What is trust? What factors make up trust? What factors make others feel trust towards us and vice versa? When the trust factor goes up, the work gets done. But how can we move towards building it authentically during times where people are more politically divided than ever before?In this week's episode, Denise Cooper interviews Pamela Brooks-Richards for her take on how we can build genuine trust in the face of change. It can feel extremely uncomfortable to say "no" to our bosses or other authority figures in our working life. What do we do when the noise in our head tells us we can't "be bad", and our nervous system gets activated in challenging work situations? Trust is not only about telling the truth and keeping promises, but it is also about being accountable and restoring trust when it is broken. Building authentic trust in the workplace takes time and effort. It requires accountability, restoration, and confidentiality. Trust is built and destroyed in small moments, so it is essential to be consistent in actions and responses.Accountability is not about micromanaging someone or holding them responsible for everything. It is about taking responsibility for your actions and admitting when you have made a mistake. If you've been looking for ways to build accountability through fostering a trusting work environment, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhat is trust? [3:34]What happens when we don't have trusting, safe spaces at work? [09:03]What role do values play in managing dissonance? [24:25]How do we overcome learned helplessness in the workplace? [36:55]KEEP UP WITH PAMELA BROOKS RICHARDShttps://www.linkedin.com/in/ccsuccessEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOPam is known for her passion for people and facilitating positive change for anyone in need with an open mind.  She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding.  She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown’s Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser. Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington.  She studied organizational and interpersonal development in her first masters and...

Have you considered how your tone of voice impacts your executive presence? When we think about growing our influence and presence in the workplace, we often think of driving business metrics, increasing sales, or making ourselves more visible to higher-ups. However the numbers are simply one facet of your contribution to your team. Have you considered that the language, tonality, and volume and inflection you use also plays a huge role in how others perceive you? In today's episode Dr. Miluna Fausch, an Executive Communication & Presence Coach, teaches listeners how to build confidence in their communication skills by leveraging one's whole self - physical, energetic, mental, and emotional - to influence others and achieve goals. If you're looking for tips to uplevel your communication and presence in your career, this is the episode for you.THE FINER DETAILS OF THIS SHOWWhat do we do if other people perceive us to be communicating in ways they don't like? [06:44]How can I become more aware of my executive presence? [10:00] What lead you to become an executive communication and presence coach? [12:41]How do your clients find you? How can a person tell if they would benefit from presence coaching? [19:34]How do you blend your background in show business and psychology? [20:26]KEEP UP WITH DR. FAUSCHhttps://www.milunafausch.com/https://www.linkedin.com/in/drmilunaEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewDR. FAUSCH'S BIOGRAPHYDr. Miluna Fausch is an Executive Communication & Presence Coach. She comes from show business as a professional actor and singer with a B.S. in Music Business and a Ph.D. in Holistic Psychology.Her book: Uplevel Your Communication: Evolve Your Presence and Speech to Change Everything is Best Book Finalist at the American Book Festival.

Do you know how to set the pace for change in your organization?Are you aware of the ways in which our brain prepares us to embrace change?In this episode, Dr. Evian Gordon, founder of Brain Resource joins Denise Cooper to discuss the importance of change and innovation in today's rapidly evolving world. Listen in to hear Dr. Gordgon's strategies for individuals and leaders to develop the necessary mindset and habits to succeed in a constantly changing environment. The ability to embrace change is an inside job - it starts with you. With awareness of our own brains, mindsets, and habits, we can shift the needle and become the agents of change we aim to be. THE FINER DETAILS OF THIS SHOWHow did you get into integrated neuroscience? [05:03]What do you mean when you say that our ability to embrace change is an inside job? [08:03]What is the link between knowing and doing? How do relationships empower us to change? [11:53]What does research show about our capacity for change over time? [24:09]What companies are embracing the power of neuroscience? [36:00]KEEP UP WITH DR. EVIAN GORDON, MDTotalbrain.comPodcast: Total Brain with Evian GordonBook: The Brain: From Knowing to DoingEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewDR. EVIAN GORDON, MD BIODr. Gordon is the founder and chief medical officer at Total Brain Limited, an applied, integrative neuroscience company, based in San Francisco and Sydney, that has developed and offers Total Brain, a mental health monitoring and support platform powered by the world’s largest standardized brain database. Its SaaS platform has helped more than one million registered users to-date scientifically measure and optimize their brain capacities while managing the risk of common mental conditions. Total Brain is used by thousands of employees from companies such as Boeing, Cerner and Kaiser Permanente.Dr. Gordon has more than 30 years’ experience in human brain research and is considered one of the originators of the field of integrative neuroscience. Dr. Gordon has authored more than 300 peer-reviewed publications. Most recently, he launched his latest book The Brain: From Knowing to Doing.

What does it take to thrive as a female CEO? This week we're discussing how to thrive as a woman CEO in a male-dominated world. Although women have made significant progress in breaking through the glass ceiling, there is still a significant gender gap in leadership positions, especially at the CEO level. In this episode, Deborah Snow Walsh leads us through exploring some of the challenges that women face when trying to climb the corporate ladder and offers practical tips for women who aspire to become CEOs.One of the main challenges is the lack of access to coaching and information. According to a study, only 15% of women receive detailed information compared to 50% of men. Listen in to hear us delve into why this disparity exists and how it can be overcome.Lastly, we'll discuss the importance of networking, building a personal brand, and developing a leadership style that is authentic and effective. Deborah Snow Walsh also explore strategies for negotiating salaries and promotions, as well as ways to overcome imposter syndrome and other limiting beliefs.Women can be successful CEOs, and with the right mindset, skills, and strategies, we can break through the glass ceiling and achieve our dreams.THE FINER DETAILS OF THIS SHOW77% of women feel that they lack the information they need to advance their career. What do you think about that? [03:56] How do you navigate when someone asks why you're wanting a job when you run your own business? [17:32]How do we decide where to look for fresh talent?[21:43]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-snow-a0823b37EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view.  Those are her passions.  She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable.  She knew nothing about benefits, or the Fortune 200.   She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations.  When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own firm.  Ultimately, her organization included ten professionals and served companies including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential among others.  In 2011 she was recruited to Zurich Insurance to run Talent...

We know social determinants of health play a role in 80% of healthcare outcomes. What about workplace outcomes? In this episode of our podcast, we have the pleasure of interviewing Jean Drummond, a seasoned healthcare professional with over three decades of experience in the industry. Jean is an expert in healthcare equity and disparities, and in this interview, she shares her insights on how social determinants of health affect the well-being of employees and communities.Doesn't it make perfect sense that if you have a chaotic home life, it's only a matter of time before it affects your work performance? Doesn't it seem that a team having access to good nutrition, exercise, and mental healthcare will improve outcomes for organizations? In today's episode, Jean Drummond, President and Founder of HCD International shares her expertise as a healthcare expert and a businesswoman. Whether you're a healthcare professional, an employer, or simply interested in learning more about healthcare equity and disparities, this interview with Jean Drummond is a must-listen. Tune in to gain a deeper understanding of social determinants of health and their impact on our overall well-being.THE FINER DETAILS OF THIS SHOWHow are we affected by social determinants of health? [11:23]What are we just not understanding when it comes to ideas healthcare inequity and disparities? [15:13]As an employer, how do I put together a healthcare plan that will serve the needs of my staff? [20:04]KEEP UP WITH JEAN DRUMMONDlinkedin.com/in/jean-drummond-62ab5339www.hcdi.comEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewJEAN DRUMMONDJean Drummond began her successful, award-winning healthcare consultant firm 31 years ago with $400.00 and her mother’s credit card. Coming from a long line of “fem-trepreneurs” in her family—both her mother and grandmother owned their own businesses—Jean was surrounded by powerful role models that would later inspire her to begin her own healthcare policy business.She graduated from Howard State University as a Physician’s Assistant where she witnessed the impact of health inequities daily. This became her driving motivator, and she soon found herself advocating for the vulnerable populations she served. This included running a PR campaign to prevent the closure of a minority-oriented healthcare program. She knew that she was being called to a higher purpose and wanted to advance her community in meaningful ways.All of her experiences led her to establish Healthcare Dynamics...

Do you know how to improve your own sense of motivation? Why are some people more motivated than others? Is it possible to become more intrinsically motivated over time? What do we do when our potential doesn't seem to be matching up to our outcomes?In this week's episode, Denise Cooper interviews Pamela Brooks-Richards for how we can use neuroscience research on motivation to move closer towards work that lights us up. Brene Brown points out that dissonance is the opposite of integrity. Emotions like shock and anger are quick-burning emotions, with a short-half life. Meanwhile, dissonance will not disperse from our emotional landscape until it is dealt with. Join us as we deep dive into Get It Done by Sam Bennet and Atlas of the Heart by Brene Brown. If you're wondering how to understand what motivates you in the working world, this is the episode for you.THE FINER DETAILS OF THIS SHOWHow do we create motivation? [10:25]What role does the mindset we have towards a task play in our ability to get it done? [14:07]People say never share your goals with others. Is this good advice?[17:48]Why do we have to be careful about who gives us feedback?[22:24]What is dissonance and why is it dangerous to workers? [28:58]KEEP UP WITH PAMELA BROOKS RICHARDShttps://www.linkedin.com/in/ccsuccessEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOPam is known for her passion for people and facilitating positive change for anyone in need with an open mind.  She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding.  She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown’s Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser. Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington.  She studied organizational and interpersonal development in her first masters and counseling in her second.   She uses her assessment tools and understanding of people to create workshops and experiences that can create transformational performance breakthroughs for both individuals and teams. She loves all the work coming out of neuroscience today and what actually leads to better performers and what helps us enjoy life to the fullest.She has presented...

What role does technology play in abolishing pay gaps?Pay discrepancies have long been a barrier to achieving gender equity in the workplace. In fact, studies show that it will take 208 years for women to achieve equal pay. This is a sobering statistic, but our guest Dan Kopp, cofounder of Dinamico is determined to change it. Through his work, he is on a mission to abolish pay gaps one employer at a time.Many organizations are still unaware of the pay inequities that exist within their own staff. To leaders who don't see this as an issue, Dan has a simple message: ignorance is not bliss. Pay gaps have real consequences for employees and the organizations they work for. Not only do they undermine employee morale and create an environment of mistrust, but they also limit the talent and potential of the workforce as a whole.So, what role does technology play in abolishing pay gaps? Dan believes that technology is a key tool in the fight for pay equity. With the right tools and strategies, organizations can analyze their payroll data, identify any pay gaps that exist, and take action to address them. In the next 10 years, Dan predicts that we will see a growing number of companies using technology to eliminate pay gaps and promote fair pay for all employees.So, whether you're a leader in HR, an employee looking to make a change, or simply interested in the future of work, this episode of the Remarkable Leadership Lessons Podcast is a must-listen. Dan's insights and experience offer a valuable perspective on the role of technology in creating a fairer and more equitable workplace. Join us as we explore the latest strategies for using technology to abolish pay gaps and promote pay equity in the workplace. THE FINER DETAILS OF THIS SHOWHow do we quantify the value an employee brings to an organization?[07:16]How can technology support employees in feeling motivated at work every day? [10:09]In your book, Power of Me Leadership, you address that most leaders don't have the support they need to be successful. Tell us a bit about where you'd advise someone to start if they don't feel supported. [18:58]Where did you first learn the importance of aligning your words with your behaviors? [22:50] As a leader, how do I create a culture where collaboration is celebrated while also recognizing people for their individual successes? [32:02]50% OFF DEALDinamico is offering a special discount for Remarkable Leadership Lessons podcast listeners. They will give you 50% off their licensing and onboarding fee for Dynamic Systems, where you can start winning in today's employment market by creating compensation systems that recognize the greatness of your employees.&nbsp;Be sure to mention this episode when booking!KEEP UP WITH GUESThttps://dinamicosystems.comhttps://mobile.twitter.com/danielskopphttps://www.linkedin.com/in/dankoppdinamico?original_referer=EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? <a href="https://calendly.com/denisecooperspeaks/podcast-overview-referral"...

How can Gen-Z and Millenial workers grow their careers? With pensions and 30-year work tenures being a thing of the past, our approach to work has changed. This is especially true for younger workers, who have experienced a uniquely tricky entrance into the world. In this week's episode, Deborah Snow Walsh discusses the impact of the current generation, Gen-Z, in the workplace. This generation has grown up with different values and perspectives on work compared to previous generations especially around workplace cultures, compensation, work-life balance, and value-driven work. If you are a leader looking to better understand the tough challenges that employers may face in managing and connecting with this generation in the workplace. this is the episode for you. If you are a Gen-Z or Millenial worker looking to negotiate a stronger salary and connect with your manager in a meaningful way, you're in the right spot. When we understand each other's values without demonizing our differences, we build workplaces where everyone can show up to the table and contribute. THE FINER DETAILS OF THIS SHOWWhat do are the expectations of young professionals coming into the workplace versus other generations that might have come in earlier?&nbsp;[02:45]From an employer's point of view, what does it mean if Gen-Z feels less loyalty to the organizations they work for? [04:45]Many younger workers don't know how to negotiate salary, we haven't taught them how. What are the first steps they should take? [15:30]What role does one's reaction to failure play in the workplace? [22:40]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-walsh-875b932EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewDEBORAH SNOW WALSH'S BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view.&nbsp; Those are her passions.&nbsp; She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable.&nbsp; She knew nothing about benefits, or the Fortune 200. &nbsp; She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations.&nbsp; When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own firm.&nbsp; Ultimately, her organization included ten professionals and served companies including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential among others.&nbsp; In 2011 she was recruited to Zurich Insurance to run Talent Acquisition, University...

Do you know how to build goals that motivate instead of shame? As we start the new year, we've been talking about the importance of gratitude when it comes to setting goals for 2023. Goal-setting can often have an unfortunate effect on people, with many developing habits of setting unrealistic goals and spiraling into feelings of shame when they don't achieve them.In this episode, Pamela Brooks-Richards talks about the importance of leading with joy and integrity to create a more grateful space for ourselves and those around us. When we operate from a place of integrity, we strengthen our self-esteem and resolve (plus, we get a pretty sweet dopamine rush in the process!)If you are looking for ways of allowing your values to guide your actions and goal-setting, this is the episode for you. By incorporating these practices into our daily lives, we can build the habits necessary to achieve our goals and live a life of integrity and purpose.THE FINER DETAILS OF THIS SHOWWhat’s your superpower? [03:51]What is the importance of gratitude when it comes to setting goals in 2023?&nbsp;[04:14]​​Why are values more important than goals when it comes to New Years' Resolutions? [13:44]KEEP UP WITH PAMELA BROOKS RICHARDShttps://www.linkedin.com/in/ccsuccessEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewPAMELA BROOKS RICHARDS BIOPam is known for her passion for people and facilitating positive change for anyone in need with an open mind.&nbsp; She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding.&nbsp; She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown’s Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser.Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington.&nbsp; She studied organizational and interpersonal development in her first masters and counseling in her second. &nbsp; She uses her assessment tools and understanding of people to create workshops and experiences that can create transformational performance breakthroughs for both individuals and teams. She loves all the work coming out of neuroscience today and what actually leads to better performers and what helps us enjoy life to the fullest.She has presented to large groups, such as the Philip 66 – International Conference and Baxter Asia Pacific's International Strategic Thinking Workshop in...

Are you afraid to give your team your best?In this episode, we interview Kyle Mcdowell, author of Begin With WE: 10 Principles for Building and Sustaining a Culture of Excellence, on what it really takes to create a culture that is focused on collective success vs. individual wins. This week, we discuss how picking each other up, taking action, making mistakes, and leading by example all works together to create a strong team dynamic. Kyle share strategies on how to establish healthy boundaries and rely on your teammates, even when it feels vulnerable. This episode is perfect for any leader who is ready to build a team that prioritizes the collective over the individual. THE FINER DETAILS OF THIS SHOWWhat does being an authentic leader really mean? [07:20]How might you approach a team member who overcommitted and wasn't able to deliver on what they said they would? [19:20]What is the "Leadership Gap"?[20:30]Everyone has experienced leading when you have a resistor on your team. Can you tell us a story about how you flipped the script with a resistor on your team? [25:06]KEEP UP WITH KYLE MCDOWELLLinkedinRead his book, Begin With WE: 10 Principles for Building and Sustaining a Culture of Excellence PaperbackEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOKyle McDowell Inc. is the parent company of author, speaker, and leadership coach Kyle McDowell. Kyle is widely known for his inspiring approaches to transforming business executives into real leaders while reshaping corporate cultures. In his book, Begin With WE: 10 Principles for Building and Sustaining a Culture of Excellence, Kyle examines the root causes of dysfunction in the workplace, highlighting the plague of a “me-oriented” paradigm, while providing the remedy with his framework, The 10 WEs. Serving as the cornerstone of McDowell’s philosophy, these guiding principles establish the foundation required for building and sustaining a culture of excellence.

What would you do if you found yourself being slowly bullied out of your organization?Psychometrics is what we call the science of measuring someone's personality in a specific context.&nbsp;What does this mean for you? Personalities and values are all unique to each individual, and when you bring people together for a shared goal, you start to experience the culture of an organization. Psychometric research is focused on assessing people's personalities in a corporation and using that research to draw conclusions about their culture.&nbsp;Even for CEOs and Founders, it can be quite difficult to assess the workplace culture that they are building. This research can also be helpful in identifying organizations that may be prone to "mobbing" behaviors. Mobbing refers to the targetted act of trying to push someone out of an organization. Most often, this happens because a person thinks differently, they represent a change in the status quo, or they're being targetted for being part of a historically marginalized community. In this episode, Zoe Fragou shares a wealth of knowledge on how to stand up to gaslighting behavior while protect your self esteem and professional reputation. If you're wondering what you could do if you found yourself targeted by this triggering and emotionally-charged behavior, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhat is your superpower? [02:22]Your research is on the psychometrics of corporate culture. What does that mean?&nbsp;[03:40]What's something interesting you've learned from your research? [06:02]What is mobbing? [06:57]What can a target of mobbing do?[08:48]How do you get organizations to take mobbing seriously and begin an investigation? [13:40]If I'm the target of mobbing behavior, what can I do to take matters into my own hands if HR isn't willing to step in? [17:47]What do you mean when you say these situations need to be handled with dignity and patience?[23:08]How do I start working on my own boundaries or my own self like that?&nbsp;What questions would I ask to even know that's my problem versus the organization's problem?&nbsp;[31:57]KEEP UP WITH ZOE FRAGOUZoe Fragou's LinkedinEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOMrs Fragou is an Organisational Psychologist with an MSc in Human Resources Management, a clinical psychologist license, a diploma in Business Coaching &amp; Mentorship and a Certificate in Agile Leadership. At the moment, she is a PhD Candidate at Panteion University and her research is mainly focused on the...

94% of respondents in a recent study by Bamboo HR think that culture is the most important thing in an organization. Many executives think that if their organization has a good culture, it will result in higher productivity. But when it comes down to it, do we know what "good culture" really is?&nbsp;Can we put our finger on it? "When you start diving into what workplace culture really is, you're going to hear things like, well, it's the way that assignments are rolled out.&nbsp;Are they fair or not fair to everybody?&nbsp;What are the opportunities for advancement, and how do we go about that process?&nbsp;How do employees collaborate?" This week's episode is part of a series where Denise Cooper interviews Pamela Brooks Richards for her take on what it takes to really steer culture change at an organization. If you've been wondering how to THE FINER DETAILS OF THIS SHOWIf you're an executive or an entrepreneur and you're dealing with both people who are working for you, or vendors, etc - how do you make decisions on how you're going to decide what the priorities are?&nbsp;[05:41]How do you help organizations think through unifying subcultures within their organization to be a more united front? [09:47]How do we know we have a culture that doesn't have a growth mindset?&nbsp;[16:05]What would you say to an executive who says "We really don't have money for this culture stuff"? [27:29]KEEP UP WITH PAMELA BROOKS RICHARDSLinkedinEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or review.GUEST BIOPam is known for her passion for people and facilitating positive change for anyone in need with an open mind.&nbsp; She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and teambuilding.&nbsp; She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown’s Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser.&nbsp;Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington.&nbsp; She studied organizational and interpersonal development in her first masters and counseling in her second. &nbsp; She uses her assessment tools and understanding of people to create workshops and experiences that can create transformational performance breakthroughs for both individuals and teams. She loves all the work...

How does the healthcare industry address issues of equity, diversity, and inclusion? Healthcare systems are run on data. This data can include anything from number of falls, number of infections, to how long it takes patients to enter and leave healthcare locations. This data also shows us that the number of wrong site surgeries go up when people don't feel psychologically safe to speak up.&nbsp;There is a direct correlation between the level of trust and safety that people feel at work, and the lived experience of patient outcomes. In this week's episode, EDI expert, Joann Wortham tells us about her experiences in helping healthcare executives address discrimination and inequity in their field. If you've been wondering how you can move the needle and influence patient outcomes for the better, this is the episode for you.THE FINER DETAILS OF THIS SHOWHow did you decide to step out of a lucrative career into the field of EDI (equity, diversity, and inclusion)? [02:26]How can an administration better understand the experiences of women and minorities in the healthcare system?[15:38]How do you inspire leaders in the healthcare industry to embrace EDI?[23:31]KEEP UP WITH JOANN WORTHAMFollow Joann Wortham on LinkedinEDI Is the New Black: Lead the Market with Diverse TeamsEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOJoann Wortham is a seasoned international thought leader who uses insight from lived experiences along with her background in education, healthcare, business, and risk management to create novel approaches to today's most critical workplace concerns. With over twenty years of experience, as well as a Master of Science in nursing education and a Juris Doctorate, Ms. Wortham has presented and consulted for such prestigious groups as the Institute of Healthcare Improvement (IHI) and Yale Health. She was also a consultant and contributor to the American Society of Risk Management's (ASHRM) Human Capital Playbook. Her current book is entitled EDI is the New Black.

Allyship produces fair-weather commoraderie. Allegience is about supporting historically marginalized groups, even when it doesn't serve you. In today's episode DEI Strategist, Dethra Giles, talks us through how allyship is not enough when it comes to progressing the DEI movement. Allyship is only present when it's beneficial for the person holding the most privilege to be supporting others. The moment it stops being beneficial, that allyship goes away. The idea of allegiance proclaims something much more holistic. What would unwavering support do for historically marginalized communities in workspaces? What would the impact be on issues like age discrimination? bias based on a person's accent? If you've been wondering how to move DEI efforts from frantic reactions brought on by world events, to a sustained effort that can be maintained over time, this is the episode for you.THE FINER DETAILS OF THIS SHOWDethra Giles talks about her superpower of seeing things in people that they cannot see in themselves [02:58]Why haven't we made better progress towards DEI? [09:13]Giles talks about the two camps within DEI and how they can learn to collaborate on lasting systems and change. [11:51]What factors keep the DEI Community from seeing their allies? [17:01]Where is DEI headed in the future? [27:09]How do I move the needle as a middle manager? [30:57]KEEP UP WITH GUESTListen to Dethra Gile's Podcast Happily Ever EmployedFollow Dethra Giles on LinkedinEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOA floppy disk! When Dethra was looking through her book closet, she came across a manual from one of her first certifications on diversity. In the back of the manual was a floppy disk; that is how long Dethra has been committed to the work of diversity, equity, inclusion, and racial justice. Dethra Giles has been striving to make DEI part of the workforce DNA for over two decades. Dethra is a four-time TEDx speaker, ranked Engagedly’s Top 100 Influencers for outstanding contributions towards promoting a culture of diversity and inclusion, selected as HR Gazette’s HRchat Pod Top 22 most influential experts in HR is a host of the Happily Ever Employed podcast. As the CEO of ExecuPrep, she leads an international Performance Optimization Consulting firm specializing in Diversity, Equity, and Inclusion. Her methods and impact have earned her the title “University tested, and industry approved.” Her unique blend of advanced education...

You know how to prioritize hiring, but do you know how to build a successful talent strategy? How do we want to hire? Who do we want to hire? Who will work successfully? What areas of the organization need the most significant impact in order to grow the company?This week's episode is part of a 12-month-long series, where Deborah Snow Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at [email protected], and we'll be sure to answer it later. Who knows, your question may be the subject of a podcast. If you're wondering how to impact the talent strategy at your organization positively, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhat is a talent strategy (04:29)How do you interview for people who have the same or similar level of bias or thinking and judgment about you?&nbsp; (11:52)How do you measure how quickly someone is moving up the proficiency ladder? (19:01)KEEP UP WITH GUESThttps://www.linkedin.com/in/deborah-walsh-875b932/EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIODebbie is a builder of organizations and a talent executive focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi-national organizations. When she was recruited again into the search business, she was already focused on female and minority talent and decided to become an entrepreneur and open her own firm. Ultimately, her organization included ten professionals and served companies, including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential. In 2011, she was recruited to Zurich Insurance to run Talent Acquisition, University Relations, and Diversity. She enjoyed the opportunity to see talent in action and build an organization. She returned to outside search and, ultimately, her own firm. Her clients include those from her previous firm and CDW, Icahn Enterprises, Citizens Bank, Pet Supplies Plus, Bloomberg, and AIG. She focuses on every stage of talent management. That includes talent acquisition, development, management, assimilation, experience, and retention. Debbie’s expertise is in consulting with corporations on their internal policies and practices to make them efficient, executive search, and executive coaching. She has been involved...

80% of people prioritize their personal privacy over their organizational security. The average person is overloaded with passwords to remember. What if instead of giving the same old online security training, we started making it about personal privacy? When you think about it, your company has your salary information, your social security details, and your home address, and they have an obligation to make sure it never gets leaked. By talking about data security in terms of personal privacy, you can not only get the ear of the people in your organization - but you can also make your company more secure. We know that people are sick and tired of passwords, each person has upwards of 97 passwords as of 2022. The answer is not to write your password in a book, it's not writing them in an app, or having a browser remember all your passwords. What would it look like to go password-less? With the technology we have available today we can rely on biometrics, multi-factor authentication, and single sign on. In this week's episode, we interview Mircosoft Partner of the year, Denis O'Shea for his take on what data security looks like for 2022 and beyond. If you're wondering how to be more aware of your digital privacy whether you're working at home or in an office, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhy are you so passionate about the idea of businesses going paper-less, server-less, and password-less? [4:19]After doing a study on how people work in a post-pandemic setting, what did you learn? [6:28]What do people need to do to secure their home office when working remotely?[14:47]What role do generational differences play in the approach to data security? [20:44]A key question in interviews is, "do I have to come into the office?". For people who grew up in a world that was physically unsafe, it relates back to privacy. How much of this drive for privacy is tied to the need for personal agency? [30:48]KEEP UP WITH GUESThttps://www.linkedin.com/in/denisosheamobilementor/https://endpointecosystem.com/EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIODenis O’Shea founded Mobile Mentor in New Zealand in 2004. Since then,the company has helped millions of people unlock the full potential of theirtechnology. In 2017, O’Shea moved to Nashville, Tennessee to launch thecompany’s US business, with a focus on securing the mobile workforce inindustries such as healthcare, education, finance and government services.Mobile Mentor is a global leader in the endpoint ecosystem, helping clients tonavigate the right balance between security and employee experience....

How did my Family get into my Office?!What role does your upbringing play in how you address conflict at work? Emotional landmines, abrasive leaders, and lack of emotional intelligence can spell a recipe for disaster in the workplace when left unchecked.This week's guest, Bonnie Artman Fox, shares her experiences as a coach helping leaders develop healthy interpersonal skills to stop dysfunctional workplace relationships. Whether we like it or not, our family dynamics can often come out to play in our work life. However, we can choose to what degree we allow this energy to dictate our actions. If you're wondering how to resolve differences sooner and make work relationships stronger - this is the episode for you. Abrasive leaders exist everywhere, listen in for productive conflict strategies, tips, and inspiration from Bonnie. THE FINER DETAILS OF THIS SHOWWhat do healthy coping skills look like in the workplace? How do I know if I'm in fight/flight/freeze? (8:27)What does H.E.R.O.I.C. leadership look like? (17:55)As a manager of an abrasive leader, how do I invite this person to change?(23:45)What behaviors prevent a leader from creating meaningful behavioral change in the workplace? (29:43)KEEP UP WITH BONNIE ARTMAN FOXWebsiteLinkedinBonnie's Book: How Did My Family Get in My Office?!Claim your complimentary 30-minute call at SOSwithBonnie.comEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewBONNIE ARTMAN FOX'S BIOAfter working with thousands of clients as psychiatric nurse and licensed familytherapist who were struggling with dysfunctional workplaces, Bonnie Artman Foxdiscovered the Workplace Family Factor®: The connection between how conflictwas handled in your upbringing influences how you handle conflict today.Since 2012, Bonnie has been applying her proprietary system -- Regard the Scar,Reframe to Stop Blame, Respect and Connect, and Resolve to Evolve to transformhow leaders and employees transform their conflict style from divisive tocollaborative in organizations such as Mitsubishi Electronic Power Products,Inc., Penco Products, Inc. and Elliott Group.Bonnie’s unique perspective on conflict resolution is the secret weapon toporganizations turn to defuse

Is your self-talk helping you or hurting you? The way we think about ourselves plays a huge role in the outcomes of our lives. Our behaviors, actions, and non-actions are all influenced by the thoughts we hold about ourselves. The human mind on average thinks of 6,000 individual thoughts in 24 hours. How many of these thoughts are serving you? Our self-awareness and our ability to make decisions is more like a muscle than it is anything else.&nbsp;Willpower is a muscle.&nbsp;Decision-making is a muscle.&nbsp; Like with any muscle, if you overwork it'll become fatigued.&nbsp;And when it becomes fatigued, it tends not to be able to give you what you need to help you make better decisions or lift the weight of what is happening in front of you. In this week's episode, we have Resilience and Mindset Expert, Chazz Scott on to share his advice on how we can become more self-aware and empowered to change our thoughts, which will change our behavior, which will change our lives. THE FINER DETAILS OF THIS SHOWGive us an example of limiting self-talk.&nbsp;How can I flip it to be empowering or motivating? [06:54]You talk about the idea of a "default network". What contributes to that, and why does it stop us from being the best that we can be? [12:46]After a big life change, there's often a dip in motivation afterward. Does that happen to everybody?&nbsp;And how do I get myself out of that dip?&nbsp;[17:08]KEEP UP WITH CHAZZ SCOTTwww.chazzscott.cominstagram.com/mr_caviarhttps://www.linkedin.com/in/charlesscott15/https://twitter.com/Mr_CaViarEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOCharles "Chazz" Scott is a keynote speaker, resilience &amp; mindset expert, and published writer.​After reading The Power of Positive Thinking by Dr. Norman Vincent Peale just before graduating undergrad, Chazz went through a self-transformation that radically changed his...

55% of communication is body language, 38% is tone, only 7% is the words you use.Are you leading deliberately in the workplace? The term deliberate means on purpose, it's an intentional action.&nbsp;And that usually also means that we have considered how we want to show up as a leader in the workplace and we're actively making choices to be aligned with that vision of who we want to be in the workplace, whether that's based on our values, what behaviors we want to be doing.&nbsp;In this week's episode, Katie McLaughlin, Founder of the McLaughlin Method, talks us through how leaders can use tools like body language, tone, and dialogue to positively impact business results. Katie describes most leaders as people who are "kind of leading by accident and aren't aware first and foremost that they have choice and that they have the ability to affect behavior and affect change.&nbsp;And then secondly, that once they know that they can do that, how do they want to show up?&nbsp;If they've never thought about what does it mean for me to be the leader I want to be?&nbsp;And how does that look when I'm leading my team?" &nbsp;If you're wondering how to positively impact relationships and drive the results you want in your organization, this is the episode for you. THE FINER DETAILS OF THIS SHOWTalk to us a little bit about the impact of theater work in the workplace. What do you think it can help us achieve? (12:22)What do people get wrong about body language? Can we really fully understand others just by watching their body? (15:22)Can you tell us more about the role of theater in your programming, the McLaughlin Method? (19:01)KEEP UP WITH GUESThttps://mclaughlinmethod.com/https://www.linkedin.com/in/mclaughlinkatie/EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOKatie provides Leadership &amp; Culture transformation for mature startups — helping leaders create inclusive cultures, build emotional intelligence, work through their assumptions &amp; biases so they can actually connect with and get the MOST out of their teams. She does this all through interactive, experiential, theatre-based exercises. Her bias for action is HIGH so attendees to her sessions always leave with at least one action item to immediately do to shift something in your behavior, relationships, and company. Working with Katie, you benefit from the powerhouse combo of her theatre background and over 15 years in the heart of business strategy, organizational development, and change

How do you assess your self-awareness as a leader? In this episode we cover, the five fundamental skills all great managers and leaders master, from motivating people to developing self-awareness. We cover three distinct tools at your disposal as a boss—and when to use each. Thrasher also covers proven approaches to the key manager responsibilities, from setting clear goals with employees to keeping people accountable (without becoming the dreading micromanager) to attracting superstars to the team.If you're wondering how to positively influence employee engagement in your organization, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhat should we be training individual contributors for vs. a manager? (12:30)How do you succession plan for an individual contributor moving into a managerial role? (13:46)How can leaders better understand their team's motivations? (21:00)KEEP UP WITH GUESTCheck out Alicia Thrasher's Book, The Manager's Playbook. EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOAlicia Thrasher is the co-founder and CEO of MGR360, a leadership development and software company based in Austin, Texas. She is the coauthor, with Joel Trammell, of The Manager’s Playbook: Make Exceptional People Management Your Competitive Advantage.With more than 20 years of management experience in the information technology and consulting space, Alicia understands what it takes to manage people effectively, even through the most complex situations. Before becoming CEO of MGR360, she brought her leadership, vision, and strategic oversight to many executive positions, including leading programs for eBay/PayPal, Google, and Anheuser-Busch.Alicia graduated with a BBA from the University of Texas at Austin with a concentration in Management Information Systems. She also holds Project Management Professional (PMP) and Certified Scrum Master (CSM) certifications.&nbsp;“The past year has presented an unprecedented shift in the U.S. economy. The demand for workers came soaring back after it dipped low during the pandemic, and millions of workers have retired early, quit their jobs or otherwise stayed on the sidelines. Now more than ever, strong leadership is necessary to help organizations stay ahead of these continuing challenges.In her new book, The Manager’s Playbook: Make Exceptional People Management Your Competitive Advantage (January 2022), management expert Alicia Thrasher draws on her decades of experience to...

Do you know your own process for decision-making? ? Do you know how judgment shows up in your thought process? Judgment is human, we don't (yet) live in an AI world, where all decisions are powered by data and statistics. Instead, we're synthesizing information ourselves, often through the lenses of emotion, bias, and past experiences. When you're coming up with solutions to a challenge - do you go with the first solution you come up with? Or do you tend to brainstorm and weigh multiple options? This is an example of practical decision-making strategies. If you're wondering how to positively understand and leverage the judgments you make in strategic decision-making, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhat role does judgment play in our decision-making at work? [3:30]System bias, people bias, and processing bias all play a role in our decision-making. What does that mean? [9:50]When you're a leader, every suggestion you make is going to be picked up by someone in the room as an action item. How do you set clear expectations with your team to avoid unintended workflows?[14:22]If I'm a leader and I want to understand anything from succession planning, hiring, risk assessments, etc - how do I get better at this? [22:00]KEEP UP WITH PAMELA BROOKS-RICHARDSLinkedin - https://www.linkedin.com/in/ccsuccess/EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIOPam is known for her passion for people and facilitating positive change for anyone in need with an open mind.&nbsp; She enjoys being an executive coach and helping people discover their strengths to make life transformations. Pam has helped design and run several leadership programs at ASU and continues to help organizations with executive staffing and team building.&nbsp; She appreciates her many opportunities to work with others and being a part of their discovery process, including running Brené Brown’s Dare to Lead™ program as a Certified Facilitator and running Conversational Intelligence™ by Judith Glaser.Pam's passion for performance grew throughout her athletic career and playing volleyball for the University of Washington.&nbsp; She studied organizational and interpersonal development in her first masters and counseling in her second. &nbsp; She uses her assessment tools and understanding of people to create workshops and experiences that can create transformational performance breakthroughs for both individuals and teams. She loves all the work coming out of neuroscience today and what actually leads to better performers and what helps us enjoy life to the fullest.&nbsp;She has presented to large groups, such as the Philip 66 – International Conference

What does a strong talent strategy look like in 2022 and 2023? It's easy to check skills boxes - it's harder to tell how well someone will adapt, collaborate, and evolve. Will they be able to play well with others in the sandbox of your organization? Some people are great with complex matrix organizations, while others thrive in small businesses. How do you know what your organization needs in terms of game-changing talent? When looking to source new talent, we can start by looking at senior leaders and what they anticipate will be upcoming in terms of people leaving the organization, aging out of the organization, or wanting to grow in the organization. In any business, there are areas of "evergreen" talent. These refer to any areas of the business where we are always looking for talent to drive business and move the needle in a meaningful way. We are always hiring for the next impact player, aka someone who will bring change to the organization. This can mean Heads of Sales, Marketing Leaders, Production Managers, etc. If you're wondering how to positively drive talent strategy in your organization, this is the episode for you. This week, we interview Deborah Snow Walsh for her expert take on the future of talent development. This week's episode is part of a 12-month long series, where Deborah Snow Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at [email protected] and we'll be sure to answer it later this year.THE FINER DETAILS OF THIS SHOWWhat does a good talent strategy look like? (4:14)How does a business hire talent for 2-3 years out, when we can only see about. one year out? (7:20)What is the risk of hiring for “culture match”? How is this affecting organization’s productivity and ability to adapt to changing world? (11:49)We're finding some managers are still resistant to remote work, what would you say to them? (14:00)How do we measure people's proficiency after being onboarded? (18:49)KEEP UP WITH DEBORAH SNOW WALSHFollow her on LinkedinEPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view.&nbsp; Those are her passions.&nbsp; She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable.&nbsp; She knew nothing about benefits, or the Fortune 200. &nbsp; She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi...

How do you know if your organization is ready to give peer-to-peer feedback? How does feedback delivery need to be adjusted for remote vs. in person environments? Often times, organizations will launch a new peer-to-peer feedback initiative, without first training employees on what good feedback looks like and feels like. Toxic feedback is much more damaging to workplace morale than a culture where no feedback is given at all. However, we know that once we nail giving and receiving healthy feedback - organizations thrive. If you're wondering how to assess where your organization is at in terms of maturity around peer-to-peer feedback, this is the episode for you. Our host, Denise Cooper is interviewed by Alexa Greer on the ins and outs of feedback best practices to bring feedback conversations from "Ouch" to "Oh my". THE FINER DETAILS OF THIS SHOWHow do you assess if your organization is ready for peer-to-peer feedback? What is your maturity around feedback?&nbsp;[3:55]Skilled feedback vs unskilled feedback. I’ve had situations where I’ve gotten feedback from someone that wasn’t very helpful or kind.&nbsp;[13:55]How does an organization prepare their teams to give skilled feedback? Does it differ remote vs. hybrid [22:19]EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIODenise Cooper is the Head of People Operations at Pack4U.Her expertise and wisdom are grounded in neuro-leadership, behavioral &amp; psychological principles along with 25 years of experience. Denise has worked across a wide range of industries and organizations from Fortune 500 corporations, small to mid-market &amp; nonprofit businesses. Change is impacting every aspect of business and executives need leadership skills that inspire trust, enable quick response times, clarify purpose and create work cultures where belonging and contribution are foundational principles.

How would you rate your collaboration skills? Do you have what it takes to "have a vision" and grow into a leader in your line of work? The good news is - we can teach you how to be a leader. In many ways, teaching someone to be an individual contributor is harder. As an individual contributor, you're hired for the technical skills you bring to the table. Hiring managers look at your resume and can typically see whether or not you have the skills needed to succeed in the job or not. However, just because someone is an amazing individual contributor does not mean they'll succeed in a leadership role. Great salespeople don't always make great managers. In 90% of organizations, the only way you can move up within an organization is by becoming a manager. While you can make a lot of money as an individual contributor, you won't be able to move up without leadership skills. This week, we interview Deborah Snow Walsh for her expert take on the future of work. Snow Walsh's expertise includes consulting for corporations regarding their internal policies, executive search processes, and coaching for leaders. She has been involved with HRPS, and was co-chair of its annual conference and various planning committees.This week's episode is part of a 12-month-long series, where Deborah Snow Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at [email protected], and we'll be sure to answer it later this year.KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-walsh-875b932/EPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

What role does anxiety, hypervigilance, and chronic stress play in the healthcare industry? We are two years away from the beginning of the pandemic, and still no closer to treating healthcare workers in a dignified way. What does work-life balance look like for nurses who are supporting more patients than ever before? How can nurses set boundaries to be able to show up for patients in critical-care scenarios, without burning themselves out?If you're interested in learning how to balance boundaries, find work-life integration, and find sustainability within the healthcare industry, this is the episode for you. In this week's episode Sabrina Runbeck, MPH, MHS, PA-C, Cardiothoracic Surgery Physician Associate discusses what healthy boundaries can look like within the healthcare field. After overcoming burnout working in surgery, she became an International Peak Performance Keynote Speaker and Advisor. Now she empowers ambitious and overwhelmed health practice owners and their team gain back a day per week.Her clients stopped having endless to-do lists or constantly putting out fires, and they are able to move steadily forward without experiencing upper limits. She is still practicing in surgery and empowering other healthcare leaders to have a double win in both work and life. That's why people call her the Queen of Performance and Productivity. She hosts "The Provider's Edge" podcast and is an International Bestselling Author of the books: "Asian Women Who BossUp" and "Sacred Redesign."THE FINER DETAILS OF THIS SHOWWhat is the current state of healthcare workers in the United States.What would fair and equitable treatment of healthcare workers look like moving forward?&nbsp;You talk a lot about the idea of mental immunity, what does this mean to you?What will be the impact on patient outcomes when we treat healthcare workers better?KEEP UP WITH SABRINA RUNBECKGet $250 off Sabrina's Unlimited Laser Focus 1-on-1 Year-Long Advisory: SabrinaRunbeck.com/FocusLinkedIn.com/In/SabrinaRunbeckInstagram.com/SabrinaRunbeckTwitter.com/SabrinaRunbeckEPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

How do we integrate work-life balance when the workplace is becoming more agile than ever?It's unrealistic to expect others to give us a step-by-step guide onto how to be more productive. Instead, we can look to others for a starting point, a framework, a mindset shift that we can begin applying to our own life. How we do one thing is how we do everything. This isn't another podcast telling you to wake up at 4AM, take a cold shower, and meditate to become a stronger performer. While those things may work, it's more important to identify what resources motivate you to build better habits, what de-motivates you, and so on. If you've been wondering how to approach productivity and performance in a sustainable way, this is the episode for you. In this week's episode, we are joined by our guest guest, Wiley McGraw, the founder of Radical Performance Acceleration. For well over a decade now he’s been behind-the-scenes doing life-altering work with powerful CEOs, Entrepreneurs, Leaders, and Public Figures accelerating their performance both personally and professionally.THE FINER DETAILS OF THIS SHOWWhat's the difference between high-performing/ satisfied senior executives and managers when it comes to habits that create optimal performance?We hear and read a lot (hacks) on how to be a high performer, create lifestyles that work for us, financial freedom yet, for too many, it's a challenge they don't overcome. It's a $10B industry and growing. What's missing? Why aren't more people successful?&nbsp;Leaders are responsible for the care and culture of the company. Today, we are finally talking openly about the impact of chronic stress and performance. How can anyone break the cycle and discover what works for them?KEEP UP WITH WYLIE MCGRAWwww.linkedin.com/in/wyliemcgrawhttp://timetoerupt.com/www.wyliemcgraw.comEPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

How do we have a productive relationship with a colleague once trust has been broken? How do we transition back into a hybrid or in-person environment when virtual work has given us a buffer from a toxic coworker? We always do our best to be nice - but what does "being nice" really mean? Being nice in a toxic situation can have negative effects, all of a sudden we find ourselves rolling our eyes, venting to our friends after work, and giving contemptuous looks to our colleagues When your words and your actions do not align, it can trigger critical or defensive reactions in other people. This causes internal strife that can make it difficult to focus on the work that needs to be done. People pleasing is a sign of a lack of boundaries, and boundaries are what keeps us safe. Doesn't it make sense that when we have weak boundaries, we find ourselves getting upset more often?If you're wondering how to set affirming and manageable boundaries with a toxic colleague or boss, this is the episode for you. THE FINER DETAILS OF THIS SHOWIn your experience, what behaviors will break trust in a work relationship?What is your expectation when it comes to healthy relationships with your colleagues?&nbsp;When trust is broken beyond repair - how do we proceed?&nbsp;What role does HR play in restoring trust between colleagues? Does HR really matter when it comes to establishing healthy relationships in the workplace?&nbsp;KEEP UP WITH PAMELA BROOKS-RICHARDSLinkedin - https://www.linkedin.com/in/ccsuccess/EPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

As a CEO or Founder - how do you own your professional development?We hear often that as a CEO, it can be challenging to ask for what you want and envision what's possible for the future of your company when your energy is being pulled in multiple directions. In this week's episode we bring on leading-edge Business Strategists to 7-figure Entrepreneurs &amp; CEOs, Neeta Solanki, to share her perspective on how CEOs can elevate their performance and reignite the fire and passion back into their business and life. In this episode, Neeta offers a refreshingly practical blueprint for thinking and acting in environments that are fast-paced, rapidly changing, and highly uncertain. It provides both a guide to energizing the organization to find tomorrow's opportunities and a set of entrepreneurial principles you can use personally to transform the arenas in which you compete.THE FINER DETAILS OF THIS SHOWWhat is the biggest challenge for CEOs and Founders this year? What gets in the way of Strategic planning (career planning) for individuals in corporate jobs as well as founders/CEO’s?KEEP UP WITH NEETA SOLANKILinkedin: https://www.linkedin.com/in/neetasolanki-businessstrategist/Instagram: https://www.instagram.com/iamneetasolanki/Website: https://neetasolanki.com/EPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

What role does peer-to-peer learning play in your career development?We recognize that we need a plan to reach out career goals. Our career plans should be ambitious and flexible. However, when we don't plan on becoming leaders, and we find ourselves in our first management role - it can be one of the biggest challenges we take on in our career. Being a leader means it's no longer about solving an individual problem, it becomes about how to lead a highly effective team. Leadership and project management skills benefit all of us, regardless of where we are in our careers. It's never too soon to start learning. In college, we learn formulas, content, and how to create reports. However, leadership has no formulas or cheat-sheets. In this week's episode, learn why peer-to-peer learning is KEY in developing strong leadership skills that can be applied in any number of professional settings.If you're interested in building a peer-to-peer learning group, here is what Mark Herschberg recommends:Build a group of 6-8 people. Listen to a podcast, read a few pages of a book, and discuss learnings as a groupBy doing this at your organization, you're upskilling your workforce, you're creating better employee engagement, and you're creating a common language for your employees. In this week's episode, we interview author of The Career Toolkit, Essential Skills for Success That No One Taught You&nbsp;and creator of the&nbsp;Brain Bump&nbsp;app, Mark Herschberg. Listen in for his take on how you can yield outsized returns for your career and your income.THE FINER DETAILS OF THIS SHOWWhat can you tell us about the importance of networking? How has it evolved since March 2020? What role does networking play in the role of peer-to-peer learning?How can leaders encourage peer-to-peer learning?&nbsp;How can employees be more intentional about utilizing peer-to-peer learning to manage their careers? KEEP UP WITH MARKWebsite: https://www.thecareertoolkitbook.com/Career Toolkit Development Program: https://bit.ly/3aZQNpRBuy the book, The Career Toolkit: https://amzn.to/3zkMS0mEPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

How do boundaries evolve with the shift from being in person to working remotely? What does working from home mean for the future of HR? How do we think about building a diverse network and community even when working hybrid or remote? How do we think about the structure of the work that's being done? What are the implications of a 4-day work week in a hybrid/remote environment? We will be talking about these questions in more in this week's episode. If you've been wondering how to lead your organization through the transition to hybrid and remote work - this is the episode for you. This week, we interview Deborah Snow-Walsh for her expert take on the future of work. Snow-Walsh's expertise includes consulting for corporations regarding their internal policies, executive search processes, and coaching for leaders.&nbsp; She has been involved with HRPS, and was co-chair of its annual conference and various planning committees.&nbsp; This week kicks off a 12-month long series, where Deborah Snow-Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at [email protected] and we'll be sure to answer it later this year. THE FINER DETAILS OF THIS SHOWTalk to us about the hybrid work landscape in 2022. What are companies getting right? What are companies struggling with?How do you see the future of work changing in the next 5 years? Are there any industries that you could see struggling to adapt to this new model?What are the benefits of hotelling for workers? What are the benefits of hotelling for leaders?&nbsp;EPISODE RESOURCESKeep up with Deborah Snow-Walsh: https://bit.ly/3yHe8o8Join Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

What would health equity look like in America?Health equity means giving patients the care they need when they need it. What role do social determinants play in the likelihood of positive health outcomes? Education, health care, economic stability, environmental stresses, and social/communal factors account for over 80% of health outcomes. This means only 20% of care actually comes from medical providers and care. In this episode, Denise Cooper talks about the that role social determinants of care play in our healthcare systems. Denise also discusses her ideas on how we can begin closing the gap on the systemic issues that contribute to chronic illness, disease, and decreases in the quality of life for people across America. THE FINER DETAILS OF THIS SHOWIn this episode, Denise answers questions such as...What would equitable access to healthcare look like in America?How do healthcare resources vary between someone who is high income vs. someone who is low income?How do managers take income and privilege into account when leading their teams? What should businesses be doing to support the health of their teams? EPISODE RESOURCESJoin Denise's Mighty Network Community: https://bit.ly/3aeHWk5Got questions? Send it to [email protected] on iTunes, and leave us a rating or review: https://apple.co/3usChxk

How do we ensure that when we jump ship from one company to the next shiny opportunity, we are getting what we actually need from our employer? This requires an in-depth look at what will actually make your workflows more efficient, more productive, and more joyful.&nbsp;People love structure - we can leverage this when asking for what we need. Structured asks give employers a sense of control, which helps to move them forward towards your goals. The more specific you are in what you ask for, the higher the likelihood you'll get what you want.&nbsp;By following 5 intentional steps, you can show up more fully and better advocate for your worth in the face of adversity. In this week's episode, we will take a deep dive based on our conversation from Episode 27 with Laura Fredricks. Ever wonder why some people can ask for something and get it, while others struggle? What if there's a formula that could improve your odds of getting a raise, increasing donor giving, or getting a promotion or job? Laura Fredricks, based in New York City, is the Billion-Dollar ASK-Maker Powerhouse.As an attorney-turned-philanthropic advisor, Laura Fredricks knows how to ask. She comes from a seasoned career in industries best known for making the most high-profile asks—law and philanthropy—and is the first to merge strategies from both professional sectors into a mainstream practice – THE ASK©.Keep up with Laura Fredricks:https://expertontheask.com/https://www.linkedin.com/in/laura-fredricks-jd-45a25913/https://www.amazon.com/Ask-Business-Philanthropy-Everyday-Living/dp/1119374499/ref=sr_1_1?ie=UTF8&amp;qid=1501009880&amp;sr=8-1&amp;keywords=the+ask+lauraTHE FINER DETAILS OF THIS SHOWHow can I successfully negotiate my salary, hybrid work schedule, remote privileges, start dates, etc in my new job opportunity? What role does preparation and mindset play in getting what you want? What are some requests that employees can bring up to make their first year in their new role easier?&nbsp;

We've all heard horror stories about people who have hated taking personality assessments for work. However, when done well, a personality assessment (such as DISC, Insights, Meyers-Briggs, etc) is a way of increasing your self-awareness. A common critique of personality assessments is that they're based on whatever emotion you're feeling at the time you take it. However, If you're taking a good report, it SHOULD be able to capture to capture where you're at emotionally in the moment and compare it to the baseline.When we take these types of assessments, it's very easy for us to point out traits that we don't identify with. One thing to remember and recognize with personality assessments is that the point is never to assess the totality of who you are. A good personality assessment will not put you in a box, but rather help you realize what strengths you can pull from to get through challenging work experiences. Additionally, by taking several assessments at once, we can get a better understanding of our habitual responses to the triggers in our environment. A personality assessment is a lens into In this week's episode, Denise Cooper interviews Human Performance Specialist Pamela Brooks-Richards, for her take on how we can eliminate workplace conflicts at the source.Keep up with Pamela Brooks-Richards:https://www.linkedin.com/in/ccsuccess/

Why doesn't change stick? Why don't leaders do better at managing change? To answer these questions, we talk about the most popular tool for making change happen in companies - gatherings. A gathering could mean offsites, workshops, town halls, conferences, and webinars. Gatherings are where change happens. When we're matching a message with a moment, we create an effect with other people. When we understand the tool of gathering, we have a better chance of making change stick. Where we go wrong is by focusing on the grand production of HOW we present the change - what's in the binder, the presentation, etc. However, people don't change because of content, we change based on our reaction to the content being shown. In this week's episode, Denise Cooper interviews organizational psychologist and communication strategist Lindsey Caplan for her take on what we get wrong when it comes to change management in organizations. Listen in to better understand how you can drive change in your organization. Keep up with Lindsey Caplan:www.gatheringeffect.com

What is the difference between critical thinking and non-judgement? How do you respond when someone says something that's downright offensive? How do we close the gap with others who have very different value systems than ourselves? The way we navigate the world informs the biases we carry with us. But what if our life experiences could inform us to better support those around us? In the workplace, in our communities, and the world. In this week's episode, Denise Cooper interviews Founder and Principal Consultant of Brim-Donahoe &amp; Associates, LueRachelle Brim-Atkins for her take on how we can keep a level head in the face of workplace conflict and strife. Keep up with LueRachelle Brim-Atkins:https://diversitycollaborative.com/luerachelle-brim-atkins/https://www.seattletimes.com/pacific-nw-magazine/luerachelle-brim-atkins-joyfully-builds-and-cultivates-community/

What does it mean to show up vulnerably when it comes to topics you don't know? How do you balance good intentions with the reality that sometimes you will be in the wrong? When it comes to issues of belonging and inclusion, we tend to stick to people who we know are like us in some way. This is often unconscious, but as a result - people are marginalized in the process. In this week's episode, Alex Wait answers the question, what role can straight white men play in "social justice"? And bigger than that - how do we build lives that seek to welcome others in, even when they're from a much different background than ourselves? Keep up with Alex Wait:Epics Podcast: EpicsPodcast.comhttps://podcasts.apple.com/us/podcast/epics-podcast/id1573258127

What role does your particular comfort zone play in diversity &amp; inclusion in your organization? How do we bring historically marginalized individuals into the C-Suite? We know that diversity brings innovation, however, women and people of color are underrepresented in the board room. We keep hearing "we don't know where to find them". 70-80% of jobs are based on who you know. However, what does this mean for people who are outside of your normal circle? We like working with people we feel comfortable with - but we only get comfortable if we are exposed. In this week's episode, Denise Cooper interviews performance coach Denise Conroy for her take on what it will take to get more women, people of color, and other historically marginalized groups leading change in their organizations and in the world. Keep up with Denise Conroy: https://www.linkedin.com/in/conroydenise/

What role do the stories we tell ourselves play in office conflicts? Are the stories you tell yourself about how your boss feels about you rooted in reality or fear? Our emotions are our primary link to memory, connection, and disconnection. Frustratingly enough, it isn't always possible to simply "be more logical" about an emotional situation. How can we use our breath to rewire the neurochemicals that fire off in our frontal cortex in times of stress? At our core, people all want to know that they are safe, heard, seen, and relevant. If you've been searching for meaningful tools to work through workplace conflict, this is the episode for you. In this week's episode, Denise Cooper interviews Human Performance Specialist Pamela Brooks-Richards, for her take on how we can eliminate workplace conflicts at the source. Keep up with Pamela Brooks-Richards:https://www.linkedin.com/in/ccsuccess/

A “compassionate achiever” is someone who attains success by helping others. Many leaders today believe in a dog-eat-dog mentality, where only the strongest survive. However, if you look under the headlines and deeper into the science, all the empirical evidence shows that success is not only greater but more sustainable when achieved through a “survival of the kindest”/compassionate approach. Throughout the pandemic, many organizations found themselves going through seminars and workshops that focused on empathy. However, empathy has limits - just because you're feeling what someone else is feeling doesn't mean you're giving them the support they need. Instead, Chris Kukk offers up the idea that compassion can drive us to create action that ripples out meaningful change. If you've found yourself wondering how you can leverage your skills around collaboration, servant leadership, and heart to better lead your team - this is the episode for you.In this week's episode, Denise Cooper interviews author of The Compassionate Achiever, co-host of The Compassionate Achiever Podcast, Dean of the Cormier Honors College for Citizen Scholars and Professor Dr. Chris Kukk. Dr. Kukk's research&nbsp;has shown that success is not only easier but more durable and fulfilling when it’s achieved interdependently rather than independently. Keep up with Dr. Kukk:https://chriskukk.com/https://www.linkedin.com/in/christopher-kukkhttps://www.instagram.com/dr.kukk/https://twitter.com/DrChrisKukkhttps://www.facebook.com/profile.php?id=100012244626048

You know how to prioritize resource management in your organization, but what about boundary management? What role is boundary leakage playing in the productivity of your team? In many cases, individual contributors and leaders alike are not clear on what it is that they're accountable for. Once we know what we are accountable for, how do our conversations evolve?Anytime we are working towards an organizational goal, only 10% of the work is task-related. The other 90% is people. If you've found yourself wondering how you can bring more accountability to your team or organization one conversation at a time - this is the episode for you. In this week's episode, Alexa Greer interviews public speaker, podcast host, and author Denise Cooper for her take on how to create a culture that prioritizes accountability. Listen in for Denise Cooper's expert advice on how to influence change in your working relationships with these simple changes. “Anytime we are working towards an organizational goal, only 10% of the work is task-related. The other 90% is people.”THE FINER DETAILS OF THIS SHOWWhat are some signs that a workplace is prioritizing accountability on their teams?&nbsp;What are red flags for accountability in an organization?What are green flags for accountability in an organization?How to follow up without micromanaging.The difference between boundary management and resource management.How to avoid boundary leakage.EPISODE RESOURCESEpisode 88: How do I discuss what I actually need with my boss?FREE TRIAL: Remarkable Leadership Lessons Community&nbsp;Got questions? Send them hereSubscribe on iTunes, and leave us a rating or reviewKEEP UP WITH DENISE HEREhttps://www.linkedin.com/in/denisecooper/https://rllessons.com/https://www.instagram.com/denisecooperinc/

Did you know: in order to be able to make strategic changes, you have to change your mindset away from planning and implementation. Strategic thinking does not equal strategic implementation. These are completely different ways of thinking. 97% of executives say that strategic thinking is their biggest concern. 81% of executives don't know where to start when it comes to strategic thinking! By making space for problem solving without immediately focusing on the implementation piece, you can lead your organization to reach greater heights over time.In this week's episode, Dr. Julia Sloan talks us through her Three-Stage Model for learning strategic thinking. Dr. Sloan is a leading authority on the cognitive aspect of strategic thinking and is widely recognized for her pioneering work on the application of complex cognitive theory to everyday strategic thinking practice in global business and public policy.If you find yourself wondering how to be a better strategist, this is the episode for you. Listen in for Dr. Sloans 's expert advice on how you can apply your expertise to make an impact in your organization and in the world.Keep up with Dr. Sloan:https://www.sloaninternationalconsulting.comhttps://www.linkedin.com/in/drjuliasloan/Book: Learning to Think Strategically, 4th ed.Available on Amazon, Barnes and Noble, and Routledge publishing house.

What is strategic thinking? What does it look like in the C-Suite or the workplace? We often think about our careers in terms of taking the "fast path" to success - however learning is cumulative. To become a strong strategist, you have to implement lessons that you've learned across your entire career journey. In this week's episode, Dr. Julia Sloan talks us through her Three-Stage Model for learning strategic thinking. Dr. Sloan is a leading authority on the cognitive aspect of strategic thinking and is widely recognized for her pioneering work on the application of complex cognitive theory to everyday strategic thinking practice in global business and public policy. If you find yourself wondering how to be a better strategist, this is the episode for you. Listen in for Dr. Sloans 's expert advice on how you can apply your expertise to make an impact in your organization and in the world. Keep up with Dr. Sloan:https://www.sloaninternationalconsulting.comhttps://www.linkedin.com/in/drjuliasloan/Book: Learning to Think Strategically, 4th ed.Available on Amazon, Barnes &amp; Noble, and Routledge publishing house.

How do we start thinking about what we really need from our boss? Often, our mind goes straight to getting that next raise. However, for most people - the real key to happiness is a bit more holistic. For many workers, they find that the ideal work situation requires a fair balance of income, time spent at the job, and attention required. Have you thought about talking to your boss about what can be done to balance the scales? The process can be more collaborative than you think. In some cases, a raise may be what you need. In other cases, the answer may be rearranging your daily job routine, re-evaluating the tasks that suck up your time, and negotiating a new way to get the work done. If you find yourself wondering how to ask your boss for what you need, this is the episode for you. Listen in for Denise Cooper's expert advice on how to lead this conversation with your boss to get an outcome you'll be happy with. Keep up with Denise Cooper:https://www.linkedin.com/in/denisecooper/https://rllessons.com/https://www.instagram.com/denisecooperinc/

How do we deal with someone who is a work jerk? We've all worked alongside a prickly boss in the past. Between the Great Resignation, the ongoing pandemic, and increasing economic disruption many workers are finding their tolerance for insensitive bosses has gone down the drain. If you find yourself wondering how you can more effectively deal with difficult colleagues, this is the episode for you. Listen in for practical advice on addressing interpersonal workplace challenges. In this week's episode, Denise Cooper interviews interpersonal work relationship expert, consultant, and author Louise Carnachan for her take on the good, the bad, and the ugly of workplace communication. Keep up with Louise Carnachan: https://www.louisecarnachan.com/Work Jerks: How to Cope with Difficult Bosses and Colleagues (June, 2022, available for presale) https://www.amazon.com/Work-Jerks-Difficult-Bosses-Colleagues/dp/1647423694/

How do we set boundaries so that we can all feel safe to push back in the workplace? Whether you're working in a virtual, hybrid, or face-to-face environment there are times when you may find yourself needing to set boundaries with someone who simply doesn't get it. This person could be a colleague you're collaborating with, someone from a siloed department you've never met, it could even be your boss. It is key to learn how to set boundaries in a work environment. This ensures that you walk away from doing the work still feeling whole. When we feel overwhelmed or panicked - our brains simply shut down. It doesn't matter how smart you are. No one is immune. By learning new strategies to interact with our colleagues, we can make better decisions that are grounded in mutual understanding. This helps us to bring our authentic selves to work while leading inclusive and high-performing teams.In this week's episode, Denise Cooper interviews Human Performance Specialist Pamela Brooks-Richards, for her take on how we can more effectively communicate with others in the workplace. Keep up with Pamela Brooks-Richards:https://www.linkedin.com/in/ccsuccess/

How can we better support people with disabilities in the workplace? What role does language play in the way our world frames disability? Business conversations are often rife with ableist language - saying business results are "paralyzed" or that a conversation was "tone-deaf" can reinforce negative stereotypes about people with disabilities in the workplace. Once we know better, how do we do better? HR often thinks that the goal of disability awareness is to create a work environment where as many people as possible feel comfortable disclosing their disability. When instead, the goal should be creating an environment that's inclusive for everyone - whether they have a disability or not. How can we as leaders be proactive about accessibility, to take the burden off of disabled people to constantly advocate for their needs?In this week's episode, Denise Cooper interviews public speaker, DEI consultant, and content creator (@BlindishLatina), Catarina Rivera, for her take on how managers can become an advocate for disability justice in their workforce.Keep up with Catarina Rivera:www.catarinarivera.com

2022 has brought a slew of changes - some workplaces are switching to hotelling instead of requiring employees in their offices, while other organizations have chosen to stay fully remote. However, as the workplace continues to evolve, it has become clear that hybrid work is here to stay. Working remote during a pandemic calls for more than flexibility from managers - it requires compassion to truly close the gap.For some employees, working remotely has given them a boost in productivity. They’ve learned how to complete their work duties in less time. What does this mean when being called back into the office? Do we work more slowly to “look productive”? Or is there another way? In this week's episode, Denise Cooper interviews award-winning international speaker, Amazon #1 best-selling author, and renowned culture change and project management expert, Colin D. Ellis for his take on how managers can address the compassion gap in hybrid teams. Keep up with Colin D. Ellis:www.linkedin.com/in/colindelliswww.twitter.com/colindellisRead The Hybrid Handbook: How to set yourself up for the future of work - https://amzn.to/3tjbd3N

How do we create psychological safety for historically marginalized communities in the workplace? Inclusivity matters at every level in an organization - from the board room to the front lines. How do you ensure that all employees feel a sense of belonging and respect? This requires long-term about your company's approach to diversity, equity, and inclusion. Inclusivity has to become part of your company's DNA and corporate strategy. In the same way that your quarterly earnings, turnover, and financial reports are discussed at each meeting, we can do the same for DEI. In this week's episode, Denise Cooper interviews Chief Change Agent and Founder of Flying Elephant, Deanna Singh for her take on how companies can begin prioritizing inclusivity in their organization to help their teams reach new heights. Keep up with Deanna Singh:Website:&nbsp;https://www.deannasingh.com/flying-elephantPodcast: https://bit.ly/3sZ7tEoKeep an eye out for her book, Actions Speak Louder, releasing May 31, 2022.