: · · · Social media – Julia: · Social media Refamulating: · /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/34719310

Navigating the Perfect Storm of Career and Burnout with Dr. Janna Koretz 12/02/2024

Navigating the Perfect Storm of Career and Burnout with Dr. Janna Koretz Website: Dr. Koretz is the founder of Azimuth, a therapy practice specializing in the mental health challenges of individuals in high-pressure careers. She has spent over a decade helping her clients face and overcome their mental health issues by developing a unique understanding of industry-specific nuances in fields like law, consulting, finance, and technology. Dr. Koretz has been featured in many publications, including Harvard Business Review and the Wall Street Journal, focusing on the importance of recognizing career/identity enmeshment. She also writes and speaks on the challenges of discovering and living your personal values. Promotional info: Some workaholics lose their sense of self. That’s when you need to come to terms with the fact that “who you are” is not your career identity, according to , a clinical psychologist and expert on leadership and mental health. “A particular confluence of high achievement, intense competitiveness, and culture of overwork has caught many in a perfect storm of career enmeshment and burnout,” says Dr. Koretz. She is available for interviews around enmeshment between your career and personal identity and can discuss topics including: How to determine your personal values How to rebuild a well-rounded sense of self that revolves around your personal values How to establish a more manageable work life in order to explore who you are without work, even when you’re stuck in your high-pressure career Value misalignment: Strategies to identify your fundamental values and to solve any misalignment between these deeply-held values and your day-to-day work and lifestyle Navigating loss of a sense of self when you retire or lose your job How to free up time and live beyond your job title How to rebuild your personal social network Dr. Koretz is the founder of Azimuth, a therapy practice specializing in the mental health challenges of individuals in high-pressure careers. Dr. Koretz has spent over a decade helping her clients face and overcome their mental health issues by developing a unique understanding of industry-specific nuances in fields like law, consulting, finance, and technology. Discussion questions: ● REALISTIC STRESS MANAGEMENT: Using psychological science to deal with job stress, while also taking into account the hard realities of your industry and career path ● VALUE MISALIGNMENT: Strategies to identify your fundamental values and to solve any misalignment between these deeply-held values and your day-to-day work and lifestyle ● CAREER/IDENTITY ENMESHMENT: How to identify and deal with “career/identity enmeshment” — the merging of career and personal identity (going beyond the "workaholic" stereotype), leading to a loss of a sense of self when you retire or lose your job ● AVOIDING AND MANAGING BURNOUT: Tools to identify and ward off both personal and career burnout, and how to recover from burnout if it has happened ● WORK-RELATED SUBSTANCE ABUSE: Identifying and navigating after-work alcohol and drug abuse culture in high-pressure careers ● PROMOTION STRESS: Ways to manage and overcome promotion-related anxiety or self-doubt ● INTERPERSONAL CONFLICT: Coping with highly demanding (and even emotionally abusive) clients and managers ● GOLDEN HANDCUFFS: Adapting to an expensive lifestyle, with high rewards for “sticking it out” making it impossible to simply say no Social Media: Dr. Koretz's Linkedin: Azimuth Psychology Linkedin: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/34248650

Disability is Human with Dr. Stephanie Cawthon 11/26/2024

Disability is Human with Dr. Stephanie Cawthon Website: Stephanie W. Cawthon, PhD is author of DISABILITY IS HUMAN: The Vital Power Of Accessibility In Everyday Life, a researcher, and consultant who brings relatable insights and real-world skills to her mission that – when we tap the power of accessibility – we ensure disabled people can thrive and succeed. Dr. Cawthon’s groundbreaking research has been funded by over $50 million in federal and other grants. In 2023 she founded the National Disability Center for Student Success at The University of Texas at Austin, where she is a tenured Professor of Educational Psychology. She brings a lived experience to her work. In addition to her congenital hearing loss, she has several mental health and physical disabilities that have a significant impact on her ability to engage in important life activities. Dr. Cawthon earned her Bachelor’s and Master’s degrees from Stanford University and her doctorate from the University of Wisconsin at Madison. Social media: LinkedIn: Instagram: Interview Transcript (11/14/24) Caroline Dowd-Higgins (CDH) I'm Caroline Dowd Higgins. I'm a speaker, an author, and an executive coach. And today, I am delighted to welcome Dr. Stephanie Cawthon to the show. Stephanie is a researcher and a consultant who brings relatable insights and real-world skills to her mission that when we tap the power of accessibility, we ensure disabled people can thrive and succeed. And I must tell this amazing global audience, this is a very special episode today. Dr. Cawthon is deaf, and we're joined by two of her interpreter colleagues, Olivia and Amanda, and we are delighted that they will be simultaneously interpreting our conversation today. The audio version of the podcast will appear on all major podcast platforms. Stephanie, welcome. I'm delighted that you're with me today. 01:33.76 Amanda Ford (voicing for Stephanie) Well, thank you so much for having me. I really appreciate having this time with you today. 01:38.70 CDH You are very welcome. So, let's dive right in. Stephanie, you are a professor, an author, and a lifelong advocate for the deaf community. What compelled you to write Disability is Human, your wonderful new book? 02:03.23 Amanda Ford (voicing for Stephanie) Well, thank you for the opportunity to share that with you. So, the story really behind the book is a culmination of 25 years of experience with individuals, groups of people, students, and colleagues doing different workshops along the way in different spaces. What I've noticed is that many people feel hesitant or afraid of talking about disability. They don't know what to do or say. 02:28.46 Amanda Ford (voicing for Stephanie) They think: Do I need to help them? Do I need to make the world a better place? What does this look like for people with disabilities? And so, I thought it was time to take all the research and all the lessons that I've learned over the years and put it in a book where people could read it—those who want to make a difference. And honestly, it's for those who think, gosh, I don't know where to start. I wanted to give people a place to start, a platform to kind of jump from and where they can read some stories and say, ah, I get that. That makes sense to me. This is where I can start. It's not overwhelming. There are little steps, little things they can do along the way after reading this book. And so that's sort of what prompted my writing this one. 03:14.94 CDH Well, Stephanie, I'm deeply grateful because I learned so much from you in this book, and I'm eager for you to teach this global audience a bit today. But let me start. Something that I learned when reading your book was that disabled people experience high levels of discrimination, bullying, unemployment, reduced access to health care, and exclusion from faith communities and many, many more. So, I'd love for you to help this audience understand why those things are happening and how you have been an advocate to really change that. 04:03.59 Amanda Ford (voicing for Stephanie) Well, sure, historically, in our culture and society, and it's everywhere. It's the view on disability that is often couched in a negative light. People are separated from our understanding of what's normal and what people prefer, right? By and large, people would say they prefer not to have a disability. It's hard. It makes life harder. And so, with that in mind, that is just ingrained within ourselves, and also within disabled people. And even at that point, disabled people often want to separate themselves and mingle more with those who have that common experience. 04:44.44 Amanda Ford (voicing for Stephanie) And so, if we think way back, even in education, we used to have separate schools, separate environments for those children with disabilities to learn and be educated. That is part of our history. That's ingrained. And that is how we all have learned about disability until much more recently. And so, if we think about that separation or segregation of people with disabilities, even from a young age, we realize how it impacts everyone and how they experience life. And part of why I wrote disability is human and the book itself is because it is a human experience, and it encourages people to consider everyone having a human experience, and at some point, we might all experience a disability. And so, with that in mind and that perspective, I feel like that really helps shape and navigate this thing we call life. And so, separating out people really doesn't help the situation, but that is a historical context in which we find ourselves. 05:53.16 CDH I appreciate that. That's excellent context. Stephanie, something that you said in the beginning really resonated with me. You said many people fear those that are disabled. And I have seen this in my own personal experiences. I've seen this in in workplaces and interviews. And I must say, too, it's also confusing. The word disability has been a questionable word in recent decades. And I have heard that “differently able” is a more appropriate term. Help me understand how we can honor all people with disabilities and address them with dignity and respect. 06:42.66 Amanda Ford (voicing for Stephanie) Yes, words are definitely an issue. So, when I'm teaching, I teach a course here at UT, I refer heavily to language and the words that we use. Typically, what I say is ask the person what their preference is because it's not a one-size-fits-all. Not everybody identifies with their disability in the same way. Generational gaps play a part. For me personally, my view of language surrounding disabilities is evolving and changing on a regular basis. And so, person-first language has been a shift. And in academia, it seems that that is still the preference by and large. However, there has been a shift in the community to disability-first language. Because it's part of our identity. For me specifically, it's identity-based language. That is a more common thing, specifically with the younger generation, Generation X, you'll see people saying, hey, you know, introducing themselves and putting their disability kind of right in the mix. Instead of separating themselves out from it, it's more of an accepted and sort of a space where people reclaim that and have a more positive relationship with their disability as it's a part of their identity. I have become more and more comfortable using a disability to describe myself. Now, that's very new for me. Growing up, absolutely not. We were not talking about it. We were avoiding it. But figuring out how to reclaim that and garner some respect as I've done that has really been a shift for me personally and professionally. 08:30.86 Amanda Ford (voicing for Stephanie) I think it also matters on context, who we're with, where we are, thinking about the relationship in which we find ourselves. I am used to people with disabilities. And so, I talk about that. We set that up. And among ourselves in our culture and community, that is how we refer to ourselves. But when we're among other people, if they don't know about disability or if they're uncomfortable, I will try to sort of meet them where they are and build that bridge. So, it's respecting me and them based on where we are. So, I use both. Again, it really just depends on the situation and the people I find myself with in terms of how I use language surrounding disability. And another thing is, I often give advice to people to be careful how you approach the person themselves, right? So, language matters, words matter, and the person matters. And if a person with a disability says they want to use a particular type of language to describe them, that's the end of the story. It is really where I stand with that is respecting that person’s preference and going with that. 09:43.21 CDH That makes so much sense. Thank you for that clarity. Stephanie, my next question is about accessibility. And you write very eloquently in the book that accessibility is a vital power. So, tell me about that. And how do you define accessibility? 10:09.28 Amanda Ford (voicing for Stephanie) Okay. Well, I'll start with a definition, but I'd like to go back to empowerment because those are two critical pieces and they're separate issues that are really powerful. So, accessibility for me, I'll give a definition often with two or three prongs. And so, what we're looking for is accessibility to information. Sometimes that's not too terribly clear, so I like to clarify it. And let's identify who we are. How did we grow up? What is our relationship to ourselves? And accessibility to my development, for myself, how did that work? How am I able to navigate the world? How did I grow up doing that? So, accessibility to our own development and growth, our own opinions and beliefs, and personally, with me and how I engage with other people, and not experiencing criticism, or if I have from other people, but not doing that to myself. Ableism is a big piece of this puzzle that we experience every day and sometimes we internalize that. So, accessibility is sometimes the deprivation of a way to experience life without ableism or without that lens. And so empowerment also goes back to self-esteem and how I can take in the world and feel that pride within myself. So, access to information is pretty common. That's a common one. 11:45.80 Amanda Ford (voicing for Stephanie) Website accessibility and accessibility to employment. I think people understand that most often when we when we link it to that. So, if you can't see the pictures, do we have alt-text? That would be for a visual impairment or disability. If you're watching or showing a video, are there captions? These are all different ways that people access information that need to be considered in terms of accessibility. So, if there's a live film or the news, sometimes they'll put an interpreter on screen with some pertinent information. So, these different ways that we're accessing information and newsletters, it's the opportunities to access the same information as our peers out in the world. That is very important. How we elevate ourselves in any situation is that access to information. Another thing that I find to be really important that is often overlooked is access and relationships to other people. If you're isolated, a person with a disability doesn't have friends, they don't have access to social networking or that sort of social capital, like other people, their peers, how do you face barriers? Well, if you've got that network, that crew, your people, then you can sort of learn how to do that as a group. And I often feel like, but people say we may not need support. However, I find it to be the opposite, is access to others, going to happy hours, and it's a mixed crew, right? Amanda Ford (voicing for Stephanie) Let's say there are deaf people invited and a lot of hearing people who don't sign, will there be access to those others by way of a sign language interpreter? So, for me, it's those key moments. It's sometimes those little things, the incidental learning, those incidental social events. If the person does not have access to others, again, that's another piece of access that is often overlooked as those little incidental moments. You also mentioned empowerment when you asked me that question. So, access is power. Access is empowering. And giving that power to the people who need the access is imperative. Giving your employee, if you're a company or an HR person, you give them power to be independent to access all the things they need to, in this example, do their job. I think that's very important, and access is power. 14:32.03 CDH So, I'd love to talk more about that access in the work scenario. Sadly, I've been in organizations where they have not welcomed people with disabilities because they didn't know how to accommodate them and honor their needs. There must be a better way, Stephanie. So, teach us how can employers around the world welcome wonderfully talented people who have disabilities into the workplace so they can be high functioning? What's the first step? 15:14.06 Amanda Ford (voicing for Stephanie) Well, the things that I mentioned in the last question, allowing access to all the different areas of employment, I think often people wonder if they're being hired because of their talents or is it the disability? Will I be accommodated? So just having that welcoming space and that attitude right off the bat is really good. So, people feel like they will be able to build their skills and their competencies in that space and not really be resisted because they have a disability. So that is a great place to start by reading my book. Lots of different tips and tricks in there, places to start. And I think a second thing is just keeping in mind your audience. Are their clients involved? Is it a product? Is it a person who's in production who is paying for products and services? I think that's imperative to remember because if you are producing a product the statistics show that one in four people at any time has a disability so a company may hire a person who at that moment does not have a disability, and then they experience a disability, or your consumer, depending on the type of business you own and operate, you might be serving customers with disabilities and your return on this investment will be huge if you design and approach your products, your services, your clients with a disability and accessibility in mind, because it supports all the different audiences, all the different clients and stakeholders. Regardless of who you're serving, it really benefits everyone to make all of the products or services you're creating and distributing more accessible. It helps everyone regardless of their status or label. And so, a person with disabilities is going to be purchasing things, right? Just like everyone else. So, acknowledging that and recognizing that, knowing that if your product or service is accessible, the disabled community will be able to purchase or experience whatever it is you are selling or providing. And so, I think that's a really important piece of this as well, to not only be mindful of who you're hiring, but who you're serving as well. So, people feel like they have a way to access your products or services. 17:50.75 CDH That makes great sense. And I'm deeply grateful that that information is also in the book. And very soon we're going to talk about how we can buy your book. But my last question today, Stephanie, you talk about helper syndrome. Tell us what helper syndrome is and how it relates to ableism and disability. 18:21.83 Amanda Ford (voicing for Stephanie) Certainly. So, one thing that you should know is I grew up with the helper teachers, they wanted to help kids learn and grow. And seeing that helping within the service field is sort of just the way it is health care, social workers, and the like, that is often what draws people to those fields. And so, I acknowledge and recognize that helping is a good thing. And I would like to say that full stop. This is an and-not-a-but full stop because helping can become an identity, not an outcome for a disabled person. And so, if they're always getting helped, if my agenda is to help, help, help, help, help, instead of teaching the person how to self-advocate. Or giving them the tools to be empowered to move forward in life on their own. It's very different and it gets really close to ableism. Sometimes that line is really skewed. I try to focus on empowering people and giving that trust yourself. You can succeed without me, for example, and if I'm the person in that scenario, you don't need me. However, if I feel like, or the helping person feels like, we've got to help them because they can't. I've got to do it for them. I must help. That often is a negative connotation, and it seeps into the person we are trying so desperately to help. They then experience learned helplessness and the cycle continues. It's quite the opposite of what we want. That helper mindset, while it's good, it also can become a detriment. And so, how we do that is by shifting our attitude and our mindset and really communicating clearly and openly, coming into that relationship as a partnership, not a helper being helped. And my need to help them may sort of overtake what they needed. So really emphasizing and being on the same page with the person you're working with, being in collaboration with them versus the mindset of helping them. 20:47.37 CDH I love that, Stephanie. That is such an aha moment for me. And I appreciate that collaborating with them, not always doing it for them. And my observation is that people might be well-intentioned, but to your point, we're taking the power away. And you are someone who celebrates empowering those with a disability. So, thank you for that. That was very powerful. 21:19.81 CDH Okay, well, let's talk about how we can buy your incredible book and workbook. It is called Disability is Human: The Vital Power of Accessibility in Everyday Life. And of course, it's available on Amazon and all major book retailers. But Stephanie, would you be so kind as to tell this global audience how they can connect with you after today's show? 21:51.88 Amanda Ford (voicing for Stephanie) Certainly. Thank you so much. There are two great ways. I am on LinkedIn every day. So you can follow me on LinkedIn and connect with me there. I also have a newsletter that comes out monthly. You are welcome to sign up for that on my website. It's my name, Stephanie Cawthon.com. 22:11.74 CDH Fantastic. Stephanie, Olivia, and Amanda, I am so grateful that you spent time with me today. I learned a lot, and I'm delighted that we learned together. So, thank you for stretching me, helping me grow, and for the incredible message that you shared with this global audience. And I also want to give a special shout out to my extraordinary podcast colleagues, Laura Deck, executive director of publicity and communications and Claire McInerney, our executive producer. Thank you for making this show awesome for our global audience. We now have listeners in 34 countries. I'm Caroline Dowd Higgins. Thank you for listening. /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/34154105

Nobody Cares About Your Career with Erika Ayers Badan 11/15/2024

Nobody Cares About Your Career with Erika Ayers Badan Erika Ayers Badan is a digital innovator, disruptor, and seasoned executive on the cutting edge of content creation, distribution, and monetization of premier and culturally relevant content. As an early adopter of internet culture, Ayers has always been interested in what’s next, driving digital entrepreneurship and large-scale revenue growth within companies. Ayers Badan was recently named CEO of Food52 after serving as a board member and advisor since 2019. Ayers Badan currently serves on the boards of the Premier Lacrosse League, and global public safety technology leader Axon Enterprise (AXON). Ayers Badan is the author of forthcoming book “Nobody Cares About Your Career: Why Failure is Good, The Great Ones Play Hurt and Other Hard Truths.” Intertwined with anecdotes from her own career, Ayers Badan shares inspiring insight into how work really works, and how you can get it to work for you. As the first-ever CEO of media magnate Barstool Sports, Ayers Badan led the company through explosive growth (+5000% in revenue and significantly more in audience), expanding the company from a regional blog to a national powerhouse brand and media company. During her 9 years steering the company, Barstool became a top ten podcasting publisher in the US, with the world's #1 sports, hockey, golf, and music podcasts, and a top 6 brand globally on TikTok. Ayers Badan has launched over 35 brands, including breakout franchises like Pat McAfee and Call Her Daddy. Following Barstool’s exponential growth, Fast Company named Ayers Badan as one of its "Most Creative People in Business" in 2018, citing Barstool Sports' expansion into multimedia and merchandising during her tenure. That same year, Forbes ranked her 25th on its "Most Powerful Women in U.S. Sports.” In 2019, she was ranked #19 on The Big Lead's list of "The 75 Most Powerful People in the Sports Media Business." That year, she was also included on Crain's New York's "Notable Women in the Business of Sports.” Adweek named Ayers Badan as one of its "Most Powerful Women in Sports" in 2017 and 2020. Ayers Badan has also held several senior roles at influential media and technology organizations, including President of BKSTG, CMO for AOL, VP of Branding at Yahoo! and Senior Director of MSN Branded Experiences for Microsoft. NOBODY CARES ABOUT YOUR CAREER is for first-time job seekers who think no company will ever want them, people stuck in second or third jobs who don’t know how to move on to the next thing, and for those who have the job they thought was their brass ring but who discovered it’s not all that. In the book, Badan intertwines compelling stories from her own work experiences with straight-forward, no-nonsense advice. Peppered with humor, quick-wit, and compassion, topics in the book include: Work pays you to learn. It’s a privilege, so treat it like one. Do what makes you happy and f*ck anyone who says otherwise. Your career and your life don’t have to make sense to anyone but you. Know what your company is paying you to do. Don’t be an asshole at work. Run toward what scares you. Take risks and bet on yourself. Failure comes in all different sizes. Success is the worst teacher. Have a vision and stick with it. Nothing ever good happens after 11:00 P.M. How to get feedback without having a tantrum. Remember, nobody cares about your career, and this is a good thing. Social Media: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33944417

Improbably Successful with Juan Silvera 11/08/2024

Improbably Successful with Juan Silvera Website: Juan Silvera is a marketing, communications and digital product strategy executive and author with 30+ years real-life experience with some of the largest financial services firms in the world and with marketing agency startups. He is currently Executive Vice President and Chief Marketing Officer at AgFirst Farm Credit Bank, a $45 billion lending institution. He has held executive marketing roles at Rabobank, Wachovia / Wells Fargo, Bank of America and MUFG Union Bank. In addition he was principal in three digital marketing startups, two in the U.S. and one in Europe. During his career he has lived and worked in countries and cities from San Francisco, to Salzburg, Austria and from Charlotte to Mexico City, Miami, Utrecht, Netherlands and Caracas, Venezuela. His book, Improbably Successful: Proven Career Growth Strategies for the Rest of Us, provides real-life advice designed to propel careers at any stage of a professional’s journey. Juan is an alumnus from Cal State Los Angeles’ School of Business and Economics and from Pepperdine University’s Graziadio Business School, where he earned his MBA. Juan and his wife Angela are originally from Medellin, Colombia and live in Charlotte, North Carolina. Book: IMPROBABLY SUCCESSFUL: Proven Career Growth Strategies for the Rest of Us In today’s hypercompetitive global job market, the best planned career path, coupled with a great formal education, is not enough to get ahead. And if you happen to be a woman or a person of color, it is even tougher. The good news is that there is a set of proven career management strategies and best practices that can propel your career. Starting in the mean streets of Medellin, Colombia and weaving through decades of startups and executive roles in financial services around the world, Juan Silvera’s Improbably Successful provides real-life advice designed to boost your career, whether you are mid-career, a seasoned pro, or a recent college graduate. Simple, clear, and ready-to-use strategies and tactics for: Career goal setting Understanding non-linear career paths Moving for growth Effective networking Managing your professional brand Developing your executive presence Mastering communications Nailing job interviews Using your uniqueness to your advantage Juan Silvera's book is a guide for career achievement for those who may not fit the stereotypical profile of a senior executive. It is a practical career management guide for the rest of us! Social media: · X: · LinkedIn: · IG: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33853272

The Language of Success with Theresa Slater 11/04/2024

The Language of Success with Theresa Slater Theresa Slater is the President of Empire Interpreting Service, which she founded in 2003. She built her company into a respected, award-winning organization with more than 300 interpreters and an array of customer-centric services. A speaker, author and advisor to new entrepreneurs, Slater’s love for business drives her on her path. Slater’s new book, (Business Expert Press, Aug. 30, 2024), is both autobiography and a how-to (or how not-to) guide for entrepreneurs. Learn more at . It’s Time for Women Entrepreneurs to Know They’re Worthy This segment is about how one woman’s journey from destitute teen to triumphant business leader is instructive for would-be women entrepreneurs. The Big Idea: Statistics on failure rates for women-owned businesses would give would-be women entrepreneurs pause. Some and nearly 50 percent by their fifth year. Further, women must battle feelings that they don’t “measure up” and that they’re not worthy of becoming business leaders. The So-What: Theresa Slater’s personal journey from starting at below bottom to being a successful business leader is unorthodox, but instructive. It began when she left home at age 15 with just a ninth-grade education and only babysitting jobs for work experience. Her desperation in just being able to survive day-to-day greatly shaped her life and how she eventually came to run her own business. She came to realize that women tend to worry too much about what others think and lose opportunities “sitting in the corner worried about whether we’re worthy.” Key Messages: Reflecting on the ways that grit, drive, and purpose got her through hardships and led her to become a successful business leader, Slater addresses: How to overcome imposter syndrome and self-doubt How to bootstrap your business and attract clients Why businesswomen must learn to stop apologizing How to move through the stages of doing everything yourself, to pulling away and becoming the strategic thinker Why entrepreneurs must commit to self-care How the drive for self-improvement never ends SOCIAL MEDIA: X Account - @TerreSlater/ Hashtags : #LanguageServiceProvider #interpreting #AmericanSignLanguage #interpreters /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33782407

Delight in the Limelight with Linda Ugelow 10/26/2024

Delight in the Limelight with Linda Ugelow Linda Ugelow (YOU-guh-lo) is a speaking confidence coach, podcast host, and author of the book, and hosts a podcast of the same name. Formerly stricken with public speaking fear herself, she now helps entrepreneurs, coaches, and business leaders transform their experience of speaking from dread to delight whether online or on stage, in the media or the meeting room. Website: Book promo info: It was a great opportunity…but stage fright made you pass. How does one get over their fear of speaking? Linda Ugelow is a speaking confidence coach, podcast host, and author. With over 160K followers on TikTok, she helps people all over the world. She holds a Master’s degree in Expressive Therapy and Movement Studies. Having performed as a singer, bassist, percussionist, and principal dancer for over three decades, she’s experienced at being in front of people. Yes, you can eliminate your nerves. This life-changing book is organized in three parts starting with how to uncover and resolve the root cause of your fear. This is not the usual “Feel the Fear and Do it Anyway” philosophy. Her methods are practical, sometimes funny, and healing. You’ll learn how to: Reveal and Heal the Root Cause of Your Anxiety Transform the Inner Critic Heal Your Self-Image Reset Your Mindset Enjoy the Sound of Your Voice Relax into Your Confident Presence When you’re done, public speaking, whether it’s in an online meeting with co-workers or on a stage in front of thousands, will become as natural as talking with friends. Are you ready to conquer your fear? Questions/topics to discuss: The mistakes people make in trying to deal with their fear of speaking How did you first get over your speaking anxiety? How to find and clear the root causes of speaking anxiety. What are the best ways to handle the inner critic when you speak? What about overcoming Impostor Syndrome? Are the nerves speaking in person different than the ones on camera? What is the role of the voice in speaking confidence? What can people do to manage their nerves when they’re put on the spot? Social Media Links: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33623412

Discover Your Work Joy with Beth Stallwood 10/21/2024

Redesign Work to Have Quality of Life with Brigid Schulte 10/11/2024

Redesign Work to Have Quality of Life with Brigid Schulte Brigid Schulte is the author of the bestselling Overwhelmed: Work, Love, and Play When No One Has the Time and an award-winning journalist formerly for the Washington Post, where she was part of a team that won a Pulitzer Prize. She is also the director of the Better Life Lab, the work-family justice and gender equity program at New America. She lives in Alexandria, Virginia, with her husband and two children. Over Work Talking Points: ● Redesigning Work to have Time for Quality of life. How to more deliberately prioritize quality of life in our hectic day to day lives, focusing on meaningful work, caring for and connecting with others, and time to rest and play? That’s why it’s so critical we create smart and effective work cultures. Drawing from the change agents featured in the book, Brigid can show that, while they use different methods to redesign work for more quality of life, there are key strategies that are universal. The first is articulating a vision of a different future and believing it’s possible. The second is recognizing that change happens in a variety of ways, and that individuals, organizations, and policymakers all play a role. (With key takeaways for each) ● Defining what “Good Work” is - a combination of meaning, fairness, and cooperation - and why it’s better for everyone – including businesses and the economy. The U.S., the richest country in the world, ranks 5th among advanced economies in the share of low-wage workers in the workforce – 44 percent. Americans are working harder and harder and feeling like they’re falling farther and farther behind. And far from the lazy worker trope, 70 percent of those who receive Medicaid or SNAP benefits work full time. How we can make all jobs good jobs. How one venture capitalist will only invest in companies that provide good jobs. And why, beyond human wellbeing, our economy – and our democracy - depend on it. ● Why Americans work such long hours, what it’s costing us and how we can change. Are short work hours the answer? Knowledge workers work around the clock - even on vacation - in one job and low-wage and hourly workers are taking on multiple jobs and side hustles to survive. U.S. laws and policies that make it hard for workers to organize and demand better reinforce the overwork culture. Surveys show Americans choose more work and money over time off, and that we’d work even if we didn’t have to. Brigid can share what she’s learned from reporting on efforts to change Japan’s work-til-you-die or “karoshi” culture, and how Iceland improved both gender equality and wellbeing - and productivity - with shorter work hours. (Hint: long hours don’t make work more productive, time off does.) ● How addressing 10 psychosocial stressors at work - like long work hours, work-life conflict, and toxic work cultures - will make work and life better for employees and employers alike. Work stress is the fifth leading cause of death in the U.S. and something we all need to be taking more seriously. Brigid can talk about how short work hours movements are operational excellence missions in disguise and can boost productivity as well as wellbeing and gender equality., and how organizations and the entire country of Iceland have transformed as a result of working shorter, smarter hours. ● Real Wellbeing at Work, and why it matters. Why workplace wellness programs that focus on the individual as both the problem and the solution aren’t working, and why the solution to the burnout epidemic isn’t lunchtime yoga or a meditation app, but managers and organizations rethinking the way we work and acknowledging that those “right sizing” layoffs are part of the problem. Real wellbeing is about systems-level solutions like reasonable workloads, having more choice, control, and autonomy over time, and being rewarded fairly for one’s efforts. Brigid can talk about the lessons learned from the pandemic and, beyond the Return to Office fights, can share the strategies that successful organizations are using to remake work so that workers are happier and healthier and work itself is better. ● Why we need to make room for care at work. More than 70 percent of the workforce has care responsibilities. Yet caregiving falls most heavily on women, who spend anywhere from 2 to 10 times more time than men on the unpaid work of care and home. More than 2 million women were forced out of the workforce because of care duties during the pandemic. The numbers have been rebounding largely because of the widespread adoption of flexible work and a better understanding of how care is work. There’s still a long way to go, but the changes we’re making now are making work and life better for everyone - including businesses. ● What would it take to create lives of work-life enrichment, rather than work-life conflict, and changing our focus from time scarcity to time serenity? Brigid can share stories of how work is changing in Scotland and other countries seeking to create “Wellbeing Economies” and measure their success by how happy and healthy their people are at work and in their lives. ● What does the future of all work look like? In a rapidly changing future of work, when AI, automation and technology will destroy jobs, create others and where there may not be enough work to go around, how will humans survive – and find meaning? Three possible futures, and why it’s critical to redefine what work itself is, and how it shapes our identities. (The key is tying it to the common good and how we make the world a better place – which was the point of the Protestant Work Ethic from the outset.) Social media: Facebook: Twitter: LinkedIn: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33418302

Use Your Gut Feelings to Get Ahead with Jessica Pryce-Jones 10/05/2024

Use Your Gut Feelings to Get Ahead with Jessica Pryce-Jones Jessica Pryce-Jones is author of She started her career in finance where she learned about numbers, strategy, and leadership. After ten years in the corporate world, she completed a psychology degree – she wanted to understand why some of her bosses were brilliant and others were dismal. Those insights launched a new career facilitating, coaching, designing interventions and writing. Clients include multinationals in healthcare, professional services, FMCG, banking, creative, education, manufacturing, publishing, and engineering industries as well as the public and not-for-profit sectors. Pryce-Jones has also worked as adjunct faculty in leadership development at many business schools including Cambridge Judge, Cass, Cornell, Chicago Booth, Cranfield, London Business School, and Saïd (Oxford); she is a Fellow of Harvard’s Institute of Coaching. She has written two previous books, Happiness at Work: Maximizing Your Psychological Capital for Success and Running Great Meetings & Workshops for Dummies. Pryce-Jones divides her time between France and the UK, but works all over the world. Do you want speedier decisions? Better outcomes? And avoid costly mistakes? Your gut can help you. In fact, intuition is an essential tool that all leaders use to get to the top. If you’ve ever made a choice that looked illogical but proved to be right or had a sixth sense about something, your intuition was at work. Those hunches play a critical role in everything from deciding which job to take, who to hire and what to focus on. Which means that summoning intuition on demand and listening to what it’s telling you are vital at a time of radical change and instability. This ground-breaking book draws on the latest science, eye-opening anecdotes from senior leaders and the author’s own insights gained over 25 years’ coaching. It will show you that intuition is a practical, learnable, and immediately applicable skill that will accelerate your career. Social media: LinkedIn: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33341967

Empowering Women Leaders in Higher Ed with Chastity Carrigan & Kim Van Lue 09/29/2024

Empowering Women Leaders in Higher Ed with Chastity Carrigan & Kim Van Lue Thriving Women Leaders in Higher Education Imagine a safe space to talk about your career, life challenges and aspirations with fellow high-achieving women leaders in Higher Education. Imagine an intimate cohort of national women that distinctly understand the challenges you face - a group who inspires and supports you to achieve your unique goals to live a meaningful life and career. Thriving Women Leaders is a virtual executive coaching program specifically designed for successful women leaders in the field of Higher Education. Rising Women Leaders This program is designed for high potential women on the rise. Leaders at the Director/Senior Director, Executive Director, and Assistant/Associate Vice President level with an eye towards career growth. We’ll tackle managing and leading, influencing and negotiating, delegating, and giving/receiving feedback – plus communicating up, down, and across the organization, so you can lead with confidence. Executive Women Leaders This program consists of high achieving senior women leaders at the Vice President level and above in higher education. Exclusive programming that tackles the scenarios unique to senior women leaders like leading transformational change, leading from the inside out, navigating challenges your male colleagues don’t face, and leading with coaching. Kim Van Lue, ACC, MBA, Founder Northspring Leadership and Co-Founder Thriving Women Leaders Kim has lead teams for more than 20 years in a wide variety of environments. She has learned from some incredible mentors who taught her how to gain trust, manage competing priorities, address conflict in healthy, productive ways, make decisions despite insufficient or incomplete information, and motivate others around a common vision. She has experienced firsthand how great leadership can act as rocket fuel propelling everyone on the team to new heights. And, she knows that weak leadership and toxic cultures can be soul-crushing and can drive even the most resilient talent to burnout. Kim has executive roles in diverse organizations ranging from the VP of Talent Management for a large industrial distributor to the chief HR leader for a non-profit with a large public higher education institution. For two decades, she has partnered with senior leadership teams to deliver strategic HR and talent solutions that enable the business. From being voted employee of the year by her peers at a family-owned software company to receiving multiple CEO Awards as an executive in a Fortune 500 company, Kim has been consistently successful no matter the industry, size, ownership structure or culture. She has been a culture chameleon who quickly identified the unspoken norms that were key to success in each environment. As a strategic HR leader, she is eager to champion and model the healthy organizational or group norms, and other times, she has worked to shift or alter group norms in ways that more fully aligned with the intended business culture and outcomes. Chastity Carrigan, Vice President of Development, Texas A&M Foundation Chastity Carrigan has built her career on her passion for higher education philanthropy. Currently serving as Vice President for Development with the Texas A&M Foundation, she has more than 22 years’ experience matching donors’ passions with university’s needs. Ms. Carrigan provides development leadership for Texas A&M Health (including the School of Medicine, School of Dentistry, School of Public Health, and the School of Pharmacy), Texas A&M University - Galveston, the School of Law, the School of Engineering Medicine and the School of Veterinary Medicine & Biomedical Sciences. Prior to this position, she served Mays Business School as well as led the development teams at the School of Veterinary Medicine & Biomedical Sciences and the University of Tennessee College of Business Administration. Ms. Carrigan, a Lexington, Kentucky native, earned her bachelor’s degree from the University of Florida in Advertising and her master’s degree in higher education administration from Texas A&M University but considers herself a Kentucky Wildcat and Texas Aggie at heart. Personally, Chastity is an avid college sports fan and animal lover. She enjoys traveling, reading, music, exercising, and celebrating her blessings of the closest circle of girlfriends and family. She shares her home with her significant other, Dennis and their 11 year-old Yellow Labrador, Gus. /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/33251917

Harnessing the Power of Group Intelligence with Siobhan McHale 09/06/2024

Harnessing the Power of Group Intelligence with Siobhan McHale Siobhan McHale has worked across four continents, helping thousands of leaders to create more agile and productive workplaces. She also has been on the “inside” as the executive in charge of culture change in a series of large, multinational organizations. One of these inside jobs was a radical seven-year change initiative at Australia and New Zealand Banking Group Limited (ANZ) Bank that transformed it from the lowest-performing bank in the country into one of the highest-performing and most admired banks in the world. Professor John Kotter used her work with ANZ as a Harvard Business School case study designed to teach MBA students about managing change. Her book, , will be published on Sept. 3, 2024 from HarperCollins Leadership. Book promotion: Growing up on a farm in Finea, a small village in southern Ireland, McHale watched the bees as they swarmed in the orchard of her family’s farm. This fascination with bees led her to investigate the intricacies of human ecosystems and she would go on to spend three decades studying groups in the workplace. This experience taught her about the power of harnessing the Hive Mind and the group intelligence needed to create meaningful and lasting change. Over the past 30 years, McHale has helped thousands of leaders to create more agile and productive workplaces. Her approach comes – not from the ivory tower – but from her insider role as the executive in charge of transformation in a series of international firms. One of these inside jobs was a radical seven-year change initiative at Australia and New Zealand Banking Group Limited (ANZ) Bank that transformed it from the lowest-performing bank in the country into one of the highest-performing and most admired banks in the world. Professor John Kotter used her work with ANZ as a Harvard Business School case study designed to teach MBA students about managing change. In The Hive Mind at Work, McHale answers: What are some of the lessons we can learn from how bees operate? Why is group intelligence (GQ) more effective in bringing about workplace change than the traditional IQ and EQ options? What can leaders do when workplace change is too slow? What skills are necessary for navigating change in today’s more complex work environment? Why do so many workplace change efforts fail to deliver? Social media: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/32948467

How to Create a Psychologically Safe Workplace with Gina Battye 08/31/2024

How to Create a Psychologically Safe Workplace with Gina Battye Gina Battye is the Founder and CEO of the . Her mission is to create work environments where people thrive. Gina’s expertise has been sought after by the world’s largest multinational corporations, spanning countries and cultures. As the visionary behind the 5 Pillars of Psychological Safety, the Hierarchy of Psychological Safety and Lux, the psychological safety diagnostic tool, Gina’s contributions have earned widespread recognition. Her work has been featured extensively in global press outlets, and she serves as an advisor for TV and film. Gina is also the author of Mastering Psychological Safety: Your definitive guide to cultivating a psychologically safe workplace In The Authentic Organization: How to Create a Psychologically Safe Workplace, CEO of the Psychological Safety Institute Gina Battye, delivers a hands-on manual to create work environments where people thrive. You’ll discover actionable strategies to establish a psychologically safe workplace; challenging and transforming workplace attitudes and outdated workplace cultures. Expect to experience a paradigm shift where psychological safety is at the core, enabling an inclusive culture and catalyzing organizational success. This book goes beyond the mechanics of creating a safe workplace, it also empowers individuals to unleash their authentic selves, not just surviving, but truly thriving, both professionally and personally. You’ll gain valuable insights and practical guidance to bring your authentic self to work, effectively navigate workplace interactions and create a highly conducive environment for teamwork and collaboration. Ultimately, you will have everything you need to drive cultural change and take an active role in creating a psychologically safe environment that empowers your team and transforms your entire organization. Gina masterfully navigates you through her distinctive approach, the world-renowned 5 Pillars of Psychological Safety framework, meticulously designed to cultivate an environment where your organization and people thrive. Within these pages you will encounter: A transformative process that empowers individuals to bring their Authentic Self to work, tapping into hidden capabilities to excel in their professional lives. A comprehensive communication framework that equips individuals to effortlessly master effective workplace interactions. A ground-breaking methodology that cultivates an environment where teams thrive and collaborate effectively in a calm and focused workplace setting. Social media: · · · /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/32847377

Redefine Change Management and Define Your Leadership with Mindy Vail 08/09/2024

Redefine Change Management and Define Your Leadership with Mindy Vail Mindy Vail has more than two decades of experience in leadership development, change management, education, and public speaking. Working with emerging leaders to veteran executives, her focus is cultivating a growth mindset and fostering resilience. Her new book, (April 16, 2024), provides a wellspring of inspiration for leading meaningful organizational change. Learn more at . GUEST WEBSITE: Segment-- Creating a Supportive Environment for Organizational Change This segment is about what leaders can do to promote a growth mindset, organization wide that embraces change. The Big Idea: Today, change management is an integral part of organizational strategy. Yet change in any form or context tends to disrupt our sense of stability and security. Whenever new concepts, methods, or ways of thinking are introduced, they inevitably come up against resistance. Apprehension about the future impedes progress and undermines well-conceived change efforts. Yet leaders who turn a blind eye to these issues erode trust and morale, while triggering defensiveness and opposition. The So-What: Effective leadership during times of change involves recognizing and empathizing with the responses of others. It requires that leaders acknowledge employees’ struggles, facilitate open communication, and offer support. Adhering to a thoughtful approach throughout any change initiative enables leaders to strengthen their own and their teams’ resilience. In doing so, they promote change not as a disruptor of stability, but as a catalyst for the organization’s necessary growth and evolution. Key Messages: A seasoned change management consultant, Mindy Vail applies her expertise to address: · What neurological processes and instinctual responses get in the way of effectively navigating change · How to support employees who perceive change as a threat to their sense of stability, competence, or identity · How to embrace change as a natural and necessary part of organizational growth and evolution · How to promote collaboration and cross-pollination to build agile teams · How to foster a culture of creativity and experimentation to drive innovation /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/32511962

Discover How to Be Noticed at Work for All the Right Reasons with Jessica Chen 08/02/2024

Discover How to Be Noticed at Work for All the Right Reasons with Jessica Chen Bio/Website: · · Book: Jessica Chen is an Emmy-Award winner, top virtual keynote speaker, and CEO of Soulcast Media, a global business communication training agency. Her client list includes Google, LinkedIn, the CDC, Medtronic, Mattel, HP, DraftKings, and many more. Prior to starting Soulcast Media, Jessica was a broadcast television journalist. She is also an internationally recognized top LinkedIn Learning Instructor where her communication courses have been watched by over 2 million learners and featured in Forbes, Fortune, and Entrepreneur. She lives in Los Angeles. Ever wonder why the “loud” people at work get noticed, rewarded, and promoted? Do you worry that you need to be loud to succeed at work, too? When Jessica Chen entered the workforce, she felt like everything she had been taught growing up in a Quiet Culture household—where deference, humility, harmony, and dogged hard work were praised—failed to set her up for success in the “real world.” Her ingrained values were in direct contrast with what was actually needed to stand out in a Loud Culture workplace. The result? Feeling underappreciated, passed over for opportunities and promotions, and completely stuck. Building on the lessons she learned as an award-winning TV news journalist, Chen—who now speaks at Fortune 100 companies and whose LinkedIn Learning courses have been watched by over 2 million people—introduces a new way of getting noticed at work, without being loud, aggressive, or boastful. In Smart, Not Loud, Chen teaches readers how they can look within, to the values they already hold, to more effectively show up. Packed with actionable tips, Smart, Not Loud unveils a new path to getting noticed and getting ahead at work. This is the road map readers need to authentically show up in the workplace and truly feel seen. Topics: · 5 tips for advocating for yourself at work—and why it matters · Why you don’t have to be the loudest one in the room to get noticed (at work and in life) · How to confidently say “no” with the TEF (Tone-Explain-Follow) Approach · Why avoiding conflict won’t help you to avoid conflict—and what to do about it · How to celebrate your wins at work (it may take practice!) · Why Western and global company cultures value and reward those with Loud Culture traits: they aren’t afraid to speak up and make themselves known · The differences between Quiet Culture vs. Loud Culture and why we can tell the difference the moment we start working · The way we were raised affects how we show up in the workplace—and the world—today · What to do when our Quiet Culture values mute us, and hold us back · Don’t underestimate Quiet Culture people – they are overcoming obstacles every day to show up · The Four Cultural Reframes and how we can use them for self-reflection · Why avoiding conflict won’t help you to avoid conflict—and what to do about it · How we reframe being assigned work we don’t want to do from a “waste of time” to “time well spent” · Don’t allow fear to derail you -- things to considering when circling back · How to set boundaries and set expectations at work—and in life Social Media Link + Followers · Twitter: @jessicachenpage LinkedIn: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/32417637

Convince Me with Chip Massey & Adele Gambardella 06/22/2024

Convince Me with Chip Massey & Adele Gambardella Adele Gambardella and Chip Massey are the co-founders of , a crisis communications and training firm, and co-authors of Adele owned an award-winning PR agency in Washington, DC for 15 years, where she served as spokesperson for a variety of Fortune 100 companies, including DuPont, Deutsche Bank, Lockheed Martin, SAP, and Verizon. She has also served as PR strategist, corporate counsel, and crisis management for clients that include the United Nations, Facebook, Johnson & Johnson, and President Biden. She has taught crisis communications and business at Princeton, Cornell, George Mason, and Georgetown, and is a contributor to the Wall Street Journal, Inc., and Entrepreneur. Chip is a former FBI hostage negotiator and special agent. In his 22-year career in the Bureau, he has led high-profile cases, spearheaded the New York FBI Office's Crisis Negotiations Teams, and won the prestigious FBI Directors Award. He is the co-founder, with Adele Gambardella, of the Convincing Company, a crisis communications and training firm, where he guides executives and their teams in how to apply the Bureau's negotiation techniques to business situations. Book: In the book, they share fascinating stories—including life-or-death scenarios from Chip’s FBI days—and blend the tactics of hostage negotiation and crisis PR to teach people how to persuade others in any business situation. Learn how to master the art of convincing others in any business situation―with insider tips from a former FBI hostage negotiator and a top DC publicist. From CEOs communicating with board members to managers negotiating salary increases and entrepreneurs looking to raise capital, it's impossible to overstate the role of persuasion in making your personal and professional goals a reality. The ability to convince others―respectfully and effectively―is one of the most important skills you can master, whatever your profession. In Convince Me, you'll find eye-opening, behind-the-scenes details revealing how some of the best in the business ply their trade. Delivering compelling, real-life stories that give you an inside look at the kinds of techniques and strategies that prove effective in high-risk situations, former FBI hostage negotiator Chip Massey and top DC publicist Adele Gambardella show you how these tactics can be used in any business situation you'll face. You'll find fascinating tips on how a hostage negotiator reads people, rooms, and situations at a glance and gain insights from the neuroscience of convincing. Armed with useful, ready-to-use strategies and insightful advice as to how, when, and with whom each tool can best be used, you'll finish Convince Me feeling more capable and confident about your own powers of convincing others. Topics of discussion: · The four essential elements of effective convincing: Timing, believability, likability, and repeatability. · How to use a technique called “forensic listening” to get better results when selling, negotiating, managing a crisis, interviewing potential hires, in board meetings, defusing a stressful situation, and more. · Tips from an ex-FBI hostage negotiator on how to get people to open up and reveal their “unstated narrative” – the thing they’re really after – so you can better persuade them. · The five steps that FBI hostage negotiators use to defuse a situation – and how you can use them at work. · How to read people in just 22 seconds · Four FBI tactics for gaining someone’s trust · The FBI behavioral analysis tools that will help you master the art of reading people · The two convincing styles – heart (emotion)-led or head (fact)-led – and how to change your convincing approach depending on the situation and person · Business negotiation tips from an ex-FBI hostage negotiator · In a crisis, your instincts are your worst enemy. The most common mistakes leaders make when facing a crisis – and what to do differently · How to master your fear and make better decisions in a crisis Social media: Book: Company: LinkedIn (Adele) LinkedIn (Chip) /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31847537

Quick Confidence with Selena Rezvani 06/17/2024

Quick Confidence with Selena Rezvani Selena Rezvani is a recognized consultant, speaker and author on leadership and self-advocacy. Named by Forbes “the premier expert on advocating for yourself at work,” she’s the author of the Wall Street Journal bestselling book Quick Confidence, and also wrote the award-winning Pushback and The Next Generation of Women Leaders, all about ways to make your voice heard and negotiate your needs at work. Selena addresses thousands of professionals each year at places like The World Bank, Under Armour, Microsoft, P&G, and many others. Today, she’s a columnist for NBC News’ Know Your Value. Selena is based in Philadelphia where she lives with her husband Geoff and 11 year old boy-girl twins. Book: : Be Authentic, Boost Connections, and Make Bold Bets on Yourself In Quick Confidence: Be Authentic, Create Connections and Make Bold Bets On Yourself, best-selling author and renowned leadership speaker Selena Rezvani delivers an effective and eye-opening new approach to building confidence and presence for professionals. In the book, the author walks you through―and helps you leap over―the 9 most common obstacles that stand in the way of building authentic confidence. She offers digestible actions, behaviors, and exercises you can use to change the way you think and the way you present yourself to others. Relying on sound, scientifically validated data, the book helps you zero in on one actionable method at a time, from making a memorable entrance to stoking confidence in those around you. You’ll also find: Mental, physical, and interpersonal routines that will lock in your new and confident persona for lasting change Techniques for using silence strategically and refusing to overexplain to enhance your credibility and presence Ways to overcome the intimidation factor that goes hand-in-hand with dealing with powerful people A hands-on playbook for professionals at all stages looking for effective confidence-building advice that goes beyond “fake it ‘til you make it,” Quick Confidence is a fun and rewarding journey to a renewed self-image and enhanced well-being. Social Media: TikTok: LinkedIn: Instagram: Facebook: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31771517

Suddenly in Charge with Roberta Matuson 06/08/2024

Holding it Together with Jessica Calarco 06/02/2024

Holding it Together with Jessica Calarco Jessica Calarco is a sociologist and associate professor at the , an award-winning teacher, a leading expert on inequalities in family life and education, and the author of (Portfolio/Penguin, June 2024). Jessica has written for the New York Times, the Washington Post, the Atlantic, and CNN. She also blogs at ParenthoodPhD and is a mom of two young kids. Book synopsis: Other countries have social safety nets. The U.S. has women. Holding It Together chronicles the causes and dire consequences. America runs on women—women who are tasked with holding society together at the seams and fixing it when things fall apart. In this tour de force, acclaimed Sociologist Jessica Calarco lays bare the devastating consequences of our status quo. Holding It Together draws on five years of research in which Calarco surveyed over 4000 parents and conducted more than 400 hours of interviews with women who bear the brunt of our broken system. A widowed single mother struggles to patch together meager public benefits while working three jobs; an aunt is pushed into caring for her niece and nephew at age fifteen once their family is shattered by the opioid epidemic; a daughter becomes the backstop caregiver for her mother, her husband, and her child because of the perceived flexibility of her job; a well-to-do couple grapples with the moral dilemma of leaning on overworked, underpaid childcare providers to achieve their egalitarian ideals. Stories of grief and guilt abound. Yet, they are more than individual tragedies. Tracing present-day policies back to their roots, Calarco reveals a systematic agreement to dismantle our country’s social safety net and persuade citizens to accept precarity while women bear the brunt. She leads us to see women's labor as the reason we've gone so long without the support systems that our peer nations take for granted, and how women’s work maintains the illusion that we don't need a net. Weaving eye-opening original research with revelatory sociological narrative, Holding It Together is a bold call to demand the institutional change that each of us deserves, and a warning about the perils of living without it. Questions/topics of discussion: · What is a “DIY society” and how does it differ from a society with a safety net? · How does women's labor maintain the illusion that we don't need a social safety net? · Why shouldn’t we celebrate the fact that mothers are back at work in a post-pandemic world? · Why won’t advising women to make traditional “good choices,” like obtaining a college degree, securing a job with a high salary, or working in STEM, help solve the gender pay gap? · How does denying women access to paid leave, and affordable, reliable childcare force them to stand in for a safety net? · How do women keep the economy from crumbling? · How would businesses benefit from universal paid family leave and universal childcare? · What would a robust safety net actually look like? Social media: · Twitter: · Instagram: · Threads: · LinkedIn: Website: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31548767

Stop People Pleasing with Hailey Magee 05/27/2024

Stop People Pleasing with Hailey Magee Website: Hailey Magee is a certified life coach who helps people around the world stop people pleasing and find their power. Her refreshingly nuanced perspectives on boundary-setting and self-advocacy have captured the attention of millions on social media, and her public talks and virtual workshops have welcomed tens of thousands of participants. Certified by Erickson Coaching International, Hailey is dedicated to offering clear, research-supported strategies for change, helping recovering people pleasers rediscover not only their power and agency, but their pleasure, joy, and sense of wonder. She lives in Seattle, Washington. Book: A viral life coach offers a practical, empathetic, and inspiring guide to breaking people-pleasing patterns that can harm our careers, relationships, physical, and psychic health. For most of Hailey Magee’s life, people-pleasing came so naturally to her that she didn’t even have a word for it. When somebody wanted something from her—even a stranger—she gave it, no matter how uncomfortable, exhausted, or resentful she felt inside. People-pleasing, she learned, was a coping mechanism that had kept her physically and emotionally safe in the past, but wreaked havoc on her life in the present—and she was committed to breaking the pattern once and for all. The solution that social media and self-help shelves gave her was to “Advocate for yourself! Speak up! Set boundaries!” But after years of ignoring her feelings and needs, Magee needed more than boundaries; she needed to reconnect with the “self” who was supposed to be doing the advocating. You can’t express yourself if you’re cut off from your feelings. You can’t fight for your needs if you don’t know what they are. And you can’t set boundaries with others until you believe you’re worthy of more than the bare minimum. Radically reconnecting with herself gave Magee the confidence and self-respect she needed to stand up for herself in her relationships. As she experienced a freedom she never thought possible, she became a certified life coach with the mission of helping others do the same. Stop People Pleasing explains how anyone can break the pattern by learning their own feelings, needs, values, and desires; ending cycles of enmeshment and codependency; overcoming guilt; developing physical and sexual agency; and more. It is a refreshingly nuanced guide, exploring fundamental questions like: · How can I tell when my genuine kindness veers into people-pleasing? · How can I set boundaries while maintaining my empathy and generosity? · When is it appropriate to compromise on my needs, and when is it not? Combining social science, psychology, and hands-on coaching exercises, Stop People Pleasing teaches you how to connect with your own feelings, needs, and dreams; courageously advocate for yourself in your relationships with friends, family, and colleagues; soothe yourself through the growing pains of healing; and dive headfirst into pleasure and play. With fresh insight, heartfelt empathy, and a keen personal understanding of the pitfalls of people-pleasing, Magee helps you say what you need and get what you deserve. People-pleasing is a coping mechanism that kept us physically or emotionally safe in the past⁠, but wreaks havoc on our lives in the present. Hailey Magee will teach you how to break the people-pleasing pattern and master the art of self-advocacy. shows you how to break the pattern by learning your own feelings, needs, values, and desires; setting empowered boundaries with friends, family, and partners; ending cycles of enmeshment and codependency; overcoming guilt; developing physical and sexual agency; and more. STOP People Pleasing is a practical, inspiring, and nuanced guide for recovering people-pleasers who are ready to find their voice, speak their truth, and build the vibrant life that they deserve. Social media: Instagram - @HaileyPaigeMagee Link to Instagram videos: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31432477

Intentional Advancement with Cynthia Bentzen-Mercer 05/20/2024

Intentional Advancement with Cynthia Bentzen-Mercer Cynthia L. Bentzen Mercer, PhD, MBA, BCC, SPHR Founder / CEO, Bentzen Performance Partners, LLC Co-Founder / Managing Partner, The Zeal of the Heel, LLC Strategic Executive, Sociologist, Servant Leader, Speaker, Author, Board Certified Coach Dr. Cynthia Bentzen Mercer is an elite talent and organizational development strategist, social psychologist, and author with three decades of experience transforming company culture through her nationally recognized approaches to identifying, unleashing, and actualizing human potential. She is a leading authority on premier workforce cultivation rooted in integrity, passion, service excellence, and diversity. Cynthia’s unique ability to inspire professional growth galvanizes a flourishing culture of innovation and discovery. Known as a visionary in organizational design, succession planning, leadership advancement, and executive coaching, she assembles top-tier teams with deep, balanced bench strength. A stalwart professional, Cynthia’s experience traverses domestic and international, public and private, for-profit and not-for-profit, start-up, and aggressive growth companies within the real estate, gaming, hospitality, and healthcare industries. She has been recognized as one of Ingram’s 50 Missourians You Should Know, among Becker’s 143 Women Leaders of Hospitals and Health Systems to Know, a St. Louis YWCA Leader of Distinction, and one of St. Louis’s Most Influential Businesswomen. Before starting Bentzen Performance Partners, LLC, and The Zeal of the Heel, LLC, Cynthia was executive vice president and chief administrative officer at Mercy, overseeing human resources, government relations, community relations, philanthropy, and other support functions for the ministry. A true catalyst for change, Cynthia launched Mercy’s first diversity, equity, and inclusion program and advisory board. With a passion for advancing women’s careers in business, she founded Mercy Women in Leadership. Before Mercy, Cynthia served as chief human resources officer for Ameristar Casinos, Inc., a national gaming and hospitality organization; vice president of human resources for The Cheesecake Factory restaurants; and vice president of international human resources for Oakwood Worldwide. Book: Now, Near, Next: A Practical Guide for Mid-Career Women to Move from Professional Serendipity to Intentional Advancement For some women, mid-career feels like a merry-go-round. You begin your career eager to jump on. You pick the pink pony and hold on tight. You might move to the purple pony during the first stop. Look, Mom, no hands! However, a few years later, you look up and are still belted into the same saddle, on the same ride, following behind a new group of riders, going in circles. You need a bigger amusement park and a more challenging ride! A must-read for all women trying to find or fight their way to what is possible. The methodology outlined in Now, Near, Next debunks the myth that just putting your head down, enjoying the ride and working hard is the best way to realize your fullest potential. | | | /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31392247

Improve Your Energy and Transform Workplaces with Rebecca Ahmed 05/13/2024

Improve Your Energy and Transform Workplaces with Rebecca Ahmed Rebecca Ahmed is an award-winning speaker, business consultant, and an Energy Leadership IndexTM Master Practitioner (ELI-MP). She is also a Professional Certified Coach (PCC) with the International Coaching Federation (ICF). Rebecca advises companies of all sizes on how to create a motivational workplace culture by transforming the energy and enthusiasm of their teams. Her new book is, (Wiley, April 23, 2024). Learn more at . · · Breaking Free of Destructive Energy towards Work This segment is about how to feel inspired and motivated about work rather than defeated and frustrated. The Big Idea: Legions of workers consider their work monotonous or meaningless, and are just punching the clock. It’s no wonder that organizations are having a hard time attracting and retaining Gen Z workers. The most recent State of the Global Workforce Report found that less than one-quarter of the U.S. workforce is engaged at work. Lack of motivation leads to a loss of productivity and is reported to cost the economy over $8.1 trillion globally. Traditional methods to engage workers clearly aren’t working. But a NEW approach that looks at workplace engagement from an energetic perspective will not only enhance current employees at work, but will attract future talent and decrease turnover. The So-What: Within the spectrum of workers’ positive to negative energy levels, the effects are directly associated with constructive and destructive attitudes. Destructive energy derives from stress or having a victim mentality. Constructive energy fuels growth, motivation, and fulfillment. The energy and vigor workers bring to their job directly correlates with their engagement and performance in their role. Whatever the situation, one’s connection with work is similar to one’s personal relationships — both require energy to keep the relationship exciting and stimulating. Everyone has the ability to employ specific energetic principles that will enable them to take back their power and remake their work into something that inspires and motivates them. Key Messages: Rebecca Ahmed draws from an extensive career in People Services (HR) to reveal the practical steps that improve energy and transform workplaces. She addresses: · How to create energetic shifts that increase your own energy, as well as the energy of those around you · How to leverage five energetic success principles to propel you into higher levels of energy · How to shift your employees' focus from dwelling on challenges to innovating and communicating solutions · How to help your company attract and retain the talent that will catapult you into the future · Where to complete an assessment of your own, your team’s, or your organization’s energy level The Source: Rebecca Ahmed is an award-winning speaker, a business consultant, and an Energy Leadership IndexTM Master Practitioner (ELI-MP). She is also a Professional Certified Coach (PCC) with the International Coaching Federation (ICF). Rebecca advises companies of all sizes on how to create a motivational workplace culture by transforming the energy and enthusiasm of their teams. Her new book is, (Wiley, April 23, 2024). Learn more at . /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31230422

Fair Shake with Naomi Cahn, June Carbone, and Nancy Levit 05/07/2024

Fair Shake with Naomi Cahn, June Carbone, and Nancy Levit Naomi Cahn is the Justice Anthony M. Kennedy Distinguished Professor of Law at the University of Virginia School of Law, as well as the Co-Director of the Family Law Center. Cahn is the author or editor of numerous books written for both academic and trade publishers, including Red Families v. Blue Families and Homeward Bound. In 2017, Cahn received the Harry Krause Lifetime Achievement in Family Law Award from the University of Illinois College of Law and in 2024 she was inducted into the Clayton Alumni Hall of Fame. June Carbone is the Robina Chair of Law, Science and Technology at the University of Minnesota Law School. Previously she has served as the Edward A. Smith/Missouri Chair of Law, the Constitution and Society at the University of Missouri at Kansas City; and as the Associate Dean for Professional Development and Presidential Professor of Ethics and the Common Good at Santa Clara University School of Law. She has written From Partners to Parents and co-written Red Families v. Blue Families; Marriage Markets; and Family Law. She is a co-editor of the International Survey of Family Law. Nancy Levit is the Associate Dean for Faculty and holds a Curator’s Professorship at the University of Missouri–Kansas City School of Law. Professor Levit has been voted Outstanding Professor of the Year five times by students and was profiled in Dean Michael Hunter Schwartz’s book, What the Best Law Teachers Do. She has received the N.T. Veatch Award for Distinguished Research and Creative Activity and the Missouri Governor’s Award for Teaching Excellence. She is the author of The Gender Line and co-author of Feminist Legal Theory; The Happy Lawyer; The Good Lawyer; and Jurisprudence—Classical and Contemporary. Book: Simon & Schuster, May 7, 2024 A stirring, comprehensive look at the state of women in the workforce—why women’s progress has stalled, how our economy fosters unproductive competition, and how we can fix the system that holds women back. You hold in your hands a book that, finally, proposes how to fix the system, rather than how to fix the woman. No more “leaning in,” no more “girl bossing.” FAIR SHAKE explains plain and simple how the American economy is rigged to hold women back. Legal scholars Naomi Cahn, June Carbone, and Nancy Levit have identified the winner-take-all economy as at the root of these problems. The WTA economy self-selects for aggressive, cutthroat business tactics, which creates a feedback loop that sidelines women. Cahn, Carbone, and Levit call this feedback loop “the triple bind,” and it works like this: If women don’t compete on the same terms as men, they lose. If women do compete on the same terms as men, they’re punished more harshly for their sharp elbows and misdeeds. When women see the rules of the new game, they don’t want to play on those terms. With odds like these stacked against them, it’s no wonder women feel like, no matter how hard they work, they can’t get ahead. In an era of supposed greater equality, women are still falling behind in the workplace: even with more women in the workforce than in decades past, wage gaps continue to increase and recourse for discrimination and harassment become more difficult to obtain. But FAIR SHAKE suggests there is a countermovement and a way out of this. If women figure out what the nature of this new game is, they realize that the only way to fight back is to challenge the system itself. /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31134748

You Belong Here with Kim Dabbs 04/29/2024

You Belong Here with Kim Dabbs Kim Dabbs, Founder: Book: . Kim Dabbs is a global leader in Belonging and Purpose, whose unique life story informs her passionate advocacy for inclusion and understanding. Born in Korea and adopted by American parents, Kim's journey has taken her from feeling perpetually out of place in different cultures to becoming an influential voice in creating spaces where everyone feels they belong. As the Global Vice President of ESG and Social Innovation at Steelcase, she applies her extensive experience in social innovation, honed through roles like the Executive Director of the West Michigan Center for Arts and Technology and a residency at Stanford's d.school, to foster more inclusive and equitable environments. As a sought-after speaker, Kim has delivered keynotes to organizations and institutions such as Google, Microsoft, MIT, The Drucker Forum, and The Guggenheim. Her debut book You Belong Here: The Power of Being Seen, Heard and Valued on Your Own Terms, reflects her transformation from a cultural chameleon trying to fit in to a thought leader who champions the idea of belonging to oneself. Everyone feels like an outsider at some point in their life—when we walk into a room and think to ourselves, “I don’t belong here.” To avoid these feelings of exclusion, many of us hide our authentic selves and allow others to define our identity. You Belong Here offers a new framework that allows each of us to define how we want to be seen, heard, and valued on our own terms so we feel a sense of belonging in any situation. Further, it serves as a launchpad for organizational leaders and culture builders to create safe spaces for individuals to show up as their authentic selves. Readers will explore our four identities: Our Lived Identity is made up of the aspects of our identity we inherit when we are born into the world. Our Learned Identity includes the parts of our identity that we’ve chosen or claimed as we make our way through the world. Our Lingering Identity is the identity we default to when we feel like an outsider and fall back into as a survival mechanism. Our Loved Identity is where we find our authentic selves and see ourselves through a lens of empowerment. In the journey to understand our past experiences and how society has established barriers to entry, we can design our own future, rooted in our Loved Identity. We learn to rewrite the stories that aren’t serving us and embrace the ones that do. Rather than look for a seat at someone else’s table, we find the tools to build our own. When we fully leverage this and live with authenticity and purpose, we can be seen, heard, and valued in a way that gives us a sense of belonging at home, at work, and in society. Belonging is realized when we understand everyone is an outsider and it’s the power to create space for those differences that unite us all. Social media: · · · · /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/31040243

Racial Justice at Work with Mary Frances Winters & Mareisha Reese 04/18/2024

Racial Justice at Work with Mary Frances Winters & Mareisha Reese DEI has evolved over the years, and I wanted to reach out about a new term being discussed and practiced — justice (aka DEIJ). Mary-Frances Winters, founder and CEO of The Winters Group Inc., a global DEI consultancy, focuses on this topic in her new book: Racial Justice at Work: Practical Solutions for Systemic Change. Justice is a newer concept in the corporate diversity, equity, and inclusion space, and there is a lack of understanding about what it means and how to actualize it. Mary-Frances Winters (she/her/hers) is the best-selling author of Black Fatigue: How Racism Erodes the Mind, Body, and Spirit and We Can’t Talk About That at Work! How to Talk About Race, Religion, Politics, and Other Polarizing Topics. She is the Founder and CEO of The Winters Group, Inc., a global diversity, equity, inclusion, and justice consulting firm. She came of age during the civil rights movement of the 1960s and is a passionate advocate for justice and equity. Named a top ten diversity and inclusion trailblazer by Forbes, Mary-Frances believes in opening doors and amplifying marginalized voices and their allies. She has received many awards and honors, including the ATHENA Award, Diversity Pioneer from Profiles in Diversity Journal, and The Winds of Change recognition from The Forum on Workplace Inclusion. As CEO of The Winters Group for the past thirty-nine years, Mary-Frances harnesses her extensive experience in strategic planning, change management, diversity, organization development, training and facilitation, systems thinking, and qualitative and quantitative research methods to work with senior leadership teams to drive meaningful organizational change. This is her seventh book. Mareisha N. Winters Reese (she/her/hers) is president and chief operating officer of The Winters Group, Inc. As president and chief operating officer, Mareisha’s primary responsibility includes leading the firm’s finance, human resources, information systems, marketing and branding, and client management operations. Prior to her role as president and chief operating officer, Mareisha served as vice president of The Winters Group where her contributions to supporting The Winters Group’s growth included significant enhancements to the firm’s technology infrastructure, web presence, social media platforms, and client service offerings. Before joining The Winters Group in 2012, Mareisha worked as Program Manager of a National Science Foundation grant focusing on diversity in science, technology, engineering and mathematics (STEM) education at Johnson C. Smith University (JCSU) in Charlotte, NC. Mareisha worked for 6 years at Northrop Grumman where she gained a variety of experience working in their business management, supply chain management and engineering business units. Mareisha’s experience also includes time working at a small DC based software company and the US Patent and Trademark Office. She was named to Diversity MBA’s Top 100 Under 50 Executive and Emerging Leaders and Diversity Woman Media’s The Power 100 List. In 2023, Mareisha was named a Who’s Who in Black Charlotte and was recognized in the Charlotte Business Journal’s Power 100 and Profiles in Diversity Journal’s Women Worth Watching. A graduate of both Spelman College and Georgia Institute of Technology, Mareisha holds undergraduate degrees in Computer Science and Electrical Engineering. In 2009, she received her MBA and MS in Information Systems from University of Maryland’s Robert H. Smith School of Business. Book: (second edition) Social media: · Mary-Frances’ LinkedIn Profile: · Mareisha’s LinkedIn Profile: The Winters Group, Inc. Website: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/30890573

Do YOU with Regina Lawless 04/13/2024

Do YOU with Regina Lawless Regina Lawless helps high-achieving Black women find purpose beyond their paycheck in order to experience more bliss in their lives and sustainable success at work and at home. Before starting Bossy & Blissful, a community for Black women executives and business owners, Regina served as the head of diversity, equity and inclusion (DEI) at Instagram (parent company Meta). Prior to Instagram, she served as the global director of diversity, equality, and inclusion at Micron Technology, where she led the creation of their diversity curriculum and spearheaded talent initiatives to mitigate bias in interviews and performance discussions. Lawless has more than 18 years of HR experience working for Fortune 500 companies across various industries, including Target, Safeway (Albertsons) and Intel. Lawless spent the early part of her career as an HR business partner, working closely with business leaders to translate their goals into effective people strategies. Her DEI focus is the culmination of her varied HR experience and personal passion for social justice that was fostered at an early age. Lawless grew up in an underserved community that bordered some of the most affluent zip codes in the country. Growing up experiencing inequality firsthand fuels her determination to work toward creating equal opportunity in the workplace and the world. In 2021, Lawless was appointed to the Board of the World Women Foundation and serves as an Advisory Council Member for the University of San Francisco’s Engineering Program. She is a graduate of California State University, Sacramento, in Communication Studies and holds a Master of Science degree in Organization Development from the University of San Francisco. Lawless is a Bay Area native and currently resides there with her partner, her teenage son and their dog, Rocket. She is an avid reader and loves yoga and listening to music and podcasts. Do You: A Journey of Success, Loss and Learning to Live a More MeaningFULL Life is Lawless’ first book published by Greenleaf Book Group in partnership with Fast Company Social media links: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/30797793

Reflections on Toxic Leadership with Amy Gallo 04/07/2024

Reflections on Toxic Leadership with Amy Gallo Amy Gallo is a contributing editor at Harvard Business Review. She is the author of the HBR Guide to Dealing with Conflict and a cohost of HBR's Women at Work podcast. Her articles have been collected in dozens of books on emotional intelligence, giving and receiving feedback, time management, and leadership. As a sought-after speaker and facilitator, Gallo has helped thousands of leaders deal with conflict more effectively and navigate complicated workplace dynamics. She is a graduate of Yale University and holds a master's from Brown University Book: HBR's Antidote to the Logan Roy School of Toxic Leadership. For four unforgettable seasons, Succession has riveted viewers inside and outside the business world. Too absurd to be true, too real to truly be fiction, corporate patriarch Logan Roy, his feuding children, and the executives of Waystar Royco have kept us rapt. Every week the show has dominated office chatter and flooded Slack channels with expletive-laden memes, quotes, and insults. But does the series offer any insights of real-world value to leaders or organizations? Can the psychological power dynamics, nine-figure negotiation tactics, and intricate M&A maneuvers actually teach us something about succeeding in business? Definitely: whatever the Roys do, do the exact opposite. "You Can't Make a Tomelette without Breaking Some Greggs": Toxic Management Lessons from Succession (and What to Do Instead) pairs advice from HBR experts and researchers with some of the most unforgettable, hilarious, and cringey moments from the show. Featuring an introduction by workplace relationship expert Amy Gallo, author of Getting Along and the HBR Guide to Dealing with Conflict, you'll learn about: Topics: Giving pep talks that inspire (no f-bombs needed) Holding offsites that work (tip: don't play Boar on the Floor) Avoiding jargon and bizspeak (when the boss asks you to just feed him metadata) Leading with trust (what's Kendall's "wobble"?) And even improving succession planning (beyond never relinquishing control) Social media: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/30718238

Neurodiversity and the Future of Work with Dr. Maureen Dunne 04/01/2024

Neurodiversity and the Future of Work with Dr. Maureen Dunne Maureen Dunne is a cognitive scientist, neurodiversity expert, global keynote speaker, board director, and business leader with over two decades of experience helping organizations build thriving cultures. She has served as a Senior Advisor to some of the world's top corporate brands, Fortune 500 companies, universities, venture capital funds, and government officials, including the LEGO Foundation, Cornell University, and Members of Congress. She also recently co-created the executive education program for business leaders on "Future-Ready Leadership" at the Harvard Kennedy School. A member of the neurodiversity community, she is a frequent media commentator and contributor on neurodiversity and the future of work. Her work has been featured in Forbes, Bloomberg, Entrepreneur, MIT Sloan Management Review, Chicago Tribune, DiversityQ, Salon, New York Times, People Management magazine, USA Today, Inside Higher Ed, Unleash and Newsweek. A keynote speaker at Stanford University and the National Science Foundation, she was also a featured speaker at The Atlantic Festival where Neurodiversity was included as part of its Diversity, Equity, and Inclusion theme for the first time in history. A successful entrepreneur and business leader, Maureen is CEO of Nodi.ai and a member of the Young Presidents' Organization, an invite-only organization for the world's top chief executives. At LEGO, Maureen helped launch a Social Impact Accelerator Fund to support innovation and entrepreneurship in neurodiversity. The first community college graduate to be named a Rhodes Scholar, she is also an elected official helping to build the talent pipeline with community colleges, representing over 12 million students at the national level. She received a joint BA/MA from the University of Chicago, MSc from the London School of Economics, and doctorate from the University of Oxford. She lives in Chicago with her husband and three children. Website: Book synopsis: 1 in 5 people are estimated to be neurodivergent (have a mind that works differently), but we are often wasting their potential. I’m very excited to be representing Dr. Dunne’s forthcoming book, (Wiley, March 12, 2024). Dr. Dunne is absolutely brilliant and can discuss what it means to be neurodivergent, how society often overlooks unique skills neurodivergent individuals can bring to the table (nonlinear thinking, advanced creativity, keen observation skills, and many more) and how we can do better to change the stigma outside the neurotypical script for working and living. Dr. Dunne will discuss: Why are neurodivergent employees the most untapped talent opportunity for organizations to compete? What exactly does neurodiversity mean and what are the nuances? How should we rethink “culture fit” as it relates to considering neurodivergent employees? What are some of the challenges neurodivergent employees face at work? What benefits do neurodivergent employees bring to the workplace? How have your own experiences as a neurodivergent employer, entrepreneur, board member, and CEO informed your decision to write this book? What is the “double empathy problem” and how do we bridge the gap between neurotypical and neurodivergent individuals? What is the largest misconception about neurodivergent employees? What is the best way organizations can avoid the pitfalls of the “check the box” mindset to neurodiversity and make meaningful change? How do neurodivergent workers compliment the growing AI focused workplace? Which companies are some of the best role models for tapping neurodiverse talent and what have they done to make an impact? What is something recruiters or HR personnel could start working on today to immediately improve workplace conditions for neurodivergent candidates and employees? Social links: LinkedIn: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/30546053

Eat, Sleep, and Innovate with Scott Anthony 03/26/2024

Eat, Sleep, and Innovate with Scott Anthony Scott Anthony is a multidisciplinary expert who is passionate about helping individuals and organizations develop the capacity to thrive in today’s world of never-ending change. He has worked at Innosight, a growth strategy consultancy cofounded by Harvard Business School Professor Clayton Christensen, since 2003. As a senior partner there, he has advised leadership teams at top global companies on growth and innovation challenges. Anthony has given keynote addresses on six continents and is Harvard Business Corporate Learning’s most in-demand external subject matter expert. Anthony has been based in Singapore since 2010, where he served as a member of the Committee on the Future Economy and a board member of MediaCorp and NTUC LearningHub. Anthony has written eight books, including most recently Eat, Sleep, Innovate (2020) and Dual Transformation (2017), which describe how forward-thinking organizations can navigate disruptive change and own the future. In 2021, Thinkers50 named Anthony the world’s seventh most influential management thinker; Anthony has been nominated for the group’s innovation award three times and won the award in 2017. Topics for discussion: · What Scott learned from Clayton Christensen: the basics of disruptive innovation, how to shape and develop ideas, and why the innovator’s dilemma has proven to be so persistent · The challenges of leading through disruptive change · A culture of innovation: what it is, how do you build it, what makes it hard, and how to encourage it? · The definition of innovation in the workplace · Great innovators take an idea from one place and bring it to another. if you wander, your brain starts to see dots you can connect. · The role of failure in innovation and how successful companies have rituals around accepting failure · A tool called BEAN (behavior enabler, artifact and nudge) – what is it and how does it encourage innovation · The importance of using stories to change CEO’s minds instead of facts and figures Social media: /episode/index/show/ab86f711-aaf0-44b0-8574-6923e29229ad/id/30464433

From the Corn Fields to the Corner Office with Jane Boulware 03/18/2024

Your Working Life with Caroline Dowd-Higgins

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