Explore every episode of the podcast Unlocking High Performance

Growing a company from twenty people to a few hundred changes almost everything about how you lead. Culture is usually the first thing to feel the strain. In this conversation, Jason Lauritsen talks with Dan Kessler, president of Energage, the research partner behind the Top Workplaces program. He shares what it actually takes to keep a culture healthy while a business grows, makes acquisitions, and reinvents itself more than once. Dan is candid about how his role has changed over fifteen years, when core values are worth revisiting, how to tell whether an executive team is working well, and how his own instinct to be helpful can work against him. If you lead people through growth and want practical ways to keep your culture and your team aligned, this episode offers a grounded and honest look at the work it takes. Key Takeaways → Culture and business performance tend to move together. A struggling culture can carry a business for a while, but strong results are hard to sustain without it. → Maintaining culture as you grow starts with the executive team, because the way the top operates sets the tone for the whole business. → There is no single right operating framework for a leadership team. What matters is picking one and adapting it to your business. → Core values should be durable, but they can be revisited as a company matures. Updating them is not the same as throwing them out. → Every strength has an underbelly. At Energage, the value of helpfulness can slide into enablement, where you solve problems people should be able to solve themselves. → A healthy executive team talks about the real issues, lets people say what they think in the room, and shares a clear sense of where the business is headed. Widespread, unnecessary friction is often a sign the leadership team left the room without alignment or clarity. → Leading at scale means knowing when to roll up your sleeves and when to step back and trust your team to do the work their way. → Knowing who you are and showing up that way consistently makes leadership easier. For Dan, it comes down to love, levity, and purpose. Timestamps 02:36 – Inside a purpose-driven B Corp software company 05:56 – The pressure of being a top workplace yourself 08:33 – Why strong culture and results go together 10:10 – What maintaining culture at scale really means 13:31 – Choosing an operating rhythm for your leadership team 16:22 – Why healthy culture starts at the top 18:51 – Knowing when to revisit your core values 23:56 – Signs your executive team is really working 27:32 – Leadership skills that growth and change demand 30:41 – Leading with consistency by knowing yourself Keywords scaling company culture, leading through growth, executive team alignment, when to update core values, workplace culture at scale, high performing leadership teams, Top Workplaces, culture and business performance, knowing when to delegate, leadership at scale —  Connect with Dan: LinkedIn: ⁠⁠⁠⁠linkedin.com/in/dan-kessler-40b4a11/ — JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: ⁠⁠https://tinyurl.com/59nrvxnj⁠⁠ — Connect with Jason Lauritsen: Website: ⁠⁠jasonlauritsen.com/ YouTube: ⁠⁠youtube.com/@JasonLauritsenVideo LinkedIn: ⁠⁠linkedin.com/in/jasonlauritsen/⁠⁠ Instagram: ⁠⁠instagram.com/jasonlauritsen/⁠

You wrap up the meeting feeling good about it. Everyone nodded, the decision got made, and then the moment people step out of the room, it starts to come apart. This episode is about why that happens and what to do about it. The core idea is that agreement is not alignment. Agreement is the nod in the room. Alignment is when people leave and independently make the same call, and follow through the same way, without you standing over them. This episode digs into why senior teams so often mistake one for the other, shows how it plays out when a policy gets approved but every leader enforces it their own way, and gives you a simple practice you can run before the meeting ends to find out whether you have real alignment or just agreement on the surface. Key Takeaways → Agreement is the nod in the room. Alignment is people independently committing to the same action after they leave. → A meeting can feel successful and still produce no real alignment, and senior leaders make this harder because their agreement is so convincing. → This usually is not about lying or faking. People say yes to the version of the decision they each understood. → When a decision lacks shared meaning, every leader goes back and interprets and enforces it in their own way. → One approved policy can create very different employee experiences across departments, and that reads as unfairness. → The cost of skipping alignment shows up as friction, wasted energy, lower morale, and slower execution. → Before the meeting ends, have each person privately write down what was decided and what acting on it looks like for them and their team. → Then go around the room and have everyone read what they wrote. By halfway around, you will know whether you have alignment. → Alignment, not agreement, is where results come from, so do the work to create it while you are still in the room. Timestamps 00:02 – A meeting that felt settled, then came apart 02:18 – Why the room agreed but nothing moved forward 02:44 – Agreement versus alignment, and why it matters 03:30 – How approvals hide a lack of shared understanding 05:47 – One policy, very different experiences across teams 08:11 – The real costs of settling for agreement 10:06 – A practice that reveals alignment before people leave 12:11 – Doing the work so results actually follow Keywords agreement vs alignment, team alignment in meetings, why decisions fall apart after meetings, getting leadership buy-in, senior leadership alignment, decision making in meetings, performative agreement, aligning leaders on policy, meeting follow through, building consensus at work JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: ⁠⁠https://tinyurl.com/59nrvxnj⁠⁠ Connect with Jason Lauritsen: Website: ⁠⁠https://jasonlauritsen.com/⁠⁠ YouTube: ⁠⁠https://www.youtube.com/@JasonLauritsenVideo⁠ LinkedIn: ⁠⁠ ⁠⁠https://www.linkedin.com/in/jasonlauritsen/⁠ Instagram: ⁠⁠ ⁠⁠https://www.instagram.com/jasonlauritsen/⁠

In this solo episode of Unlocking High Performance, Jason unpacks one of the most important drivers of team performance: clarity. He describes a pattern he’s seen repeated across organizations of every size. Leaders get frustrated with team members who seem unmotivated or off track, when the real issue is that they have not been clear about what's expected. Jason makes the case that clarity, not motivation, is the real fuel behind strong performance. When leaders assume their people understand expectations, they often create the very friction they're trying to avoid. This episode offers two simple practices that any leader can use to build real clarity with individuals and teams, including what Jason calls “The Golden Rule of Management.” Key highlights from the conversation include: 👉Why most performance problems are actually clarity problems in disguise, and how leaders mistakenly label them as character or motivation issues 👉The two practices of clarity every leader can put into action to strengthen performance and reduce friction on their team 👉Why writing things down forces a level of clarity that talking alone never can 👉How the practice of comparing notes reveals the gap between assumed clarity and the real thing inside a team 👉A practical example of how a leadership team can use comparing notes to align on what it means to be a leader in their organization 👉The hidden cost of skipping clarity work, including wasted time, repeated conversations, and damaged trust between leaders and their teams — JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://tinyurl.com/59nrvxnj — Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/ #UnlockingHighPerformance #JasonLauritsen #HRLeaders

Join Jason Lauritsen as he sits down with Lisa Sterling, Chief People Officer at Perceptyx, for a conversation about why the traditional job description has run its course and what becomes possible when leaders stop trying to fit people into predetermined boxes. Lisa argues that job descriptions are a century-old artifact, originally built for factories that needed standardized, repeatable work. We are still using that same container to hold modern jobs, and it no longer fits. When we start deconstructing our jobs, we make room for people to do the work they are actually great at, and that is where real performance starts. Key highlights from the conversation include: 👉 Why the job description is an industrial era container that no longer holds modern work, and what it takes to start rebuilding roles around tasks instead 👉 A behind-the-scenes look at the hackathon Lisa ran with her people team to break work into tasks, surface hidden strengths, and decide what AI could automate or augment 👉 How matching work to people's genius zones surfaces hidden strengths, improves retention, and gets more out of the team without adding headcount 👉 How Lisa is rethinking compensation, career ladders, and job architecture when titles and levels stop driving the work 👉 A more honest way to frame the AI conversation by focusing on tasks rather than jobs, which makes the question less scary and far more useful Connect with Lisa: LinkedIn: https://www.linkedin.com/in/lisamsterling/ --- JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://tinyurl.com/59nrvxnj -- Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

In this solo episode, Jason shares the framework he calls the Five Drivers of Performance. It is what he has distilled from years of real-world leadership advising, and it challenges one of the most persistent assumptions leaders make when performance breaks down. Jason unpacks what actually drives employee performance and why most leaders misdiagnose it. He walks through each of the five drivers, from the most common to the least, and explains how to tell which one you are dealing with. Key highlights from the conversation include: 👉 Clarity is the most common cause of underperformance, and most leaders are far less clear with their people than they think they are. 👉 Feedback failures are the second most frequent driver, often invisible to the leader until the damage is already done. 👉 Know-how gaps appear when someone understands what is expected but genuinely lacks the skills to deliver it. 👉 Capability issues arise when someone is in the wrong role for who they are, regardless of how much support they receive. 👉 Desire and motivation are rarely the real problem, and when the other four drivers are addressed, they tend to take care of themselves. Download the Clarity Check-In Process here: 📝 https://schedule.jasonlauritsen.com/widget/form/wtzmGOMCMigAyG3OFAz0 JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://schedule.jasonlauritsen.com/widget/form/X0TvQvV1hu3kDlyy6fRe -- Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

In this episode, Jason sits down with Melissa Moore, the first People and Culture Executive hired at Ampere Computing before their rapid growth. Together, they unpack how intentional leadership, values operationalization, and a relentless focus on clarity helped build a high-performance culture as the company scaled from 275 employees to over 1,400 across six countries. Key highlights from the conversation include: 👉 Clarity at the top is non-negotiable: How CEO Renee James established a clear vision and values before the people function even existed, and why that foundation made everything else possible. 👉 Values without behavior are just words: The process Ampere used to translate values into specific, agreed-upon behaviors, then embed them into hiring, performance, and recognition from day one. 👉 Leaders have to live it too: How Ampere kept its leadership team accountable to the same values they expected from everyone else, including tying culture fit to promotion and progression decisions. 👉 Culture belongs in the operating model, not just HR: How Ampere wired its values into the R&D methodology, engineering cadence, and annual roadmap, not just people programs. 👉 Belonging isn't enough, people need to matter: Why feeling included falls short, and what it actually takes for employees to feel valued, see their impact, and stay connected to the work. *** Connect with Melissa LinkedIn: https://www.linkedin.com/in/melissammoore1/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://schedule.jasonlauritsen.com/widget/form/X0TvQvV1hu3kDlyy6fRe Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: youtube.com/@jasonlauritsenvideo LinkedIn: linkedin.com/jasonlauritsen Instagram: instagram.com/jasonlauritsen

In this solo episode, Jason introduces a practical team exercise called the personal user's manual. The concept is simple. It's a way for each person on a team to document how they work best so their teammates don't have to guess. We have instructions for nearly everything we own. But when it comes to the people we work with every day, there's no guide. No clear way to know how someone prefers to communicate, when they're focused and offline, what kind of feedback lands well for them, or what quietly drives them up the wall. That gap creates unnecessary friction. The personal user's manual is a low-effort, high-value practice that closes it. Key highlights from the conversation include 👉 What a personal user's manual is and how Jason first came across the practice more than 15 years ago 👉 The core categories worth including in a team template: work schedule and style, communication preferences, feedback and recognition, strengths, and personal pet peeves 👉 Why recognition preferences are more personal than most leaders assume and how asking the right question upfront saves a lot of awkwardness late 👉 A clear walkthrough of how to run the practice, from building a template to hosting a team conversation where people can ask questions and get curious about each other 👉 The specific team situations where this tends to have the biggest payoff, including newer teams, teams navigating change, and managers stepping into a role for the first time. Additional resources for Personal Users Manuals: https://slack.com/blog/collaboration/how-personal-operating-manuals-can-help-you-build-a-stronger-team-at-work https://www.atlassian.com/team-playbook/plays/my-user-manual?tab=instructions JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://schedule.jasonlauritsen.com/widget/form/7l0SZfguXO4LGn1rtmHd Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

Jason Lauritsen sits down with Kate Bravery, Senior Partner and Global Leader of Talent Advisory at Mercer, to dig into the findings from Global Talent Trends report. Now in its 11th year, the study draws on more than 12,000 voices across 24 countries and 16 industries, capturing the perspectives of employee experience, leadership, AI adoption, and the growing pressure on organizations to deliver stronger performance in a workforce that is increasingly depleted and disengaged. At the center of this episode is a hard truth: work is no longer working for a lot of people. Kate shares that only 44% of employees in this year’s study say they are thriving, the lowest level Mercer has seen in more than a decade. At the same time, executives are pushing for faster productivity gains, more aggressive transformation, and deeper AI integration. The tension between those two realities is where this conversation lives, and Kate helps us see it clearly. Key highlights from the conversation include: 👉 Mercer's latest data shows employee thriving has fallen to 44%, the lowest level they’ve seen in more than a decade. 👉 Employees are feeling the strain of pay pressure, slower career growth, and people systems that no longer match how fast work is changing. 👉 Kate explains the “proximity paradox,” where access to AI tools can actually raise anxiety when leaders aren’t helping people understand what changes. 👉 The gap between executive priorities and HR priorities is still there, with leaders pushing for AI-driven performance while HR is still trying to modernize the basics. 👉 Jason and Kate explore how AI could help HR move from slow, backward-looking processes to faster, more responsive support for employees and managers. *** Connect with Kate: LinkedIn: https://www.linkedin.com/in/kate-bravery/ Global Talent Trends 2025 Report: https://www.mercer.com/insights/people-strategy/future-of-work/global-talent-trends/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c... Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: youtube.com/@jasonlauritsenvideo LinkedIn: linkedin.com/jasonlauritsen Instagram: instagram.com/jasonlauritsen

In this straight-talking solo episode of Unlocking High Performance, Jason Lauritsen tackles one of the most difficult leadership challenges CEOs, HR leaders, and managers face: what to do about the “brilliant jerk.” These are the high performers who deliver results on paper but create dysfunction, erode trust, and quietly damage the people around them. Jason explains why tolerating toxic high performers can slow decisions, weaken team dynamics, drive disengagement, and hold entire organizations below their true potential. If you’ve ever felt trapped by someone you think you “can’t afford to lose,” this conversation offers a clearer way forward. Key highlights from the conversation include: 👉 Why “brilliant jerks” are so hard to address, especially when they’re top performers or senior leaders whose results make leaders feel dependent on them 👉 The hidden organizational costs leaders often miss, including executive team dysfunction, slower decision-making, morale damage, disengagement, and the loss of strong people who quietly opt out or leave 👉 Why leaders almost always wait too long to act, and why the most common response after finally making the call is: I wish I hadn’t waited so long 👉 Jason’s practical framework for handling the situation: get specific about the problematic behavior, confront it directly, set clear expectations in writing, define a timeline for change, and make consequences unmistakably clear If you’re leading a team, supporting leaders in HR, or trying to build a healthier performance culture, this episode is a timely reminder that high performance should never come at the expense of your people. JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://schedule.jasonlauritsen.com/w... -- Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/ #UnlockingHighPerformance #JasonLauritsen #Leadership #PeopleLeadership #HRLeadership #WorkplaceCulture #EmployeeExperience #ManagerEffectiveness #OrganizationalHealth

An introduction to Unlocking High Performance and the conversations shaping leadership, growth, and performance.

Jason Lauritsen has spent more than two decades helping leaders build organizations where people and performance both thrive. In this special episode, he introduces the next chapter of his podcast, now called Unlocking High Performance, and shares the thinking behind the change, what listeners can expect going forward, and why this work matters more than ever. The relaunch is more than a name change. It is a recommitment to a central idea that Jason has been building toward for his entire career: you do not have to choose between taking care of your people and driving strong results. This episode sets the foundation for everything that follows, and it is worth a listen whether you are new to the show or have been along for the ride from the beginning. Key highlights from the conversation include: 👉Why Jason renamed the show from Check-In with Jason Lauritsen to Unlocking High Performance and what that shift says about the podcast’s sharper mission moving forward 👉 The leadership myth that organizations must choose between high performance and caring for people, and why Jason argues that belief is at the root of burnout culture 👉 A real-world example from Jason’s management experience where doubling down on people led to doubled revenue per employee and lower turnover at the same time 👉 Jason’s core philosophy that performance doesn’t come from pushing people harder, it emerges when leaders create the right conditions for people to thrive If you lead people or support those who do, this episode is a strong starting point. Jason lays out the premise, the promise, and the practical focus of the show in a way that is grounded, honest, and worth your time. This is a podcast built for leaders who are ready to stop choosing between results and people and start building something better. JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://schedule.jasonlauritsen.com/widget/form/X0TvQvV1hu3kDlyy6fRe -- Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ -- #UnlockingHighPerformance #Leadership #HRLeaders #EmployeeExperience #WorkplaceCulture #ManagerEffectiveness #PeopleAndPerformance #FutureOfWork #BurnoutPrevention

Join Jason for an insightful, heartfelt conversation with his daughter Bailey, a high school senior and returning guest who brings a fresh, next-generation perspective on work, communication, and the rapidly changing world of careers.   As the year comes to a close, Bailey returns to reflect on her early work experiences, lessons in workplace culture, and what the future holds. As a member of Gen Z looking towards college and preparing for a career in the age of AI, she offers valuable insight into the expectations of tomorrow’s workforce.   Bailey shares her takes on what makes for a good work experience, what she looks for when considering a part-time job (including the "vibe" of the place), and how she and her peers are thinking about their career prospects beyond high school graduation.   Some highlights from Bailey's perspective include: 👉 Prioritize people and communicate consistently; your hardest workers check out long before you notice if you neglect to follow up or show genuine care. 👉 Authentic happiness at work matters; employees can sense when colleagues are “putting on a show” versus truly enjoying their environment. 👉 Candidates evaluate your culture (the “vibes”) from the moment they interact with your organization, make it a two-way street, not just an act for outsiders. 👉 Today’s young workers are practical and pragmatic. They’re weighing their education and career choices against a backdrop of cost, job stability, and AI disruption. 👉 Teach and encourage healthy skepticism: critical thinking is now a survival skill when technology can fabricate reality at scale.   **   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   **   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

Most leaders were trained to tell people to leave their personal lives at the door. This conversation makes the case for the opposite. Tim Anderson, president and CEO of the United States Senate Federal Credit Union, explains how his team built a workplace that treats employees as whole people and still runs a strong business. You will hear how flexibility, mental and financial health support, and a leader who knows his people by name added up to higher productivity and a culture people trust. If you have ever wondered whether caring for employees actually improves results, or how to make psychological safety real instead of a slogan, this episode gives you a working example from a ninety-year-old organization that was recently named one of the top workplaces in the country. Key Takeaways → Telling people to leave their personal lives at the door does not work, because those needs do not disappear when someone logs in. → Wellbeing is a performance capacity issue, since personal stress takes the first share of a person's energy and focus before work even begins. → When an organization takes care of its employees, those employees take better care of customers and members. → Flexibility like remote and hybrid work lets people handle real life, from childcare to appointments, without falling behind at work. → Supporting the whole person means offering help for mental health, physical health, and personal finances, not just the job itself. → Authenticity has to start at the top, with a leader willing to show vulnerability and admit they are still learning. → Psychological safety becomes real only when people can make mistakes and challenge the boss without fear of retaliation. → A strong culture outlasts any single leader when it is built on trust that gets lived, not just announced. Timestamps 00:00 – Why leaders should not have to choose between results and people 01:07 – Background on the credit union and who it serves 03:20 – What leading the whole person actually means 05:51 – Why flexibility adds complexity but still pays off 07:28 – The business benefit of making room for people's whole lives 08:41 – Wellbeing as a limit on the energy people bring to work 09:51 – How the culture held up during the shift to remote work 13:32 – Why authentic leadership has to start at the top 17:56 – Turning psychological safety into everyday practice 22:51 – The biggest challenges in sustaining this kind of culture Keywords employee wellbeing at work, psychological safety in the workplace, people-first company culture, building trust as a leader, authentic leadership, caring for employees, whole person leadership, flexible and remote work culture, credit union workplace culture, how culture drives performance —  Connect with Tim: LinkedIn: ⁠linkedin.com/in/timothy-l-anderson-mba-5528696 — JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: ⁠https://tinyurl.com/59nrvxnj⁠ — Connect with Jason Lauritsen: Website: ⁠https://jasonlauritsen.com/⁠ YouTube: ⁠https://www.youtube.com/@JasonLauritsenVideo⁠ LinkedIn: ⁠https://www.linkedin.com/in/jasonlauritsen/⁠ Instagram: ⁠https://www.instagram.com/jasonlauritsen/

Join Jason for a thought-provoking episode as he welcomes Shalynne Jackson, Chief Culture and Engagement Officer and CEO of Sonder Strategies. Shalynne is renowned for her commitment to building workplaces where people feel seen, connected, and valued.   In this episode, Jason and Shalynne dive deep into how organizations can foster meaningful human connection at work, especially in times when disconnection and loneliness are all too common. The conversation unpacks actionable strategies for cultivating workplace cultures rooted in trust, psychological safety, and accountability. Whether you’re seeking inspiration or hands-on advice, this discussion is full of practical wisdom for anyone looking to elevate their organization’s employee experience.   Key lessons highlighted in our conversation include: 👉 Mentorship and peer circles are high-impact vehicles for building relationships across departments and roles, fostering trust and growth. 👉 Intentionally connecting people over lunch or informal interactions can give rise to lasting relationships and unexpected support networks. 👉 Connection isn’t proximity. Being physically present doesn’t guarantee meaningful workplace relationships; true connection is built intentionally. 👉 Leaders should ask themselves, “Would I want me as my manager?” Empathy and accountability go hand in hand, shaping how people experience their work. 👉 Privilege and inclusion demand curiosity, humility, and active listening. Leaders can’t just treat others as they wish to be treated, they need to learn how others want to be cared for.   **   Connect with Shalynne: LinkedIn: https://www.linkedin.com/in/shalynnejackson/ Instagram: https://www.instagram.com/shalynnejackson/?hl=en Website: https://www.shalynnespeaks.com/   **   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   **   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

"I'm going to enjoy my life now. If there is no golden goose at the end of this, no pot, there's no money at the end of this rainbow, I'm just going to enjoy my life now." - Tess Brigham speaking about the Gen Z perspective on work   ** Join Jason Lauritsen for an insightful episode featuring Tess Brigham, licensed therapist, certified coach, and TEDx speaker. Tess brings over 20 years of expertise in guiding young people to understand themselves and build fulfilling lives.   In this episode, Jason and Tess dive deep into the realities facing Gen Z in the workplace and at home. If you’re an HR leader seeking practical ways to attract, engage, and retain young talent while fostering a healthier work culture, this conversation is loaded with relevant, actionable advice and thought-provoking perspectives. Discover why understanding Gen Z’s mindset matters and how rethinking your approach can improve organizational success and employee well-being.   Key lessons highlighted in our conversation include: 👉 Start with curiosity over judgment. Many workplace frustrations with young employees come from our own biases and assumptions. Pause. Ask. Listen. 👉 The future of work depends on leaders' role modeling healthy boundaries, emotional intelligence, and a willingness to rethink “the way it’s always been.” 👉 Stop solving, start coaching. For both parents and managers, the best path is asking more questions and letting them wrestle with the answers, rather than swooping in with “advice.” 👉 Gen Z puts mental health and boundaries first because the work “contract” is broken. If we want loyalty and engagement, we have to recognize and support that. 👉 You can’t rely on “what worked for me at that age.” Gen Z’s reality is shaped by economic uncertainty, skyrocketing costs, and social media—completely different contexts than previous generations.   **   Connect with Tess: LinkedIn: https://www.linkedin.com/in/tessbrigham/ Instagram: https://www.instagram.com/tess_brigham/ Spotify: https://open.spotify.com/show/2EuYiwREu0fiQ8hrFwUNFU?si=1ca9799100344f40 Apple Podcast: https://podcasts.apple.com/us/podcast/the-gen-mess-with-tess/id1797064230 Website: https://tessbrigham.com/ TEDx Talks: https://youtu.be/2nNEMBsf8e4?si=9ld4lpFhsKEcoxKC **   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   **   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

Most people avoid silence, it feels uncomfortable. But what if silence is actually where the most meaningful conversations begin?   In this episode, join Jason as he shares a simple but powerful practice called spacious listening, the art of using silence to build deeper connection, trust, and understanding. You will learn how to: Use silence as a leadership and communication tool Listen in a way that helps others feel truly seen and heard Create space for more honest, human conversations at work If you’ve ever wondered why silence feels so hard, or how to use it to become a better listener and leader, this episode is for you.   Because sometimes, the most powerful thing a leader can do… is say nothing at all. **   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   **   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/   #PowerOfSilence #ListeningSkills #Leadership #HumanLeadership #Communication #JasonLauritsen #SpaciousListening #EmotionalIntelligence #MindfulLeadership

"The essence of what we do is making sure that people all over the country, in all 50 states, when they're in a moment where they need care, medical care, there are the right caregivers in the right place at the right moment." - Shane Jackson ** Join Jason for a compelling conversation with Shane Jackson, President of Jackson Healthcare, a dynamic leader at the helm of one of America’s most recognized healthcare workforce organizations. He is an author of two influential books and the leader of an organization celebrated for its workplace culture.  In this episode, Jason and Shane delve deep into the work of building cultures that truly attract and retain talent. Together, they unpack the realities behind “purpose-driven” workplaces, clarify the vital role of authentic leadership, and share practical wisdom about embedding values at the center of organizational life. Key lessons highlighted in our conversation include: 👉 Leaders have a disproportionate influence on culture; how they treat others sets the expectation for everyone else. 👉 Purpose can’t be fabricated or performed. Real engagement comes when leaders clearly articulate their authentic purpose and allow people to self-select in. 👉 Codifying a culture through values and beliefs isn’t enough, they must be modeled by leaders and reinforced consistently, down to who gets hired and fired. 👉 The most effective (and hardest) tool for keeping values central: holding people accountable, even if it means walking away from someone who isn’t a cultural fit. ** Connect with Shane: LinkedIn: https://www.linkedin.com/in/shanejacksonculture/ Website: https://shanejackson.com/ ** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   **   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

"𝘐 𝘵𝘩𝘪𝘯𝘬 𝘵𝘩𝘦 𝘫𝘰𝘣 𝘰𝘧 𝘵𝘩𝘦 𝘭𝘦𝘢𝘥𝘦𝘳 𝘪𝘴 𝘯𝘰𝘵 𝘪𝘯 𝘴𝘶𝘱𝘱𝘭𝘺𝘪𝘯𝘨 𝘢𝘯𝘴𝘸𝘦𝘳𝘴, 𝘣𝘶𝘵 𝘪𝘯 𝘳𝘦𝘢𝘭𝘭𝘺 𝘮𝘢𝘬𝘪𝘯𝘨 𝘴𝘶𝘳𝘦 𝘵𝘩𝘢𝘵 𝘸𝘦'𝘳𝘦 𝘧𝘰𝘤𝘶𝘴𝘪𝘯𝘨 𝘰𝘯 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘲𝘶𝘦𝘴𝘵𝘪𝘰𝘯." - Topaz Adizes ** Join Jason for a deeply insightful conversation with Topaz Adizes, Emmy-winning filmmaker, author, and the founder of The Skin Deep, an experience design studio renowned for its innovative approaches to exploring human connection. In this episode, Jason and Topaz explore how understanding the patterns of meaningful connection so vital in our personal lives can transform the way we lead, manage, and design experiences at work. Topaz brings a unique perspective to the intersection of storytelling, experience architecture, and workplace relationships. Key lessons highlighted in our conversation include: 👉 Why leaders must shift from having all the answers to becoming guides who facilitate curiosity and growth within their teams. 👉 The vital importance of acknowledging power dynamics by stating your intention as a leader, not just your agenda, to encourage authentic participation. 👉 Why leaders must shift from having all the answers to becoming guides who facilitate curiosity and growth within their teams. 👉 How the right connective questions at work, crafted for the unique “and” of a workplace context, unlock empathy, understanding, and shared meaning, even amid conflict or difference. ** Connect with Topaz: LinkedIn: https://www.linkedin.com/in/topazadizes/ Instagram: https://www.instagram.com/the_skindeep/ YouTube: https://www.youtube.com/@TheSkinDeep ** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   **   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

"𝘏𝘰𝘸 𝘤𝘢𝘯 𝘸𝘦 𝘦𝘯𝘴𝘶𝘳𝘦 𝘵𝘩𝘢𝘵 𝘺𝘰𝘶𝘳 𝘥𝘦𝘧𝘪𝘯𝘪𝘵𝘪𝘰𝘯 𝘰𝘧 𝘣𝘦𝘪𝘯𝘨 𝘢 𝘴𝘶𝘤𝘤𝘦𝘴𝘴𝘧𝘶𝘭 𝘳𝘦𝘮𝘰𝘵𝘦 𝘸𝘰𝘳𝘬𝘦𝘳 𝘮𝘢𝘵𝘤𝘩𝘦𝘴 𝘰𝘶𝘳 𝘥𝘦𝘧𝘪𝘯𝘪𝘵𝘪𝘰𝘯 𝘰𝘧 𝘣𝘦𝘪𝘯𝘨 𝘢 𝘴𝘶𝘤𝘤𝘦𝘴𝘴𝘧𝘶𝘭 𝘳𝘦𝘮𝘰𝘵𝘦 𝘸𝘰𝘳𝘬𝘦𝘳?" - Jessica Adams ** Join Jason for an invigorating conversation with Jessica Adams, Chief People and Culture Officer at The Krazy Coupon Lady, a forward-thinking HR leader recognized for her expertise in scaling teams, building culture, and driving retention in fully remote organizations. Jason and Jessica unpack the power of modern benefits, discuss building connected remote teams, and explore how intentional HR strategies can transform the employee experience from onboarding to ongoing engagement. Together, they dive deep into how HR professionals can think beyond checklists and compliance to craft cultures employees genuinely love. Key lessons highlighted in our conversation include: 👉 Small, creative perks can have an outsized impact on engagement and retention. 👉 Benefits are more than just cost and utilization; they’re culture carriers that shape how employees feel about work, even if rarely used. 👉 Providing flexible, supportive work environments complete with office stipends, asynchronous communication, and local volunteering, empowers people to show up as their best selves. 👉 Communication is essential; regularly gathering employees’ feedback ensures your benefit offerings match people’s real needs and aspirations. ** Connect with Jessica: LinkedIn: https://www.linkedin.com/in/jessicalgadams/ ** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c... ** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

"𝘛𝘩𝘦 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦 𝘪𝘴 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘯𝘰𝘵 𝘫𝘶𝘴𝘵 𝘧𝘦𝘦𝘭 𝘭𝘪𝘬𝘦 𝘢 𝘯𝘶𝘮𝘣𝘦𝘳, 𝘣𝘶𝘵 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘵𝘩𝘦𝘮 𝘧𝘦𝘦𝘭 𝘭𝘪𝘬𝘦 𝘢 𝘩𝘶𝘮𝘢𝘯." - Joe Dicianno ** Join Jason for a compelling conversation with Joe Dicianno, Director of Talent Management and Organizational Development at UPMC and a Professor of HR People Analytics at the University of Pittsburgh. Joe shared how leaders can create more human-connected, engaging workplaces by demonstrating genuine care for their employees. His frontline work in healthcare (one of the most challenging leadership arenas) and his book, A Busy Leader’s Guide to Caring Leadership, uniquely position him to break down what it means to lead with care in every context. Together, they explore what it really takes to build human-centered workplaces where people feel recognized, appreciated, and genuinely supported. They break down both the day-to-day challenges and the powerful impact of leading with care. Key lessons highlighted in our conversation include: 👉 Caring leadership is about helping people become the best version of themselves, for themselves, not just for the organization. 👉 Trust, psychological safety, and performance all rest on a foundation of care. If people feel cared for, engagement and retention soar. 👉 Caring leadership is accessible to everyone; it costs nothing and isn’t limited by your boss or your org chart. It starts with your daily choices. 👉 Managers can operationalize care through consistent small habits: knowing team members’ names, asking about their lives, and making time for true human connection, not just ticking boxes. *** Connect with Joe: LinkedIn: https://www.linkedin.com/in/joseph-dicianno-ph-d-mba-ab822668/ Instagram: https://www.instagram.com/joedicianno/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c... *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: / @jasonlauritsenvideo   LinkedIn: / jasonlauritsen Instagram:  / jasonlauritsen  

"𝘉𝘶𝘵 𝘪𝘧 𝘺𝘰𝘶 𝘥𝘰𝘯'𝘵 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘱𝘰𝘵𝘦𝘯𝘵𝘪𝘢𝘭 𝘪𝘮𝘱𝘢𝘤𝘵𝘴 𝘰𝘧 𝘺𝘰𝘶𝘳 𝘪𝘯𝘱𝘶𝘵, 𝘺𝘰𝘶𝘳 𝘢𝘥𝘷𝘪𝘤𝘦, 𝘢𝘯𝘥 𝘥𝘺𝘯𝘢𝘮𝘪𝘤𝘴 𝘰𝘧 𝘵𝘩𝘢𝘵 𝘯𝘢𝘵𝘶𝘳𝘦, 𝘺𝘰𝘶 𝘤𝘰𝘶𝘭𝘥 𝘦𝘯𝘥 𝘶𝘱 𝘩𝘢𝘳𝘮𝘪𝘯𝘨 𝘵𝘩𝘢𝘵 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱 𝘥𝘺𝘯𝘢𝘮𝘪𝘤." - Ross Hecox *** Join Jason Lauritsen for a compelling episode as he welcomes Ross Hecox, Chief People Officer at Synergy ECP. Ross discussed innovative approaches to building people-centric workplaces and shared practical strategies for creating connection and a great employee experience even in highly constrained environments.   Jason and Ross explored the evolution of recruiting into a more human-centered role through the idea of People Partners. Together, they unpacked how this approach challenges traditional HR models and could reshape employee experience, leadership effectiveness, and the future of work.   Key lessons highlighted in our conversation include: 👉 People Partners extend their care well beyond the offer letter, acting as a bridge between employees and managers to foster understanding and trust. 👉By knowing employees’ stories, needs, and motivators, people partners can deliver resources and encouragement that matter most, fueling both growth and retention. 👉 An innovative perspective is shared on navigating the complexities of federal contracting—such as highly restricted work environments and fragmented cultures—while still delivering a strong employee experience. 👉 Unique challenges of supporting employees working remotely across diverse client sites with limited communication, as well as creative strategies to close those gaps. 👉 How investing in deep, ongoing relationships with employees boosts retention, psychological safety, and referrals.   ***   Ross Hecox has built a reputation as a people‑centric leader who blends HR expertise, innovative founder drive, and people-focused leadership to create workplaces that thrive. At Synergy ECP and beyond, he’s recognized for turning empathy and purpose into measurable growth and engagement, always with an eye on the long game.   Connect with Ross: Website: www.synergyecp.com LinkedIn: https://www.linkedin.com/in/rosshecox/   *** Jason Lauritsen is a dynamic keynote speaker and true thought leader in the world of work and employee engagement. He is dedicated to revolutionizing the way we Lead With Relationship™. He fearlessly challenges traditional norms to reshape the employee experience by consistently placing authentic human connection at the heart of leadership. Jason is the author of two books, Unlocking High Performance and Social Gravity.   ***   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3c...   *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

“Oftentimes in HR, we are looking at and supporting others. We don’t pay attention to kind of what we need for ourselves... So I would say ask for what you want.” - Kathy Claytor *** In this episode, Kathy Claytor, a long time CHRO at multiple organizations, opens up about her career journey from her “origin story” as an accidental HR pro to leading global HR transformations. She reveals why she believes now is a pivotal time for HR’s impact. Together, Jason and Kathy unpack the changing demands of the CHRO role, mentorship, and how technology and AI are reshaping the work of people leaders everywhere. Key lessons highlighted in our conversation include: 👉 Be intentional about mentorship, identify and invite those you admire to share their wisdom (and don’t be afraid to start with a simple coffee ask). 👉 Modern CHROs need financial savvy, business strategy awareness, and a commitment to becoming voracious learners, beyond the traditional HR practices. 👉 Data proficiency and tech skills are table stakes, but the real value-add? Learning to influence across the enterprise, especially when helping steer AI and digital adoption beyond the HR function. 👉 Advocate for yourself as fiercely as you advocate for others. Don’t assume leaders know your ambitions. Raise your hand! *** Kathy Claytor has built a career defined by leadership, innovation, and a deep commitment to advancing the human resources profession. As an accomplished Chief Human Resources Officer and the current Board Chair at HRCI, she has become a trusted voice in shaping the future of HR. Her professional journey spans influential roles at organizations such as Delta Dental, Northwinds Technology, and One Mind Health India. Connect with Kathy: LinkedIn: https://www.linkedin.com/in/kathyclaytor/ *** Jason Lauritsen is a dynamic keynote speaker and true thought leader in the world of work and employee engagement. He is dedicated to revolutionizing the way we Lead With Relationship™. He fearlessly challenges traditional norms to reshape the employee experience by consistently placing authentic human connection at the heart of leadership. Jason is the author of two books, Unlocking High Performance and Social Gravity *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. 📌 Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

Join Jason for an eye-opening and hopeful conversation with Will Matthews, the Director of Learning and Engagement (aka “Team Hearts and Minds”) at G Adventures.   Will shares offers fresh insights on how we can better recognize and activate the hidden leaders on our teams. Together, Jason and Will dive deep into the origins and nuances of “reluctant leaders”, those talented individuals who opt out of leadership because of limiting stories or outdated models of what a leader should be.   Key highlights from the episode include: 👉 True leadership isn’t about being loud, social, or front-and-center; it’s about making others better, going first, and creating space for growth.   👉 Managers can unlock incredible results by seeking out reluctant leaders, investing in human-centered development for all, and recognizing that leadership is a collective, evolving practice.   👉 Discover how G Adventures uses innovative programs and clear messaging to ensure every team member, from office to remote guide, feels empowered to lead and connect.   👉 Learn concrete techniques for identifying overlooked talent, inviting introverted and non-traditional employees into growth pathways, and reframing “leadership” as essential human skills.   ***   Connect with Will: LinkedIn: https://www.linkedin.com/in/wbmatthews/ ***   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   ***   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #Leadership #PeopleFirst #CompanyCulture #FeedbackLoop #WorkplaceExcellence

Feeling stuck is one of the most common and most isolating experiences in work and in life. In this solo episode, Jason Lauritsen shares his own year-long effort to move his business forward after realizing he kept landing in the same place, year after year. He walks through what it actually took to break the loop, why reinventing the business meant reinventing himself, and the two lessons that made the difference. If you are wondering how to move past a season where nothing you try seems to work, this episode is an honest look at what getting unstuck really requires, and a reminder that it is possible. Key Takeaways → Feeling stuck often shows up as a loop, where you set ambitious goals but keep ending the year in the same place you started. → Being stuck does not always mean something is broken. You can be doing good work and still not move forward. → Reinventing your business often means reinventing yourself, especially when your work is closely tied to who you are. → Every big transformation has a hard middle, and skipping past it in your planning is what makes the change harder than expected. → You need people who will tell you the truth about what is working and what is not, without worrying about your feelings. → Hiring outside expertise is not a failure. If you already knew how to solve it, you would have solved it by now. → Getting unstuck takes time and grace, so keep learning from the setbacks and give yourself credit for hard work. Timestamps 00:03 – What to do when you feel stuck 01:57 – The loop of starting over every year 04:03 – Committing to get unstuck 05:56 – Why reinvention meant becoming a startup again 08:17 – Relearning how to tell the story, and the real cost 09:04 – Why so many people feel stuck 10:45 – The first lesson: you cannot do it alone 13:08 – Listening to the people who care most 15:32 – Finding the right outside guides 17:37 – The second lesson: give yourself grace Keywords how to get unstuck, feeling stuck at work, reinventing your business, personal transformation, leadership growth, asking for help when stuck, business reinvention, breaking out of a rut, finding a coach or advisor, overcoming professional setbacks JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: ⁠https://tinyurl.com/59nrvxnj⁠ Connect with Jason Lauritsen: Website: ⁠https://jasonlauritsen.com/⁠ YouTube: ⁠https://www.youtube.com/@JasonLauritsenVideo LinkedIn: ⁠ https://www.linkedin.com/in/jasonlauritsen/ Instagram: ⁠ https://www.instagram.com/jasonlauritsen/

Join Jason for a provocative episode as he welcomes Jessica Winder, Senior Vice President of People, Colab Software. She brings a fresh, no-nonsense perspective to employee experience and workplace culture.   Jason and Jessica explore what it means to lead with fairness. Together, they unpack why fairness isn’t about treating everyone the same, how transparency fits into the equation, and what it takes to balance people and performance. It’s a real-world conversation for anyone who’s ever wrestled with making the right call when the answer isn’t black and white.   Key lessons highlighted in our conversation include: 👉 Fairness isn’t about treating everyone the same. It’s about making consistent decisions that align with your values, even when you can’t share all the details. 👉 Lack of transparency breeds mistrust: Overshare what you can, set clear expectations, and be honest when you can’t disclose everything. 👉 Employee perceptions of fairness are shaped as much by how you treat them as by the outcomes you deliver. 👉 Employees feeling unfairly treated should clarify their concerns, gather specifics, and approach the conversation thoughtfully to drive productive dialogue.     ***   Connect with Jessica: LinkedIn: https://www.linkedin.com/in/jessicadwinder/ Instagram: https://www.instagram.com/hiddengemcoach/ Website: https://www.hiddengemcareercoaching.com/   ***   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   ***   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #Leadership #PeopleFirst #CompanyCulture #FeedbackLoop #WorkplaceExcellence

Join Jason for a dynamic conversation with Carolina Terrazas, Vice President of Talent Management and Development at Schneider Electric, global HR leader, and host of the “Leading Yourself” podcast.   Carolina provides an illuminating view into the organization’s innovative group mentoring program. Moving beyond traditional one-to-one mentorship, their approach leverages small group mentorship to cultivate peer learning, accelerate skill development, and deliver positive business impact at scale.   Key highlights from this episode include: 👉 Group mentoring amplifies learning by harnessing the diverse perspectives and experiences of peers, enabling participants to both teach and learn within a trusted cohort. 👉 Group mentoring reinforces a culture of inclusivity, curiosity, and openness. It encourages collaboration, builds confidence, and helps employees recognize their shared challenges and aspirations. 👉 How group mentoring outperforms traditional models by fostering connection, peer learning, and diverse perspectives beyond one-on-one setups. 👉 This approach is accessible with the right intention and structure, any organization can begin building a dynamic group mentorship offering, regardless of size or resources.   ***   Connect with Carolina: LinkedIn: https://www.linkedin.com/in/cdearriba/ Podcast: https://podcasts.apple.com/us/podcast/leading-yourself/id1476733586 Instagram: https://www.instagram.com/leadingyourselfpodcast/   ***   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   ***   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #Leadership #PeopleFirst #CompanyCulture #FeedbackLoop #WorkplaceExcellence

Join Jason for a thoughtful and deeply moving conversation with Dr. Jenna Sage, Director of Organizational Wellness and Well Being, Ultimate Medical Academy, and executive coach, author, and passionate advocate for whole-person employee support. Jenna discusses how organizations can truly support employees navigating grief, loss, and caregiving. Having walked alongside a loved one through terminal illness, Jenna knows firsthand the weight leaders often carry in silence. She believes it’s time for organizations to normalize conversations around loss, bereavement, and mental wellness, by design, not just in reaction.   Key highlights from this episode include: 👉 Start normalizing discussions about loss, grief, caregiving, and mental health at work. 👉 As a manager, you’re not expected to be a therapist; what’s needed is grace, flexibility, and understanding, not answers or solutions. 👉 Respect and support boundaries, understand that networking events or after-hours obligations might not be a fit for caregivers, and that’s not a lack of commitment. 👉 Rethink bereavement that true compassion looks like flexibility and recognizing the many forms of loss an employee might face.   Connect with Jenna: Website: https://www.beself.ist/ LinkedIn: https://www.linkedin.com/in/jenna-sage-phd-bcba/   *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK.   Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #Leadership #PeopleFirst #CompanyCulture #FeedbackLoop #WorkplaceExcellence

Join Jason to learn about building an award-winning culture through storytelling in this episode with John McHugh, Vice President of External Affairs at Kwik Trip.   John shares how Kwik Trip has harnessed the power of storytelling to create low turnover, high morale, and exceptional customer experiences, all in an industry notorious for high attrition. He shares practices for how they have scaled a culture of exceptional service and customer commitment within an organization of 39,000 “co-workers”.   Key highlights from this episode include:   👉 Practical interview questions that find candidates hardwired for compassion and purpose.   👉 Why every meeting at Kwik Trip starts with an emotional real-world story and how this practice fuels engagement at every level.   👉 How sharing thousands of unsolicited customer compliments each year has become the secret sauce behind both customer loyalty and employee satisfaction.   👉 How Kwik Trip’s profit-sharing and recognition programs help every employee feel like an owner, resulting in industry-leading retention rates.   ***   Connect with John: https://www.linkedin.com/in/john-mchugh-37056513/   ***   JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   ***   Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #Leadership #PeopleFirst #CompanyCulture #FeedbackLoop #WorkplaceExcellence

In this mini-episode, Jason announces the launch of the Human Connection Study, a new research initiative created in partnership with Ingenuity Design. This ambitious project aims to understand how people today are experiencing connection and disconnection at work and in everyday life. Jason shares why he feels this study is both necessary and vitally important. And, he asks for your help. In the episode, Jason invites you to take the Human Connection Survey and then share it with your friends and colleagues. Take the sruvey here: https://www.thehumanconnectionstudy.com/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/

Join Jason for a powerful conversation with Wendy Rummler, Chief People Officer at Credit Acceptance. Wendy shares the inside story of how their organization transformed from a conventional, in-office workplace to a high-performing, remote-first organization, while earning multiple workplace awards year after year. The secret, she says, is fostering a culture where listening leads to meaningful action, and where transparency and feedback are non-negotiable.   Key lessons highlighted in our conversation include: 👉 True “listening cultures” require managers to close the feedback loop every time. Either by implementing suggestions, explaining their reasoning for declining, or seeking more information.   👉 Organizational change is a long-term journey. The best results occur when leaders approach engagement as a continuous and rigorous discipline.   👉 Transparency about “why” decisions are made, especially about difficult topics, builds trust, even when the answer isn’t what people want to hear.   👉 The most valuable employee feedback often points to operational obstacles, not just perks or benefits. Addressing these issues directly enables your people to do their best work.   👉 Remote work success hinges on proactive onboarding, strong mechanisms for relationship-building, and frequent, meaningful leader check-ins with every team member.   👉 Strong cultures assume positive intent. Leaders who communicate trust and aspire to help everyone succeed redefine performance expectations and team cohesion.   *** Connect with Wendy: Linkedin: https://www.linkedin.com/in/wendy-rummler-69777611/   *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #Leadership #PeopleFirst #CompanyCulture #FeedbackLoop #WorkplaceExcellence

Join Jason for an enlightening conversation with Mike Ferone, Vice President of Organizational Development and Performance Excellence at Benchmark Gensuite, as they explore how his company has created a “culture of opportunity”—one where promotions are based on demonstrated competencies and potential, not rigid timelines. Together, they examined how this approach shapes engagement, enables rapid development, and makes workplaces more human-centered and successful. Key lessons highlighted in our conversation include: 👉 The power of flexible, individualized promotion timelines, so everyone advances when ready, not just at review time 👉 How transparency and public clarity about why someone is promoted removes frustration and builds trust within teams. 👉 Why rigorous accountability, through regular manager and HR check-ins, ensures that every advancement is both earned and supported. 👉 How promoting based on demonstrated potential can accelerate growth for ambitious, early-career talent.   *** Connect with Mike: Company: https://benchmarkgensuite.com/ Linkedin:https://www.linkedin.com/in/michaelferone/   *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/

Join Jason for a deeply engaging conversation featuring Karen Rieck, the Vice President of Human Resources at Farm Bureau Financial Services, as she shares her journey on building “presence with a purpose” work. Karen’s inspiring approach to employee connection, especially through their innovative “Real Stories” internal podcast, offers real-world lessons every manager should consider. They talked about how powerful it can be when people are encouraged not just to do their jobs, but to show up fully as who they are, even with everything they’re carrying. Key lessons from our conversation include: 👉 The game-changing shift from “return to office” mandates to designing intentional in-office experiences that fuel genuine human connection. 👉 Practical, low-cost ways to foster community that make the workplace a destination. 👉 The transformative effects of storytelling through initiatives like the “Real Stories” podcast, which invites employees to share impactful experiences 👉 How inclusion is amplified not by policy statements, but by allowing people to own their stories and truly be known by their colleagues. 👉 Strategies for balancing work-life integration with organizational productivity, especially as employee expectations evolve in today’s workplace. *** Connect with Karen Rieck: Website: www.fbfs.com Linkedin: https://www.linkedin.com/in/karen-rieck-6148446/ ** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #Inclusion #HumanConnection #RealStories #PeopleFirst

Join Jason for an enlightening conversation with Jessica Jones, Executive Vice President of People and Culture at Emprise Bank. Jessica reflects on her evolution from being a strong advocate for remote-first work to recognizing how hybrid and in-person work, when grounded in intention and clarity, can enhance belonging, innovation, and team trust.   Together, they explore the risks of reactive policies and examine what today’s employees are truly seeking: not just remote work, but authentic flexibility.   Key lessons highlighted in our conversation include: 👉 Start with strategy: Align workplace policies with your organization’s unique business needs, rather than following trends or executive preferences.   👉 Be clear and intentional: Communicate the ‘why’ behind workforce decisions to ensure employees understand and not just comply with organizational choices.   👉 Flexibility is fundamental: Employees crave autonomy and flexibility; when that’s missing, “return to office” feels like punishment, not opportunity.   👉 Invest in what matters: Whether in-office or remote, invest in equipping managers, supporting employee well-being, and building spaces (physical or virtual) that build collaboration.   👉 One size does not fit all: Tailor approaches to different roles and locations; balance recruiting needs, development opportunities, and business impact.   Jessica’s perspective will challenge and inspire you to think differently about your own organization’s approach to culture, connection, and the future of work.   *** Connect with Jessica Jones LinkedIn: https://www.linkedin.com/in/jessica-jones-b1681193/   *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f   *** Connect with Jason: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/   #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #PeopleFirst #HybridWork #Inclusion #LeadershipDevelopment

Join Jason for an insightful episode with Halai Shukran, Chief Operating Officer of Pluribus Digital. Known for her strong background in HR leadership and people strategy, Halai offers an engaging, real-world perspective on how HR can become a true driver of business value. In this episode, Halai shares her extraordinary journey from HR and corporate training to the C-suite, breaking down how empathy, business acumen, and a relentless focus on both people and outcomes propelled her forward. Together, they explore the nuanced distinction between aligning people to business strategy and aligning business strategy down to people, revealing why both are essential for managers looking to make an impact. Key lessons highlighted in our conversation include: 👉 The difference between aligning people to business strategy (translating people initiatives up to deliver business results) and aligning business strategy to people (empowering every team member to see their role in the big picture). 👉 Why building your business acumen as a leader is as vital as mastering your own function—and how that cross-functional curiosity sets you apart. 👉 How to navigate resistance from leaders by choosing your battles, building cross-functional allies, and searching for high-impact, low-effort wins. 👉 The crucial role of transparency and consistent communication during times of uncertainty, especially when your people are looking to you for reassurance and clarity. *** Connect with Halai Shukran: LinkedIn: https://www.linkedin.com/in/halai-shukran/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #WorkplaceCulture #EmployeeExperience #FutureOfWork #PeopleStrategy #BusinessAlignment

If you are trying to keep your culture consistent as you grow, this conversation shows you how one people leader is doing it across hundreds of locations and thousands of frontline workers. You will learn why clarity and alignment are two different jobs, how an origin story becomes a tool for shaping culture, how to design the employee experience so people live your values without ever being handed a document, and why the shift from being nice to being kind changes how leaders show up. It is a practical look at connecting strategy and culture so they push the organization forward together instead of pulling in different directions. Key Takeaways → Clarity and alignment are not the same thing. Two people can agree on the exact same words and still picture completely different outcomes, so leaders have to slow down and make sure everyone sees the same result. → A company's origin story shapes how it should grow. Knowing where you came from gives you a source to design culture forward as you scale. → Culture lives in the minds of your team members and brand lives in the minds of your guests. You shape both by controlling the experience, not by handing people a values statement. → Every part of the employee journey can be designed as an episode, from the first day to orientation, so the culture comes to life without anyone being lectured about it. → Systems and processes are how culture scales. Design the work so it is easy to get right and hard to get wrong, then look at the design first when someone gets it wrong. → Feedback only matters if you close the loop. Guest and team member sentiment should feed back into training and coaching, not sit unused in a report. → Attendance problems are often a leadership signal, not a team member problem. When one leader has repeated issues, you need a leader intervention, not an attendance policy. → Leader stability drives results. People need time in one place to build connection with their team and community, so growth should not always mean moving somewhere new. → Nice is not the same as kind. Nice avoids discomfort, while kind embraces a little discomfort to leave someone better than you found them. → Caring for someone means telling them the truth. Keeping people comfortable while they are struggling is not care, and keeping someone safe is not the same as protecting them from discomfort. Timestamps 01:07 – Why people are the solution, not the problem 04:38 – Keeping strategy and culture from pulling apart 05:44 – Why clarity has to come before alignment 08:02 – Using your origin story to define who you are 10:24 – Turning company values into a culture napkin 13:01 – Getting the message all the way to the frontline 15:15 – Designing every moment as an episode 18:46 – Building systems that close the feedback loop 22:59 – Why leader stability drives performance 25:23 – Moving from nice to kind in how you lead Keywords scaling company culture, aligning strategy and culture, leadership clarity and alignment, frontline employee experience, building culture across multiple locations, moving from nice to kind leadership, chief people officer insights, employee onboarding and orientation, giving honest feedback at work, retaining frontline workers —  Connect with Jamie: LinkedIn: https://www.linkedin.com/in/jamiejgriffin/ — JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://tinyurl.com/59nrvxnj — Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

Join Jason for a thought-provoking conversation with Ben Brooks, Founder and CEO of Pilot, an award-winning culture and leadership development firm. In our discussion, we challenged traditional definitions of leadership and unpacked why organizations often get leadership development wrong. Jason and Ben explored how making leadership accessible to everyone—not just a select few—can positively impact organizational culture and business outcomes. They also discussed what truly makes leadership development effective, why traditional models often fall short, and how organizations can unlock hidden potential within their people to drive results and have a developed workplace culture. Key lessons highlighted in our conversation include: 👉How true leadership is about mindset, behavior, and personal impact, regardless of rank or title. 👉 Clarifying the distinction between management and leadership, and why both are essential but different levers for organizational success. 👉 Mistakes organizations are making in leadership development and why traditional approaches are failing to create real impact. 👉 How to define what “good leadership” looks like in YOUR organization, ensuring clarity, simplicity, and alignment across teams and levels. 👉 Effective leadership development isn’t about more assessment; it’s about real, applied learning experiences that align with your organization’s strategy and culture. If you’re ready to stop talking about leadership and start empowering it at every level, this episode is a must-listen. *** Learn more about Ben Brooks and Pilot: LinkedIn: https://www.linkedin.com/in/benbrooksny/ Instagram: https://www.instagram.com/benbrooksny/ X: https://x.com/benbrooksny Website: https://pilot.coach/ Email: ben@pilot.coach *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #LeadershipDevelopment #PeopleFirst #HumanWorkplaces #LeadershipMindset

Join Jason for an insightful conversation with Chrisanne Christ, Senior Partner, Human Resource Development at Centier Bank, as they discuss what it means to foster a "servant heart" culture to create a truly associate-first organization. In this episode, Chrisanne shares her journey into HR, driven by a background that equipped her with empathy and care from a young age. Together with Jason, they explore the challenges and triumphs of nurturing a servant-heart culture and why relationships and connections are at the core of successful HR leadership. Key highlights from our conversation include: 👉 The power of servant-heart leadership: Prioritizing others' needs over one's own to foster a nurturing and high-performing work culture. 👉 The role of leadership transformation: How personal experiences can drive leaders to adopt a more empathetic and people-first approach. 👉 The impact of relationships in the workplace: Building strong connections to support team members in both joyous and challenging times. 👉 The strategic formation of employee resource groups: Creating spaces for employees to lead, learn, and connect for mutual growth and empowerment. *** Learn more about Chrisanne Christ LinkedIn: https://www.linkedin.com/in/chrisanne-christ-b2351b2/ Centier Bank: https://www.centier.com/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://tinyurl.com/jlnewslettersubscribe *** Connect with me: Website: jasonlauritsen.com Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #ServantLeadership #FutureOfWork

Join Jason Lauritsen for an enlightening conversation with KeyAnna Schmiedl, the Chief Human Experience Officer at Workhuman. KeyAnna is a wealth of knowledge about creating inclusive, human-centered workplaces that thrive in today's dynamic environment. In this episode, Jason and KeyAnna dive deep into the transformative potential of AI in HR and explore its implications for enhancing workplace culture and productivity. They uncover how to thoughtfully integrate AI into the people-first strategies of organizations. This conversation offers HR leaders profound insights into leveraging technology while maintaining the essence of human connection at work. Key highlights from the episode include: 👉 The distinction between implementing AI thoughtfully versus carefully, focusing on innovation rather than restriction. 👉 Leveraging collective genius by involving employees in defining where AI can enhance their work efficiency and experience. 👉 The importance of not seeing AI and people as a binary choice but identifying opportunities where they can complement and amplify each other. 👉 Viewing AI as a tool for creativity and innovation, enabling people to focus on high-value tasks rather than mundane processes. *** Connect with KeyAnna Schmiedl: LinkedIn: https://www.linkedin.com/in/keyannaschmiedl/ Workhuman: https://www.workhuman.com *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsenspeaks.activehosted.com/f/29 *** Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #FutureOfWork #WorkplaceCulture #HRInnovation #AI

Join Jason for a solo episode on the power of active listening in leadership. He shares four practical tips to help leaders build trust, improve communication, and foster connections with their people. Jason explores why active listening is often overlooked in leadership and how it impacts team dynamics and workplace culture. He dives into the common barriers that get in the way of truly listening and what leaders can do to overcome them. Key lessons highlighted in our conversation include: 👉 The necessity of removing distractions to offer your team the focused attention they deserve. 👉 The art of noticing the whole person you’re speaking to, because listening is as much about seeing as it is about hearing. 👉 How taking notes can serve as a tool to stay engaged and ensure you retain critical information from your conversations. 👉 The impact of asking clarifying questions to prevent misunderstandings and ensure you accurately comprehend your team’s perspectives. *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f Grab your FREE Check-in guide: https://jasonlauritsen.kit.com/66a29ff689 *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #ActiveListening #LeadershipSkills #TeamBuilding #HumanConnection #JasonLauritsen

In this solo episode, Jason shares the five best check-in questions for leaders, offering invaluable advice on fostering more meaningful and impactful conversations with your team. He reminds you that an effective check-in starts with a great question. He then shares how to use these questions to create conversations that matter with your people. Key highlights from the episode include: 👉 An overview of the four steps to an effective, meaningful check-in and how it all starts with asking a great question. 👉 How to turn a bad (or ineffective) check-in question into a great one with one simple change 👉 Learn to address one of the fundamental drivers of employee engagement—recognition and appreciation—through an insightful, game-changing question. 👉 How to have more effective career development conversations by using the right check-in question 👉 Explore the "3H Check-In" as a holistic approach to understanding your team's overall well-being, empowering you to support them more effectively. *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f Grab your FREE Check-in guide: https://jasonlauritsen.kit.com/66a29ff689 *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #CheckInQuestions

Join Jason Lauritsen for a captivating conversation with Josh Allan Dykstra, a Future of Work keynote speaker and CEO of The Work Revolution, as they demystify the interplay between artificial intelligence and the human workplace. In this episode, Jason and Josh explore the evolving landscape of AI in the workplace, uncovering its impact on organizational culture and HR practices. They also discuss three key insights that help leaders understand AI in a way that deepens their appreciation for the diversity and beauty of being human. Josh discusses a free resource on how to understand and embrace AI at work that you can download here: https://joshallan.com/jason2025/ Key highlights from the conversation include: 👉 Understanding why AI anxiety is normal and how familiarity with how it works can ease fears. 👉 The importance of distinguishing between AI's capacity as a Large Language Model and the multifaceted intelligence of humans. 👉 Learn practical ways to use AI as a tool to enhance, rather than replace human connection in organizations. 👉 Recognizing the role of psychological safety in AI adoption and how AI makes it even more important to build a workplace built on trust. *** Learn more about Josh Allan Dykstra: Website: https://joshallan.com/ LinkedIn: https://www.linkedin.com/in/joshallan/ Download your FREE Resource here: https://joshallan.com/jason2025/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f Grab your FREE Check-in guide: https://jasonlauritsen.kit.com/66a29ff689 *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #AIintegration

Join Jason for an enlightening episode as he sits down with Maggie Gough, Chief Operating Officer at Bright Arrow. In this episode, Jason and Maggie discuss the evolving challenges of leadership in today's uncertain landscape. Maggie shares some of the challenges their CEO clients are facing today and how they are coaching them to cultivate clarity, stability, and resilience within their organizations. Key lessons highlighted in our conversation include: 👉 Navigating extreme uncertainty starts with leaders processing emotions privately to maintain calm and focus with their teams. 👉 Frequent strategy shifts are often necessary, but leaders must pace changes to avoid team burnout. 👉 Having a trusted coach or mentor helps leaders handle their emotional and strategic processes away from the eyes of their teams. 👉 Importance of building and sustaining trusted relationships within teams, pre-crisis, as these bonds serve as bedrock during tough times. 👉 Sometimes crises can actually serve as a turning point to build trust and stronger relationships within dysfunctional teams. *** Learn more about Maggie Gough: LinkedIn: https://www.linkedin.com/in/maggie-gough-431ab289/ Website: https://brightarrowcoaching.com/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #WorkplaceCulture #FutureOfWork #EmployeeExperience #JasonLauritsen

Join Jason in an insightful conversation with Erin Corr Miller, the Chief People Officer at Terra Dotta. In this episode, Erin shares her approach to taking on an under-developed HR function in need of reputation repair and how she's rebuilt trust with the organization. This episode delves into practical strategies for creating effective HR processes that employees accept and embrace, which emphasizes the need for clear performance expectations, feedback loops, and innovative employee connection initiatives. Key lessons highlighted in our conversation include: 👉 Practical strategies for building trust and transparency in the workplace, ensuring employees feel heard and valued. 👉 Establishing clear job descriptions and performance expectations helps employees understand what success looks like in their roles, which in turn boosts their performance. 👉 Innovative approaches to employee engagement, including the use of Donut AI for fostering connections in remote teams. 👉 Insights on avoiding burnout by setting clear priorities and boundaries within the organization. 👉 An inspiring vision of the future of work including the potential of a four-day workweek for knowledge workers and the need for job crafting to leverage individual strengths. *** Learn more about Erin Corr Miller: Linkedin: https://www.linkedin.com/in/erincorrmiller/ Website: https://www.terradotta.com/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with me: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #HRStrategies #EmployeeEngagement #TrustAndTransparency

Join Jason for an inspiring conversation with Greg Pryor, the Co-founder at Connected Commons. In this episode, Greg explains the powerful applications of social network science to fuel organizational success and employee engagement. Greg shares strategies for leveraging Organizational Network Analysis (ONA) to improve onboarding, accelerate career growth, and enhance overall workplace culture. Key lessons highlighted in our conversation include: 👉 Practical strategies for using Organizational Network Analysis (ONA) to build meaningful workplace connections and accelerate employee success. 👉 Focusing on building intentional, purpose-driven relationships that deliver specific relational benefits, rather than simply expanding one's network. 👉 The crucial role of engaged and aware managers in identifying key connections and facilitating introductions to amplify the success of new hires. 👉 Overcoming the challenges of collaboration overload and how to manage time effectively to foster valuable connections. ** Learn more about Greg Pryor: LinkedIn: https://www.linkedin.com/in/greg-pryor-907920/ Website: connectedcommons.com Forthcoming Book: The Social Capital Imperative: Revealing, Developing, and Leveraging Organizational Networks by Greg Pryor and Kristin Cullen-Lester, commissioned by SIOP, features insights from 50 experts. ** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f ** Connect with me: Website: https://jasonlauritsen.com/ Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/

Join Jason for an enlightening conversation with Steph Ryter, Creative Culture Leader at Arity, as they discuss how to intentionally build a culture of connection. In this episode, Steph shares her journey from television news to shaping organizational culture at Arity. With her unique perspective, Steph has used innovative methods for building employee engagement and human connections, especially in a remote-first environment. She shares specific practices that have had a profound impact on Arity's culture including "culture connections" and "Learn Day." Key lessons highlighted in our conversation include: 👉 Discover how a simple 25-minute "culture connection" call can enhance employee engagement and build a sense of belonging. 👉 Learn about 'Learn Day' and how themed presentations can build a learning community and create strong bonds among remote employees. 👉 Emphasizing innovation and balance: Explore the balance of innovation, collaboration, and employee well-being as core values that drive Arity’s dynamic culture. 👉 Steph shares a hopeful vision for AI to handle administrative tasks, thus allowing leaders to focus on meaningful human connections and strategic insights. ** Learn more about Steph Ryter: LinkedIn: https://www.linkedin.com/in/stephaniegarciareiter/ ** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f ** Connect with me: Website: https://jasonlauritsen.com/ Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://instagram.com/jasonlauritsen/ #HRLeadership #EmployeeExperience #WorkplaceCulture #FutureOfWork #Engagement #RemoteWork #JasonLauritsen

In this solo episode, Jason explores with a question that sounds simple until you look at it closely. What does it look like to care for someone as their leader? He talks through why care at work has to look different from the care we show at home because the relationship has specific purpose. And he highlights the moments when the most caring thing a leader can do is to step into a difficult conversation with the employee. Key highlights from the conversation: ➡️ Why the way we care for the people we love outside of work can actually backfire when we bring it to the people we lead ➡️ The mistake Jason has watched leaders make hundreds of times, avoiding a hard conversation because they mistakenly think that keeping employees comfortable is the kind thing to do ➡️ A moment from Jason's own career when avoiding the hard conversation was making things worse ➡️ What leaders should do to truly care for their people in a way that supports their performance and engagement at work JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://tinyurl.com/59nrvxnj Connect with Jason Lauritsen: Website: https://jasonlauritsen.com/ YouTube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https://www.instagram.com/jasonlauritsen/

Join Jason in an insightful conversation with Sarika Lamont, the Vice President of People and Culture at Vidyard. Sarika delves deep into the nuances of career growth, management challenges, and the critical role HR plays in shaping today's workforce. Sarika also highlights the concept of job architecture and emphasizes how structuring roles and career paths is crucial for organizational success and employee development. Key lessons highlighted in our conversation include: 👉 The importance of defining clear role expectations and responsibilities, providing employees with the guidance they need to advance in their careers. 👉 The foundational role of job architecture and compensation in creating structured, clear career paths that support both individual contributors and managers. 👉 How job architecture provides a roadmap, detailing how employees can advance in their careers with defined roles, responsibilities, and pathways for promotion. 👉 Utilizing AI to manage administrative tasks, allowing HR to focus on strategic planning and enhancing job architecture to serve the organization better. 👉 Promoting transparency, equity, and ongoing learning within HR to support fair and inclusive workplaces. *** Learn more about Sarika Lamont Linkedin: https://www.linkedin.com/in/sarikal/ *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f Connect with me: Website: https://jasonlauritsen.com/ Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https:/instagram.com/jasonlauritsen/

Join Jason for an inspiring conversation with Rebecca Weaver, the founder and CEO at HRuprise and a seasoned veteran of multiple HR leadership roles throughout her career. Rebecca delved into innovative workplace practices and the quest for meaningful work. Rebecca also shares her unique experiences from her time with the Downtown Project and the challenges encountered in implementing Holacracy. Rebecca and Jason explore the allure and traps of management trends and best practices and offer advice on how to approach them effectively to ensure results. Key lessons highlighted in our conversation include: 👉 The transformative approach of blending work and life, to build a highly integrated and fulfilling lifestyle. 👉 Explore "Holacracy" as an example of a management fad to learn how to trust your instincts in sorting for what works and what doesn't as an HR leader 👉 The importance of connecting employees to the meaning behind their work, making it easier to cultivate engagement and fulfillment. 👉 The need for leadership even in self-managed teams, emphasizing the role of leaders who can guide prioritization and resolve conflicts within new structures. ** Learn more about Rebecca Weaver Linkedin: https://www.linkedin.com/in/rebeccaweaver/ Website: https://hruprise.com/ Email: us@hruprise.com *** JOIN THOUSANDS OF LEADERS WHO ARE HARNESSING THE POWER OF RELATIONSHIPS AT WORK. Subscribe to our newsletter: https://jasonlauritsen.ck.page/950d3cff1f *** Connect with me: Website: https://jasonlauritsen.com/ Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https:/instagram.com/jasonlauritsen/

Join Jason and his daughter, Bailey, as they reflect on work experiences, generational perspectives, and tips for starting the new year right. In this special holiday episode of Check-In with Jason Lauritsen, Bailey reflects on her experiences as a working teenager and explores how she thinks her generation might impact the future workforce. She also underscores the significance of tapping into a wider array of experiences to continually push the boundaries of what's possible for a team. Key lessons highlighted in our conversation include: 👉The importance of building strong coworker relationships for happiness and engagement. 👉 How aligning roles with skills and aspirations, providing benefits, and a supportive culture is key for a good job 👉 Utilizing social platforms and professional networks to apply broad experiences to current challenges. 👉 Staying informed and open to new ideas to cultivate a culture of continuous learning and growth. 👉 BONUS: Jason shares his top tips to set yourself up for an amazing 2025. *** 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝗺𝗲: Website: https://jasonlauritsen.com/ Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https:/instagram.com/jasonlauritsen/ If you'd like more content like this delivered straight to your email box, sign up here: https://jasonlauritsen.ck.page/950d3cff1f

Join Jason and his son, Colton, for an inspiring and fun conversation exploring how work looks through the eyes of a teenager. In the special holiday episode of Check-In with Jason Lauritsen, Colton shares what it means to him—and potentially his peers—to start their careers and the aspects he believes will characterize the future workforce. As a 15-year-old about to embark on his first job, Colton provides eye-opening insights about his perspective on work to help managers prepare to welcome this new generation of employees. Key lessons highlighted in our conversation include: 👉 Gaining confidence through manageable tasks is important before preparing for more complex responsibilities. 👉 The importance of flexibility in attracting younger employees. 👉 Social connections at work are essential as building strong team relationships leads to greater job satisfaction. 👉 Combining technology and teamwork enhances collaboration and team-based projects. 👉 BONUS: Enjoy some Christmas fun as Colton shares his favorites and advice on having a happy holiday season. *** 𝗖𝗼𝗻𝗻𝗲𝗰𝘁 𝘄𝗶𝘁𝗵 𝗺𝗲: Website: https://jasonlauritsen.com/ Youtube: https://www.youtube.com/@JasonLauritsenVideo LinkedIn: https://www.linkedin.com/in/jasonlauritsen/ Instagram: https:/instagram.com/jasonlauritsen/ If you'd like more content like this delivered straight to your email box, sign up here: https://jasonlauritsen.ck.page/950d3cff1f