Allyship in Action

Inclusive workplace cultures don't happen by accident. They require intentional, consistent engagement from all leaders. The goal of Allyship in Action is to provide practical, actionable tools from inclusion experts to help people be more effective allies and inclusive leaders at work.

350: How to Lead Values-Based Decision Making with Jenny Bates Heaton 06/21/2026

350: How to Lead Values-Based Decision Making with Jenny Bates Heaton Jenny Bates Heaton is the founder of Bates Leadership and has a brilliant new TEDx talk. What really blew me away during our chat was how Jenny used her personal journey facing a massive medical decision after a cancer-risk mutation diagnosis to completely rewrite the script on how we make choices. It got me thinking about my own life and how often we make decisions based on what we think we should do, rather than what aligns with our deepest values. For me, everything comes back to fairness, justice, and a whole lot of strength. When things feel off-balance in the world, my mental health definitely takes a hit with serious anxiety, but anchoring into those core values is what keeps me grounded. Jenny’s framework isn't just a clinical exercise. It’s a warm, slightly humorous, and deeply practical guide to finding your own word—whether that's power, strong, or serenity—and letting it do the guiding when life is A LOT. Key Themes From the Conversation The Power of Personal Reflection Prompts: True decision-making frameworks cannot be imported from someone else. Decisions must be organically mined from an individual's unique motivations and joys. "I started circulating my questions to everyone, and I didn't really get any reaction from people. because they weren't their questions. They didn't focus on their values. Now, I guide people through exercises to pull out their word to guide their decisions." — Jenny Bates Heaton The Intersection of Imposed Limitations and Good Intentions: Well-meaning colleagues often inadvertently sideline individuals, particularly from historically marginalized groups, by assuming their needs or limitations rather than asking them directly. "People with the best of intentions trying to protect me said, 'Oh gosh, I know you're going through a lot so let's catch up in a couple of months.' I had to advocate for myself quite a bit to convince them like, 'No, no, I'm good.'" — Jenny Bates Heaton Shifting toward Employee-Led Talent Management: Organizations must move away from paternalistic, closed-door succession and promotion processes and actively integrate the employee's voice to reduce systemic bias. "Think about how many times you don't have the employee's voice in the room for talent review and for promotions. Most companies do not allow an employee to put their name in the box for the roles that they would like to apply for. That's weird." — Jenny Bates Heaton Embracing the "Good Day, Bad Day" Culture: Cultivating psychological safety in a corporate system requires acknowledging that organizations, like people, will have off days without those mistakes defining their permanent identity. "The good day, bad day is one of my favorite exercises because it gives you permission to talk about the bad because it's just a day. It doesn't mean that you're always going to be bad, everyone has a bad day. Corporate culture personas are very much that way with good days and bad days just like humans." — Jenny Bates Heaton Actionable Takeaway Audit your favorite activities to find your decision-making anchor. Take a notebook and write down one or two hobbies you love to do consistently (like gardening, skiing, or reading). Ask yourself: What is the underlying feeling or motivation that compels me to keep doing this? Distill that feeling into a single core word—such as strength, control, or connectedness—and actively use that word as a litmus test for the next major professional or personal decision you have to make. Connect with Jenny at https://www.batesleadership.com/ /episode/index/show/nextpivotpoint/id/41456315

349: Driving Change from the Inside Out with Tara Jaye Frank 06/14/2026

349: Driving Change from the Inside Out with Tara Jaye Frank If you are feeling a bit battered by the cultural waves and political turbulence swirling around us right now, trust me—you are not alone. I’ll admit, when I woke up the morning after the 2024 election, I felt physically sick worrying about what the fallout would mean for our businesses and the hard choices ahead. That is why I love this conversation with Tara Jaye Frank. She met me right in that messy space with the ultimate reframe, sharing a beautiful story about how a simple grocery delivery from a man named Socrates gave her the title for her new book, You Are Before the World. It is a powerful reminder that before we can tackle the chaos of the world, we have to settle and stabilize ourselves first. We can't write people off, and we certainly can't pour from an empty cup, so let’s dive into Tara’s profound wisdom on how we can sustain ourselves while doing the heavy work of inclusion. Key Themes from the Conversation Emotional Detachment as a Tool for Curiosity: Facing deep misalignment in values doesn’t mean you have to compromise who you are. Instead of absorbing disdain or getting defensive, true allyship requires shifting into the posture of a learner to understand the root of another person's perspective. "I have become good at that momentary emotional detachment. This conversation is not about me. My values are not at risk because I am engaging. And then I just get curious." The Power of Strict Media Boundaries: To protect your nervous system from chronic stress and cortisol spikes, you must take active control over how and when you consume information rather than letting alerts dictate your emotional state. "I get no news alerts sent to me. I retrieve the news when I feel I can take it in. I go get it, and I catch up, and then I move along." Relying on Routine During Dark Times: When navigating immense personal or professional disruption, implementing strict, loving routines provides a stabilizing anchor that protects mental health without requiring heavy cognitive lifting. "During the most difficult times in my life, I relied heavily on routine that didn't require any thinking, and that really helped me because routines calmed me down, they anchored me, they helped me reconnect to myself." Believing in the Generative Power of Others: Allyship means offering deep empathy and care without automatically swooping in to fix every problem, which ultimately respects and preserves the autonomy of others to navigate their own growth. "I have stopped automatically jumping into the deep end of other people's pools and instead, believing in their generative power. I'm watching people build confidence in their own generative power." Refusing to Pre-Work Unready Situations: To avoid professional exhaustion and burnout, stop over-preparing scenarios for partnerships, clients, or projects before you have the foundational data and aligned partners necessary to move forward. "I stopped getting ready for things that are not ready for me. I won't pre-work anymore, because to me, I now know that that is a waste unless there is alignment." One Actionable Takeaway for Listeners To protect your energy and remain an effective ally, audit your digital boundaries today by turning off all automated breaking news and social media alerts. Instead of allowing negative external forces to aggressively push information into your space throughout the day, choose one specific window when your nervous system is regulated to intentionally pull and process the updates you need. Think about a healthy news consumption routine you could adopt. Get Tara's book and follow her work at: https://tarajayefrank.com/ /episode/index/show/nextpivotpoint/id/41380580

348: Why AI Is Not a Replacement for Human Talent with Christopher Lind 06/07/2026

348: Why AI Is Not a Replacement for Human Talent with Christopher Lind This week, we dive deep into a topic that’s been on everyone’s mind—and probably in every news alert you’ve received lately: AI. While the world seems to be split between AI will save us all, and AI is coming for our jobs, our guest and AI expert, Christopher Lind, brings us back to earth with a much-needed reality check. As Christopher points out, the real risk isn't just the tech itself, but the disconnect between leadership's lofty expectations and the actual human experience on the ground. He often jokes about AI being a hammer looking for a nail, but in our rush to be efficient, are we accidentally hammering away at the very human connections that make our organizations thrive? Christopher’s insights remind us that while AI can help us move faster, it can’t tell us where we’re going or why it matters—that’s still up to us. Key Themes and Insights The Disconnect Between Responsibility and Accountability: Senior leaders often have a skewed perception of AI's impact because they are removed from the daily tactical work. "One of the gaps that I keep talking about that continues to grow that is extremely concerning is the gap between responsibility and accountability in leadership. It's massive." AI as an Enabler, Not a Replacement: AI is a tool that requires a skilled, intentional human hand to be effective; it amplifies what is already there, whether that is skill or recklessness. "In the hands of someone who knows what they're doing it's great. In the hands of an amateur or someone who is being reckless, that amplification effect still applies." The Looming Labor Shortage and the Myth of AI Solutions: Despite the hype, AI cannot replace the massive human capital leaving the workforce as demographics shift, and relying on it as a quick fix avoids addressing deeper organizational issues. "The real problem's complicated and hard to figure out, and it's just easier for some to say AI's going to fix this." The Critical Importance of Human Connection and Trust: In an era of rapid technological change, fostering trust and genuine care for employees is a profound competitive advantage. "Demonstrating that you care about the people you work with is a profoundly interesting competitive advantage right now." Quality Over Quantity in the Age of Noise: Increased efficiency through AI shouldn't just mean producing more content or work, but rather freeing up time for higher-quality, deeper human engagement and development. "If all it's doing is making you faster at doing the same thing you were doing before, you are fundamentally failing with AI because it should be freeing up your time to be focusing on creating new or better solutions to problems." Actionable Takeaway Measure Trust as a Business Metric: Start treating trust within your team or organization as a tangible KPI. High trust creates resilience that no algorithm can replicate. When AI automates a task, don't just fill that time with more digital noise—reinvest it into people time through coaching, mentorship, and transparent conversations. Check out Christopher's Substack piece on AI: and connect with him at . /episode/index/show/nextpivotpoint/id/41168785

347: How to Design Better Meetings for a Better Culture with Rebecca Hinds 05/31/2026

347: How to Design Better Meetings for a Better Culture with Rebecca Hinds This week, Rebecca Hinds, the brilliant mind behind what is officially my new favorite book, Your Best Meeting Ever, is with us at Allyship in Action. I’ll be honest—I listened to this one on Audible, and hearing Rebecca’s voice felt like she was sitting right there with me, narrating every meeting catastrophe I’ve ever lived through! We’ve all been there: trapped in a conference room (or a Zoom square) while someone reads slides at us, doing the mental math of just how much this hour is costing the company. But as I always say in my leadership training, a meeting is a snapshot of your culture. If we want to build inclusive, equitable workplaces, we have to start by fixing the way we talk to one another. Rebecca reminds us that leading a great meeting—or saving a bad one—is a leadership superpower. Key Themes from the Conversation The Origins of Meeting Sabotage The modern, dysfunctional meeting actually mirrors tactics found in the WWII-era Simple Sabotage Field Manual, which advised citizens in enemy territory to disrupt progress through long-winded, frequent meetings. "It's ironic, it's frustrating, it's a little bit humorous that we use the same tactic that was once advised as a weapon of sabotage as business as usual." The 4D CEO Test for Meeting Necessity To combat meeting volume, organizations should use a two-part filter to decide if a live gathering is actually necessary or if it can be handled asynchronously. "A meeting should only happen if the purpose is to debate, decide, discuss, or develop yourself or your team. The content either needs to be complex or emotionally intense." Meeting Doomsday and the Power of the Reset Instead of a simple audit, a meeting doomsday involves a 48-hour calendar reset that clears all recurring meetings to break the status quo and alleviate social guilt. "I've come to believe we need that type of drastic measure because meetings become so ingrained on the calendar and we have an immense social guilt, often, associated with canceling them." Designing for Delight and Human Connection Effective meetings should engage the senses and include moments of delight—a combination of joy and surprise—to create positive associations and boost memory. "Leaving people with one moment of delight is another pretty concrete way to ensure that they're leaving the meeting remembering that experience and having a positive association." AI as a Tool, Not a Replacement While AI can automate administrative drudgery, sending a digital twin to a meeting in your place can signal that your time is more valuable than your colleagues'. "If you have a broken meeting culture, you know, AI is not going to fix that. Sending a digital twin is a pretty good sign you, as the organizer, haven't thought as carefully as you should about meeting design." Actionable Takeaway Audit your next agenda using the Verb and Noun rule. Instead of a vague heading like Budget Discussion, label the item Align on the Q3 Budget. This provides clarity on the objective, tells the group exactly when they have been successful, and prevents the first item from eating up the entire hour. Get the book and follow Rebecca at https://www.rebeccahinds.com/. /episode/index/show/nextpivotpoint/id/41144905

346: The Five Stages of Male Allyship with Shawn Andrews 05/24/2026

345: Finding the Human Connection in Mental Health with Alexis Redding 05/17/2026

345: Finding the Human Connection in Mental Health with Alexis Redding I recently sat down with the brilliant Alexis Redding, a developmental psychologist at Harvard who is doing the heavy lifting to help us understand what’s actually going on with young adults today. Alexis shared how we often look at the "kids these days" and think they’re living in a completely different world, but Alexis’s research shows that while the hashtags have changed, the big, messy feelings of figure-it-out-ness are the same as they were 50 years ago. Whether you’re a parent to an almost teenager like I am, or a leader managing a Gen Z team, this episode is all about ditching the magic wand approach and getting real about our own stumbles to build authentic, human connections. Key Themes from the Conversation Ditching the Direction for Exploration. When giving advice to young people who aren't yet self-authoring, it’s better to offer competing options that invite them to choose, rather than a single directive. "They have not heard from me guidance and a suggestion, they have heard a direction... what I want to do instead is give them two possible answers that contradict with each other slightly, that invite exploration." The Power of the Messy Middle. Leaders and mentors should share their own failures and C- moments to normalize the struggle and move away from the pressure of a perfect trajectory. "I need them to know that I know what it feels like to get a C-, and to feel disoriented by that... and also to know that it was kind of okay on the other side." Re-evaluating the Mental Health Crisis Label. Labeling every struggle as a crisis can ramp up the temperature and prevent honest, human conversations that might not actually require clinical intervention. "If a student says, 'I'm feeling really depressed,' what does that mean to you?... you might find in that conversation is that student is having an emotional reaction that does need clinical care... But we might equally find a student who says... 'it just feels really hard this week.'" Validation Over Problem-Solving. The most effective way to support someone in a difficult transition is to sit with them in the uncertainty rather than rushing to fix the situation. "It's not validation for validation's sake... it's like, 'that feels hard, and here's the conversation we're gonna have about it,' so that it is authentic, so that when that person walks away, they feel seen and heard." Actionable Takeaway The next time a young person or a direct report comes to you with a struggle, take three minutes to ask "What does that look like for you?" before offering a solution. Resisting the urge to fix things immediately allows them to feel seen and often helps them identify their own path forward. Enjoy getting to know Alexis? Watch and get her book . /episode/index/show/nextpivotpoint/id/40994305

344: Stop Being a Crumbudgeon and Start Playing at Work with Kelsey Kates 05/10/2026

344: Stop Being a Crumbudgeon and Start Playing at Work with Kelsey Kates It was such a treat to sit down with my friend Kelsey Kates and really geek out over a topic that we often leave at the playground: play. I’ve felt that slow boil in my own career—trading my personality for steel-toed boots and a suit just to fit the corporate mold until I didn't even recognize myself in the mirror. Kelsey is here to remind us that we don't have to lose our joy to be high-performers. She brings this incredible blend of Google leadership experience and MIT neuroscience to show us that playfulness isn't about being childish; it’s about a state of being that lowers our defenses and actually makes us better at our jobs. Key Themes from the Conversation The Difference Between Childish and Childlike: Kelsey clarifies that professional playfulness isn't about lacking impulse control, but about maintaining the neuro-flexibility to pivot and experiment in low-stakes environments. "We’re not asking you to be childish... but inviting you to be childlike. That ability to shift and modify behaviors in that moment—that neuro-flexibility actually allows me to extrapolate that into other contexts." Play as a Signal for Psychological Safety: Incorporating humor or lightheartedness as a leader signals to your team that the environment is safe, reducing the biological stress response that serious corporate communication often triggers. "If I can signal with playfulness... I am reducing the power dynamic to say we are equals, we are in this together. I’m building rapport and wanting others to feel seen." The Neuroscience of Engagement: Play triggers dopamine, which isn't just a feel-good chemical; it actually aids in memory retention, focus, and deeper engagement with the subject matter. "In your memory, play is engendering deeper levels of focus and engagement and retention. There is neurochemistry that is happening." Authenticity and Leadership Credibility: Contrary to the fear that playing makes a leader look weak, research shows that leaders who embrace playfulness are actually viewed as more authentic and trustworthy by their teams. "When a leader shows up playfully, they are seen as more authentic, more trustworthy, because they are choosing to do it in a place where it’s not necessarily looked at as a positive performance trait." Actionable Takeaway Start your meetings with a Purposeful Primer. Before diving into the agenda, spend the first three minutes on a low-stakes, high-connection prompt—like sharing a song from a personal pump-up playlist or discussing something you tend to over-analyze. Getting everyone’s voice in the room within the first three minutes significantly increases their likelihood of staying engaged and collaborative for the rest of the meeting. Check out the extra resources Kelsey kindly shared to add play to your leadership tool kit. Play: How it Shapes the Brain, Opens the Imagination, and Invigorates the Soul by Stuart Brown: This is essentially the "Play Bible." It’s a beautiful look at why we are biologically wired to play at every age. Brown, S. L., & Vaughan, C. C. (2009). Play: How it shapes the brain, opens the imagination, and invigorates the soul. Avery. Humor, Seriously by Jennifer Aaker and Naomi Bagdonas: One of my absolute favourites. Aaker, J., & Bagdonas, N. (2021). Humor, seriously: Why humour is a secret weapon in business and life (and how anyone can harness it. Trust us). Currency. : I know you already listened to this, so more for the show notes. Huberman, A. (Host). (2022, February 14). Using play to rewire & improve your brain [Audio podcast episode]. In the Huberman Lab. Scicomm Media. Understanding the social benefits for playful employees in the workplace - building trust and authenticity , , , & September 2025. /episode/index/show/nextpivotpoint/id/40901600

343: Discovering Joy and Autonomy in the C-Suite with Sabrina Calouri 05/03/2026

343: Discovering Joy and Autonomy in the C-Suite with Sabrina Calouri Welcome back, everyone! I am just so thrilled to share my conversation with Sabrina Caluori, the CMO at Chief. You know, I talk a lot about capacity erosion—that feeling where your mental load is so heavy you're basically walking through quicksand while trying to run a marathon. Sabrina gets it. She’s been in those high-stakes rooms at Paramount, hitting a wall of burnout so thick she didn't even have the words to name it yet. But what I love about her perspective is how she’s flipped the script, moving from stepping off the ladder to building a community that reminds us we aren't alone in the isolation of leadership. We laughed about my grandma sleep schedule, but honestly, if we don't start treating our rest and autonomy as non-negotiable business assets, we’re just designing our own exhaustion. Key Themes from the Conversation The Evolution of Ambition and Autonomy. The narrative that women are losing ambition is simply untrue; rather, their needs have shifted toward seeking more control over their impact and schedules. "Women are still as ambitious as ever, but the kind of tenure of that ambition had evolved... what's different is its autonomy, and influence, and flexibility." Rest as a Strategic Business Tool. Prioritizing restorative time and white space is not a luxury but a biological and professional necessity for high-level problem solving. "We forget, as leaders, that actually that rest, that restorative time... is when, a lot of times, the best bigger, more kind of white space-type ideas come back." Solving Isolation Through Peer Community. Senior leadership can be incredibly isolating, and having a peer network outside of one’s own organizational chart is vital for sustained success. "Chief exists to solve isolation at the top... the ability to bring peers together to have the conversations that were so hard to have inside our org charts." Intentionality in the Age of AI. While technology is moving rapidly, women leaders are focusing on intentional leadership by prioritizing thoughtful deployment over mere speed. "We're putting intentional leadership first, over the speed of deployment... 80% of women are involved in leading AI efforts." Actionable Takeaways Audit your calendar for Thinking Time. Proactively block out small windows of time every single day to step away from your screen, reset your nervous system, and allow for the strategic white space your brain needs to lead effectively. Know the real story. Chief's data confirms women can find joy and autonomy at work. From the on women's ambition: Women’s definition of ambition may be evolving, but their belief in the power of community remains constant. The study found that 93% of women believe they have the collective power to build new “centers of influence.” 94% say being around other ambitious women fuels their own ambition. Two-thirds believe their problem solving accelerates when brainstorming with other women leaders on business challenges. From the most recent on women and AI: 86% of women leaders say their peer network is a competitive advantage in the AI era. 83% learn more from peer conversations about AI than from any formal training. 84% say they have made smarter AI-related decisions because of insights from their community /episode/index/show/nextpivotpoint/id/40901335

342: Finding Your Natural Allyship Rhythm with Dr. Meg Warren 04/26/2026

342: Finding Your Natural Allyship Rhythm with Dr. Meg Warren I’ve always said that allyship isn’t a proclamation you make—it’s an aspiration that lives in the eye of the beholder. For a long time, we’ve been told that to be a real ally, you have to be this fearless, extroverted warrior constantly jumping into the line of fire. Let’s be real: most of us are just trying to hit our step goals and remember to eat less salt without feeling like we’re failing at life! In this episode, the brilliant Dr. Meg Warren joins me to flip the script. We’re moving away from that check the box mentality and diving into the baby pool of self-awareness to see how your unique personality—yes, even if you’re introverted or conflict-avoidant—is actually your greatest superpower for change. Key Themes from the Conversation The Personality Myth in Allyship. Many people believe they aren't built for allyship because they don't fit a specific, extroverted, or courageous mold. However, research indicates that about 91% of the population has a personality profile that is workable and well-positioned for allyship. "I regularly hear from people saying to me that... I don't have the personality for it. We see this in our research... people say, for instance, I'm too introverted, I'm too agreeable, I'm too conflict-avoidant, I'm too risk-averse to really be an ally. But that's not true. You can still be an ally in your own way." Diverse Definitions of Support. There is a significant disconnect between what potential allies think is effective, such as public confrontation, and what marginalized groups actually find most useful. While many men view calling out bias as the primary method of allyship, women often find other strategies more beneficial, and confrontation may not even be on their list of useful actions. "Most men across the board said that the most important way to be an ally is to confront bias by calling out bias. And then when we asked women, they gave a ton of other strategies of what's actually useful for them, and confrontation and calling out did not even feature." Sustainability Through Natural Traits. Allyship becomes sustainable when it feels like an organic extension of one's existing character strengths and personality rather than a forced or difficult change. Using strengths that already come naturally allows individuals to be more successful and handle constructive feedback more effectively. "Allies can start by asking how can I do this in a way that just naturally flows for me? And I'm not looking at big changes right now, I'm making small changes, just a little tweak here and there, to start becoming more active." Starting Small to Scale Big. While systemic change is the ultimate goal, successful allyship often begins at the micro-level within an individual's sphere of influence. Scaling these behaviors up to systemic levels is more manageable once a critical mass of individuals is practicing allyship in their daily interactions. "Start with doing allyship at a micro level, and then scaling that up to systemic levels, especially when starting at the systems, it almost feels like a non-starter." Actionable Takeaway Identify your top character strengths using a tool like the Values and Action (VIA) assessment, and then choose one allyship micro-behavior—such as checking in with a colleague or offering support—that feels like a natural extension of those existing strengths. Assess your Personality: Assess your Character Strengths: Research paper on how to match personality and character strengths to allyship strategies: Additional free research-based resources: Contact Meg: /episode/index/show/nextpivotpoint/id/40900830

341: Real Talk on Self Leadership and Shaking Off the Bullshit with Aiko Bethea 04/19/2026

341: Real Talk on Self Leadership and Shaking Off the Bullshit with Aiko Bethea I am just vibrating with excitement after my chat with Aiko Bethea ! If you’ve followed her work as I have, you know she’s basically the gold standard for building cultures that actually mean something . We got into the nitty-gritty of her new book, Anchored, Aligned, and Accountable, and let me tell you, it is the blueprint we need right now . I even got a little unplanned coaching session myself—turns out, even after years in the DEI space, I’m still a recovery fixer trying to work my way out of every hard feeling . Aiko gently called me out on that toxic productivity narrative we’ve all been fed since we were kids . It’s time to stop responding to everyone else's agenda and start leading from the inside out . Key Themes from the Conversation The Power of Personal Values as an Anchor Aiko emphasizes that identifying two or three core values acts as a physical tether, preventing leaders from being swept away by external pressures or "ick" feelings they can't quite name . Finding out what was most important to them, which I name in the book as identifying their values, being anchored into their values... helped them to close that gap, and to make key changes in how they were showing up. Identifying and Challenging Bullshit Narratives The framework encourages leaders to interrogate "bullshit"—the unexamined, default beliefs inherited from family or workplace cultures that often prioritize productivity or defensiveness over authenticity . I want people to think, says who? And how would I want it to be, or need it to be, to be anchored? Intrinsic Motivation vs. External Approval True inclusive leadership isn't about being a "good guy" or seeking external glorification; it is about self-awareness and aligning one's actions with one's aspirational self . It’s going to be about, wow, how does this leave me sitting, or feeling, and... if I... my aspirational self was this, what would I do differently? The Necessity of Meaningful, Public Accountability When a leader makes a mistake, a private "I’ll do better" isn't enough to shift a culture; it requires a specific, humble apology that acknowledges the impact on the team . When he did a very specific apology that was public about what he did... whoa, shifts everything, because now people see, oh man, he's showing up differently... he realized this behavior isn't okay. Actionable Takeaway Start your own self-interrogation by identifying one "should" in your professional life. Ask yourself, says who? If that belief doesn't align with your core values, give yourself the grace to drop the behavior and replace it with an action that feels anchored . Follow Aiko and get her book at https://www.rarecoaching.net/team/aiko-bethea/ /episode/index/show/nextpivotpoint/id/40713765

340: How to Share Your Personal Life Without Hurting Your Career with Catherine Kleshinski 04/12/2026

340: How to Share Your Personal Life Without Hurting Your Career with Catherine Kleshinski I am so excited to share this conversation with my wonderful colleague and friend, Dr. Catherine Kleshinski from Indiana University. We’ve all been there on a random Monday morning when someone asks, "How was your weekend?" and we’re dying to share a picture of our new puppy or the chaos of a first birthday party. I used to think these me-search moments were just simple trust builders—and they are! Catherine’s latest research in the Journal of Applied Psychology reveals that there is a lot of nuance behind that water cooler talk. It turns out that while sharing the non-work vibes makes us all seem warmer, the way it impacts our reputation actually depends on where we sit in the hierarchy. So, how can we build authentic connections without accidentally triggering the workplace gossip mill? The Warmth Benefit vs. The Distraction Penalty: Everyone who shares positive personal news is perceived as warmer and more caring, but junior or lower-status employees may simultaneously be viewed as less focused on their professional responsibilities. "Everyone gets the warmth benefit, but the work ethic connotation depends on power dynamics." The Gossip Ripple Effect: Reputation isn't just a static feeling; it drives how people talk about you when you aren't in the room, leading to either flattering or unflattering workplace gossip. "If you have this reputation for being a relationship builder, people will engage in positive gossip about you, but if you are somebody with a reputation for being distracted, they'll gossip negatively about you." The Invisible Line of Disclosure: There is a delicate balance between sharing enough to build trust and oversharing details like health issues or intense personal data that can make others uncomfortable. Creating Safe Spaces for Connection: Leaders should focus on creating icebreakers that allow for choose-your-own-adventure levels of vulnerability so that no one feels pressured to share more than they are comfortable with. Actionable Takeaway Audit your icebreakers. If you are a manager, be mindful that vulnerable sharing can unintentionally disadvantage your junior team members. Instead of asking personal questions, try a reciprocity ring where teammates request help with a specific task, or use "Tell Me Something Good" to allow people the choice between sharing a professional win or a personal one. /episode/index/show/nextpivotpoint/id/40800360

339: How Human Skills Unleash the Real Power of Generative AI with Anthony Salcito 04/05/2026

339: How Human Skills Unleash the Real Power of Generative AI with Anthony Salcito It is such a wild time to be in the world of training and development, isn’t it? I’ve had this persistent hunch—call it a "zag" when everyone else is "zigging"—that as much as we’re obsessing over AI, the real secret sauce is still our human intuition . I recently sat down with Anthony Salcito from Coursera, and it turns out my hypothesis wasn't just wishful thinking. We’ve all seen those robotic AI outputs that sound like they’ve never actually lived a day in their lives, and while I’ve certainly fumbled through my share of prompt engineering, the data shows that our soft skills are more critical than ever . We’re navigating a world where we have more data than we know what to do with, and the magic happens when we decide how to use that information to lead with empathy and culture . Key Conversation Themes The Symbiotic Rise of AI and Human Agency. While technical enrollments are skyrocketing, they are being matched by a demand for leadership and critical thinking to ensure these tools are used ethically and effectively . "Humanity will always become more valuable when the technology is more pervasive or used in a sort of a paradigm-shifting way, like what's happening with AI." The Critical Need for Discerning Truth In an era of deepfakes and advanced data models, a core human talent is the ability to separate reality from generated content and prioritize what truly matters for an organization . "Discerning reality from what is created by Gen AI is certainly a core talent... that's really where that human is super critical." Cultivating an Entrepreneurial Mindset Internally. Organizations are looking for intrapreneurs—people who use AI tools to think bigger and pivot quickly without being constrained by historical technological limits . "You want an entrepreneurial mindset to exist inside of learners in an organization that think differently about using these tools." AI as a Safe Space for Human Growth. One of the most exciting applications is using AI for role-playing, allowing employees to practice difficult conversations and gain confidence without the fear of being judged by a peer . "It's hard to roleplay with a human, because you're worried about being judged... I can see it being much safer to do with a robot." Actionable Takeaway Audit your AI prompts for Human Activation. The next time you use a generative tool, don't just accept the first output. Apply your unique lived experience to pivot the prompt, asking the tool to provide a multi-perspective view or a specific organizational culture lens to ensure the result has the humanity required to drive real business change . Follow Anthony's work at Coursera at https://www.coursera.org/. /episode/index/show/nextpivotpoint/id/40724715

338: What Equity is and How Enable it at Your Organization with Celeste Warren 03/29/2026

337: How to Use History and Personal Gifts to Rise and Resist with Dr. Janice Gassam Asare 03/22/2026

336: Navigating Change in the Allyship Journey with Jennifer Brown 03/15/2026

335: Leading Without Hallways, Building Culture with Teresa Johnson 03/08/2026

334: Men at Work with Jennifer McCollum 03/01/2026

333: How Capacity Erosion Is Redefining Leadership in 2026 with Kathryn Landis 02/22/2026

333: How Capacity Erosion Is Redefining Leadership in 2026 with Kathryn Landis In this episode of Allyship in Action, Julie Kratz is joined by HBR writer, executive and team coach, Kathryn Landis, to explore capacity erosion—the gradual depletion of energy and focus facing today’s leaders. In an era of constant change and cognitive overload, Landis shares how leaders can reclaim their impact by shifting from micromanagement to intentional empowerment and strategic reflection. Key Takeaways Focus on Your "$100 Activities": Leaders often gravitate toward low-impact tasks for a quick sense of productivity. Reclaiming capacity requires identifying the high-level strategic work that only you can do. "Get really clear on what’s the work that only you can do... what you actually could be focusing on that’s going to move the needle the most is perhaps working with your cross-functional colleagues, the other members of the C-suite, to strengthen those ties." — Kathryn Landis Empower Your Team Through Clarity: High-performing teams thrive on a clear purpose and defined decision rights. To reduce your own workload, ensure your team understands exactly what they own and what success looks like. "Do people have a clear purpose? Do people know why they’re a team? Most people know what their job description is... but I was leading an off-site last week; they didn’t know what their team goals were. They don’t know what success looks like." — Kathryn Landis Prioritize the "Lamp Post" for Reflection: Intentional reflection is a non-negotiable for effective leadership. Creating a dedicated space to process information—even just by talking to a metaphorical lamp post—can provide significant mental clarity. "If someone would go and speak to a lamp post for an hour every day at the same time, they’d get 60% of the benefit of coaching... just creating the space and time to be intentional about where you’re spending your time, reflecting on what you’re doing." — Kathryn Landis Connect with Kathryn and take her free team assessment here: https://kathryn-landis.kit.com/3dcf1c4440 /episode/index/show/nextpivotpoint/id/40151920

332: The Future of Employee Resource Groups (ERGs) with Alyssa Dver 02/15/2026

331: How to Nurture Workplace Culture as a Living Ecosystem with Abi Adamson 02/08/2026

330: Beyond DEI, Fixing Workplace Fairness with the FAIR Framework with Lily Zheng 02/01/2026

330: Beyond DEI, Fixing Workplace Fairness with the FAIR Framework with Lily Zheng Lily Zheng is a no-nonsense DEI strategist and best-selling author of DEI Deconstructed and Fixing Fairness. They discuss the limitations of traditional Diversity, Equity, and Inclusion (DEI) initiatives and introduce Lily’s FAIR framework: Fairness, Access, Inclusion, and Representation. Lily challenges the industry’s reliance on "one-and-done" training and advocates for a 90/10 split—prioritizing system-level changes over individual interventions. This conversation is a masterclass for leaders who want to move beyond performative buzzwords to create workplaces that truly work for everyone. Key Takeaways Evolving DEI to FAIR: Lily proposes replacing the broad, often misunderstood terms of DEI with the FAIR framework. This model focuses on whether everyone is set up for success, free from discrimination (Fairness), whether environments allow full participation (Access), if people feel respected and safe (Inclusion), and if employees truly trust their leaders (Representation). The 90/10 Systems: First Approach: Real change happens when organizations spend 90% of their effort on changing systems (incentives, hiring processes, and transparency) and only 10% on individual training. Training alone rarely solves systemic issues and can often lead to the "Cobra Effect," where poorly designed incentives actually make problems worse. Representation is About Trust, Not Tokens: True representation isn't just a "check-the-box" exercise of hiring diverse faces. It is achieved only when people from all social groups Memorable Quotes from Lily Zheng "Rebranding DEI as FAIR will not save us. But reimagining how we conceptualize and execute what we used to call DEI just might." "If you had $10,000 to invest... I'd invest maybe $100 into training. But everything else is going into creating that system, to creating the incentives, to creating the culture." "We have to stop [teaching people how to jump over gaps]... we got to point at the missing stair and go, 'Why is there no stair there? We have to put a stair there.'" Follow Lily Zheng at lilyzheng.co and get their book at https://www.lilyzheng.co/authorship /episode/index/show/nextpivotpoint/id/39819005

329: How to Use Validation to Revolutionize Your Relationships and Leadership Influence with Dr. Caroline Fleck 01/25/2026

329: How to Use Validation to Revolutionize Your Relationships and Leadership Influence with Dr. Caroline Fleck In this episode, I’m sitting down with the incredible Dr. Caroline Fleck, clinical psychologist and author of the transformative new book, Validation. We often talk about allyship as a series of seemingly small, intentional actions, and some of the most profound work happens in the small, everyday moments of how we see and hear one another. Dr. Fleck joins me to pull back the curtain on validation—a skill that is frequently misunderstood but serves as a fundamental prerequisite for belonging and true connection. We dive into her "Validation Ladder" and explore how these techniques can revolutionize not just our corporate cultures, but our personal relationships and how we show up for ourselves. 3 Key Takeaways from Our Conversation: Validation is Not Agreement or Praise: One of the biggest hurdles to being a good ally is the fear that validating a perspective means you agree with it. Dr. Fleck clarifies that validation is about acknowledging the truth in someone’s experience—showing them you’re there, you get it, and you care—without needing to agree with their logic or offer a "good job." The "Validation Ladder" Framework: Effective validation is a tiered process. It starts at base camp with mindfulness (being fully present), moves through understanding (equalizing and contextualizing why someone feels the way they do), and reaches the top at empathy (authentically emoting and taking supportive action). The Power of Self-Validation: Especially for marginalized groups who have been conditioned to "cover" or minimize their feelings to fit in, practicing self-validation is an essential act of reclamation. Using these tools introspectively allows us to honor our own experiences as valid, which is the first step toward showing up as a confident, authentic leader. Follow Dr. Caroline Fleck and get her book at https://drcarolinefleck.com/. /episode/index/show/nextpivotpoint/id/39764445

328: How Equality Wins, the New Vision for Inclusion with David Glasgow and Kenji Yoshino 01/18/2026

327: Leadership Lessons from the Pitch with Ciaran McArdle 01/11/2026

327: Leadership Lessons from the Pitch with Ciaran McArdle In this episode, Ciaran McArdle, CEO of XL Sports World and author of The Soccer of Success, joins Julie Kratz to discuss how the principles of the "beautiful game" can be used to transform corporate leadership. McArdle shares three key strategies for high-performance leadership, drawing parallels between the soccer pitch and the professional workplace: 1. Tailored Leadership: Meet Team Members Where They Are Effective leadership requires a nuanced approach, much like a soccer captain managing a diverse squad. Individualized Communication: McArdle notes that while one teammate may need direct, vocal feedback to improve performance, another might require a quieter, more supportive "arm around the shoulder". Psychological Insight: Leaders must understand the unique psyche of each team member to determine the best way to motivate them and demand their best. 2. The "White Line" Concept: Establish Clear Boundaries In soccer, crossing the white line onto the pitch signifies a complete shift in intensity and mindset. Performance Intensity: While on the "field" (the workplace), teams should maintain high focus and be willing to ask tough questions to drive results. Switching Off: Equally important is crossing back over that line. McArdle emphasizes that once work is done, leaders must normalize stepping away and focusing on recovery to avoid burnout. 3. The 90-Minute Mindset: Protect Deep Work McArdle introduces a "90-minute mindset" for productivity, mirroring the length of a standard soccer match. Distraction-Free Focus: He advocates for scheduling 90 minutes of uninterrupted work—phone on airplane mode and emails closed—to tackle high-impact goals. The "Hattrick of Success": This focus is part of a larger cycle: Plan, Perform, and Recover/Review. Consistent execution in this format allows teams to perform at elite levels without sacrificing long-term mental health. Follow Ciaran McArdle at https://soccerofsuccess.com/. /episode/index/show/nextpivotpoint/id/39629940

326: The Engagement Paradox: Why Leaders and Gen Z Are Both Disengaged with Sean D'Arcy 12/28/2025

326: The Engagement Paradox: Why Leaders and Gen Z Are Both Disengaged with Sean D'Arcy Join us for an insightful conversation on the critical state of workplace culture and talent retention with Sean D'Arcy, Chief Solutions Officer at Kahoot!. Based on their latest research, we explore a startling paradox: many leaders are burned out, and nearly half would give up their title to feel engaged at work. This lack of manager engagement creates a difficult environment for the newest generation, with almost two-thirds of managers finding Gen Z to be the hardest group to engage. Sean D'Arcy dives deep into the findings on both leader burnout and Gen Z's unique needs, covering generational tensions and the path forward. He discusses how to leverage tools and strategies, including game-based learning, to inject fun, social connection, and psychological safety back into the workplace, turning meetings into interactive discussions and fostering a culture where all employees can thrive. Three Key Takeaways for Workplace Culture and Talent Retention The Engagement Crisis Starts at the Top: Nearly half of leaders would trade their title just to feel more engaged at work, with a third admitting to feeling burned out. This disengagement at the leadership level makes it difficult to effectively engage and retain employees, highlighting a lack of investment in the training and tools managers need to succeed. Gen Z Needs Foundational Skills and Belonging: Gen Z is the most difficult generation to engage, with two-thirds of managers citing them as the hardest group to motivate. They often feel "out of their depth" regarding basic workplace operating systems (like email etiquette and meeting facilitation) and crave more structured, gamified learning and real-time feedback that mimics their prior educational experiences. Furthermore, they value strong relationships and a sense of belonging/psychological safety, which is essential for talent retention. Interactive Learning and Culture Building are the Solution: A key strategy for improving workplace culture and talent retention is integrating interactive, gamified tools to facilitate social connection and effective communication. By turning one-way presentations into engaging discussions, companies can break the ice, democratize participation, and gather real-time analytics to understand where employees need more support. This shift supports the inclusive, feedback-driven culture that Gen Z, in particular, expects. Get the full report at: https://kahoot.com/business/workplace-engagement-report-2025/ /episode/index/show/nextpivotpoint/id/39279700

325: When the Business Baby Meets the Biological Baby with Hana Milanov and Amelie Pahl 12/21/2025

325: When the Business Baby Meets the Biological Baby with Hana Milanov and Amelie Pahl This week, I welcome researchers Hana Milanov and Amelie Pahl on their work exploring entrepreneurship through the lens of first-time parents. The researchers interviewed founders who were already deeply identified with their "venture baby" before having a "biological baby," challenging the common narrative that parenthood diminishes career success. They discovered that instead of being a hindrance, parenthood can be a catalyst for positive change in a founder's business and their professional growth. The key finding revolves around two main strategies founders adopt: Founder Firewalling: Keeping the parental and founder roles separate to protect the founder's professional identity and commitment. This often drives professionalization, like delegating or hiring management, to maintain separation. Founder Fusing: Integrating the two roles by allowing the new values and behaviors learned as a parent (like empathy and patience) to redefine and enhance the founder's role. This often leads to a more flexible and human-centered workplace culture. The surprising takeaway? The decision to integrate or separate was not defined by gender but by the individual's approach, with roughly a 50/50 split between the two strategies in their study of high-impact founders. 🌟 Three Takeaways for Workplace Culture and Talent Retention This research provides valuable insights for companies looking to improve their workplace culture and retain top talent, especially parents: Parenthood can be a catalyst for professionalization, enhancing retention: For "firewalling" founders, the need to protect their parental time often led to delegating operational tasks and building out middle management. This forced professionalization of the venture, which, in turn, can create a clearer path for other talented employees to grow and take on more responsibility, serving as a powerful talent retention mechanism. Parental skills enrich leadership and workplace culture: Founders who chose the "fusing" approach brought empathy, better project management, and flexibility from their parental role into the workplace. This shift manifested as a more human-centered company culture that prioritized well-being and flexibility, which are critical factors for retaining all employees, not just parents. Dismantle the "fear factor" to retain high-impact talent: A major hurdle, particularly for women, is the fear that starting a family will diminish their founder role or career trajectory. The research demonstrates that this fear is unwarranted, showing that commitment to the venture often strengthens post-parenthood. By normalizing and openly discussing the integration of family and career (like the Open Source Nanny resource mentioned), companies can retain founders and high-potential employees who might otherwise choose to delay or abandon their career growth. /episode/index/show/nextpivotpoint/id/39253990

324: How To Meet Someone Where They Are At When Everything Is Changing with Mark Scullard 12/14/2025

324: How To Meet Someone Where They Are At When Everything Is Changing with Mark Scullard Mark Scullard is this week's guest from Wiley. Wiley's research recently found that managing change was the biggest area of professional development investment for leaders. He shares how to meet someone where they are at in times of tremendous change. My key takeaways are: Acknowledge and Address the Emotional Toll of Change (The Change Curve): Leaders must understand that employees will naturally experience a period of disorientation and a drop in morale when facing a major change (the "change curve"). The goal is not to stop the dip, but to lessen the depth and the length of the adjustment period. This requires paying attention to the emotional part of change, which is often neglected in favor of focusing on systems and processes. Provide Clarity on the "Why" and the "What's In It For Me" (WIIFM): Leaders often forget that they've already processed the change while employees are just starting. There must be transparency about the why. It is crucial to communicate a consistent, big-picture "Why" for the change to guard against employee cynicism and burnout. Ensure employees understand the "What's In It For Me" (WIIFM)—the benefits for employees impacted by the change. Tailor Your Approach to Different Personality Needs (DiSC Model): Because every employee processes change differently, effective leadership requires personalizing your support based on their personality style. Direct (D) Styles need a sense of control and agency in the decision-making process. Influencing (I) Styles need connection and optimism that things will work out. Steadiness (S) Styles need stability, support, and reassurance around routines and expectations. Conscientiousness (C) Styles need information, understanding, and time/space to process the impact of the change. Follow Mark at https://www.everythingdisc.com/blogs/navigating-change-with-dr-mark-scullard/. /episode/index/show/nextpivotpoint/id/38979565

323: Unpacking the 2025 Women in the Workplace Report with Rachel Thomas 12/09/2025

323: Unpacking the 2025 Women in the Workplace Report with Rachel Thomas Get ready for your annual "Christmas morning" with this deep dive into the 2025 Lean In Women in the Workplace Report. In this candid conversation with Rachel Thomas, Co-founder and CEO of LeanIn.org, we discuss the key findings from the largest study on the state of women in Corporate America. The discussion highlights alarming signals in the data, including a potential rollback in the company's commitment to women's advancement and its effect on women's ambition. Rachel highlights the importance of the often underutilized role of sponsorship and issues a powerful call to action for companies and, critically, for middle managers. Tune in to learn about the fragility of the progress made over the last decade and discover specific, actionable strategies—including the innovative use of manager scripts and accountability measures—to unlock consistent career support and move toward a truly equitable and inclusive workplace. Key Takeaways: Declining Commitment and Ambition: Only half of companies report being highly committed to women’s career advancement, and this lack of commitment is mirrored by a decline in women's ambition, as they are now less interested in getting promoted to the next level for the first time. The Sponsorship Gap is Widening: Men are getting sponsors much earlier in their careers than women, and this gap is even more pronounced for entry-level women who work remotely. Sponsorship, or advocacy-style actions like being introduced to influential people or getting stretch opportunities, is a key lever that is consistently underutilized. Managers are the Key to Unlocking Progress: While managers generally have the right intent, they often lack the time and tools to offer consistent, high-quality, and equitable career support. Companies must treat manager support for career development as a priority by building it into performance reviews and leveraging tools like AI to free up manager time for critical tasks. Get the full report at: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace /episode/index/show/nextpivotpoint/id/39324610

322: Reclaiming Our Agency in Leadership and Life with Jon Rosemberg 12/07/2025

322: Reclaiming Our Agency in Leadership and Life with Jon Rosemberg Jon Rosemberg is the author of the new book, A Guide to Thriving. He was a successful leader in Corporate America and made a pivot to executive coaching. This conversation with Jon was truly insightful, reminding us that workplace culture and retention aren't just HR buzzwords, but are fundamentally linked to our ability to shift from surviving to thriving. My takeaways were: Prioritize Employee Agency to Foster a Thriving Workplace Culture: The shift from "survival mode" to thriving starts when individuals courageously reclaim their agency—the capacity to make intentional choices based on the belief that those choices matter and have an impact. In a workplace culture context, leaders must create an environment where employees feel their decisions are valued and that they have control over their work and well-being. This sense of agency is key to reducing burnout and fostering a motivated, engaged team, directly improving retention. Move Beyond Resilience to Cultivate Sustainable Health and Retention: While resilience is valuable, it's a "low bar"; it focuses on bouncing back from adversity without addressing the underlying causes of stress. A thriving workplace culture must focus on reducing "demands" and increasing "resources." For retention, this means leaders must actively help employees set boundaries and provide the necessary resources—like time for mental health practices (movement, rest, social connection)—so they don't constantly operate in an exhaustive, reactive "survival mode." Small, Incremental Practices are the Engine of Long-Term Transformation: The move from survival to thriving is not a sudden life-breakthrough, but a disciplined practice of small, incremental changes. Utilizing the AIR method (Awareness, Inquiry, Reframing) to challenge limiting beliefs and reframe situations allows individuals to gain context and move forward. In terms of workplace culture and retention, this translates to establishing sustainable, supported daily practices—not just one-off wellness programs—that compound over time, making it easier for employees to manage stress and stay engaged long-term. The biggest lesson is that the most powerful kind of thriving is when we help other people thrive, which should be the ultimate goal for any organization looking to build a successful workplace culture that supports retention. Follow Jon at https://www.jonrosemberg.com/. /episode/index/show/nextpivotpoint/id/38927335

321: The Future of Education in an AI-Driven World with Melissa Loble 11/30/2025

321: The Future of Education in an AI-Driven World with Melissa Loble In my new interview with Melissa Loble, Chief Academic Officer at Instructure, we discussed the evolving educational landscape. She made a few key predictions for the future of education in an AI-driven world: 1. The Blended Curriculum: Academic Content Merges with Human and Career Skills The traditional focus on purely academic content will radically shift. The future curriculum will be a blend that incorporates three critical components: Academic Content: The core disciplinary knowledge. Human Skills (Soft Skills): Due to AI handling entry-level technical tasks, there will be an increased emphasis on human skills like critical thinking, decision-making, problem-solving, confidence, and courage. Educators will need to explicitly teach and build these skills, moving beyond simply teaching the application of theories. Workforce/Life Skills: Education will be directly connected to career and life trajectories, driven by learners (especially younger generations) seeking a clear return on investment (ROI) from their education and questioning the value of high debt. 2. Contextual and Experiential Learning Replaces Rote Memorization The age of simple memorization and regurgitation will end. The new focus will be on creating contextual, personalized, and experiential learning environments. Focus on Context: Educators must shift from solely valuing content (like in research/peer-review) to emphasizing context—the "why" and "how" the content is applied in the real world. Simulation and Application: There will be a greater use of simulations, case-based learning, and hands-on scenarios to help learners practice and apply human skills and technical knowledge, allowing them to fail fast and build competence. AI can assist in creating these complex, customized case studies and learning environments. Practitioner-Academic Collaboration: Higher education will increasingly benefit from practitioners joining the faculty to bring real-world context, working alongside traditional academics to enrich the learning experience. 3. Corporate and Higher Education Learning Forge a Strategic Partnership The line between corporate learning and higher education will blur as both seek to adapt to the needs of the modern workforce. Corporate Learning Shifts: Corporate training will move away from being purely compliance-driven toward a focus on developing human and career-track skills. Employees, particularly Millennials and Gen Z, actively seek employers who commit to developing them as future leaders. Continuous Development: The "one-and-done" training model will be replaced by a commitment to lifelong learning and continuous development. This will include meeting people where they are and using retrieval practice and open coaching to reinforce skills and build resistance to change. Joint Reinvention: Higher education and the corporate world have a significant opportunity to partner and reinvent themselves together to effectively address the blend of technical and human skill development needed for an AI-enabled future. Follow Melissa at / /episode/index/show/nextpivotpoint/id/38912305

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