Do you feel compelled to work? Is your work difficult to stop thinking about? Are you upset if you have to miss a day of work? Do you tend to work beyond the actual requirements of your job? If so, you might be a workaholic–and so are almost half of U.S workers. Our guest today is Malissa Clark, author of Never Not Working: Why the Always-On Culture is Bad for Business–and How to Fix it. Malissa is an associate professor of industrial and organizational psychology at the University of Georgia, where she has been on faculty since 2013, and she joined us for a deep conversation all about workaholism–what it is, why it matters, and what we can do about it. If you care at all about your work and your life, this is simply an episode you can’t miss. 

Links and Other Information

Malissa's book, Never Not Working: https://www.amazon.com/Never-Not-Working-Always-Business/dp/1647825091 

Malissa Clark’s website: https://www.malissaclark.com/ 

Malissa Clark on LinkedIn: https://www.linkedin.com/in/malissa-clark-0387991a/ 

All episodes plus MUCH more: Elevating What Works

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Love them or hate them, meetings are everywhere. But we really do need good meetings for teams and organizations to work. Steven Rogelberg is the world’s top evidence-based expert on meetings. He’s the author of the 2019 hit book The Surprising Science of Meetings and more recently, he wrote and published a new book, Glad We Met: The Art and Science of 1:1 Meetings. It’s a fascinating and useful look at how we can truly use intentional, thoughtful one-on-one meetings to create stronger relationships, better workplaces, and maybe even a better world. Tune in for this wonderful, jam-packed conversation with the one and only Steven Rogelberg. 

Links and Other Information

Glad We Met: The Art and Science of 1:1 Meetings - https://www.amazon.com/Glad-We-Met-Science-Meetings/dp/0197641873

The Surprising Science of Meetings - https://www.amazon.com/Surprising-Science-Meetings-Lead-Performance/dp/0190689218 

Steven Rogelberg’s website - https://www.stevenrogelberg.com/ 

All episodes plus MUCH more - Elevating What Works

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The marvel cinematic universe, or MCU, comprises 29 films that together have pulled in $27.432 billion in total revenue. And industrial and organizational psychologists Gordon Schmidt and Sy Islam argue that there’s plenty that we might learn from these films. In fact, they go deep into this topic in their book, Leaders Assemble: Leadership in the MCU. Tune into this great conversation about how we might learn about leadership from popular culture, and more specifically, from superheroes. 

Links and Other Information

Leaders Assemble! Leadership in the MCU (Amazon)

More about Sy: Twitter, LinkedIn, website, ResearchGate

More about Gordon: Twitter, LinkedIn, ResearchGate

Popular culture blog posts: 

• What Should Matthew Be Doing? A Job Analysis for being a Raven
• Hidden Figures, Hidden Talent
• Building Wakanda for Team #SIOP
• Job Analysis of an SNL Host
• Parks and Recreation: A Workplace Sitcom for your IO, OB, or HR class
• May the Fourth of Networking Be With you 

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Today we have the pleasure of learning from Kate Ball.  Kate is the Director of Talent and Leadership Development at a large tech company and she’s been an officer in the U.S. Navy since 2002.  Kate is going to share her story about finding what is possible in your life and career.  We'll also discuss the circuitous nature of careers and navigating possibilities.  And, chat about the importance of finding purpose and implications for all of us.

This podcast is about human flourishing at work AND BEYOND. Work and non-work are often intertwined, but if we’re to flourish in life, we need to pay attention to the full spectrum of human flourishing. Today’s episode is probably a little more on the “beyond” side of the spectrum.  We discuss:

• What is your identity and why is it important?
• Work identity and the benefits of a more complex identity.
• Developing a balanced “you.”

Links & Show Notes

• Like us on Facebook! https://www.facebook.com/TheIndigoPodcast/
• Subscribe on YouTube! https://www.youtube.com/channel/UCdek-k3uDlmX5FPuOAbqoAg 
• Cerulo, K. A. (1997). Identity construction: New issues, new directions. Annual Review of Sociology, 23(1), 385-409. https://www.annualreviews.org/doi/full/10.1146/annurev.soc.23.1.385 
• Caza, B. B., Vough, H., & Puranik, H. (2018). Identity work in organizations and occupations: Definitions, theories, and pathways forward. Journal of Organizational Behavior, 39(7), 889-910. https://doi.org/10.1002/job.2318 
• https://www.theatlantic.com/magazine/archive/2014/12/the-real-roots-of-midlife-crisis/382235/
• https://www.theatlantic.com/family/archive/2018/05/the-invention-of-the-midlife-crisis/561203/
• https://www.amazon.com/Effortless-Mastery-Liberating-Master-Musician/dp/156224003X  effortless mastery by kenny werner
• https://www.amazon.com/Intimacy-Desire-Awaken-Passion-Relationship/dp/0825305675 

Today's podcast is on the subject of virtual meetings. 

Fun fact:  Zoom has surpassed 300 million daily meeting participants as of April 2020. 

To help us present the best evidence on how to run better meetings, we have guest, Lea Williams.  We will discuss:

• The proliferation of online meetings
• Pitfalls and opportunities
• Implications for people and organizations

Lea Williams, a proud caretaker of two greyhounds living in the Queen City (Charlotte, NC), is an organizational scientist with a passion for researching workplace meetings and helping nonprofit organizations. Her prior industry experience includes work at Duke Energy, TIAA, and Ingersoll Rand, and consulting with dozens of nonprofit organizations. Lea earned her Ph.D. in organizational science and master’s degree in industrial and organizational psychology from The University of North Carolina at Charlotte and her bachelor’s degree in psychology from Davidson College.

Links:

https://www.backstage.com/magazine/article/need-know-tips-acting-camera-4073/ 

https://www.theverge.com/2020/4/23/21232401/zoom-300-million-users-growth-coronavirus-pandemic-security-privacy-concerns-response 

https://www.linkedin.com/pulse/answering-9-questions-making-virtual-meetings-better-steven-rogelberg/ 

https://www.amazon.com/Surprising-Science-Meetings-Lead-Performance/dp/0190689218

Today, we talk with Dr. Warren D. Everett and end up with a moral case for opening the economy in the wake of Covid-19.  Dr. Everett has practiced medicine for over 40 years, is a retired medical school professor from the University of AL, and has specialties in Aerospace Medicine and Family Practice.  He also has a B.S. in Economics from the United States Air Force Academy.  Specifics we address:

• How pandemics end: medically vs socially
• Psychology of exhaustion and self-control
• The role of organizations and leaders as we move forward

Many of us have worked for someone we suspected might be a narcissist, or maybe have simply wondered, "What's wrong with this person?" Some of you may not be able to get enough of yourself.  In this episode we talk about Narcissism and leadership.  

• What is narcissism?
• What do narcissistic leaders do in organizations? 
• How to spot, avoid, and deal with narcissistic leaders around you.

"Narcissism and self-deception are survival mechanisms without which many of us might just jump off a bridge.” –Todd Solondz

This episode is all about the mighty dollar's relationship with humans and work.  We dive deep into:

• Does money motivate people at work?
• Your relationship with money and why that matters
• Implications for organizations and for us as individual people

Show Notes

Pfeffer, J. (1998). Six dangerous myths about pay. Harvard Business Review, 76(3), 109-120. https://go.gale.com/ps/i.do?id=GALE%7CA20567116&sid=googleScholar&v=2.1&it=r&linkaccess=abs&issn=00178012&p=AONE&sw=w 

Dunn, E. W., Aknin, L. B., & Norton, M. I. (2008). Spending money on others promotes happiness. Science, 319(5870), 1687-1688. https://science.sciencemag.org/content/319/5870/1687.long?casa_token=03XvPmXw4IQAAAAA:_x-EIemt8mCnQKZGCxXszH3R4fkqdv1FHOE4jayec-o6udPIB-prtimDg_MpP7PoWUwpObVE_62N6A 

Boyce, C. J., Brown, G. D., & Moore, S. C. (2010). Money and happiness: Rank of income, not income, affects life satisfaction. Psychological science, 21(4), 471-475. https://journals.sagepub.com/doi/full/10.1177/0956797610362671?casa_token=oef6k-m0a68AAAAA%3As-guoATHc76FfWzS6q4yrGZFdTzrZr65Nh5MCi9Z-GI6FPsMSWBog3wi1H7hEYK4-m7ezBbS9tpf

Quoidbach, J., Dunn, E. W., Petrides, K. V., & Mikolajczak, M. (2010). Money giveth, money taketh away: The dual effect of wealth on happiness. Psychological science, 21(6), 759-763.

https://journals.sagepub.com/doi/full/10.1177/0956797610371963?casa_token=jbNlYjbnCssAAAAA%3ANAN5GsOaZLvkTFkY4i6l8Vrezb8LkwFM6pqDgxQnzw6_hQmo_iEIaozuqUNbzx4yhc-C-NTKWqo6

The Birth of the New American Aristocracy: 2018 article in The Atlantic: https://www.theatlantic.com/magazine/archive/2018/06/the-birth-of-a-new-american-aristocracy/559130/

Would you like to go back to high school?  For many, the deciding factor in answering this question would be popularity.  And, for those of us who perhaps despised high school, the "adult" world can be quite disappointing when we realize popularity contests don't go away.  All potential cringing aside, in this episode we discuss:

• What is popularity and how does it relate to the workplace?
• How do people achieve popularity and what happens if you are popular? 
• What does popularity have to do with flourishing in life?

We couldn't help it....we love Ice Cube.  But alas, today's episode is about managing your emotions.  Once you understand how your mind works you will be able to hack it.  Others' behaviors will likely make more sense as well.  So we dive deep into: 

• What is self leadership and how is managing one's emotions part of it?
• How understanding how your mind works is the key to “hacking” your future
• Using this understanding to improve your interactions with others

Show Notes

George, J. M. (2000). Emotions and leadership: The role of emotional intelligence. Human Relations, 53(8), 1027-1055. https://journals.sagepub.com/doi/abs/10.1177/0018726700538001 

Difficult Conversations podcast: https://www.indigotogether.com/indigopodcast-1/difficult-conversations

Chimp Paradox book by Steve Peters: https://www.amazon.com/Chimp-Paradox-Management-Program-Confidence/dp/039916359X

We're talking about working from home, and in
particular, how working from home has caused so many of us to have a collision between our personal and professional lives ... a “puncturing” of an illusion of perfection that many of us have
created. So we dive deep:
● What is a private vs. professional persona?
● How this is potentially helpful and potentially harmful in the workplace?
● Some tips for how to best navigate between private and professional personas.

• The big rift that can emerge between management and employees
• Aligning the factions 
• Practical steps to head in the right direction

Few ideas in business are as commonly discussed as leadership. Just think about all of the business books and articles and videos and bits of advice–all dealing with this topic. And sometimes with common ideas we forget what exactly we’re talking about. We’re going back to the basics and talking about what is leadership, actually? In this episode, we discuss:

• What are we talking about when we talk about leadership
• What do we know about leadership and how it works
• How we each make progress in our leader development journeys

Links and Other Information

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We hope you laugh listening, as much as we did in prepping for this episode.  Shout out to Jordan J. in Washington D.C. for submitting quite a few ideas on this fun topic.  In a survey by CareerBuilder.com in 2009, 40% of respondents revealed that they have dated a coworker.  Taboo?

We’re drawing upon a nice summary in the Encyclopedia of Industrial/Organizational Psychology written by Charles Pierce of the University of Memphis, also a good article in the MIT Sloan Management Review by John Pearce of Villanova University.

• Different types of workplace romances and how they form
• Impacts on the individual, team and broader organization
• Implications--what should we do and not do...

This is part two in our series on the U.S. Centers for Disease Control and Prevention’s Crisis and Emergency Risk Communication Manual. Part one explored “Crisis Management Communication: Principles and Pitfalls,” check out that one too. 

Today we’re going to talk about:

• Four ways people process information during a crisis
• Mental states in a crisis
• Behaviors in a crisis
• Addressing psychology in the crisis and emergency risk communication rhythm

#crisismanagementcommunication

This is the first of what will likely be a handful of episodes on crises and related topics. We are drawing DIRECTLY from some amazing resources from the Centers for Disease Control and Prevention, and we’ve included a link to all of these resources in the show notes. What we love about these resources is that it’s all evidence-based, drawing upon the relevant social science literature. And it doesn’t just have to do with public health emergencies. 

• The six principles of crisis and emergency risk communication
• The phases of a crisis and the communication rhythm
• Pitfalls to avoid and implications for everyone

Show Notes

CDC’s Crisis and Emergency Risk Communication (CERC) manual is based on psychological and communication sciences, studies in issues management, and practical lessons learned from emergency responses. The CERC manual is intended for public health response officials and communicators who have a basic knowledge of public health communication, working with the media and social media, and local and national response structures. Learn more and download it here: https://emergency.cdc.gov/cerc/manual/index.asp 

The Tylenol Case: https://www.biznews.com/thought-leaders/2013/11/15/five-key-lessons-from-tylenol-crisis 

https://www.nytimes.com/2002/03/23/your-money/IHT-tylenol-made-a-hero-of-johnson-johnson-the-recall-that-started.html

• What the heck is a covidtunist? 
• Need for differentiation and authenticity
• Implications for vendors and organizations

Don't fall victim to the covidtunist.

Have examples of “covidtuning” or “covidtunists”? Share them with us on Twitter using the hashtag #covidtunist and tag us @PodcastIndigo

COVID-19 is kind of like getting hit by a bus.  This time is stressful, chaotic, and anxiety-provoking. How you respond is based on a number of factors.  In this episode we dive deep into sensemaking and leadership in light of current events. What is sensemaking? It is the action or process of making sense of or giving meaning to something, especially new developments and experiences.  

• The collapse of sensemaking / a way in which organizations are fragile
• How to lead the charge and how individuals and organizations can support
• Emerging new tasks and roles for management due to COVID-19

Shout out to Cliff Scott who contributed greatly to our research and prep for this episode.

While #covid-19 (#coronavirus) has us all on lockdown, we are finding that many of us are struggling with the isolation of #socialdistancing.  Whether we live alone or with family, the isolation of having to stay in one's own home and deal with all the stress and changes this virus has brought us is a tall task.  So in this episode we take an #evidencebased look at how to keep your sanity while isolated.  

• Humans are social 
• Experiences with Military Deployments and training scenarios
• Guidance for behavior while in captivity--lessons from prisoners of war and the U.S. military

Scholars often cite naval aircraft carriers as prototypical examples of “high-reliability” organizations. Such organizations, they suggest, are able to engage daily with risky technologies in a remarkably safe manner because of the ways in which people interact, communicate, and adhere to common principles.  In this episode we explore:

• What is a “high reliability organization?”
• What can “normal” organizations learn from aircraft carriers?
• Additional lessons from modern aircraft carriers that can be helpful.

First let us say this episode will leave many unsatisfied -- we can empathize with the desire for definitive answers, but in the real world of leadership and management you have to get comfortable with incomplete information and ambiguity.  We discuss:

• What is science? How does it work? Misconceptions?

• When it works, what kind of knowledge does it provide? 

• What is the nature of scientific explanation? How does the social organization of science contribute, if at all, to its success?

If you are a veteran-- this episode is for you.  If you are not a veteran, you may still find interest in this episode-- particularly if you are hiring veterans.  What we cover:

• Unrealistic transition preview
• Geographic inflexibility
• Sense of entitlement
• Knowledge and skills gap
• Additional tips and ideas for both transitioning veterans and employers who want to hire them

Additional info here.

Everyone wants to work less with more productivity, right? Many companies have experimented with alternative work schedules, flex hours, and reduced hours.  In the war for talent it is certainly tempting to offer a four hour work week, providing a way for employees to achieve work life balance.  Does it work?  In this episode we discuss:

• History of the four day workweek and different types of work schedules
• Industry, profitability, ethics 
• Implications for individuals, managers, execs and board members

Today we’re trying something slightly different on the podcast. We’re going through some of the wonderful feedback we’ve received from you listeners, and we’re going to respond to some of the great questions you've thrown at us.  Here are a few things we will cover:

• Leadership styles and corresponding work environments that are conducive to those styles 
• Disentangling personal and professional boundaries in the workplace 

Today’s episode reflects on, Clayton Christensen, who was a Harvard Business School professor and consultant. He is probably best known because of his book, The Innovator’s Dilemma, which was published in 1997 and introduced his theory of “disruptive innovation.”

Christensen died on January 23, 2020, and it reminded us of one of our favorite works of his, a 2010 article in Harvard Business Review titled, "How Will You Measure Your Life?" So, in this episode we reflect on Clayton and explore the following:

• What does it mean to create a strategy for your life?
• Ethics and integrity matter because people remember.
• Choosing your metrics for success.

In this episode we discuss creating a feedback culture. We hear a lot about how important culture is and many companies are striving to win in the culture wars by offering everything from massages to gourmet free snacks. That’s all great on the surface, but let’s talk about:

• What is a feedback culture and why does it matter?
• What can an organization do to foster a feedback culture?
• What can individual leaders do to foster a feedback culture?

Our last episode came in response to one of our listeners requests, and this one does too! So, thank you! If YOU want us to do an episode on something near and dear to your heart, or something related to a challenge you’re facing, let us know.

Today’s episode comes from a recommendation from one of our many amazing listeners. So, this one’s for you, Kate!  And the topic we’re addressing today is mentoring.

• What is mentoring and its types
• Mentoring programs contrasted with coaching and leadership development
• Advice for those who seek mentoring

We are drawing from the great book by Douglas Stone, Bruce Patton and Sheila Heen, Difficult Conversations: How to Discuss What Matters Most.  If you ARE Douglas Stone, Bruce Patton, or Sheila Heen, let us know--we’d love to have you on!

In this episode we discuss:

• what is a difficult conversation and when to have them
• the three conversations
• how to prepare for and conduct difficult conversations

There is a lot we can say about why people quit and how you can retain them, hence a "part 2" to this discussion.  We cover the following.

• Turnover and retention--what the research says
• Retention management--evidence based guidelines
• Unfolding model of turnover
• Organizational commitment and withdrawal

Most managers know that retaining top talent is key to their success.  As such, many companies are offering all sorts of "perks" to attract and keep the best employees.  What does the research say? In this episode we cover:

• Turnover and retention--what the research says
• Retention management--evidence based guidelines
• Unfolding model of turnover
• Organizational commitment and withdrawal

It's amazing how difficult it seems to get things done sometimes.  In our consulting practice we have an entire curriculum around "Getting to Done" given how many organizations struggle in the area of execution.  So in this episode we discuss:

• Queuing theory (you need a damn backlog) 
• Sandbagging is bull****
• Definition of done, managing nexus, and broader organizational implications

In todays episode we discuss: 

• New year resolutions--should you make them?
• Goal-setting and what works
• How to create new habits

Today we’re going to explore a few great topics with Joe Allen, focusing in particular on a cool nexus of organizational psychology and the world of healthcare. Specifically, we will delve into:
● Joe's research on human behavior within healthcare and what we seem to know about how human behavior contributes to patient safety and other meaningful outcomes.
● How Joe's research also helps us understand more about communication and its importance in creating adaptive, resilient teams and organizations.
● What implications these areas of research have for leaders and those around them.

Joe Allen is a Professor of Industrial and Organizational Psychology at the University of Utah. He holds a Ph.D. in organizational science from The University of North Carolina at Charlotte, and he previously held faculty appointments at the University of Nebraska-Omaha and Creighton University. He is widely published, and his research primarily focuses on the study of workplace meetings, organizational community engagement, and occupational safety and health. He directs the Center for Meeting Effectiveness housed in the Rocky Mountain Center for Occupational and Environmental Health, and he has provided consulting to numerous nonprofit and for-profit organizations. His research has attracted internal and external grant funding of more than $4 million since 2010.

When organizations hire managers they tend to look for experience in a similar role, or someone that might be able to take the team or organization to a higher level or a different strategic place. It’s rare to come across hiring teams that select managers on a “does not drive their team crazy basis.” And there are few management issues that people complain about as much as this one: micromanagement. We discuss:

What is micromanagement?

Why does it occur and what happens when it does?

How to deal with micromanagement from three perspectives: as a senior leader wanting to ensure it’s not happening, as a leader who wants to be a good leader, as a subordinate who is being micromanaged.

Links and Other Information

Related episode: Bad Bosses–The Technical Expert Who Fails at Leadership  

Tavanti, M. (2011). Managing toxic leaders: Dysfunctional patterns in organizational leadership and how to deal with them. Human Resource Management, 2011, 127-136. Click here 

Alvesson, M., & Sveningsson, S. (2003). Good visions, bad micro-management and ugly ambiguity: Contradictions of (non-) leadership in a knowledge-intensive organization. Organization Studies, 24(6), 961-988. click here 

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Today we discuss …

• Holiday parties and other office social events GONE WILD!
• Office romance, fraternization, harassment and a better way forward
• Mandatory fun and how to approach social events as an organization or leader

This episode is all about employee and career burnout.  We've all been there, or know someone who has ... but what can we do besides say, "Take this job and shove it?"  Organizational researchers have evidence that offers us alternative solutions which may work out a bit better than having a Jerry Maguire moment. So today we discuss:

• What is burnout?
• How to recognize burnout in yourself and others.
• What can be done about burnout at the individuals and organizational levels?

Today we discuss:

• Defining organizational culture 
• Why organizational culture matters 
• How organizational culture changes

Today in the podcast, we discuss …performance reviews, also known as performance appraisals or annual reviews, along with the overall idea of managing performance for employees in organizations.  Regarding the formal performance review, we’ll talk about why doing these is a GOOD idea.  We’ll also talk about how they can be problematic along with some key implications and considerations for employees and managers.

Show Notes and Resources

*FYI, when you search “performance review” on Google Scholar and limit the results to the last 5 years, there’s basically nothing. The first thing that pops up is about MR imaging…then there’s something from on storm water management LOL! I think it’s fascinating that something so popular as the performance review basically turns up crickets in the academic space. I get a few more relevant results when I search “performance appraisal,” but “performance review” is basically nada.*

Aguinis, H., & Pierce, C. A. (2008). Enhancing the relevance of organizational behavior by embracing performance management research. Journal of Organizational Behavior, 29, 139-145.

• This article is actually about why OB scholars should research the topic of performance appraisals, which is not super relevant…
• • HOWEVER: this is an interesting introduction to the topic of the performance review because it specifically talks about the science-practice gap that is large for this particular topic (p. 139) which I think would be an interesting point for you guys to make 
• There’s also a helpful overview of performance appraisal vs. performance management in case you guys get into that distinction (p. 140)

DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology, 102, 421-433. 

• An overview/review article of the academic on performance appraisals 
• Reviews each of the following categories in case you guys are talking about any of them: 
• • Scale format: turns out that variations in scale formats had only modest
  • effects on the quality of rating data 
  • Training: there is consensus that training raters what not to do is ineffective. There is also consensus that training raters to adopt consistent conceptions of what represents good versus poor performance/what behaviors and competencies constitute performance is beneficial.
  • Reactions to appraisals: justice is important! If high justice isn’t perceived in the performance appraisal, then employees will have negative reactions 

• Rating source: obtaining information from different sources can be useful, but different sources differ systematically in the conclusions they suggest about overall performance levels, and that evaluations from others are likely to be less favorable than self-evaluations 

• Demographic effects: In some settings (especially laboratory studies), demographic variables can influence performance ratings. However, in the field, these variables do not have a large effect on performance ratings

Cappelli, P., & Tavis, A. (2016). The performance management revolution. Harvard Business Review, 58-67. 

*I know this isn’t an academic article, but it’s honestly the best I found in terms of content…just wanted to make sure you guys had read it...*

• By some estimates, more than one-third of U.S. companies have ditched traditional performance reviews 

• Biggest limitation of annual reviews: with their heavy emphasis on financial rewards and punishments and their end-of-year structure, they hold people accountable for past behavior at the expense of improving current performance and grooming talent for the future, both of which are critical for organizations’ long-term survival

• Really interesting history of talent management timeline starting in the middle of the article (“How We Got Here” section) 
• 3 reasons to drop appraisals: improves employee development, more frequent feedback is in line with agile methodology, fosters teamwork

Ben and Chris discuss:

• History of the HR function
• What's wrong with how HR often functions given the changing nature of work
• Why HR is essential for the success of organizations in the future and some ways it must change

The Indigo Podcast's hosts, Ben and Chris, discuss what managerial derailment is and why it happens, practical ways in which people can reduce the probability of derailing themselves, and steps for organizations to avoid having their managers derail.

Podcast articles and links mentioned by Chris and Ben:

• Shipper, F., & Dillard Jr, J. E. (2000). A study of impending derailment and recovery of middle managers across career stages. Human Resource Management, 39, 331-345. https://www.researchgate.net/profile/Herman_Aguinis/publication/227496278_Enhancing_the_relevance_of_organizational_behavior_by_embracing_performance_management_research/links/5c6aac7f299bf1e3a5af7079/Enhancing-the-relevance-of-organizational-behavior-by-embracing-performance-management-research.pdf 
• Carson, M. A., Shanock, L. R., Heggestad, E. D., Andrew, A. M., Pugh, S. D., & Walter, M. (2012). The relationship between dysfunctional interpersonal tendencies, derailment potential behavior, and turnover. Journal of Business and Psychology, 27, 291-304 https://www.cbs.dk/files/cbs.dk/denisietal_jap2017.pdf 
• Link to Be the Boss Everyone Wants to Work For  https://www.amazon.com/Be-Boss-Everyone-Wants-Work/dp/1626566259/ 
• The First 90 Days https://www.amazon.com/First-90-Days-Strategies-Expanded/dp/1422188612/ 

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The Indigo Podcast's hosts, Ben and Chris, explain the origins of VUCA and why it’s relevant.  They define what “agile” and “agility” mean in the context of business and management.  And, they provide practical examples of agility/agile and implications for employees and managers.

Podcast articles and links mentioned by Chris and Ben:

• Ben’s agility white paper https://www.indigoanchor.com/s/Bens-SIOP-Paper.pdf 
• On origins of VUCA https://www.indigoanchor.com/blog/2019/10/31/on-the-origins-of-vuca-and-how-it-affects-decision-making
• Developing strategic leadership: The US Army War College experience https://www.emerald.com/insight/content/doi/10.1108/02621719210018208/full/html
• Agile Manifesto: http://agilemanifesto.org/
• Cynefin video: https://youtu.be/N7oz366X0-8
  Spotify Engineering Culture: https://youtu.be/4GK1NDTWbkY

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The Indigo Podcast's hosts, Ben and Chris, swap entertaining stories of being scandalized and surprised by incompetent management/leadership.  They explore the question, "Why does incompetent management and leadership persist?" And, they offer advice on what people and organizations can do to thrive at the individual, management, and executive levels.

Podcast articles and links mentioned by Chris and Ben:

• John Kotter What Leaders Really Do https://hbr.org/2001/12/what-leaders-really-do
• Situational Leadership https://www.amazon.com/Situational-Leader-Dr-Paul-Hersey/dp/0446513423
• Blanchard, K. H., Zigarmi, D., & Nelson, R. B. (1993). Situational Leadership® after 25 years: A retrospective. Journal of Leadership Studies, 1(1), 21-36.
• https://journals.sagepub.com/doi/10.1177/107179199300100104
• The Bowen Center for the Study of the Family https://thebowencenter.org/theory/eight-concepts/
• Tarzan Approach https://sivers.org/tarzan
• What is industrial/organizational psychology? https://www.siop.org/Research-Publications/SIOP-Brochures
• Books we like https://www.amazon.com/Be-Boss-Everyone-Wants-Work/dp/1626566259
• https://www.amazon.com/Chimp-Paradox-Management-Program-Confidence/dp/039916359X
• https://www.amazon.com/Difficult-Conversations-Discuss-What-Matters/dp/0143118447/
• Mentoring: https://psycnet.apa.org/record/1996-04951-007 
• https://psycnet.apa.org/fulltext/2004-10572-010.html  
• https://www.amazon.com/Blackwell-Handbook-Mentoring-Multiple-Perspectives/dp/144433543X
• Jane McGonigal https://www.ted.com/talks/jane_mcgonigal_the_game_that_can_give_you_10_extra_years_of_life?utm_campaign=tedspread&utm_medium=referral&utm_source=tedcomshare
  https://www.theguardian.com/lifeandstyle/2012/feb/01/top-five-regrets-of-the-dying

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Ben and Chris introduce listeners to who they are, how they met, what they're doing now, why they started the podcast, and what drives them in the world of work...and beyond.

What would you do if you had everything you wanted? What if you didn't have to work and your life was perfect? What then? In this episode, we unpack our thoughts regarding:

• What does it mean to have “made it” in life and society?
• Why there’s more beyond the struggle of life and why that matters
• How all of us might start or continue that journey and make the world better

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- How learning about leadership through unthoughtful observation doesn’t work

- How we might think about our leadership as a product that we need to iterate based on evidence based practice

- Implications for leaders, individuals and organizations

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- The “research-practice gap” and why it matters

- Measurement of this gap and how it shows up in HR

- Implications for all of us

Links and Other Information

Fisher, P. A., Risavy, S. D., Robie, C., König, C. J., Christiansen, N. D., Tett, R. P., & Simonet, D. V. (2021). Selection myths: A conceptual replication of HR professionals’ beliefs about effective human resource practices in the US and Canada. Journal of Personnel Psychology, 20(2), 51–60. Click here

Rob Briner’s article, “The Basics of Evidence-Based Practice”

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Erik Helzer is an associate professor at the Naval Postgraduate School in Monterey, California, and he specializes in three facets of practical wisdom: ethical behavior and moral judgment, self-knowledge, and personal agency and adjustment. He joined us for a wonderful conversation, in which we discussed behavioral ethics and moral psychology, along with implications for all of us.

Links and Other Information

Helzer, E. G., Cohen, T. R., & Kim, Y. (2022). The character lens: A person-centered perspective on moral recognition and ethical decision-making. Journal of Business Ethics, 1-18. Download 

Why the Past 10 Years Have Been Uniquely Stupid: Article in The Atlantic by Jonathan Haidt 

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We recently released an episode about Joe Rogan. Some people HATED it. To be fair, some people liked it too. Since releasing that episode, we’ve thought a great deal about what we said, and we thought it was important enough–for you, our listeners, and because of the importance of the topic itself–to revisit this conversation. In particular, we’d like to explore some of the strongest reactions we got to the episode. These included: 

- Why did you guys even do this episode given your focus on business and relationships and organizations?

- Are you saying Rogan should be canceled?  

- You both must really hate anyone who listens to Joe Rogan! 

We hope you stay tuned–especially if you hated our first episode on Joe Rogan–and let us discuss further. 

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The Saga of Joe Rogan: podcast episode on The Daily

Happy belated Valentine’s Day! Check out our episode on workplace romance. 

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