Explorez tous les épisodes du podcast Lead the People

In this episode, leadership coach Lee Scott explores why so many managers avoid hard conversations and what to do about it. He shares how fear, unclear expectations, and lack of training often hold leaders back from saying what needs to be said.

Lee offers practical tools for building the courage and clarity to step into uncomfortable conversations with confidence. From naming the gap between intention and impact to creating environments where feedback is safe and expected, this conversation is a candid look at the human side of leadership growth.

Key Takeaways:

1. Avoiding hard conversations is often rooted in fear and self-protection.
2. Clarity of expectations is key to building healthy accountability.
3. Managers need support and practice to develop relational courage.
4. Feedback is most effective when it names both intent and impact.
5. Psychological safety starts with leaders modeling honesty and curiosity.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Lee Scott, Founder & Chief Change Agent, Unleashing Leaders: https://www.linkedin.com/company/unleashingleaders/

Unleashing Leaders: http://www.unleashingleaders.com

YouTube Channel: https://www.youtube.com/c/Unleashingleaders

Leadership Conversation Series (Course): https://unleashingleadersuniversity.com/leadership-conversations-series

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, Jaime Nolan, CAE, shares her journey of transforming organizational culture, challenging outdated systems, and leading with authenticity during times of change. With deep experience in association leadership, Jaime opens up about the personal and professional work required to lead transformation from the inside out.

She reflects on what it takes to build trust across diverse communities, how to unlearn old leadership habits, and why discomfort is often the path to growth. From navigating her own identity to rewriting the playbook with purpose, Jaime’s story offers a powerful look at change, inclusion, and resilience.

Key Takeaways:

1. Change starts with doing your own inner work before leading others.
2. Trust is built slowly and requires showing up with consistency and care.
3. Systems don’t transform until leaders are willing to be uncomfortable.
4. Authenticity and vulnerability open the door to more inclusive leadership.
5. Rewriting the playbook means questioning what we’ve always accepted as normal.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Jaime Nolan, CAE, CEO, National Speakers Association: https://www.linkedin.com/in/jaimenolan/

National Speakers Association: http://www.nsaspeaker.org

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, Lissy Alden joins the show to unpack what mental fitness really means and how it applies to leadership. She shares how mindset impacts performance, what it looks like to shift from being hijacked by emotion to intentionally choosing your response, and why self-awareness is the key to change.

Drawing from her experience supporting people leaders across industries, Lissy breaks down how reflection, mental reps, and practical tools can help interrupt old patterns and build new ones. Whether you’re feeling stuck or seeking clarity, this conversation offers simple and powerful insights for rewiring the way you think, lead, and relate.

Key Takeaways:

1. Mental fitness is the ability to notice, pause, and choose a different response
2. Most people operate on autopilot and need reflection to shift out of it
3. Your mindset directly affects how you lead, connect, and perform
4. Simple tools practiced daily can rewire deeply ingrained patterns
5. The goal isn’t perfection, it’s increasing self-awareness and agency

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Follow Lissy on LinkedIn: https://www.linkedin.com/in/lissy-alden/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, executive coach and speaker Kelly Meerbott joins the show to explore how leaders can move from burnout and fragmentation to clarity, connection, and purpose. Drawing on her trauma-informed approach and deep experience with hundreds of C-suite leaders and military officers, Kelly offers a refreshing take on what it means to lead from within.

She discusses how to dismantle outdated leadership conditioning, why emotional clarity fuels courage, and how storytelling can unlock influence and authenticity. From co-founder conflict to middle manager fatigue, Kelly reveals how self-trust, vulnerability, and even humor can rebuild leadership from the inside out.

Key Takeaways:

1. Leadership starts with clarity, courage, and compassion for yourself.

2. Self-trust is the foundation for trusting and leading others.

3. Storytelling is a must-have skill for influence and connection.

4. Discomfort, silence, and failure are part of the leadership process.

5. Your power lies in unlearning who you were told to be and remembering who you are.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Follow Kelly on LinkedIn: https://www.linkedin.com/in/kellyameerbott/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, CEO Andy Allaway of Empire Flippers joins the show to unpack his journey from corporate manager to leading a fully remote, high-growth global business. Andy shares lessons on navigating hyper-growth, building culture in a distributed team, and stepping into leadership during a time of transformation.

He opens up about the challenges of succeeding a founder-led organization, the importance of hiring for cultural alignment, and what it really means to lead through downturns. From hiring missteps to rebuilding trust and clarity, Andy offers practical advice for managers leading through complexity, pressure, and change.

Key Takeaways:

1. You can’t scale culture without defining it clearly first.

2. Growth hides cracks. Downturns reveal them.

3. Trust is built through clarity, consistency, and communication, especially in remote teams.

4. Wartime leadership demands decisiveness, not consensus.

5. Belief in the mission is the foundation for change and resilience.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Follow Andy on LinkedIn: https://www.linkedin.com/in/andyallaway

Empire Flippers: http://www.empireflippers.com

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

Aaron Wagner is the Founder of FromwithN and a leadership coach who helps middle managers lead with clarity and confidence. With over two decades of experience in founder-led companies, he's led teams, built leadership development programs, and has turned around underperforming divisions across the country. He's passionate about helping managers grow because he has been there and has lived it. He currently coaches middle managers one-on-one, on Instagram and through his email newsletter The Managers Minute.

In this episode, he explores the power of high standards, how to separate identity from performance, and the importance of surrounding yourself with people who challenge your thinking. Aaron also opens up about how family shapes his priorities and why true leadership is about creating opportunity for others.

Key Takeaways:

1. Growth starts with getting radically honest with yourself.
2. The right people will elevate your standards and mindset.
3. Conviction comes from preparation and clarity.
4. Leadership is about building others, not just businesses.
5. Identity and performance are connected, but not the same.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Aaron Wagner, Founder, FromwithN: https://www.linkedin.com/in/aaronkwagner/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, Commander William C. Spears of the U.S. Navy joins the show to share leadership lessons forged under pressure, from commanding nuclear submarines to building resilient, high-performing teams.

He reflects on what it means to lead with trust, humility, and a mission-first mindset, offering tactical insights from over two decades in the Navy. Commander Spears unpacks the difference between compliance and commitment, the critical importance of psychological safety, and why character always outlasts charisma. He also explores how today’s leaders can foster accountability, push through chaos, and build cultures of excellence that outlast any one individual.

Key Takeaways:

1. Trust is the foundation of strong leadership.
2. Leaders should aim for commitment, not just compliance.
3. Psychological safety allows teams to think and speak freely.
4. Character is more lasting than charisma.
5. Clear plans help teams perform under pressure.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

CDR William C. Spears

Stoicism as a Warrior Philosophy (book): https://a.co/d/1uxjZHa

Website: https://williamcspears.com

LinkedIn: http://linkedin.com/in/william-spears-89130443/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, workplace culture experts Sara Escobar and Corinne Murray join the show to challenge outdated ideas about culture, design, and how organizations actually function. Drawing from their experience building people-centered environments at scale, they unpack why culture isn’t a vibe; it’s a system, and how thoughtful infrastructure can transform how people show up at work.

From exploring the invisible forces that shape behavior to redefining how we think about belonging, Sara and Corinne share actionable ways leaders can co-create better ecosystems, not just experiences. They also dig into the tension between fast-moving culture and long-term change, the role of physical and digital environments, and why copying Google’s office design doesn’t make your company innovative.

1. Culture needs to be intentionally designed, not left to chance.
2. Belonging happens when systems and behaviors align.
3. You cannot copy-paste another company’s culture.
4. Real connection requires more than just physical or digital spaces.
5. Sustainable change comes from small, consistent actions.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Read WORK Then Place: https://www.amazon.com/dp/1960299972

Follow Sara on LinkedIn: https://www.linkedin.com/in/saraescoux/

Follow Corinne on LinkedIn: https://www.linkedin.com/in/corinnejmurray/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

In this episode, ManageUp founder and CEO Ash Hynie joins the show to rehumanize the way we think about leadership, feedback, and performance. With a background in culinary arts, engineering, and HR, Ash shares how her journey shaped a people-first approach to leadership.

She explains how many managers are promoted without preparation, and how systemic issues like bias and lack of visibility hold employees back. From “last in, first out” layoffs to recency bias in performance reviews, Ash explores how tech can help managers make fairer, faster decisions. Using real-time data and contextual insights, ManageUp supports feedback that aligns with both company values and individual growth.

Key Takeaways:

1. Many managers are promoted without preparation or support
2. Feedback works best when it’s timely and practical
3. AI helps reduce bias and surface hidden impact
4. Promotions reward visibility, not always contribution
5. Marginalized groups are being laid off at record rates

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Ash Hynie, Founder & CEO, ManageUP: https://www.linkedin.com/in/ash-hynie/

ManageUp: http://www.manageup.com/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

In this episode, bestselling author and introvert-at-work expert Jennifer Kahnweiler joins the show to reframe how we think about leadership, presence, and performance in the workplace. Drawing from her updated book The Introverted Leader and years of coaching introverted professionals, Jennifer pushes back on the extrovert-biased norms that dominate many workplaces, from meeting culture to hiring and promotion.

She makes the case for creating introvert-friendly environments, where silence isn’t mistaken for disengagement and preparation is treated as a strength. From her 4 Ps framework (Prepare, Presence, Push, Practice) to strategies for balancing team energy, Jennifer shares research-backed insights and practical tactics for managers and individual contributors alike.

Key Takeaways:

1. Introverts lead best when they can prepare and reflect.
2. Simple tools like agendas and breakouts create inclusion.
3. Bias, not ability, often holds introverts back.
4. The 4 Ps help introverts lead with confidence.
5. Trust starts with 1:1 connection and thoughtful design.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Jennifer Kahnweiler's Book: https://www.amazon.com/Introverted-Leader-3rd-Building-Strength/dp/B0DHWS7K35

LinkedIn: https://www.linkedin.com/in/jenniferkahnweiler/

Website: https://jenniferkahnweiler.com/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

In this episode, futurist, bestselling author, and keynote speaker Jacob Morgan joins the show to challenge today’s assumptions about employee experience. Drawing from his new book, “The 8 Laws of Employee Experience”, Jacob argues that work has drifted into entitlement culture, where accountability is low, standards are blurred, and perks have replaced purpose.

He makes the case for a reset: employee experience is not about yoga rooms or snack bars, but about the mutual exchange of value between people and organizations. From the dangers of abandoning accountability to the need for cultural clarity and resilience, Jacob shares the principles leaders must return to if they want to build future-ready companies.

Key Takeaways:

1. Employee experience is about mutual value exchange, not perks .
2. Standards, accountability, and responsibility must return to the workplace.
3. Perks like wellness programs can’t replace strong leadership and growth opportunities.
4. Culture succeeds when it has clarity and consistency, not when it tries to please everyone.
5. The future of work demands resilience, maturity, and purpose at the center.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Jacob's book The 8 Laws of Employee Experience: https://www.amazon.com/Employee-Experience-Advantage-Jacob-Morgan/dp/1394273991/

Jacob's website: https://thefutureorganization.com/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

In this episode, Andrew Hartman, founder of Time Boss, joins the show to challenge the way leaders think about time. Drawing from his own burnout and breakthrough, Andrew reveals how high-achieving professionals can reclaim control of their calendar, emotional margin, and ultimately their impact not by doing more but by leading themselves better.

He introduces a powerful reframe: stop treating time like credit and start treating it like cash. From commitment plans and chaos buffering to becoming a better boss to your future self, Andrew gives leaders a practical playbook to shift from overwhelm to sustainable, energized performance.

Key Takeaways:

1. Leaders must stop treating time like credit and start budgeting it like cash.
2. Emotional margin is created by making commitment plans not by getting to the bottom of your to-do list.
3. Overextending yourself doesn’t mean more results; it often leads to cognitive overload and diminished decision-making.
4. Delegating, deferring, and chaos-blocking are essential to managing the unpredictable nature of leadership.
5. You are the boss of your future self so lead accordingly and with intention.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Follow Andrew on LinkedIn: https://www.linkedin.com/in/andrewhartman/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

In this episode, Matt Ley, Co-Founder of IPN Advisors and author of Manage Your Gaps, joins the show to explore how fulfillment, energy, and effective management intersect to drive purpose and performance.

He shares how his concept of Fulfillment ROI helps leaders and teams track the energy they invest and the value they receive, revealing simple shifts that can lead to more meaningful, energized work. From his EPIC management model to redefining the difference between rock stars and rising stars, Matt offers a fresh take on what it means to lead well, stay grounded, and thrive in your role.

Key Takeaways:

1. Fulfillment happens when the value you get from work outweighs the energy you put in.
2. Tracking daily energy and value reveals patterns that affect motivation and burnout.
3. The EPIC model helps managers create clarity, alignment, and momentum.
4. Leaders should support both rising stars chasing growth and rock stars who thrive in their current role.
5. Management isn’t about doing more. It’s about enabling others to create more value.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Matt Ley | Co-Founder, IPN Advisors & Author, “Manage Your Gaps”: https://www.linkedin.com/in/mattley/

https://www.ipnadvisors.com/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

After years of hosting this podcast and interviewing incredible leaders, I've identified the tools that solve the most common manager challenges: lack of time, uncertainty about doing things right, and feeling constantly behind.

• #6: BetterUp - Develop People Proactively A scalable coaching platform that helps managers develop both themselves and their direct reports through professional coaching technology, creating accountability and boosting follow-through. https://betterup.com
• #7: Ramp - Streamline Financial Management An expense management platform that automates financial tasks, saving precious leadership time by making expense tracking painless and preserving time for people-focused activities. https://ramp.com
• #8: Miro - Communicate Visually An unlimited canvas collaboration tool that transforms meetings through visual brainstorming, levels the playing field for all team members, and works seamlessly across remote, hybrid, and in-person settings. https://miro.com
• #9: Zapier - Automate Routine Tasks An integration platform that connects hundreds of tools, automating repetitive tasks and enabling leaders to focus on personal branding and strategic relationship building. https://zapier.com
• #10: Reclaim.ai - Master Your Calendar A time management tool that syncs multiple calendars, provides productivity analytics, and transforms your calendar from foe to friend through intelligent scheduling and automated time blocking. https://reclaim.ai

Be sure to check out tools 1-5 in my last episode!

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

After years of hosting this podcast and interviewing incredible leaders, I've identified the tools that solve the most common manager challenges: lack of time, uncertainty about doing things right, and feeling constantly behind.

1.  Todoist - Master Your Time and Tasks A comprehensive task management system that transforms chaos into controlled productivity through recurring tasks, cross-device sync, and seamless calendar integration. https://todoist.com
2. MasterClass - Invest in Continuous Learning An online learning platform offering world-class instruction that helps leaders become well-rounded humans, not just better businesspeople. https://masterclass.com
3. Spring Health - Prioritize Team Mental Health A comprehensive mental health platform that enables proactive rather than reactive approaches to workplace wellbeing and team support. https://springhealth.com
4. Prezzee - Build a Recognition-Rich Culture A flexible employee recognition platform that converts appreciation into personalized gift cards from 360+ brands, making meaningful recognition both easy and impactful. https://prezzee.com
5. Canva - Create Winning Presentations A design platform that empowers leaders to become visual storytellers without requiring design skills, perfect for presentations, social media, and team communications. https://canva.com

Stay tuned for tools 6-10 in my next episode!

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

Additional Resources:

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

In this episode, Mike Zani, CEO of The Predictive Index and author of The Science of Dream Teams, joins the show to break down how behavioral science can transform hiring, culture, and leadership.

From his Olympic sailing background to leading a talent optimization platform used by over 10,000 companies, Mike shares practical insights on what makes teams click and what causes them to fall apart. He explains why most hiring failures aren’t about skills, but about fit, and how leaders can use data to build trust, increase engagement, and lead more effectively.

Key Takeaways:

1. Most hiring mistakes are due to poor behavioral fit, not a lack of skill or experience.
2. Behavioral science gives leaders a data-driven edge in building and managing high-performing teams.
3. Understanding natural drives helps reduce friction, improve communication, and boost engagement.
4. Leadership development is most effective when it’s personalized and grounded in behavioral awareness.
5. Talent optimization is not an HR function, it’s a leadership imperative for any growth-focused organization.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Mike Zani | CEO, The Predictive Index & Author of “The Science of Dream Teams”: 

https://www.predictiveindex.com/blog/author/mike-zani/ 

https://www.linkedin.com/in/mikezani/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/ 

In this episode, Matt Rieck, Chief Human Resources Officer at End Zone Insurance and author of The Employee Retention Bible, joins the show to share proven strategies for keeping your best people. From rethinking turnover as a natural business function to designing better company meetings and succession plans, Matt unpacks practical frameworks to reduce attrition and boost engagement. He also introduces his ABC player model and 3X concept, offering listeners a clear blueprint for cultivating high-performing, future-ready teams. Whether you’re leading a startup or a legacy enterprise, this conversation delivers actionable insights to elevate your retention game.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Key Takeaways:

1. Retention starts with clarity about purpose, path, and expectations.

2. Turnover can be healthy if leaders are honest about performance and potential.

3. Culture is a leadership responsibility, not an HR initiative.

4. The ABC Player model helps leaders invest time where it matters most.

5. Succession planning is a powerful tool for engagement and long-term growth.

Additional Resources:

Matt Rieck CHRO, Inszone Insurance & Author, The Employee Retention Bible

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com

Adam Weber has helped grow organizations, lead people-first teams, and navigate the tension between humanity and performance.

In this episode of Lead The People, Adam Weber and Matt Poepsel talks about why real leadership starts with presence. They unpack the dangers of over-indexing on metrics, how burnout is often hidden in high-performers, and why leading with vulnerability isn’t a weakness — it’s the work. From building connected cultures to redefining success beyond KPIs, Adam shares what it means to create space for both results and rest.

If you’ve ever felt torn between driving outcomes and staying human, this conversation is the permission slip you didn’t know you needed.

Key Takeaways:

1. Real leadership starts with being present, not just being productive.
2. Burnout often hides in your top performers — don’t mistake output for wellbeing.
3. Vulnerability is a strength that builds trust and psychological safety.
4. Culture is created in the daily interactions, not just the big moments.
5. The best leaders balance being people-first and performance-driven.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Adam Weber Executive Coach & Author of Lead Like a Human: https://www.linkedin.com/in/meetadam

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com 

Leigh Elena Henderson spent years in corporate HR — until the system she upheld broke her down.

In this episode, Leigh shares her powerful story of leaving the corporate world behind and using her voice to expose the realities so many employees face in silence. From toxic culture to broken policies, she unpacks the tension between doing what’s “by the book” and doing what’s right. Her viral presence on TikTok isn’t about trends — it’s about truth, transparency, and reclaiming humanity at work. If you’ve ever felt like the system wasn’t built for you — or watched it fail someone you care about — this episode is for you. It’s raw, real, and a wake-up call for anyone who believes people come first.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Leigh Elena Henderson (aka HRManifesto) Founder and CEO of HRManifesto: https://www.linkedin.com/in/leighelena/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

Key Takeaways:

1. HR isn’t broken because of bad policies — it’s broken because people are afraid to speak up.
2. Doing what’s right at work often means going against what’s written in the handbook.
3. Culture isn’t defined by perks — it’s revealed in how people are treated when things get hard.
4. Telling the truth at work can cost you your job, but staying silent can cost you your health.
5. Real change starts when we stop protecting systems and start protecting people.

What happens when people don’t feel seen, needed, or valued at work? In this episode, author and researcher Zach Mercurio joins Matt Poepsel for a powerful conversation on mattering — the often-missing ingredient in modern leadership.

They explore why recognition isn’t enough, how to build cultures where people feel irreplaceable, and what happens when leaders prioritize purpose over pressure. From simple check-ins to intentional affirmation, Zach shares research-backed habits that help people feel noticed, affirmed, and essential — every single day.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Zach Mercurio Author, The Power of Mattering: How Leaders Can Create a Culture of Significance: https://www.linkedin.com/in/zachmercurio/ 

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

Key Takeaways:

1. People don’t just want to succeed — they want to matter.
2. Mattering isn’t a feeling, it’s a result of being noticed, affirmed, and needed.
3. High-performing cultures are built on trust, not just metrics.
4. You don’t need a title to lead — you just need to make someone feel seen.
5. Small, intentional acts of care can change how people see themselves — and their work.

In this conversation, Stephen Sokoler unpacks the evolving definition of mental health and its impact on the modern workplace. As founder and CEO of Journey, Stephen challenges the outdated, reactive approach to mental well-being and calls for a proactive, daily integration of mental health practices into both our personal and professional lives.

He explores the mental cost of multitasking, the illusion of balance, and how burnout stems from environments that ignore the emotional lives of employees. From the stigma of older generations to the openness of today’s workforce, Stephen emphasizes how leadership can foster cultures of trust, support, and psychological safety.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com. 

Additional Resources:

Stephen Sokoler Stephen is the Founder & CEO of Journey, the leading proactive mental health solution for modern companies: https://www.linkedin.com/in/stephensokoler/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

Key Takeaways:

1. Mental health isn’t about fixing what’s broken — it’s about strengthening what’s already working.
2. The workplace should support your well-being every day, not just after burnout hits.
3. Multitasking isn’t efficiency — it’s emotional self-sabotage.
4. Leaders who model emotional openness create cultures of trust and resilience.
5. Proactive mental health is the new baseline for sustainable performance.

In this conversation, Marcel Schwantes discusses the profound effects of toxic management on personal health and workplace dynamics. He emphasizes the need for humane leadership characterized by empathy, kindness, humility, advocacy, and trust. The discussion highlights the importance of understanding love in leadership and how it can transform organizational culture. Marcel shares insights from his experiences and research, advocating for a shift from transactional to relational leadership practices that prioritize employee well-being and engagement.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Marcel Schwantes is a speaker, author, acclaimed executive coach, and an Inc. Magazine Contributing Editor: https://www.linkedin.com/in/marcelschwantes

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

Key Takeaways:

1. Toxic management can lead to severe health issues.
2. Empathy in leadership fosters trust and connection.
3. Organizations often view employees as mere functions.
4. Leadership must evolve to meet the needs of modern workers.
5. Love in leadership is about actionable care for others.

Why do some people rise while others stay stuck, even though they’re just as talented?

In this episode, we sit down with Jason Feifer, editor-in-chief of Entrepreneur Magazine and host of the Problem Solvers podcast, to uncover why most people unconsciously sabotage their own growth — and how to stop.

This conversation is packed with insights for anyone who feels like they’ve plateaued, burned out, or outgrown their current role. Whether you’re a founder, creator, or just someone with big goals — this one’s going to hit.

From Our Sponsor:

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Additional Resources:

Jason Feifer, Editor in Chief, Entrepreneur magazine: https://www.jasonfeifer.com/

Follow Matt on LinkedIn: https://www.linkedin.com/in/mattpoepsel/

Follow PeopleForward Network on LinkedIn: https://www.linkedin.com/company/peopleforward-network/posts/?feedView=all

Learn more about PeopleForward Network: http://www.peopleforwardnetwork.com/

Key Takeaways:

• You never outgrow the fundamentals — you just forget how much they matter.
• Rehearsing isn’t for amateurs — it’s how pros stay sharp.
• Every new level of success demands a new version of you.
• If you can’t maintain it, it’s not worth building.
• Do the things only you can do — and delegate the rest.

Scott Parish is the founder and CEO of HireGuide. Before that, he helped build LinkedIn Jobs & ATS.

In this episode, Matt sits down with Scott to explore how AI is revolutionizing the hiring process. Scott introduces a game-changing concept: shifting focus from "quality of hire" to "quality of hiring decision" - and explains why this distinction could transform how organizations approach talent acquisition. From the staggering reality that 25% of managers regret their hiring decisions to how AI can capture 1000x more structured data than traditional methods, this conversation reveals practical strategies for making interviews faster, fairer, and twice as predictive. Scott also addresses the critical balance between leveraging AI's power while preserving the human connection that makes great hiring decisions possible.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

Key Takeaways

1. Shift Your Focus. Move from measuring "quality of hire" (which includes factors outside TA control like management and compensation) to "quality of hiring decision" (which focuses on process, content, and data quality that recruiters can actually control).
2. Human + AI Beats AI Alone. The most effective approach isn't replacing human decision-makers with AI, but using AI as a "copilot" - similar to how the best chess players with AI outperform AI alone.
3. AI Enables Hyper-Personalization. Modern AI can create truly customized interview content by incorporating company websites, job descriptions, and specific organizational values, moving beyond generic templates to genuinely tailored assessments.

Connect with Scott

Website: Hireguide.com 
LinkedIn: https://www.linkedin.com/in/scottcparish/

Dr. Rosie Ward is a fierce advocate for humanity who is sought-after to help rehumanize workplaces that free, fuel, and inspire people to bring their best selves to work and home each day. She serves as CEO and Founder of Salveo Partners, which was awarded the 2024 Stellar Business Award for best business consulting in the United States, and focuses on future-proofing organizations by strengthening culture and equipping leaders and teams to show up courageously and more effectively navigate change and disruption.

Top 3 Takeaways

1. Fear Not. Leaders often isolate themselves due to fear of vulnerability and outdated beliefs that leadership means having all the answers.
2. Know the Costs. Going it alone creates costly ripple effects: decreased efficiency, stifled innovation, and missed growth opportunities for entire teams.
3. Lead the Way. Modeling vulnerability as a leader creates psychological safety and stronger team connections, not weakness.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"We tend to have a fear of vulnerability and, you know, that's uncertainty, risk and emotional exposure."

"You set the tone for psychological safety on your team by modeling vulnerability."

"We cannot be comparing our behind the scenes to someone else's highlight reel."

"When we let our humanness show, we connect on a human level and other people see our humanness."

"Instead of ‘help’, say, ‘How can I support you?’ because it feels more equal than that implication that you're less than, you're weaker."

"We grow through those challenges... and when we don't bring people in, we lose creativity. We lose that innovation."

"This is not a solo journey. We're neurobiologically hardwired for connection."

Connect with Rosie

Show Up as a Leader (podcast): https://drrosieward.com/my-podcast/

Future-Proofing Leadership: What it Takes to Thrive Amidst Change and Disruption (whitepaper): https://salveopartners.com/future-proofing-leadership-white-paper/

LinkedIn: https://www.linkedin.com/in/rward

Instagram: https://www.instagram.com/drrosieward/ 

Currently serving as the Chief People Officer at California Pizza Kitchen, Shannon is an experienced HR executive with over 20 years in the hospitality and tech industries. Known for driving change, fostering resiliency, and spearheading innovations through a people-centric approach, she has a proven track record of enhancing organizational culture and performance. In addition to her current role, she is also the Vice-President of the Kindness Fund at CPK, a 501(c)(3) peer-to-peer giving program supporting employees in need.

Top 3 Takeaways

1. Get Ready. Resilience is about problem-solving and reaction to challenges. Leaders should build it by focusing on related competencies like communication, emotional intelligence and proactive problem-solving.
2. Stack it Up. Effective accountability requires three layers: individual clarity about expectations, team accountability toward shared goals and leadership that addresses negative behaviors quickly.
3. Seek Harmony. Balance stability and innovation by recognizing team members' natural roles as innovators, implementers, or communicators and fostering awareness of these strengths.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Resilience at its simplest form is problem solving and also your reaction to challenges. So as an individual or an organization, what it does is it strengthens your approach and your perspective to problems."

"Leaders have to model these behaviors, so they have to be transparent about the problems that we're dealing with, involve others in the problem solving. So you're teaching your organization how to become problem solvers."

"You have to be aware of yourself as an organization. Look to make sure that you're not self-inflicting your own problems and creating your own crises and expecting the answer to be employee resilience."

"We have to define what vulnerability is not. It's not weakness. Vulnerability, what that does is it brings a human into leadership. It makes leaders approachable, and that's how you build trust."

"You're really so strong as yourself, but you're stronger as a team... when you empower others around you, when you involve them in this, you get to such a stronger place."

"Everybody's voice matters. Everyone's perspective matters. And so when you give people that sense of empowerment and they feel safe to express that... you've gotta model the behavior that you wanna see as a leader."

"Who you are outside of work is just as important as who you are inside. And if you respect that as a leader, you get so much more."

Connect with Shannon

Website: http://www.cpk.com

LinkedIn: https://www.linkedin.com/in/shannon-kirk-8464463 

Ashley Herd is the founder of Manager Method, a business focused on empowering managers with practical tools to lead effectively. With a background as a General Counsel and Head of HR, Ashley has a unique perspective on balancing legal considerations with people management. She's passionate about making leadership development accessible and impactful, helping managers create positive ripple effects within their teams.

Top 3 Takeaways

1. Know Why. Most managers fail because they lack basic people skills training, not because they're bad people. Organizations too often promote top performers without teaching them how to manage different personalities.
2. Send Help. HR teams want to provide manager training but they lack capacity, not capability. They're stretched thin with compliance work and need scalable, ready-to-use training resources.
3. Join Forces. The best management training comes from internal leaders partnered with external speakers. Combining expert content with internal context creates the most impactful learning experience.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"The problem that I've seen is that people don't get training on the skillset that it is to manage all of these different personalities. You may actively avoid [poor performers] or you just don't work with them as much because you are put on high potential projects."

"What I sometimes say to people is management, why it's so different is if you're trying to figure out what it's like to be a manager is go look at or join your local community Facebook group, and you may think like, how is this person a human being that is walking within the same radius as me?"

"The biggest gap really is a time perspective. HR is a cost center and so it's never gonna be, or rarely ever going to be staffed as it probably should be. The number one priority for HR frequently in reality is compliance."

"It's really often basic free things that people can do to be that good manager. You can build those muscles when you have the right tools of understanding what motivates people."

"I don't want to be a road warrior. Really, people want to hear from the manager. What I love is hearing from HR teams that they had people that said, ‘I didn't want to take this training, but I really liked that.’"

Connect with Ashley

Website: www.managermethod.com

LinkedIn: https://www.linkedin.com/in/ashleyherd 

Naomi Titleman Colla is Co-Founder of future foHRward Inc. (futurefoHRward.com), whose mission is to empower Human Resources (HR), and all leaders of the future to make work better through their weekly newsletter (foHRsight), podcast (the foHRsight podcast), and private community for Sr. HR Leaders (foHRsight+).

Naomi is also Founder of Collaborativity Inc., a Toronto-based consultancy focused on driving progressive talent strategy in this new world of work. She has proven success leading teams and collaborating with senior executives and Boards of Directors to develop and implement creative strategies to maximize employee engagement and ultimately drive business impact.

Top 3 Takeaways

1. Proceed with caution. You should pressure-test AI outputs and maintain healthy skepticism while leveraging automation for efficiency.
2. Take back time. By automating repetitive tasks, you can gain time to focus on coaching, empathy and personalized team experiences.
3. Now’s your chance. As AI handles technical work, you need to develop humanistic leadership skills to add value beyond your technical expertise.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Humans still think that it's cheating if you use AI, and we really have to get over that in order to use it in the best way possible."

"Using AI actually enables you to focus more on the human side if you take some of that repeatable task. That admin stuff and really focus on building those connections with your team."

"Critical thinking is a skill that we need in all aspects of our life and just apply that to AI."

"We're in inning one of a million inning game, and so the tools are not perfect. They're never going to be perfect, but they're going to certainly evolve."

"Leadership development is the number one thing organizations can do right now in a real meaningful way."

"Taking the robot out of the human leaves the human to do what they do best."

"You can't just throw this brand new technology on people's laps and ask them to learn it in their spare time. You have to give them the opportunity to learn."

Connect with Naomi

Website: futurefoHRward.com  

LinkedIn: https://www.linkedin.com/in/naomititlemancolla/

Instagram: https://www.instagram.com/futurefohrward/ 

Dr. Mary Poffenroth is a scientist, professor, and fear/courage researcher. From being adopted at birth to being a first generation college student to her first day at NASA and beyond, Mary has dedicated her life to understanding how best to do scary things. Her work has been featured in Forbes, TIME, Science, TED, Entrepreneur, Cosmopolitan, the Wall Street Journal, SUCCESS Magazine, and Fast Company. Mary has three master’s degrees (biology, psychology, science communication) & a PhD in psychology. Mary shares some of her best stories and strongest courage building, fear fighting neurohacks in her book Brave New You: Strategies, Tools, and Neurohacks to Live More Courageously Every Day.

Top 3 Takeaways

1. Open Up. Fear shuts down our prefrontal cortex, disrupting creativity and problem-solving abilities, which is why managing fear is essential for innovation and leadership.
2. Fact vs. Fiction. There's a critical difference between factual fears (immediate dangers) and fictional fears (stories we tell ourselves), with the latter being more insidious to our wellbeing.
3. At Ease. The RAIN method (Recognize, Assign, Identify, Navigate) offers a practical framework to identify fear responses and implement neurohacks that can calm your brain's fear response.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"If we don't take care of our fear stuff, we can't innovate. We can't be creative. We can't solve complex problems."

"Fictional fear can have a grain of truth, just like a really good fiction book could be based on true events... But it's not true in the moment, and it's not true in totality."

"It's biologically impossible not to feel fear... All those goals and dreams are going to be on the other side of being afraid, because it means you're doing something new."

"We parent like we were parented, we lead like we were led, we teach like we were taught. Unless we put in the energy and the time and the effort to do something differently."

"With AI and technology, things aren't going to get slower. Things are going to get faster and faster and faster. It's easy to really freeze up and feel overwhelmed if you don't have these tools in place."

Connect with Mary

Website: http://hellobravenewyou.com

LinkedIn: https://www.linkedin.com/in/marypoffenroth 

Lisa Gelobter is the CEO and Founder of tEQuitable. Using technology to make workplaces more equitable, tEQuitable provides an independent, confidential platform that makes it easy for companies to improve psychological safety and employee engagement, resolve workplace conflict (including micro-inequities), and uncover camouflaged systemic issues before they escalate.

With 25+ years in the industry and products that have been used by billions of people, Lisa has worked on several pioneering Internet technologies, including Shockwave, Hulu, and the ascent of online video.

Top 3 Takeaways

1. Go there. Conflict is another word for collaboration. Diverse perspectives lead to better outcomes and should be embraced rather than avoided.
2. Set the example. Role modeling the behaviors you want to see is crucial for leaders in order to create inclusive, balanced, and equitable work environments.
3. Get an edge. Heterogeneous teams consistently outperform homogeneous teams because diverse perspectives drive innovation and better problem-solving.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Conflict is just another word for collaboration. If it's a monolith and everybody's kind of marching to the beat of the same drummer, you're not gonna get extended and expanded opportunities."

"That idea of bringing your perspective to the table is actually critical and is your superpower. It's the thing that's going to help make you more successful as well as the organization."

"[Diverse teams] are also the most productive, and the ones that are going to be the most successful."

"A lot of it goes back to role modeling behaviors that you wanna see replicated. Honestly, that's the crux of it all."

"The biggest thing why people come to us is employees don't trust management and HR. That's not a ding against HR and management. It's just being able to talk to a third person. It goes a really, really long way to have a safe place where you can have those conversations."

Connect with Lisa

tEQuitable Website: https://www.tequitable.com

LinkedIn: https://www.linkedin.com/in/lisagelobter 

Rachel Boehm is a leading authority on burnout prevention, workplace stress and sustainable high performance. She empowers decision-makers to protect themselves and their teams against the costs of burnout which can be in the tens of thousands per employee. Her services include leadership coaching, team training, and culture change initiatives, ultimately enhancing employee engagement, retention, and client satisfaction. She holds a national board certification in health and wellness coaching and is a PhD candidate focused on business psychology and worker well-being.

Top 3 Takeaways

1. Step onto the Scale. Burnout is not a binary state but a spectrum ranging from sustainable high performance to complete exhaustion, caused by chronic stress that builds up over time.
2. Fall in Line. Burnout often stems from workplace misalignments in areas like values, workload, community, fairness, and autonomy rather than just individual resilience.
3. Be Vigilant. Self-awareness and recognizing changes in behavior are crucial for identifying burnout, both in ourselves and others.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"It's not a switch. It's a spectrum. So if you think like sustainable high performance, which to me means, okay, like say the duration of your career, 80 percent of the time, give or take because we all have the days. You can show up as the best version of yourself."

"When we're looking at burnout, the canary can only be so resilient. You have to make the mine less toxic or you will run out of canaries."

"If you remember nothing else from this conversation, remember that common and normal are not the same thing."

"Emotions are contagious and leaders especially show, right, especially so that they set that bar."

"Look for changes in behavior or notice changes in your thoughts... You'll feel that off. You'll feel off."

Connect with Rachel

Website: http://www.rachelboehm.com

LinkedIn: https://www.linkedin.com/in/rachelboehm 

Angel Cruzado is the Founder & CEO of Respiris, a company on a mission to reinspire how we approach offboarding. Angel has spent his career in HR with startups, venture-backed companies, and publicly traded Fortune 500 companies. He understands transitions on a personal level, too, having built his own career from the ground up after being laid off and laying 50% of an entire company. His experiences fuel Respiris’ mission: to make sure no one experiences transitions alone.

Top 3 Takeaways

1. Hit Pause. Handling employee transitions with deep empathy rather than transactional approaches reduces company risk and supports impacted individuals and their families.
2. Think Bigger. The "career prayer" approach helps transitioning employees articulate their situation and future goals, activating their network more effectively than just updating resumes.
3. Open Up. Showing gratitude to previous employers and colleagues during transitions creates positive energy that helps navigate the uncertainty of career changes.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"When you're sending an email and you're terminating someone who has been someone's best friend for 10 years in the company, it really sets the tone of people being disposed of, and I don't think you can create culture that way."

"What's happening is that we've sort of desensitized ourselves to humans. We are not taking into account like their own personal journeys and their life story."

"When you terminate someone without deep empathy, you're putting the company at risk, but you're also putting the family at risk."

"Most people when they're displaced by their prior employer, they're just super angry. No man, you gotta show gratitude, like what did you learn at your prior company?"

"If you can share your journey and your path with me in a way that I am inspired by you, I will actually help you find your next gig."

"We are innovating in the last mile of the employee lifecycle."

Connect with Angel

Website: http://www.respiris.com

LinkedIn: http://www.linkedIn.com/in/angelcruzado 

As KidGlov’s founder, president, and chief strategist, Lyn leads their diverse team of talented professionals to drive growth through strategic branding and marketing communications. She has been instrumental in promoting regional and national organizations such as Immanuel, Lincoln Community Foundation, HopeSpoke, St. Monica’s, Regency Shopping Center, MembersOwn Credit Union, Farmers & Merchants Bank, Union Bank & Trust, and Bryan Health.

Top 3 Takeaways

1. Give it a Boost. A strong brand strategy makes everything easier and more effective - from commanding higher prices to warding off competition and building stronger internal culture.
2. All-Inclusive. Branding isn't just about logos and names - it's about messaging, visual identity, and expressing your organization's unique value through comprehensive strategy.
3. Get in Synch. Purpose-driven branding helps organizations connect with audiences who want to align with brands that share their values, creating meaningful impact.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"We like to say that when you have your brand, a strong brand strategy in place, everything is easier. Everything is more effective."

"Why does what you are doing, whether it's a product, a service, a department, a project, why does it absolutely need to exist in the world?"

"What we've done with this Brand Advancement process is we've taken some of those tools that those big brands use and we've made them accessible to organizations with more modest budgets."

"If you wanna stand out, just like the name of the book, Untangling Spaghetti... If I get your attention and you ask why, even for 10 seconds, I win. Right? And that's what the branding is all about."

"One of the hardest things about branding is if you're doing it right, you're probably going to pick something that makes you a little uncomfortable at first because it's different."

Connect with Lyn

Untangling Spaghetti (book): https://a.co/d/6mR9jgm

Brand Advancement (masterclass): https://kidglov.com/brandadvancement

Website: http://www.kidglov.com

LinkedIn: https://www.linkedin.com/in/lynwineman 

Stela Lupushor is on a mission to humanize the workplace. She works with the Conference Board’s Fortune 500 corporations-members on rethinking their workplace strategies; leads Reframe.Work Inc. and consults on how to create inclusive workplaces through the use of technology, human-centered design, people analytics, and future-thinking; and founded amazing.community, a nonprofit extending the work horizon for women. Previously she transformed the workplace at the intersection of technology, analytics, and HR at Fidelity Investments, TIAA, IBM, Price Waterhouse, and PwC Consulting and their clients.

Top 3 Takeaways

1. Freshen up. Traditional job descriptions fail to capture the actual work being done so focus instead on work activities, outcomes, and problems to be solved.
2. Think again. The workplace is no longer a binary concept but encompasses physical, digital, and cultural environments that should be optimized to support different types of workers.
3. Design for the times. Employee experience happens primarily outside HR processes requiring a deliberate design approach centered on a worker’s' journey from brand discovery to daily team interactions.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"How many of us have worked using a job description that matches what we actually do day in and day out? Past day one, if ever."

"If you ask any employee who is not in HR, they will prefer to spend as little if any time with HR processes. The work experience happens on a manufacturing floor, on a team that you work in, in Slack, in your interaction with your managers."

"There's no linear way you cannot know and anticipate all the problems that will emerge during the day or during the administration tenure or during the lifespan of a project. And it's important to find the right people and put them in the right environment to solve the right problems and get out of the way usually."

"People care when somebody cares about them, even though you may not necessarily address the use case they are asking you to address. The sheer fact of asking creates a lot of goodwill."

"You come to work, you trade your time, you trade your talent, you trade your skills, your passion, and you expect something fair in exchange for that. And that fairness is not just the money and the benefits. That's kind of the baseline."

Connect with Stela

Website: http://reframe.work

LinkedIn: https://www.linkedin.com/in/slupushor 

Marshall is a Partner and majority owner of Knight Agency, a marketing firm that builds from inside out. They use storytelling to help companies connect people and strategy, driving performance. He acquired Knight through Meraki Investments, which he founded to invest in companies making a difference. He is also a shareholder of Lockton, the largest family owned insurance brokerage, where he worked for 14 years. He lives in KC with his wife Nora and two children, Miles and Sloane.

Top 3 Takeaways

1. Be Clear. Purpose doesn't require grand social initiatives - it's about clearly articulating why your company exists and how it uniquely serves the world, which motivates both employees and customers.
2. Sync Up. Connected people drive growth through four essential connections: to the company's purpose, to meaningful work, to supportive leadership, and to collaborative teammates.
3. Listen Up. Authentic employer branding requires listening to employees' stories and allowing their voices to create a genuine narrative that builds trust and engagement.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"I think we each have an individual purpose... something where our greatest strengths meets our passion meets the place we can make an impact and I think the same is true for companies."

"Businesses don't exist to make a profit, they're like red blood cells, you need them, you need the profits to make a profit. But really the purpose of the business is why it exists."

"Connected people drive growth and results... the four connections that we talk about are connected to the company, which is really the purpose... connected to the work... connection to the leader... and connection to each other."

"Retention is the obvious business risk that you're running if you have individuals who are out of whack in any of those four quadrants or four connection types."

"Purpose and values really work if the individuals believe them, and they also resonate with their own personal values and why they exist."

"It's not great when people come on to work and they have to feel like they got to put on a different person. And that doesn't feel like a very good fit for work."

"The trust pyramid really starts with vulnerability and being willing to share. Because if you don't do that, you're probably not going to get any kind of ability to have candid conversations and trust with one another."

Connect with Marshall

Website: http://www.knightagency.com

Email: marshall@knightagency.com 

Daniel Chait is CEO and Co-founder of Greenhouse. As a technology entrepreneur in New York for over 22 years, Dan is a frequent speaker on the topics of recruiting and entrepreneurship. He has presented at numerous venues, including the General Assembly, the University of Michigan Center for Entrepreneurship, Launch Scale, DEMO Traction and the Wharton Entrepreneurship Conference. Dan graduated from the University of Michigan with a degree in Computer Engineering (#GoBlue!).

Top 3 Takeaways

1. Set the Intention. Creating a "culture of hiring" is a strategic advantage in today's business environment, requiring orchestrated processes and leadership behaviors rather than just good recruiters or software.
2. Sync up. Effective hiring requires structured interviews with coordinated questions across team members, independent evaluations before group discussion, and intentional candidate experience management.
3. Yes and. AI should augment rather than replace human decision-making in hiring, helping with efficiency while preserving the essential human connection that attracts top talent.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"In businesses of all kinds these days, it really does come down to if you can hire the right person, you can do anything. If you can't hire the right person, it doesn't matter what your idea is, you're not gonna get there."

"I like to call it, it's not artificial intelligence, it's augmented intelligence. These tools are there to help you think and if you think that they're there to make the decisions for you, that's where we get into trouble."

"Most businesses have all kinds of capital... physical capital, financial capital, reputation capital, and so on. The only kind that can create all the other kinds is human capital."

“The difference between the companies where hiring is working really well and everyone else is not about the recruiter... it's about the leadership behaviors."

"When I'm talking to a candidate, in my mind I'm thinking like, whatever other job they're considering, I wanna bring my A game on this one."

“The moment that they applied to a job or looked at a job on your website through the interviews... Are the interviews on point? Do they make sense or am I being asked the same question over and over again?"

Connect with Daniel

Website: http://www.greenhouse.io

Aileda Lindal, widely recognized as "The Business Alchemist," is a conscious leader with over three decades of experience driving innovation and resilience across industries. From leading crisis management for New York City’s medical sector during the COVID-19 pandemic to consulting in aerospace, retail, and banking, her career showcases her strategic vision and ability to deliver scalable solutions under pressure. Aileda empowers business owners and executives with actionable strategies to navigate challenges while maintaining operational excellence.

Top 3 Takeaways

1. Wake Up. Conscious leadership begins with self-awareness - most people operate on autopilot 95% of the time, limiting innovation and perpetuating old patterns in organizations.
2. Own Up. Leaders must first understand their emotions and thought patterns to make better choices, creating a ripple effect that changes company culture and promotes wellbeing.
3. Go All In. True business transformation requires leaders to balance purpose with profit, prioritize physical wellbeing, and develop resilience through consistent mindfulness practices.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Conscious leadership is really more about kind of an operational model. It's understanding how we are designed operationally to work and to flow."

"Most findings from psychology and neuroscience say that we are consciously aware, an average of 5 percent of the time... the other 95 percent we're primarily running in subconscious brain, meaning repeat patterns."

"We're getting a lot of the same thing over and over and over again, right? And so it also makes me kind of like put a question mark in things like, ‘Okay, does history repeat itself?’ Because we haven't evolved and realized how our systems work."

"Our job, though, as leaders is to self evaluate, right, and to have acceptance and adapt. Right? Like our whole lives are about our ability to adapt and grow."

"Humanity really needs to meet technology at the forefront. And that means this self awareness and this ability to remain conscious and consciously aware of the choices that we're making, not just for ourselves, but also that ripple effect of expanding the circle."

"Can I use the word challenge or maybe even opportunity if I dare take that spin on it and a new perspective on whatever it is that's happening on my playing field." "People have to fully understand their purpose and embrace their purpose in order to be strong leaders for the future."

Connect with Aileda

Website: https://askaileda.com 

Conscious Leadership Development: https://askaileda.com/conscious-leadership-development

LinkedIn: https://www.linkedin.com/in/askaileda

Instagram: https://www.instagram.com/askaileda  

David Goodman is Dean of the Woods College of Advancing Studies and Executive Director of the Center for Psychological Humanities and Ethics at Boston College. He also serves on the faculty of three departments: Formative Education, Counseling, Developmental, and Educational Psychology, and Philosophy. Dr. Goodman currently serves as the Series Editor for the Psychology and the Other Book Series with Routledge. He has authored and edited over a dozen books. Co-authored with Matthew Clemente, Dr. Goodman currently has a book under contract with Oxford University Press titled Technology and Its Discontents (forthcoming). Dr. Goodman is also a licensed clinical psychologist and has a private practice in Boston, MA.

Top 3 Takeaways

1. Rest up. Taking intentional breaks between roles can be crucial for leadership transitions. Dr. Goodman took a full month off before starting as Dean to create mental space and prepare for the new position.
2. Put people first. Building relationships and trust should precede organizational change initiatives. Dr. Goodman prioritized connecting with staff and students through informal conversations and structured listening tours before implementing major changes.
3. Strike a balance. The most effective innovation balances speed with inclusivity and collaboration. While quick decision-making with a small team may seem efficient, involving the broader organization often creates better buy-in and more sustainable change.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"I realized the most important thing for me to start with is to just connect with people and to be moving around in this space, getting to know people, what they're doing, having them get to know me, my personality, my sense of humor, to feel sort of allayed of their immediate anxiety."

"I don't want to build lots of new programs to turn them out of the world. I want to build programs that are transformative to the world because of the nature of the student and a lot of those countercultural elements that I think we bring to them."

"Think of Boston College as something of a Navy fleet, many different types of vessels... I see Woods College as a scouting vessel while the whole fleet is moving ever so slowly in one direction together. We're able to go off into the horizon and sort of see what's ahead."

"You lose the long game in getting something up and going in the short run. And so that's a lesson I hate to say I have to learn all the time. Because I—in my rashness—when I want to see things move, I don't always take that seriously."

"The great benefit of being in a place with such a long history and traditions is its stability... The liabilities that come with it are oftentimes that it could just replicate itself, just sort of keep going, keep being what it is without ever really facing a changing world around it."

Connect with David

Woods College of Advancing Studies Website: https://www.bc.edu/content/bc-web/schools/wcas.html

LinkedIn: https://www.linkedin.com/in/david-goodman-18bb165/ 

Tamara Myles is an accomplished consultant, author, and international speaker with over two decades of experience helping leaders improve business performance. She is the author of The Secret to Peak Productivity, which introduced her proprietary Peak Productivity Pyramid framework. Tamara’s insights have been featured in leading publications such as Forbes, Fast Company, USA Today, and Business Insider. She has worked with clients such as Microsoft, KPMG, MassMutual, and Google.

Tamara has a masters degree in Applied Positive Psychology from the University of Pennsylvania, where she also serves as an instructor in the masters program and a trainer for the world-renowned Penn Resilience Program. She is a professor in the Master of Science in Leadership program at Boston College, where she integrates cutting-edge positive psychology research into practical applications for leadership and organizational success.

Top 3 Takeaways

1. Everybody’s watching. 48% of an employee's experience of meaning at work is directly related to their leader's actions and behaviors. This highlights the crucial role that managers play in creating meaningful work environments.
2. It’s elementary. Meaningful work consists of three key components: community (feeling connected), contribution (feeling work matters), and challenge (personal growth). When leaders focus on these elements, they see improved engagement, retention, innovation, and resilience.
3. Links over location. The shift to hybrid/remote work has intensified the importance of intentionally building connections across organizations. Companies need to create compelling reasons for people to come together rather than forcing mandatory office returns.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"We spend more time at work than we do with our family and our friends combined... People say that work friendship is the most important aspect to a happy work life."

"Meaning happens in moments that matter... It's not in these grand big gestures, but in moments."

"Our brains respond to loneliness in the same way as it responds to thirst and hunger. So the same alarms activate in our brains when we don't feel a sense of belonging as when we are hungry and thirsty."

"We found that this role modeling and walking the talk is so important that it is a destroyer of meaning if you say one thing and do another."

"When leaders focus on making work more meaningful, not only do individuals thrive and they are happier... but also the organization performs much better. Engagement is up, retention is up, innovation is up, resilience is up."

Connect with Tamara

Meaningful Work (book): https://amzn.to/4kORS2O

Website: http://www.makeworkmeaningful.com

LinkedIn: https://www.linkedin.com/in/tamaramyles

Instagram: https://www.instagram.com/tamaramyles 

Amber Bardon is the Founder & powerhouse CEO of Parasol Alliance, a full-service managed technology provider that dominates the senior living industry. Under her leadership, Parasol Alliance has become a game-changer, consistently ranked among the Top 501 Managed IT Service Providers in the World for six consecutive years including an incredible #4 global ranking in 2022! Amber’s vision and relentless drive have built an award-winning culture across a multi-state, virtual workforce, earning her the prestigious title of Best & Brightest CEO in the Nation in 2024. She’s not just leading a company, she’s redefining what’s possible in tech and senior living.

Top 3 Takeaways

1. Make remote work work. Despite being 100% remote, Parasol Alliance has built a strong culture through intentional practices like daily team calls, mandatory camera-on meetings, and structured Slack policies.
2. Think different. Coming from an anthropology background, Amber's disruptor mindset helped her innovate in the senior living technology space. Her experiences facing workplace flexibility challenges as a woman and mother inspired her to create a company culture that prioritizes work-life balance.
3. Talk it out. Regular transparent communication, including twice-yearly town halls and CEO welcome meetings with every new hire have been crucial to maintaining culture during rapid growth.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"My goal has always been to create the happiest I.T. Company in the world."

"I think the biggest mistake companies can make with remote work is to treat it like you're working in an office, but you're working from home because that's not what it is. You do have to be intentional and come up with different strategies and policies and processes for that."

"I see myself as a disruptor and I think that has been a big part of our success as a company is because I problem solve from a completely different perspective coming from that disruptor and non-traditional mindset."

"The longer someone is in the wrong role, the bigger impact and problems that you're going to have from that... Our people are our products."

"One toxic person or one person who's causing problems within your culture and refusing to participate can bring so many other people down... You will build the culture and you will start to attract the talent that you want when you are intentional about that."

Connect with Amber

LinkedIn: https://www.linkedin.com/in/amberbardon

Geoffrey leverages a diverse 25+ year career in Human Capital Management, specializing in employee engagement, leadership development, and culture change initiatives in the workplace. His journey has ranged from working for the corporate industry leader, to building his own entrepreneurial start-up from the ground up. Currently he supports innovative employee/patient/caregiver/human experience leaders, nurse and clinician entrepreneurs, and hospital administration, consulting them on and modernizing people and talent activation strategies to make a true impact on those that both provide and receive care. Geoffrey also hosts the Mo-ments of Experience podcast on the People Forward Network.

Top 3 Takeaways

1. Business is personal. Geoffrey's experience with his wife's cancer treatment revealed how every employee interaction, from nurses to food service workers, impacts patient care. Your business is no different.
2. The time is now. Healthcare systems often treat employee engagement as an annual event rather than a dynamic, team-based process. Your feedback systems need to match your operating reality.
3. People treat patients. While healthcare leads in clinical innovation, it lags decades behind in people strategy. The combination of administrative burdens, broken systems, and staffing challenges disconnects caregivers from their original healing purpose. Don’t let this happen to you.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Employee engagement in some industries could be considered a buzzword, but in healthcare, it's a necessity for optimal patient outcomes."

"Healthcare is at the forefront of clinical innovation yet lags 30 years behind the private sector in people strategy."

"I just teach everyone to lead with compassion. It's that simple and everyone buys in and everyone feels like they have their back."

"There's two sides to care as a doctor. There's the science but the most important part is the art. The art is being human."

"The healthcare system was never designed. It just evolved. And as a 24/7, 365 business, it's hard to change the tires on a moving bus."

Connect with Geoffrey

Website: https://www.mo-mentsofexperience.com

LinkedIn: https://www.linkedin.com/in/geoffreypsmith 

Liz Corcoran leads Impact Performance Group’s research and design team, providing custom leadership, sales, and service solutions that enable organizations to deepen client relationships and ignite employee engagement. Liz significantly impacts employee well-being and performance by applying expertise in emotional intelligence, appreciative inquiry, and positive organizational scholarship. Liz is an ICF-certified coach, holds a Bachelor of Science from Boston College, a Master of Business Administration from New York University, and a Master in Applied Positive Psychology from the University of Pennsylvania. She works with the International Positive Psychology Association and resides with her husband and three children in Wellesley, Massachusetts.

Top 3 Takeaways

1. Frame it up. The PERMA framework (Positive emotions, Engagement, Relationships, Meaning, Accomplishment) provides a roadmap for workplace wellbeing as relationships are the most predictive factor of employee health and retention.
2. Meet the moment. Leaders can combat workplace loneliness and boost engagement by creating intentional moments for connection and by encouraging team members to leverage complementary strengths.
3. Look again. Finding meaning at work is possible in any role by reframing tasks in terms of their impact on others and aligning work with personal values.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Every day I'm dealing with someone's special moment.. I'm making memories with these people. The way I make it joyful for them and comfortable for them and meaningful so they could celebrate."

"Positive emotions allow us to broaden our view and build resources for resilience.When we're having more fun or we bring our best self, we're more creative."

"We want to bring our authentic self to work.One way to do this is to get to know others and let them get to know you. And so these micro moments, we capitalize on those."

Connect with Liz

Website: http://www.impactpg.com

LinkedIn: https://www.linkedin.com/in/liz-corcoran-105a575/ 

Transformational Life Coach Anissa Zabriskie is an Amazon International Bestselling author, speaker, and certified career and business Coach. Anissa uses her experience working in Fortune 50 companies as a Human Resources Executive to bring encouragement, education and love to empower others to reinvent themselves and define their ultimate mission in life and business so that they can live amazing lives and leave their unique and positive mark on the world. She knows that no matter where you come from, or what you’ve been through, You Can Always Begin Again!

Top 3 Takeaways

1. Size matters. Large companies offer advantages like brand recognition, robust benefits, and extensive networking opportunities, but require specific strategies to avoid employee isolation.
2. All together now. Employee Resource Groups (ERGs) and buddy systems help large organizations create community and prevent workers from feeling lost among thousands of colleagues.
3. Freshen up. Career reinvention often stems from burnout or stagnation, requiring both personal reflection and practical steps like updating resumes and practicing interview skills.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"I just felt like I was losing my professional identity... profoundly something has got to change."

"As a coach, your role is to ask probing questions to help your clients resolve the situation themselves."

"Many times if you've been on a job for 10 plus years, you have not interviewed for another position... you just want to make sure they understand or have a good foundation for interviewing."

Connect with Anissa

LinkedIn: https://www.linkedin.com/in/anissaz

Sparking Transformation: 1000 Conversation Starters for Life Coaches (book): https://a.co/d/c2mXcKF 

Amy Bayer is the Global Director of DE&I, Engagement, and Culture at Duck Creek Technologies. In this role, she leads strategic efforts to foster a diverse, equitable, and inclusive workplace while promoting a culture of belonging. Amy’s experience spans nearly 20 years across multiple industries, including technology, publishing, manufacturing, and healthcare. Prior to this role, she held key HR positions, including HR Business Partner at Duck Creek Technologies and HR Manager at McGraw-Hill Companies. Amy’s work focuses on empowering employees through grassroots initiatives, driving meaningful change, and fostering leadership from within.

Top 3 Takeaways

1. Go all in. Successful company culture requires intentional leadership engagement, from CEO participation to employee-led initiatives like ERGs and cultural ambassador programs.
2. Do remote right. During remote/hybrid work transitions, structured onboarding and deliberate relationship building become critical for employee engagement and retention.
3. Take the chance. Taking career risks and overcoming self-doubt requires courage and self-affirmation, but can lead to significant professional growth and fulfillment.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"I've never worked at a company where I've seen such engagement in the survey... because of that, I feel like we have to honor that and respect it."

"I got the courage. It wasn't ever that I lacked the confidence. I think it was just really the way that I was viewing my own self and speaking to myself."

"It's not always the words that he says, it's his actions... when things get hard, he doesn't back away from these kinds of activities that we're doing."

"I made some of the closest relationships during that time... the building of trust and relationships, it is possible."

Connect with Amy

LinkedIn: https://www.linkedin.com/in/amy-bayer-812ba8104

Duck Creek Technologies: http://www.duckcreek.com 

Stefanie Adams is a keynote speaker, training facilitator, adjunct university instructor, former elected official, wife, and mother; for those who know her best, she is "Cheerleader Stef", which personifies her personality and leadership style. She has over 20 years experience leading and training in corporate, non-profit, and government settings. In 2024, she added author to the resume, publishing her first book, CheerLEADERship: Strategies to Build and Support Human-Centric Workplaces for the Future. She earned an M.Ed. in Multicultural Education in 2008.

Stefanie has worked as an organizational consultant for Johns Hopkins University School of Education (Baltimore, MD), served as Director of Customized Training for Cape Fear Community College (Wilmington, NC), and more recently, she led the corporate training function for CastleBranch (Wilmington, NC).

In early 2020, Stefanie founded WNY People Development. In her role as Chief Empowerment Officer, she provides leadership training, coaching, and keynote presentations to grow the next generation of leaders. Her main areas of expertise are building high impact teams, first time/front line manager development, women in leadership, and engaging multigenerational workforces with a focus on millennial and Gen Z employees. Since company launch, she has developed and facilitated leadership solutions for clients in various industries including construction, healthcare, higher education, hospitality, human resources, manufacturing, pharmaceuticals, public service, real estate, and non-profit management. Her professional affiliations include SHRM and the Lower Cape Fear Human Resource Association. She serves on the Board of Directors for the Boys and Girls Clubs of Southeastern NC, and she was nominated as a YWCA Woman of Achievement in 2022 for her service as School Board Chair during the Covid pandemic.

Top 3 Takeaways

1. Mix it up. Successful teams require diverse working styles that complement each other, just as cheerleading squads need different positions to function effectively.
2. Trust counts. Building trust through genuine connection and understanding team members' personal motivations is essential for creating high-performing teams in today's workplace.
3. Dial it in. Leaders must calibrate challenges based on individual team members' goals and current circumstances, similar to how cheer coaches adjust practice intensity based on their team's situation.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"In cheerleading you only can succeed together because it is the only sport where you physically build on each other. And that's what work is today. It is all team-based."

"You cannot build trust on a team until you know somebody. And if we don't know somebody, I'm not gonna want to work with you. I'm not gonna feel safe to ask you for feedback or to give you feedback."

"If you're challenging someone and providing them with information that's going to help them be better at their job and you're doing it by keeping their integrity at the heart of your message...you've done your job."

"If we celebrate the small, small wins, if we highlight those small wins, that is going to remind us, let's keep doing this...Happy people are engaged workers."

"Cheerleadership is not about toxic positivity. It's about recognizing what we're capable of and working towards it as a team."

Connect with Stefanie

CheerLEADERship (book): https://a.co/d/eTYuKPy

LinkedIn: https://www.linkedin.com/in/stefaniezadams

Website: https://wnypeopledevelopment.com 

Traci Austin, is a certified coach and HR professional with over two decades of experience bridging the gap between the C-suite and HR leaders in aligning the business strategy to the business results. She is focused on partnering with leaders at all levels to create fulfilling work. This is done by focusing on 4 levers of engagement: Fit to role, Leadership, Team and Cultural alignment to the strategies and core values to meet the business outcomes.

Traci uses her coaching, consulting and training expertise to serve organizations through the Leadership Development Program, Team Retention Program and group coaching for HR professionals. She is a highly sought after expert on these topics. She hosts a weekly podcast titled, The People Strategy Podcast with Traci Austin and has been distributed to thousands of HR professionals and business leaders across the globe.

She is the Chief Strategy Consultant and owner of Elevated Talent Consulting, a certified women owned business, that partners with leaders in the mid-level manager roles and HR professionals to bridge the gap with both their team and the executive team in exceeding performance expectations while being fulfilled in their work.

Top 3 Takeaways

1. Clear is kind. Clear communication of outcomes and priorities is essential for accountability. Leaders should verify alignment with team members on priorities and document meeting outcomes with specific action items and deadlines.
2. Reframe the pain. Complaints are actually unnamed requests. Effective leaders respond with curiosity rather than solutions, which helps team members identify and articulate what they really need.
3. Lead don’t solve. Developing others requires leaders to resist solving problems themselves. Instead, we should use questions to guide our team members through problem-solving so they can build these skills for themselves.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Every complaint truly is just an unnamed request."

"So often there's fear in that. So we don't say anything and we keep going in this cycle, which increases stress and that increases burnout and frustration 'cause we're not hitting our goals."

"We can't effectively hold somebody accountable if we aren't in agreement on what we're holding them accountable for."

"If you find yourself holding back and not wanting to enroll someone and uplevel them in a specific area, I think it's really important to ask yourself, ‘Why don't I want to give up this piece?’"

Connect with Traci

LinkedIn: https://www.linkedin.com/in/traci-austin

The People Strategy podcast: https://elevatedtalentconsulting.com/podcast-2

Leadership Development program: https://elevatedtalentconsulting.com/leadership-development

Dr. Alise Cortez is the Chief Ignition Officer at Gusto, Now!, a human and organizational transformation consultancy specializing in unleashing business results by igniting and growing high-performance teams passionate about delivering on the organizational mission. The resulting rewards? Higher engagement, performance, innovation, retention, customer delight, and thus profitability. Dr. Alise is also an organizational psychologist and logotherapist, inspirational speaker, researcher, author, and host of the Working on Purpose podcast, and she is bent on awakening people and organizations to their passion and purpose and inspiring them to make a contribution worthy of their one, precious life.

Top 3 Takeaways

1. Do the math. Inspired workers are 225% more productive than merely satisfied workers. This means it’s crucial for businesses to focus on inspiring—not just satisfying—employees.
2. All for one. Every generation brings value to workplace culture. From Boomers' dedication to Gen Z's purpose-driven approach, we each advance how we can work best together.
3. One for all. Companies that prioritize all stakeholders—employees, customers, community, and environment—rather than only shareholders create stronger, more sustainable and more responsible businesses.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"Meaning is our source of fuel... our purpose is really that overarching, compelling directive force that tells us where to put those energies and efforts."

"I believe every generation just advances and makes us better... every generation has added to that... that makes us a better version of our species."

"If the productivity level of a satisfied worker [is] a level of 100, then... the engaged worker is actually at a level of 144. The inspired worker [is] 225. So it takes two and a quarter of the satisfied people to make one inspired person."

"When all of your stakeholders are really firing on the same level, they're really cued into and they buy into your purpose... now you're really cooking with gas."

"People became so much more conscious of ‘what did they want’ from their life and their work because for... many of them, the first time in their whole entire lives, they were forced to stop."

"I think that increasingly... there is a higher consciousness that people do expect... that we will do our very, very best with and through business. And that means that we treat all of our stakeholders well."

Connect with Alise

Website: https://alisecortez.com

LinkedIn: https://www.linkedin.com/in/alisecortez

As Bonusly's Chief Customer Officer, Debra combines her passion for an exceptional customer experience with her drive to empower companies to connect, motivate, and engage their employees to build winning workplaces. Prior to Bonusly, Debra was the VP of CS at Beamery and the Chief Client Officer at Namely, to name a few. She has over 25 years of experience in senior leadership roles in Human Resources ranging from in-house HR leadership to HR Consulting, Outsourcing, Client Services, and Customer Success working directly with HR teams across a variety of industries. She currently resides in Fort Worth, Texas with her husband.

Top 3 Takeaways

1. Dial it in. Recognition needs to go beyond generic praise to be specific and meaningful. It should connect individual contributions to company values and business outcomes.
2. Make the connection. In remote work environments in particular, leaders must create opportunities for connection and recognition. There are no hallway conversations online.
3. Frequency counts. Career development should happen in the flow of work through regular coaching conversations and recognition. Aim for a weekly basis if not even more frequent.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"You have to reimagine the traditional top down recognition and rewards as a system that creates culture, a culture of positive recognition and influences the right business outcomes. So moving from just feel good to feel good and do good."

"There's a real connectivity to helping the business achieve its objectives by helping people feel valued and recognized for the great work that they're doing."

"When we shifted overnight to remote work for everyone... we lost a sense of connectedness and the ability to build real relationships in the workplace... we have to reimagine how we gather around the proverbial water cooler."

"Every generation that comes into the workplace gets this pushback on their expectations... but really the greatest value that each generation brings is that they push the envelope. They take what the prior generation did, and they push it further because they see a different possibility."

"Generic recognition, like 'great job,' or 'thanks for holding the door open' doesn't cut it. People see right through that... You have to be specific. You need to take the time to say something meaningful about what they did or how they did it."

"Recognition and catching people at their best, whether it's living the values or achieving great outcomes is one half of the career development equation... The other piece of it is constructive feedback."

"We've made career development this big thing over there that we have to stop everything else to do... That's not how the world works. We move much faster than that. If you're not looking at this on a weekly basis as part of your normal rhythm of how you engage with your team members, then you're missing out on the real opportunity there."

Connect with Debra

Website: https://www.bonusly.com

LinkedIn: https://www.linkedin.com/in/debrasquyres

As CEO, Geng leads a team of passionate change leaders to deliver software for nonprofit organizations that empowers them and their volunteers to more easily serve their communities. Prior to Civic Champs, Geng co-founded and sold two companies which were both based in Pittsburgh! The first, RentJungle.com was an apartment search engine and the second, Community Elf, was a social media management agency. Geng is also a former McKinsey & Company consultant and a graduate of Michigan State University and Harvard Business School.

Top 3 Takeaways

1. Shift Value. Social impact companies can attract talent at a 30% discount to market salaries since employees are willing to earn less to work for a mission they believe in.
2. Line it Up. Unlike traditional businesses where growth and impact may diverge, Civic Champs' business model creates direct alignment - as they grow revenue by serving more nonprofits, their social impact automatically increases.
3. Open the Door. While all generations value social impact, Gen Z is more likely to actively push for change and make career decisions based on their values compared to millennials, for example, who may have felt constrained by economic conditions.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

"You can't have impact if you have no money."

"You get about a 30% discount... because people are just more willing to work with you because they say, 'Hey, you know, even if it doesn't pay as much, I still want to come here because it does a thing that I really believe in.'"

"People aren't dumb. They're not going to buy things that aren't helping them... our ability to charge and to have nonprofits pay right shows that we're actually creating value for them... The bigger we grow, the more impact we have."

"As you get older... having some sort of social impact becomes more and more important... when you have a business that is not as perhaps invested in just social impact, it can be less motivating at times, especially when the times are hard."

"If you ask the nonprofits... they would feel an obligation [to operate efficiently] too, because when donors give you money... there's sort of an obligation... that you're entrusted with to make the most out of those dollars."

"Millennials and Gen Z share very common values. But the main difference is that Gen Z acts on those values a bit more... they're pushing their employers to sort of align to their values."

Connect with Geng

Website: http://www.civicchamps.com

LinkedIn: https://www.linkedin.com/in/gengwang

Tom Riggs is passionate about helping organizations unlock the power of people, leaders, and teams. With over 25 years of experience spanning HR, Operations, and Marketing, Tom’s unconventional career path from SVP of HR to COO and entrepreneurial CEO has given him a unique perspective on driving performance. Now, as CEO of MindWire, an Elite Predictive Index Certified Partner, Tom uses his straightforward and compassionate approach to bring data-driven talent solutions to leaders of all industries.

Top 3 Takeaways

1. Let go. Your prior abilities may have gotten promoted to the leadership ranks, but if you keep doing them, they will hold you back. You’ve got to learn to delegate properly.
2. Make time. Don’t fall into the trap of thinking you don’t have time to delegate. Tom’s research indicates that leaders can actually get several hours back each week once they learn to delegate.
3. Step up. After you’ve freed up your precious time, two things can happen. First, you can grow your team through the items you’ve delegated. Second, you now have space to do the next-level things only you can do.

From Our Sponsor

The Predictive Index (PI) is an award-winning talent optimization platform that aligns business strategy with people strategy for optimal business results. More than 60 years of proven science, software, and a curriculum of insightful management workshops make PI the solution for any company looking to design great teams and culture, make objective hiring decisions, foster engagement, and inspire greatness in their people anywhere in the world. More than 10,000 clients and 480+ partners use PI—including Nissan, Citizens Bank, Subway, Blue Cross Blue Shield, and Omni Hotels—across 90+ countries. Learn more at predictiveindex.com.

From the Source

“ That's the fastest, most effective way to develop any person in your organization. Not just delegate tasks, but delegating real authority to people.”

“ It's terrible, not just for the leaders, but for the people they're not delegating to for certain.”

“ Some of the nature of the most important leadership skills are a bit nebulous. You can't check the box that you for sure won or lost today. It's kind of, ‘I got to move the ball down the field a little bit at a time.’ And so that lack of that tangible ‘I won’ also works against people in leadership who are generally in leadership because they like achieving and they like succeeding. They're not slowing down to say, ‘Wait a second…what's the consequence of me not doing this?’”

“ We use PI data with people to help them better understand themselves as a delegator.”

“ Our philosophy with leaders is ‘all oars in the water’, meaning you should have a delegation plan for every direct report.”

“A lot of times, leaders don't actually know ‘What is it I'm supposed to deliver and be good at in this role?’ That's a critical piece to understand because then it tells you ‘How do I need to gas pedal my strengths and know where I have to adjust on my gaps?”

Connect with Tom

Delegation Mastery (resource): https://mindwiregroup.com/delegation-mastery/

Website: https://www.mindwiregroup.com

LinkedIn: https://www.linkedin.com/in/tomriggs