When I started the Culture and Leadership Connections Podcast, I felt called to bring diverse voices from different industries and professionals around the world to the world so we could all benefit from their experiences and wisdom. Today as I take the microphone for the last time, I thought listeners might want to know a few of our stats and milestones. 

Over the past 7 years, we have published 154 episodes featuring 132 interviews, and 22 solo episodes. That's 1,540 hours of work and 133,672 words in show note blogs, at a cost of $800-$1000 per month.

Most downloaded interview episodes: 

Ashif Mawji – Leading From Behind, Even If You Know The Answers!

Lewis Cardinal – It’s All About Relationships

Teresa Spinelli – One Big Human Family

Laurika Booysen – I Am Because You Are

Most downloaded Insights solo episodes:

Decoding Procrastination 

Anxiety is not an Emotion

Most downloaded Spirit of Work solo episodes:

How the Soul Relates to Work

Using the Virtues Sequence to Solve Workplace Problems

I have loved interviewing our podcast guests, many of whom told me their interview experience was “cathartic” and “helped them understand themselves and their work journeys more clearly” or was “a more personal and insightful experience than any other podcast interview they had experienced.”

In response I will say that I am proud to have brought so many beautiful and unique stories to the internet sound waves. These interviews are a legacy and will continue to be available on our website and on all podcast directories. 

It was also a joy to create the solo episodes although they involved lots more soul searching and research than I expected. It made me realize how much courage it takes for solo podcast hosts to put themselves out in public and increased my admiration for my colleague’s work!

These 154 episodes were created by me, Mike Kurlander who was our amazing audio engineer, the wonderful Malvika Kathpal and Bea Mugure on the show notes and our outstanding Berna Guadiz who created all the images, website uploads and social media images.

I would like to leave you with two recent testimonials: 

Kasper Christiansen wrote: The Culture and Leadership Connections Podcast is a great listen! Marie Gervais provides expert insights and actionable advice on leadership and cultural diversity, making it invaluable for fostering inclusive and effective workplaces.

Michal Spiegelman said: Marie's deep perspective on various topics, especially spirituality, truly enriches the content. The way she seamlessly connects broader subjects to workplace dynamics is both enlightening and practical. This podcast has given me a new appreciation for the cultural influences that shape leadership and communication within diverse professional environments.

In closing, Culture and Leadership Connections has been a labour of love, and I certainly hope the many stories and insights will bring intangible benefits to thousands of listeners for years to come. 

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Bio:
Marisol Solarte-Erlacher is a trauma expert, resilience consultant, and licensed psychotherapist with over 20 years of experience helping organizations foster thriving cultures. She hosts the award-nominated Resilience and Resistance podcast, featuring resilient leaders from marginalized communities. Named one of Colorado's Top 25 Most Powerful Women in Business, Marisol specializes in creating psychologically safe workplaces that enhance engagement and performance. Her culturally responsive approach makes her a sought-after speaker and consultant for non-profits, corporations, and public service organizations nationwide.

Links:
LinkedIn: www.linkedin.com/in/marisol-solarte-erlacher
Website: https://www.marisolerlacher.com/ 

Episode Highlights:
In this episode, Marisol shares her journey from her multicultural upbringing to becoming a leader in creating psychologically safe workplaces. With powerful insights that stem from her personal resilience path, she highlights the importance of storytelling, cultural identity, and finding joy amidst adversity. 

Childhood Memories:
Growing up with young parents, Marisol matured alongside them, becoming highly responsible from an early age. Though her parents created moments of joy, she often felt more like a little adult. Observing intergenerational trauma, interpersonal violence, and alcoholism in her family shaped her understanding of relationships and coping mechanisms. At 11, Marisol survived sexual assault, a defining event in her adolescence. During this time, she read I Know Why the Caged Bird Sings by Maya Angelou, realizing that resilience was possible. This book gave her hope and reinforced her belief in the power of stories to heal and transform.

Cultural Influences:
Marisol’s cultural identity shapes her values, relationships, and approach to life. She learned that family extends beyond biological ties, fostering deep loyalty to those who support her.

Her strong work ethic comes from witnessing her parents’ dedication, a trait she links to the immigrant experience. Though she now prioritizes balance, her drive remains rooted in these lessons.

She also embraces the joy in her culture, recognizing how her family celebrated life even in hardship. This understanding deepened when she visited Colombia at 16, where she experienced resilience and joy first-hand.

Influential Groups:
Marisol grew up Catholic but transitioned to evangelicalism in her teens, seeking belonging and certainty after trauma. This shift led her to seminary in Denver, a transformative experience that ultimately guided her toward a different spiritual path focused on personal growth.

During seminary, she joined the Circle of Latina Leadership, which shaped her leadership skills and personal development. Though her spirituality has evolved, her search for belonging continues to influence her journey and work today.

Personality and Temperament:
As a child, Marisol was introspective and often engaged in solitary activities. Being an only child for seven years, she navigated a complex environment on her own, shaping her personality.

As the eldest daughter in a Latinx family, she naturally took on a parent-like role, becoming highly responsible. This led her to a profession where others seek her guidance. She values her reflective and soulful nature, traits she believes are innate.

What Brings Out the Best in Marisol?
For Marisol, being authentic in her work as a therapist is both important and challenging. She strives to be fully herself despite power dynamics and the complexities of client expectations.

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Bio:
Dan Barker is an award-winning leadership expert and Senior HR Business Partner with 20 years of experience, specializing in MBTI, Gallup Strengths, and Change Management. He founded IDA Leadership Lab to drive organizational growth through workshops and chairs the Bonneville Youth Development Coalition, focusing on youth and community development. A member of the Bad River Band of the Ojibwe, Dan advocates for indigenous rights and cultural preservation, enriching his work as a leadership consultant and speaker.

Links:
LinkedIn: https://www.linkedin.com/in/daniel-barker-mhrm-79719340/
Website: https://idaleadershiplab.com/

Quote: "True empathy comes from that ability to put yourself in someone's shoes, not for me to just be able to tell you I understand what it's like."

Episode Highlights:
Dan shares his unique journey from growing up in Northern Wisconsin and dealing with cultural transitions to becoming a leading figure in leadership development and community advocacy. He highlights the importance of preserving his Native American roots as a member of the Bad River Band of the Ojibwe and integrating those values into his leadership practices. His focus on empathy, progression, and blending diverse cultures and heritages offers invaluable insights for fostering inclusive environments.

Childhood Incidents:
Dan, a naturally aggressive child, joined football in seventh grade but quit due to the sport's physical demands. His dad encouraged him to view the challenge as a chance for growth. As an adult, Dan recalls the difficulty of moving from Idaho Falls to Boise during junior high, transitioning from a close-knit community to a larger, unfamiliar school, which left him feeling isolated during a critical period.

Influential Groups:
Having grown up in Idaho, the religious-based culture influenced Dan’s view of culture and drew him closer to his indigenous culture. It also opened him up to realizing there's an outsider factor.

Cultural Influence:
Dan reflects on his family’s heritage, emphasizing the importance of both the Kadat and Balange lines. His great-grandmother grew up near the Bad River Reservation on Lake Superior, maintaining a strong Indigenous connection. Dan’s mother humorously notes that her grandmother, fluent in Ojibwe, didn’t pass it down, possibly due to using it for private conversations among her siblings.

Dan married someone from a different culture, and blending their backgrounds was initially challenging. Over time, they successfully merged their cultures, creating unique family traditions and identities.

Temperament and Personality:
Dan believes that over the years, his empathy and compassion have evolved. He believes that when he was young, he lacked the social awareness to help him develop these two qualities.

Cultural Epiphanies:
Dan remembers joining Cub Scouts, which was organized by the LDS Church. Meetings were held at homes or churches, often including prayers. At one event, his father noticed Dan folding his arms during prayer, an LDS practice, and corrected him, explaining their family prayed differently. As a child, Dan saw this as a division between "us and them," but as an adult, he understands it reflected cultural differences—his family attended church, just not the LDS Church.

Soapbox Moment:
Dan’s principle is always to leave a place better than you found it. He believes if we do that, it sits well with our environmental factors and how we orient ourselves in the various work that we do and also with our families. He also encourages us to give back to our communities.

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Bio:
Andrea Bailey Brown, born in Jamaica and raised in Canada, transitioned from teaching to becoming an award-winning entrepreneur. She is a multi-unit Jiffy Lube franchise owner, generating over $30 million in revenue, and the founder and CEO of Bailey Brown Franchise Agency and Bailey Brown Business Consulting.

With an MBA from Royal Roads University, where she received the Entrepreneur in Residence Award, Andrea leverages her expertise and passion for franchising to empower entrepreneurs to build wealth through business ownership. Her success in a predominantly male industry reflects her resilience, determination, and leadership.

Links:

• Website: https://andreabaileybrown.com/
• Instagram: https://www.instagram.com/baileybrownconsulting/
• LinkedIn: https://www.linkedin.com/in/andreabaileybrown/

Quotes:

• “Sometimes, the ideas that you have about how to live, the region that you live in will affect how you execute on certain beliefs that you have.”

Episode Highlights:
Andrea Bailey Brown shares her journey of resilience and success in a male-dominated industry, emphasizing the importance of treating oneself like a "luxury brand" through self-worth and high standards. Drawing from her experiences of moving from Jamaica to Canada, she highlights how cultural transitions shaped her values and aspirations.

Andrea’s story goes beyond entrepreneurship, inspiring others to step out of their comfort zones, embrace individuality, and pursue their dreams. Her insights offer valuable lessons on building wealth, resilience, and personal growth.

Childhood Memories:
Andrea reflected on her mother’s sacrifice of leaving Jamaica to work as a nanny in Canada, which enabled their family to move there. During this time, Andrea and her siblings lived with their strict but loving aunt, Sister Joyce, who instilled values like resilience, high standards, and proper English lessons that shaped Andrea’s philosophy of treating oneself like a luxury brand.

Grateful for her mother’s and aunt’s impact, Andrea plans to express her appreciation. Moving to Canada as a teenager and starting high school in Grade 11 was pivotal, as she discovered her intelligence and unique gifts, excelling in advanced French and German classes.

Influential Groups:
Andrea grew up in a Seventh-day Adventist family, where church attendance and dietary restrictions were emphasized. Moving to Edmonton highlighted how regional factors influence religious practices.

Her time at the University of Saint-Jean was transformative. A summer job led to her winning the Miss Black Alberta pageant, pushing her out of her comfort zone.

Personality and Temperament:
From a young age, Andrea was a risk-taker who knew what she wanted in life and wasn’t willing to settle for less. For instance, she confidently declared she wouldn’t follow societal expectations of women in her community. Over time, she developed greater courage and learned to trust in herself.

Cultural Epiphanies:
Andrea’s move to Canada brought cultural adjustments. She recalls witnessing behaviors like a young girl disrespecting her parents, something unthinkable in her culture. Adapting to a new environment revealed her shyness and required her to adjust to differences in fashion, language, and lifestyle.

Soapbox Moment:
The Bailey Brown Franchise Agency empowers aspiring entrepreneurs by guiding them toward wealth-building through franchise ownership.

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Redefining success and overcoming burnout.

Bio:
Dr. Eric Recker is a dentist, husband, father, keynote speaker, Elite Success Coach, author, pilot, mountain climber, and former triathlete. He is committed to helping people become their best selves and learning to #WINtheNOW.

Links

• Website: https://ericrecker.com/
• LinkedIn: https://www.linkedin.com/in/eric-recker-583849278/
• Facebook: https://www.facebook.com/eric.recker.1
• Instagram: https://www.instagram.com/docrecker/

Episode Highlights:
Raised in Pella, Iowa, Dr. Eric shares how early rejection and adversity shaped his drive. His struggles with burnout led him to reassess his life, highlighting the importance of relationships, self-care, and finding joy in the journey. He emphasizes resilience, purpose, and gratitude.

Quotes:

• "I believe that our journeys don't happen by accident. Our journeys happen so that we can help other people on their journeys."
• "I think if you never have any rejection, then you are just building up to this horrific experience when you get your first rejection."

Childhood Incidents:
As a child, Dr. Eric was repeatedly rejected from kickball games, shaping his belief in inadequacy and fueling a relentless drive for success. This eventually led to burnout, nearly making him sell his dental practice. He reflects on how words spoken in childhood have lasting effects.

At an eighth grade party, dressed with confidence, he faced five consecutive rejections while asking girls out, ultimately learning the importance of resilience.

Influential Groups:
Faith has been a cornerstone of Dr. Eric’s life, reinforcing that he is never alone. Family traditions, such as Sunday afternoons at a lake, created cherished memories.

As a triathlete, he valued deep connections within his training group. His professional growth continued through the Academy of General Dentistry, where he built strong relationships.

His mission work in India, Guatemala, and The Bahamas, along with climbing Mount Kilimanjaro, reinforced his commitment to serving others and being part of something larger than himself.

Personality and Temperament:
A naturally curious child, Dr. Eric developed anxiety tied to school and rejection. He dreaded Mondays, a feeling he calls the "Sunday scaries."

Joining his father’s dental practice provided career stability but also immediate pressure, contributing to burnout. Initially believing hard work was the solution, he later learned the value of self-care, relationships, and gratitude. He now finds meaning in guiding others from chaos to hope.

Cultural Epiphanies:
One stressful Monday, his colleague had an accident, leaving Dr. Eric alone with a full schedule. Unexpected support arrived, his mentor as his first patient and his associate showing up unprompted. This experience reinforced the profound value of relationships and support systems.

Soapbox Moment:
Dr. Eric urges people to live with hope. His website offers resources like "Refueling Hacks" with 50 self-care strategies and a seven-day Knockback Burnout Challenge. For personalized coaching, he welcomes conversations with those seeking growth.

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Bio:
Rick Yvanovich is an accountant, techie, author, speaker, and CEO, CFO, and coach. A highly accomplished business coach, he helps companies and individuals achieve outstanding success through actionable strategies. As a serial entrepreneur, Rick has built a multimillion-dollar company serving clients in 80 countries, including Fortune 500 firms.

In Vietnam, Rick is a prominent figure and long-serving expat, involved in various organizations. A sought-after speaker and thought leader, he addresses topics like talent, technology, and digital transformation. Combining his coaching passion, certifications, and business expertise, Rick empowers others to reach exceptional milestones

Links: 

• LinkedIn: https://www.linkedin.com/in/rickyvanovich/
• Website: https://www.rickyvanovich.com/

Quotes:
"We all have the potential to be architects of change."

"We’re not just participants in this ever-changing world; we’re architects shaping the course of our own lives, careers, and the world around us."

Episode Highlights:
Rick shares invaluable insights on how to thrive amidst digital distractions by balancing technological advancements with interpersonal skill development. His reflections on navigating cultural differences from the UK and Switzerland to Vietnam highlight the complexities and growth stemming from living abroad. Through his resilience and experiences as an expat, Rick offers a unique perspective on the importance of community and continuous learning, as well as overcoming cultural dissonances in diverse settings.

Childhood Incidents:
Rick faced challenges during his teens, failing to achieve university-required grades and working in a supermarket instead. This experience fuelled his drive to succeed. Earlier in school, he disliked being overlooked due to his last name, which placed him at the end of alphabetical lists.

Influential Groups:
Rick has actively participated in various networking and business groups, promoting his accounting designation in Vietnam and building strong ties within the accounting community. While in the oil industry, he connected with its specialized network. He also co-founded the British Business Group in Vietnam, where he has contributed for over 20 years, serving on its board and playing a key role in its growth and influence in the business community.

Personality and Temperament:
Rick values independence and enjoys entertaining himself, finding contentment in his own company. He describes himself as introverted, noting that he recharges through solitude rather than social interaction, which can be draining. Nowadays, Rick enjoys being with others as long as he isn’t in charge of the gathering.

Cultural Epiphanies:
In Vietnam's early days, Rick observed the country's underdevelopment and admired the resilience and optimism of its people, who thrived despite earning very little compared to wealthier nations. This contrasted with the UK, where complaints about minor issues were common. As an expat with a multinational company, Rick experienced a stark cultural divide, enjoying a luxurious lifestyle of housing, cars, and maids, which sharply contrasted with locals' modest living conditions.

Soapbox Moment:
Rick's book, "Business as Unusual: How to Thrive in the New Renaissance," offers tools to develop mindset, habits, and purpose, aligning internal goals with external success. It includes assessments and exercises to help readers choose effective strategies for personal growth.

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Bio:
Michelle Robinson is Sahtu Dene with a weekly podcast, Native Calgarian, founded in 2018, and a monthly public Indigenous book club established in 2016. She is a mother, public speaker, and advocate for Indigenous Peoples and Truth and Reconciliation, working with governments and community groups.

Links:

• YouTube: https://www.youtube.com/@nativecalgarian
• TikTok: https://www.tiktok.com/@native_calgarian?_t=8YpwkB838QI&_r=1
• Mastodon: https://ohai.social/@nativeCalgarian
• Threads: https://www.threads.net/@nativecalgarianpodcast

Quotes:
"The moment you think you understand something is the moment you meet a new person that explains it in a different way that makes you reconsider how you look at it."

Episode Highlights:
Michelle opens with a land acknowledgment and reflects on her dual heritage—her father’s Mayflower lineage and her mother’s Indigenous roots. She shares personal challenges with systemic racism and neurodiversity while advocating for truth and reconciliation. Through her podcast and community work, she encourages others to embrace diverse perspectives and honor lost Indigenous voices.

Childhood Experiences:
Michelle identifies as Sahtu Dene with Canadian status as Yellowknife’s Dene First Nation. Her heritage blends her mother’s Indigenous roots and her father’s settler lineage. Her maternal grandmother endured residential school, while her parents’ marriage brought together diverse cultural influences.

Raised by her father’s white family, Michelle faced anti-Indigenous bias but found support from an uncle who stood up for Indigenous people. She now fosters pride in her heritage and teaches her daughter about their culture through positive experiences, such as beading and learning from elders.

Influential Groups:
Michelle overcame a challenging upbringing in a racist environment and now focuses on anti-racism and reclaiming her Indigenous identity. She supports the TRC report, the MMIWG2S (Missing and Murdered Indigenous Women, Girls, Two Spirit and Gender Diverse) inquiry, and the National Indigenous Economic Strategy, advocating for systemic solutions. She emphasizes honoring Indigenous families, improving birthing experiences, and remembering lives lost to colonial policies.

Personality and Temperaments:
Recently diagnosed with ADHD, Michelle reflects on her outspoken nature and commitment to justice. She values humility and listening to diverse perspectives as part of her healing journey. She highlights treaty obligations and equity as foundations for building partnerships between Indigenous and settler communities.

Cultural Epiphanies:
Michelle recounts her traumatic birthing experience, shaped by systemic racism and harmful stereotypes tied to her Indian Act status card. This experience underscores the inequities Indigenous women face in healthcare, reflecting broader systemic issues.

What Brings Out the Best in Michelle?
Michelle finds purpose in honoring future generations and her ancestors, including her grandmother and her mother. She is grateful for the privilege of advocacy and aims to leave a positive legacy for her daughter and her community.

Soapbox Moment:
Michelle encourages engaging with diverse voices through books, podcasts, and documentaries to broaden perspectives. She highlights the richness of marginalized communities beyond trauma, pointing to their contributions to music, science, and fiction. 

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Bio: Marni Battista is an entrepreneur, author, transformational life design specialist, podcast host, and radical truth seeker. Her honest, relatable, and down-to-earth podcast and writing offer pearls of wisdom that inspire laughter, insights, and life-changing stories of triumph and love. Marni’s mission is to help women harness the courage to stop letting life live them and start living a life beyond their wildest dreams.

Her work has been featured in the LA Times, The New Yorker, The Dr. Phil Show, On Air with Ryan Seacrest, and Home and Family TV. Marni’s upcoming book, Your Radical Living Challenge: 7 Questions for a Meaningful Life, will be released by Hay House in early 2025.

Contact Information:

• LinkedIn: https://www.linkedin.com/in/marnibattista/
• YouTube: https://www.youtube.com/@LifeCheckYourself
• Website: https://marnibattista.com

Episode Highlights:
Marni Battista always aspired to be a teacher, and in her unique way, she became one—as a coach. She has dedicated her life to empowering women to redefine success and live fully.

Childhood Experiences:
Marni grew up in Cedar Rapids, Iowa, in a close-knit Jewish community of 40 families. Her father’s international business career brought global visitors to their town. At 10, she joined a French-American exchange program, which included skiing near the Swiss Alps. This experience boosted her confidence and adventurous spirit, shaping her future. In high school, when homecoming conflicted with the Jewish high holidays, Marni resisted her mother’s suggestion to address the issue with the school board, fearing it would highlight her minority status. This experience deepened her sense of belonging, a value she carries into adulthood.

Influential Communities:
When Marni decided to design her life, she initially planned to pursue an MFA in writing. After consulting mentors and writers, she opted to "create her own MFA." She built her skills through writing communities, courses, and a structured book club. This self-designed path solidified her identity as an author and her commitment to the literary world.

Temperament and Personality:
Marni inherited her love of storytelling from her father, who captivated audiences with his humor and wisdom. He also taught her the value of listening and genuine curiosity. This skill became Marni’s superpower in marketing, relationships, and coaching. Though not a traditional teacher, Marni uses her expertise to create impactful curricula and share her passion for storytelling through workshops, videos, and interviews.

Cultural Epiphanies:
As a young mom in her children’s private school PTA, Marni encountered a community that felt misaligned with her values. After recommending a quirky, intelligent friend for a leadership role, Marni faced backlash from others who deemed her friend unsuitable. Rather than compromise her principles, Marni stood by her friend and distanced herself from the group. Though isolating, this decision clarified her values and inspired her to seek new communities aligned with her integrity.

What Brings Out the Best in Marni?
Marni thrives in spaces filled with connection, integrity, responsibility, and active engagement. She loves being outdoors, playing for the joy of it, and exploring new experiences—like her first fantasy football league.

Soapbox Moment:
Marni challenges us to live life on our terms. She empowers individuals to define success without being confined by societal expectations. 

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Episode Highlights:
Procrastination is a message from your nervous system that you need to pay attention to. It’s telling you something about the task you don’t particularly want to do right now. If you listen to it, you can discover how to make procrastination your partner instead of your enemy.

In this episode, we’ll dive deep into decoding procrastination—from the different procrastination styles to how we can address them.

Procrastination Styles

• Anxious Type: You set unrealistic expectations and over-schedule, leaving no time for rest. This causes anxiety and a sense of being unproductive. The remedy is "unscheduling" by planning breaks or enjoyable activities before tackling tasks—like "paying yourself first" before addressing work. This approach helps you feel motivated instead of resentful.
• The Task Is Not Fun: This style avoids tasks because they’re boring or unpleasant, preferring fun activities instead. You might fear being trapped in tedious work or a situation with people you don’t want to be around. To combat this, give yourself enjoyable breaks to regain motivation, such as watching videos during work breaks to boost energy.
• Plenty of Time: People with this style procrastinate until the last minute, thinking they work best under pressure. However, this causes stress, not productivity. The solution is breaking tasks into manageable chunks and scheduling smaller, incremental work sessions to make the task less daunting.
• Perfect Partner: Perfectionists procrastinate due to fear of disappointing others and negative self-talk. To manage this, forgive yourself for procrastinating and focus on past successes that weren’t perfect but still worked out. This reduces constant self-criticism and fear of failure.

Roles That Emotions Take in Procrastination

• Protector Role: Seeks to shield you from discomfort, often manifesting as “police” or "first responder" part of you that wants to prevent pain or uncertainty.
• Manager Role: This role constantly tells you what to do, urges you to follow rules, and warns against risks. It’s often associated with guilt or “shoulds.”
• Past Moment Role: Represents a vulnerable part of yourself, often from the past, that was never healed or comforted. This can cause emotional blocks when facing tasks.

To overcome procrastination, acknowledge and name the emotions you feel when faced with a task, measure their intensity, and notice the sensations in your body. By doing this, you can start to release emotions and move past them. If the "manager" or "protector" roles surface, ask them to step aside to help you access the vulnerable part of yourself. This will lead to greater emotional integration and less procrastination.

This process helps align your body’s messages with your conscious mind, making it easier to work together as a whole person. Acknowledging emotions and sensations helps reduce sabotage and allows you to use procrastination as a partner in your work.

My Recent Experience with Procrastination:
Recently, I procrastinated on a project that required calling unresponsive stakeholders, which left me frustrated. I recognized feelings of annoyance and measured them at a 6 or 7 in intensity, noticing tension in my chest. I realized a "manager role" was telling me I was behind. I acknowledged this and took a short break. When I returned, I tried calling the stakeholders again, and surprisingly, they all answered.

This experience showed me that things often fall into place when you stop fighting yourself. Recognizing the "shoulds" and "have-tos" from the manager or protector roles can help you integrate them and move forward.

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What comes to mind when someone talks about bringing your mind to work?

Many of us might argue that you can't come to work without bringing your mind. But what does it truly mean to bring your mind to work?

In this episode, we explore the concept of bringing your mind to work, derived from my book, The Spirit of Work. This idea emphasizes the integration of rational thinking in the workplace. We examine how the mind, described in Bahá'í teachings as the rational soul, engages in different types of thinking—perceptual, conceptual, and creative. Each type can be applied to tackle tasks and solve problems effectively.

Additionally, we discuss the significance of mindfulness in making rational decisions and how collaborative efforts often lead to better outcomes than individual attempts. I share stories of a plant manager and an oil and gas rig manager, "Zach" (a pseudonym), who learned that inclusive leadership and seeking input from employees at all levels can result in safer, more productive, and successful work environments.

Quote:
“Mindlessness is a result of actions taken without any concern for their consequences. Mindfulness, on the other hand, involves using all the powers of the mind to enhance and expand the experience of the moment to its fullest and to make decisions from a fully activated rational soul.”
“Thinking isn’t uniform; different tasks require different types of thinking.”

Bringing Your Mind to Work:
For me, bringing my mind to work means using all the powers of my rational soul, both consciously and unconsciously, to solve workplace problems or accomplish tasks. It involves employing the full "toolkit" of my mind.

For example:

• A doctor uses their mind to diagnose illnesses and prescribe remedies.
• A chef applies creativity to design meals.
• A recruiting manager uses critical thinking to identify and hire the best candidates.

The Importance of Bringing Your Mind to Work:

1. Collaboration:
Critical thinking is often lacking, but collaborative problem-solving produces better results by leveraging diverse perspectives.

For example, a plant manager who was confident in his rollout plan presented it to supervisors without seeking their input. Within minutes, they identified 13 flaws in his plan. This humbling experience demonstrated the value of expertise from those closest to the work. Initially reluctant, he eventually involved frontline employees, including those with limited English proficiency. With the help of translators, these employees provided insights that led to a robust plan, ensuring a smooth rollout with minimal issues. This experience highlighted the power of collective intelligence.

2. Safety, Well-Being, Learning, and Encouragement (The "SWEL" Model):
Managers often struggle with feeling unrecognized, prompting them to find ways to highlight their work without appearing boastful. Through this process, they often realize that their team members also need recognition.

A "bottom-up" approach, where managers help junior staff gain visibility, fosters collaboration and a positive workplace culture.

For instance, Zach, an oil and gas rig manager, exemplified humble leadership by valuing his team’s skills and fostering collaboration. Recognizing his own limitations, he sought input from his team to improve communication across sites. He introduced monthly online meetings to encourage open dialogue and feedback.

Zach’s humility created a safe environment for sharing ideas, leading to effective solutions and stronger teamwork. His approach aligned with the SWEL model by making participation inclusive, ensuring all voices were heard, and promoting collective growth.

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Your mindset is your greatest asset.

Bio:
Nick Mornard is a Director at a Fortune 500 company and travel agency owner, moved from Belgium to Florida in 2013, achieving US citizenship in 2021. He published his first book, a biography on mindset and leadership, in October 2024. He co-hosts the "Two for the Win" podcast, blending leadership, mindset, travel, and sports with his passions to ensure work feels fulfilling.

Links:

• Website: www.jetsettinglifestyle.com
• Amazon: www.amazon.com/Mindset-My-Degree-Transform-Thinking/dp/1950336956
• LinkedIn: www.linkedin.com/in/nicolasmornard
• Instagram: www.instagram.com/niconomy

Quotes:

• When you put your mind into something and you refuse to accept the situation that you are in, you will get anything or learn anything you put your mind into if you have the right mentality.
• A lot of people are afraid to make mistakes, and that's why they never try anything.
• If you want something in life, go for it. Don't look at everything that can go wrong. Look at everything that can go right.

Episode Highlights:
Nick’s journey showcases resilience and determination. From excelling in swimming and basketball to building a corporate and entrepreneurial career, he turned challenges into opportunities for growth. Despite early struggles in the US, he refused to give up, finding inspiration in his hardships.

Childhood Memory:
At age three, swimming lessons sparked a love for the sport. By age nine, Nick competed in Belgian and European championships, which instilled a lifelong drive for excellence. At 16, he signed a professional basketball contract and taught himself Dutch to adapt to a new region, demonstrating focus and self-discipline.

Influential Groups:
Moving to urban Brussels at 16 after his parents' divorce, his father made him work as a blue-collar labourer for a few months each year, performing tasks like pulling electric cables up ten floors and doing electrical work inside buildings. The intent was to teach him the value of education and specialization, showing that without such efforts, he might have to rely on blue-collar jobs. Although he disliked the experience at the time, looking back, he sees it as an eye-opening lesson that reinforced his determination to pursue a different path in life.

Sports in the US emphasized leadership and teamwork, shaping his approach to guiding others. He often selects candidates with leadership experience in athletics for their transferable skills.

Personality and Temperament:
Nick describes himself as initially impatient, with a need for immediate results. Through mentorship, he learned to embrace patience as a virtue.

Cultural Epiphanies:
When Nick first moved to Miami, he was shocked by the wealth around him. He didn’t know people could live the way they did in Miami. He quickly relocated to Southwest Florida because he felt uncomfortable.

Soapbox Moment:
Nick encourages us to dare to do what is uncomfortable to achieve the best version of ourselves.

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Bio:
Michal Spiegelman is a certified professional life coach, Reiki master, spiritual mentor, medical intuitive, and social worker. She is the visionary behind Beacons of Change, a platform guiding women and healing professionals toward empowered, soul-centered lives. As creator of the Soulful Healer Method, Michal helps people through a blend of traditional and holistic tools, igniting growth and transformation. Her book, Becoming Soulful: Six Keys for Profound Transformation in Your Therapy, Coaching, or Healing Practice, was released in 2024 and is available on Amazon.

Links:

• Michal’s book “Becoming Soulful” is available on Amazon: https://amzn.to/3WPai9H 
• LinkedIn: https://www.linkedin.com/in/michalspiegelman/ 
• Website: https://www.beaconsofchange.com/ 
• Take the Journey into the Soul with Michal: https://www.beaconsofchange.com/journey-into-your-soul/

Quotes:

• “There is an opening that happens when you travel across the ocean.”
• “If we find a way to connect or reconnect with our soul, then we can rely on our internal guidance system and navigate life with this inner connection.”

Episode Highlights:
Michal discusses her journey from childhood "soul diminishing" experiences to creating her "Soulful Healer" method.

She reveals how growing up in Israel, facing cultural shocks, and surviving personal trauma like miscarriages informed her approach to trauma healing. 

Influenced by her family's Holocaust history, Michal has trained over 3,000 individuals in Reiki over the past 20 years. 

Expressing Emotions:
Michal recalls growing up in a household where emotions were not expressed. At nine, she cried at a wedding, prompting her mother’s anger and discreet pinch to “smile.”

Culture Shock:
At 15, Michal’s father was transferred from Israel to New York, where she was amazed by the tall buildings. The intense culture shock sparked her desire to travel.

Personal Loss:
After marriage, Michal experienced six miscarriages, which had a profound impact on her journey into trauma healing.

Influential Groups:
Growing up in Israel fostered resilience in Michal. Later, seeking connection, she joined various spiritual and meditation communities. She studied color healing in England, explored meditation in Germany, and joined personal growth communities in the U.S., all of which helped her reconnect with herself and embrace the inner work that became her mission.

Personality and Temperament:
Michal describes herself as a natural giver, a trait she inherited from her father. Since childhood, she has displayed compassion, kindness, and empathy, and over time, has learned the importance of setting boundaries for self-care.

Cultural Epiphanies:
When Michal and her husband moved to Germany, she was struck by how Europeans valued work-life balance, like leaving work at 5 PM to go socialize.

Before having children, Michal and her husband traveled to India, where she was deeply moved by the happiness and satisfaction she observed, even among those facing poverty.

What Brings out the Best in Michal?
Michal thrives when given opportunities to help people align with their values.

Soapbox Moment:
Michal invites us to a 90-minute Journey into the Soul session and encourages exploring her book, which delves into six keys for profound transformation.

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The connection between your mind and body is powerful and complex, with nearly 80% of all signals traveling from the body to the brain. This means your bodily sensations and signals significantly influence your thoughts, emotions, and behaviors. By tuning into these signals, you can unlock human potential in a way that purely conscious thought alone cannot achieve. Understanding the messages your body sends brings clarity and insights that your logical mind might otherwise overlook.

How Your Body Shapes Perception:
Your responses to the world around you are largely shaped by unconscious bodily reactions, especially when interpreting safety or danger. Most perceptions aren’t solely products of conscious thought; they stem from your body’s instinctive responses. By being aware of this, you can prevent yourself from projecting personal fears or anxieties onto others. Recognizing and managing these responses can help you see situations more objectively, ultimately improving your relationships and interactions with others.

The Wisdom of Your Heart:
One of the most fascinating discoveries in mind-body science is the powerful influence of your heart. The electrical field of your heart is sixty times stronger than that of your brain, symbolizing its central role in shaping your inner life. As the saying goes, “The heart loves, the will chooses, and the mind justifies.” This saying explains how your desires and heartfelt inclinations often guide your choices, while your mind creates rationalizations. Tapping into this heart wisdom allows you to lead with authenticity, guided by deeper, often unspoken, motivations.

Developing Somatic Awareness:
Somatic awareness, or the ability to tune into bodily sensations, provides insight into your true feelings and reactions. Your gut, sometimes called your “second brain,” alerts you to authentic responses to situations and people. Facial expressions are also telling; they often reveal underlying emotions even before you become consciously aware of them. Without this awareness, you risk responding automatically to perceived threats, which can lead to misunderstandings and strained relationships. Developing somatic awareness enhances your emotional intelligence and allows you to respond thoughtfully rather than react impulsively.

Embracing the Power of Stillness:
Practicing stillness is a transformative habit that builds your awareness and resilience. In a fast-paced world, slowing down enables you to reconnect with yourself, supporting emotional processing and mental clarity. Small, consistent moments of mindfulness throughout the day support your emotional well-being by completing the stress cycle and resetting your nervous system. This practice can be as simple as pausing for a few deep breaths or listening to a song, helping you recalibrate your thoughts and emotions before reacting.

You can cultivate stillness through small, intentional acts that bring you into the present moment. Techniques include closing your eyes and focusing on your breath, immersing yourself in music, or savoring a beautiful moment. Dr. Jill Bolte Taylor’s research shows that emotions are processed within a 90-second time frame, highlighting that stress can often be managed with just a moment of calm. These short moments can make a significant difference in how you manage daily stressors and cultivate inner peace.

Call To Action:

• Look for Marie’s morning routine on LinkedIn and watch it.
• Book a 30 minute strategy session with Marie to learn how to do the morning routine. 

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In today's episode, we're diving into the interdependence of purpose, belonging, and uniqueness as discussed in Chapter 3 of The Spirit of Work. We'll explore how a sense of purpose fuels motivation and satisfaction in the workplace, the paradoxical relationship between belonging and individuality, and the essential roles of self-awareness and service in cultivating a strong, supportive work environment.

Purpose in Work:
Purpose is a powerful motivator. It doesn’t always come from a passion for the work itself; it can stem from the impact on family, community, or contributing to something larger. Purpose helps people feel that their work matters, even in difficult conditions.

The Paradox of Belonging and Uniqueness:
Belonging and uniqueness form a kind of paradox. To belong, one must conform enough to be accepted by the group, but to be unique, one must be free to express their individual identity. When individuals are free to be themselves, they are more likely to feel that they belong and to willingly embrace certain group norms. Without appreciation for unique, diverse contributions, people can become demoralized, lose their sense of purpose, and feel alienated. In contrast, when their ideas and contributions are celebrated, they feel a sense of belonging, are recognized as valuable members of the organization, and are encouraged to contribute fully.

Self-Worth and Acknowledgment:
If you're constantly seeking external fulfillment and cannot find it, it may be because you are inadvertently alienating the validation that would otherwise come naturally. External validation, though it may not come constantly from everyone, often arrives in meaningful ways when it’s not actively pursued.

Service and Self-Awareness Development:
When we engage in service, we cultivate appreciation and dissolve any sense of entitlement. Through serving, we come to see ourselves as both resourced and resourceful. Service helps us understand our boundaries and limitations while also providing opportunities for latent potential to emerge.

The more self-aware we become, the more attuned we are to others. The more we serve, the more our true self develops. As we express our authentic self, others feel inspired to develop theirs. This positive energy can draw people in, helping them recognize these qualities within themselves. However, the opposite can also happen: some people can also see that in you and want it for themselves and think that by destroying you, they're going to get it.

Would you like to learn more about this fascinating chapter? Get The Spirit of Work: Timeless Wisdom, Current Realities, available on Amazon.

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The Role of Accountability in Leadership

Bio:
Michael Timms is an internationally recognized speaker, consultant, and best-selling author who helps leaders inspire greatness in their teams. He wrote How Leaders Can Inspire Accountability, praised by leadership coach Marshall Goldsmith, and his first book, Succession Planning That Works, was highly regarded for its insights on developing talent in organizations. Timms leads Avail Leadership, helping organizations build high-performance cultures, and enjoys spending time with family and exploring the wilderness.

Links:

•  Michael’s TED Talk: TED Link
• YouTube: YouTube Channel
• LinkedIn: LinkedIn Profile
• Website: Michael Timms Website

Quotes:

•  “You can be an awesome leader in many different respects, but if you fear conflict, you're going to create chaos.”
• “The best leaders care for the people who report to them as much as they care about results.”

Episode Highlights:
Michael Timms shares leadership lessons from his childhood, early encounters with leadership, and his professional journey. He discusses the key role of accountability in leadership and provides insights into how personal experiences shaped his leadership philosophy.

Childhood Incidents:
Michael learned emotional control from a childhood skiing incident when his mother challenged him to stay calm after a bad crash. During a two-year mission with his church, Michael gained leadership experience, making mistakes but learning valuable lessons in the process.

Influential Groups:
Michael credits his parents for shaping his values. His entrepreneurial father was driven and accountable, while his mother, strong-willed and intelligent, instilled in him a love for writing. Both parents pushed him to excel, influencing his approach to leadership.

Groups that Michael Chose to Belong To:
Michael’s leadership skills were developed as a member of The Church of Jesus Christ of Latter-day Saints, where servant leadership, without power dynamics, is practiced. This experience has deeply influenced his leadership style, focusing on voluntary collaboration.

Temperament and Personality:
Michael describes himself as having a Type A personality but has developed empathy over time. He believes that leaders must balance their drive for results with genuine care for their people.

Cultural Epiphanies:
Michael was surprised to find some leaders who did not hold one-on-one meetings with their teams, a practice he values highly. He emphasizes the importance of hearing every voice and considering all opinions in leadership.

Soapbox Moment:
Michael encourages listeners to watch his TED Talk on leadership accountability, How to Claim Your Leadership Power, and to explore further through his book and his company, Avail Leadership.

What Brings Out the Best in Michael?
Michael thrives when working with organizations that are committed to advancing their leadership skills. He enjoys helping leaders stand out by improving their ability to inspire and lead effectively.

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In this episode, we explore capacity building, what it means, the mindset needed, and how to effectively build team capacity.

Capacity building empowers individuals and groups with the skills to tackle complex tasks and work toward a shared vision. However, it’s essential not to fall into the trap of thinking only the leader or a facilitator can drive this growth. While facilitators can help, true and lasting capacity is built when the entire group contributes to creating their desired future together.

Attitudes Needed to Build Team Capacity:

• Communication dynamics that encourage and support
• Willingness to listen, ask questions, check understanding, and contribute without judgment
• Desire to serve, empathy, and patience
• Willingness to address challenges and support others in addressing them

Example 1: Help Each Other Out
I recently worked on a project with a study circle that included a business owner facing challenges after opening a store. She had to manage more staff, deal with absences, train employees, and balance family life, as her husband worked night shifts. Although the study circle provided important support, she worried about neglecting her children. We discussed her desired outcomes and obstacles, and together we found a potential solution: hiring a nearby teenager seeking work experience to watch her kids during the study circle. This could foster a positive relationship between the teen and the children, providing mutual support. However, the solution depends on various factors, like the teen and parents agreeing and ensuring good chemistry. With mutual care, the group can build a supportive, capacity-building environment.

Example 2: Work Without Play Makes Jack a Dull Boy
When working toward a goal, especially in project management, teams can feel drained by the details and setbacks, leading to exhaustion and a lack of motivation. If a team appears apathetic or fatigued, what they need is fun, food, and informal interaction. Seriousness and fatigue can be relieved through team-building exercises, but simply gathering for food and laughter can greatly improve morale. A team not functioning well is often one where no one is smiling or laughing. Humor is a key indicator of a healthy, capacity-building team. So, if humor and joy are missing, it’s essential to help bring them back to foster a supportive and effective environment.

Example 3: Create Opportunities to Open Up
Managers understand the importance of 1-on-1 conversations but often struggle with implementation because they approach them as problem-solving sessions rather than opportunities to connect. These meetings should focus on appreciating the individual and discussing their personal and professional experiences through simple questions about challenges and successes. The goal is to build trust and relationships, not to give feedback or solve issues. For larger teams, managers should meet with supervisors, while smaller teams benefit from more frequent 1-on-1s. Regularly scheduled meetings every few months foster a supportive environment, preventing problems and enhancing team dynamics.

Example 4: Be Interested, Not Interesting
Being genuinely interested helps the team move toward a desired goal. When you become absorbed in your interest in the team’s progress, you naturally rise in their eyes as someone with capacity, credibility, and respect. The more you try to insist on your greatness, the less impactful you appear. The more you help resource the team, the more your esteem in their eyes grows.

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Bio:
Rhonda Moret is the Founder and CEO of Elevated Diversity, recognized for her leadership in diversity, equity, and inclusion (DEI) and health equity. She has spent over a decade helping organizations develop equitable practices to benefit both workplaces and communities. A first-generation college graduate, Rhonda started her career at a multicultural ad agency, later becoming a communications strategist for major brands like Universal and Nike Golf. Often the only woman and person of color in her roles, she faced significant challenges. These experiences led her to establish Elevated Diversity in 2017, aiming to help organizations implement sustainable DEI strategies. The company’s innovative approach has attracted clients such as Berkeley Symphony, Boston Beer, and Homeland Security.

Links:

• Website: www.elevateddiversity.com
• LinkedIn: https://www.linkedin.com/in/rhondamoret/

Quote:
“So much of who we are today and how we present ourselves to the world is based on all of these situations and occurrences that we have lived through.”

Episode Highlights:
In this episode, Rhonda discusses the impact of racial makeup and background on one's perspective, drawing from her personal experiences and insightful reflections on childhood experiences. She delves into the significance of diversity in personal and professional contexts, shedding light on formative incidents from her own childhood and the value of reinforcing respect in various settings.

Childhood Experiences:
Rhonda grew up in a tight community of Creole families. As an adolescent, Rhonda and her family moved to a different state, which brought it to her attention that she was different from other children. Not only was she different visually, but her perspective and point of view were different from the other children.

Influential Groups:
Rhonda’s family did not have a lot of money growing up, and Rhonda realized that if she wanted to move beyond that social class, she needed to develop a strong work ethic. She was never satisfied and was always looking for the next thing to work on. Religiously, Rhonda grew up Catholic, which gave her some sense of identity.

Cultural Influences:
Over the years, Rhonda has gravitated towards helping and supporting women find opportunities, especially where there are pay disparities. Helping women has opened Rhonda to new experiences, and she has learned things about herself that she didn’t know before.

Temperaments and Personality:
Curiosity has always been a part of Rhonda’s life. She remembers growing up and, together with her brother, spending hours reading encyclopaedias that their parents had bought for them. All the effort was in pursuit of curing their curiosity. Rhonda was born in the '60s, and she was brought up in a traditional way; they were not allowed to speak out of turn. Today, Rhonda has become outspoken, and sometimes she has to rein herself in when responding in certain situations and conversations.

Cultural Epiphanies:
Growing up, Rhonda attended Catholic schools where respect for those in authority was mandatory. For instance, if a nun walked into their class, they would all stand up and greet her. When she moved to a public school, she realized that kind of respect wasn’t there, which was disheartening for her.

Soapbox Moment:
Rhonda’s organization helps other organizations create a workplace where people feel they belong. If you are looking to create a workplace culture where respect is valued or want to solve issues around it, Rhonda invites you to check out their website.

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Understandings for Improved Intercultural Communication at Work

Episode Highlights:
Effective intercultural communication is crucial for fostering a harmonious and productive workplace. Culture is a component of personality, and it can significantly affect workplace understanding and relationships. Each culture has its own rules and expectations, and both existing staff and newcomers need to learn these rules and expectations to harmonize and function effectively at work. To avoid miscommunication or feeling insulted, consider that a behavior could be cultural, related to personal performance or wellness, or a combination of these. This discussion explores how to improve intercultural communication at work.

Understanding Cultural Identity:
When you experience a new culture, do you feel connected to it, or are you afraid of being associated with it? This is what we refer to as cultural identity. Some people are deeply rooted in their own culture to the extent that they feel they shouldn’t associate with other cultures. Others are open to experiencing different cultures and seeing what they can learn from them. It is important to note that connecting with another culture doesn’t erode our original culture.

Cultural identity can be viewed from two perspectives: a fixed mindset and a growth mindset.

• A fixed mindset sees association with a different culture as disloyal and something impossible.
• A growth mindset views questioning cultural beliefs, traditions, and values as a natural part of life and a way to expand our repertoire and deepen our understanding. It encourages loyalty to one's group while also allowing for critical reflection on its values.

Direct vs. Indirect Communication Styles at Work:
Communication styles can be broadly categorized as direct or indirect. If two direct communicators interact, they can understand each other easily. However, challenges arise when a direct communicator interacts with an indirect communicator. The answers provided may not seem satisfactory to the direct communicator.

If a manager asks, “How many employees will be affected by the change of schedule?” A direct answer might be a specific number or percentage. An indirect response, however, might be something like, “Our employees change in all aspects of their work.”

A direct communicator might perceive the indirect communicator as avoidant or even incompetent. Indirect communicators, however, tend to focus on the relationship and emotional context at stake. Their approach aims to maintain the integrity of the relationship, harmonize expectations, and provide answers without causing anyone to make a mistake or lose face.

To improve communication with indirect responders, try rephrasing your questions. For example:

• “If I wanted to know how many employees will be affected by the schedule change, what would I need to do first?”
• “If I wanted to know how many employees will be affected by the change of schedule, who would you suggest I speak to?”

These types of questions allow the indirect responder to provide an answer without feeling the need to be right or wrong. For direct responders, you could say:

• “I want to know how many people will be affected by the schedule change and what approach would work best.”

This approach opens the conversation for more information and makes the responder feel their input and time are valued.

In summary, direct communication values getting the answer quickly, while indirect communication values maintaining the relationship and avoiding causing loss of face. Understanding these styles and cultural identities can significantly enhance intercultural communication in the workplace.

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Bio:
Amber Ontiveros is the CEO and owner of a change management firm. She is a longtime civil rights advocate, having served in advisory roles at the US Department of Transportation during both the Bush and Obama Administrations. She now runs Ontiveros and Associates, which specializes in change management, policy development, and executive coaching. Amber is the author of Heal the Four Wounds: A Guide to End Discord and Discrimination.

Links:

• LinkedIn: Amber Ontiveros
• Website: Heal the Four Wounds

Quotes:
"When you don't have people around you who are educated, you don't know what your options are."

Episode Highlights:
In this episode, Amber shares her powerful journey, from growing up Latina on a farm in Arizona to a near-death experience that led her to meet the "infinite creator." This awakening inspired her to explore consciousness and the neuroscience of unconscious bias. Amber teaches us about self-serving and "mini-me" biases, and how the brain's reticular activation system filters information based on existing beliefs. Her techniques offer practical steps for mindful listening and healing internal wounds. Listen to learn more.

Childhood Experiences:
Amber’s passion for management started in childhood. She vividly recalls playing with paper in their chicken coop as if she were an administrator. As an adolescent, Amber took a moot court class because it aligned with her personality traits—public speaking, analyzing situations, constructing arguments, and posing solutions.

Influential Groups:
Amber is a Mexican-American who grew up in Arizona and was the first in her family to attend college and graduate school, despite having no educational role models. She attended Lewis & Clark College, though her GPA could have earned her admission to more prestigious schools. In college, Amber became passionate about civil rights and policy. Her career began in a political campaign where a senator recognized her potential and helped her become a lobbyist. After working in the legislature and for a lobbying firm, Amber became a policy adviser at the Department of Transportation, where she helped develop federal civil rights laws that provided economic opportunities for women and minorities, including securing contracts in construction and professional services for transit agencies and government departments.

Personality and Temperament:
Amber describes herself as direct, honest, and fiery. After her near-death experience, she realized she had been engaging in self-loathing and bullying herself. Today, she has learned to accept and love her feelings, using techniques to change the thought patterns that once undermined her. She now sees her previously criticized traits as her best attributes.

Cultural Epiphanies:
In Amber’s culture, during Christmas, her family makes tamales, menudo, and pozole. Amber is baffled that many Americans dislike pigs' feet or cow stomach, which are delicacies in some Asian cultures and among the best foods she’s ever had.

What Brings Out the Best in Amber?
Amber enjoys working with organizations that are clear and authentic. This clarity makes it easier for her to help them achieve their goals.

Soapbox Moment:
Are you a CEO feeling unhappy and seeking tools to manage your emotions? Are you stuck in negative thought loops or imposter syndrome? Amber invites you to explore her website, her book, and her executive coaching program.

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The Justice Quotient

In this episode (inspired by page 49 of my book, The Spirit of Work), I share the three essential components that must be in place to find a just solution. The solution must consider everyone’s needs.

Here are the three Justice Quotients:

1. Diversity of perspectives must be included: If only one person has a voice, diverse viewpoints are missing. In situations where people are similar, actively seek other perspectives to gain different points of view. This ensures more just decisions, as relying on limited input can lead to incorrect conclusions.
2. Consult those most affected: Those most affected by a decision must be consulted. If the individual is vulnerable and cannot make decisions on their own, their guardian or caretaker should be involved in the consultation. The person closest to the job is often the expert, so either the affected individual or their closest support should provide input.
3. All stakeholders should be present when discussing the decision: In cases of a power imbalance, consider the rights and responsibilities of those most affected, and take into account the power dynamics. Ask those affected if the proposed resolutions would satisfy their concerns.

Real-Life Examples:

Example 1:
A manager aimed to build his team's capacity by training a lead hand to deliver safety presentations. However, the lead hand became flustered during training as the manager assumed what help was needed without consulting him. Realizing his mistake, the manager decided to trust the lead hand to deliver the next presentation independently. This trust empowered the lead hand, who excelled and received a standing ovation from the crew. The situation highlighted a shift in power dynamics, with the manager learning to prioritize the lead hand’s needs over his own methods.

Example 2:
A toxic manager in a different department repeatedly undermined the only female engineer responsible for safety, using misogynistic names and demeaning her input. Despite her warnings about compromised safety, no one spoke up due to fear of the bully. HR intervened after she filed a complaint, gathering evidence and perspectives. However, instead of disciplining the manager, HR held a meeting where he verbally attacked her. The power imbalance and lack of action led the female engineer and three top employees to quit, leaving the company weakened. In contrast, McDonald’s handles similar situations by immediately supporting employees and addressing aggressive customers, which resets power dynamics and protects workers. Justice requires protection for all parties involved; without it, employees are left vulnerable, and toxic behaviors worsen.

Example 3:
Two nurses were caring for an elderly patient when a non-medical relative insisted that a catheter be removed, aggressively demanding a nurse to do so. The nurse refused, citing the need for authorization, but eventually gave in due to intimidation. The commotion drew a second nurse, who was black, and the relative turned on her, using racist slurs and threatening a complaint. The black nurse explained the risks of removing the catheter without proper evaluation, but the relative continued his aggression before leaving. He filed a complaint, which deeply affected the black nurse. Her charge nurse and union assured her of support, and an investigation revealed that no harm had occurred, and both nurses were mistreated. The complaint was dismissed, and the relative was banned from the hospital. Justice was served, and the nurses felt protected.

If you carefully examine the examples above, you can clearly identify the injustices, how the justice quotient was used, and the consequences of not applying the justice quotients.

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Harnessing your potential and overcoming challenges

Amit's Bio:
Amit Chintan Ramlall helps leaders transform challenges into opportunities. His journey through autism led him to become an expert in the human mind and achievement. He aims to make a mark on the universe, not despite his challenges, but because of them. As a polymath who has read over 14,000 non-fiction books, Amit combines his knowledge with his insights to help individuals discover and manifest their life's purpose. Amit co-founded the Chintan Project, believing every person or business has a unique purpose that, when leveraged, can create a massive impact.

Dr. Kumar Ramlall's Bio:
Dr. Kumar Ramlall is an entrepreneur and medical specialist, co-founding the Chintan Project, InspiroMed Clinics, Inspiram Group, and Chinvest Group. With a strong academic and practical background, he helps clients solve complex issues that extend beyond traditional HR challenges.

Links:
Website: https://www.chintanproject.com/
Amit’s email: amir@chitanproject.com
Kumar’s email: kumar@chitanproject.com

Episode Highlights:
Amit exemplifies defying limitations, leaning into his inner strength and unique gift for helping leaders turn challenges into opportunities. Supported by his father, Dr. Kumar Ramlall, Amit communicates through a piece of cardboard with the alphabet on it. Together, they discuss embracing challenges, recognizing inner strength, and the importance of belief and support in shaping an individual’s journey.

Quotes:

• “If the road you're on isn't taking you where you'd rather be, change the path.” -Amit
• “If you don't like the movie, change the script.” - Kumar

Childhood Experiences:
Amit:
At four days old, Amit had surgery to remove a mass, facing intense pain due to insufficient anesthesia. He drew on his inner strength, believing that his purpose in the universe kept him going.

Kumar:
Kumar's father studied abroad when he was young, but his mother managed both parental roles well. They even used proceeds from the fruit harvests to pay for his father’s school fee overseas.

Influential Groups:
Amit:
Amit was born when his father was an academic physician. The model for them was how to solve Amit’s problems. After an assessment with a psychologist, his parents were told that he’d qualify for a teaching assistant in school, and in doing so, Amit’s father took the road less traveled.

Kumar:
Academics have always been a major pillar in Kumar’s life. As a child, his parents sent him to a private school even though his family's finances were extremely limited. The experience instilled a value of learning in Kumar. As a child, Kumar enjoyed teaching and helped his friends learn math.

Temperaments and Personality:
Amit believes he has developed humility over the years, seeking what is rather than what he wishes it to be. Both he and Kumar follow John Demartini's concept that every human has every trait, and they focus on recognizing and applying these traits in various forms.

Cultural Epiphanies:
Amit experienced a cultural clash when featured in a magazine focused on DEI (Diversity, Equity, and Inclusion), expressing discomfort with being chosen based on a checklist. Kumar, meanwhile, continues to practice medicine while navigating the limitations imposed by regulatory bodies.

Soapbox Moment:
Amit and Kumar encourage exploring the Chintan Project, which aims to help people grow their businesses, exit, or buy, focusing on reigniting passion and purpose.

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Using the Virtues Sequence for Solving Workplace Problems

Are you facing a problem that seems unsolvable? The answer might lie in the "virtues sequence," a concept my colleague and I uncovered while researching sacred writings across world religions. We discovered a common pattern that could help resolve workplace challenges, consistently following the same path of: love, truth, justice, unity, peace, and abundance.

Example One:
A fabrication plant faced repeated customer complaints about design mistakes due to miscommunication and a lack of respect between departments. The designers and fabricators were separated by several departments, and when fabricators reported issues, they were often ignored by the designers who felt superior. This created distrust and poor relationships, rendering feedback workflows ineffective. The solution was to bring designers, fabricators, and customers together to develop relationship. Regular meetings led to unity and smoother operations, which in turn addressed customer concerns.

Example Two:
The virtues sequence can enhance workplace dynamics by tackling core issues. A manager dealing with personal problems might unknowingly create a toxic environment, driven by unresolved struggles. Addressing this starts with acknowledging the truth of personal issues, and their impact on others leading to love and justice.

Example Three:
The final example involves managers promoting up from a marginalized employee group. When organizations do not genuinely believe in the competence of the racialized individuals they unconsciously undermine them, which reveals hidden discriminatory attitudes. The lack of authenticity stems from an absence of truth and love, leading to injustice. Such problems occur because people often do not feel that their needs for love, appreciation, and acknowledgment are met in their own lives.

How to Increase Ability to Apply the Virtues Sequence with Authenticity:

Serve the Customer: When you truly serve the customer, you reconnect with the noble purpose that your job is intended to fulfill. This strategy, derived from Lisa Earl MacLeod’s book, Selling with Noble Purpose has many examples of how connecting to service, inspires workplaces to make amazing progress and individuals to find purpose and meaning in their lives.

Remember Your Family Legacy: By reflecting on your family legacy, you can identify an inspirational example that has shaped your best self. While acknowledging that your family legacy wasn't perfect, you can still be inspired by the virtues your family tree has been able to demonstrate over time. This gives a sense of purpose and helps you get back on the virtues path.

Increase your Empathy through discomfort: People may lack empathy because they haven't experienced it themselves. One of my facilitator colleagues introduced an exercise to increase empathy by trying to teach workshop participants 10 minutes of basic introductory knowledge in Punjabi. Within less than five minutes, participants were angry and in tears. Pausing the exercise, my colleague explained that this was how their newcomer workers felt all day, every day, when they didn’t speak English as a first language. This powerful experience helped leaders understand their employees' struggles and realign with empathy and increased patience.

In summary, the virtues sequence, can be used as a diagnostic tool for a workplace issues, and in your personal life to find virtues solutions.

Remember the sequence: Love - Truth - Justice - Unity - Peace - Abundance.

Happy practicing and don't forget to pick up my book, The Spirit of Work: Timeless Wisdom, Current Realities!

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Bio:
Dr. Alan Akira is a board-certified psychiatrist and founder of Mugen Psychiatry in Chicago. He aims to improve psychiatric care access, leveraging his expertise in clinical decision-making, education, and healthcare management. He’s also an Assistant Professor at Rush University Medical Center and has received multiple awards for his clinical excellence and teaching.

Links:

• LinkedIn Bio: https://www.linkedin.com/in/alan-akira-md/ 
• LinkedIn Page: https://www.linkedin.com/company/mugen-psychiatry/ 
• Twitter/X: https://twitter.com/Dr_Akira_MD 
• Email: alan.akira@mugenpsychiatry.com 

Quotes:
“The world doesn't get any easier. You just tend to get better if you choose to.”

“One might not know where they're going in the future, but most of the time, we know where we don't want to be.”

Episode Highlights:
Dr. Akira explores redefining happiness and success, emphasizing the importance of celebrating not just the results but the journey itself. He shares personal stories and reflections on his childhood and career that have shaped his current philosophy.

Childhood Incidents:
Dr. Akira grew up in a household where his parents had blue-collar jobs, but very little financial stability. As a young teenager, Dr. Akira experienced a lot of confusion, around money issues. These challenges snowballed into stress, anxiety, depression, irritability, and anger. At some point, Dr. Akira questioned whether this was what life had to be. Thankfully, he had mentors who offered him hope, showing him that there was more to life than his lived experience and anxiety.

Cultural and Leadership Influences:
Dr. Akira’s grandparents moved to the United States and opened a fish market in New York. One thing Dr. Akira noticed was that they always put their employees first, and the dividends of this approach paid off in their interactions with customers. For instance, they always found reasons to celebrate with their employees, and it was always authentic. At Mugen Psychiatry, Dr. Akira applies the same principle. He invests in both the clinicians’ present and future because he believes that happy clinicians do a better job.

Temperament and Personality:
Growing up, Dr. Akira was quiet, reserved, and quite introverted—always preferring to sit alone rather than interact with others. No one would have ever imagined him as a psychiatrist. Over the years, he has become an “extroverted-appearing” introvert. He has stepped out of his comfort zone and learned how to have conversations with other people.

Cultural Epiphanies:
Coming from Brooklyn, New York, Dr. Akira had a tough time understanding the Southern accent when he moved to Alabama. He recalls a day when he was attending a literature class, and the teacher was reading Huck Finn with a deep Southern accent that made Dr. Akira question if she was reading in English at all.

What Brings Out the Best in Dr. Alan Akira?
Dr. Akira thrives when there is a fine balance that allows him to lean into things that recharge him. He is working on a study to help him understand what drains him versus what recharges him. He is also learning to appreciate that what recharges him might not work for others.

Soapbox Moment:
Dr. Akira challenges us to learn to define things operatively on an individual level and to allow ourselves permission to double down on what works for us. He also invites us to check out his weekly newsletter on LinkedIn.

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The subtle art of embracing cultural influences.

Bio:
Agnes Yaa Serwaa Somuah is the Program Manager of the Sinkunia Community Development Organization in Edmonton, Alberta, Canada. The organization designs programs for new immigrant children and youth from African countries and of African heritage backgrounds.

Originally from Ghana where she was a teacher, Agnes holds both Bachelor's and Master’s degrees in education. She came to Canada in 2008 and now works at Sinkunia, engaging children and youth in activities to build confidence and cultural pride. Agnes is a published author of 13 books, including nine children’s stories called “Akan Children’s Stories,” two stories about her personal life, and four plays in Akan. Last year, she received the Queen Elizabeth II Platinum Medal for community service.

In her spare time, Agnes enjoys spending time with her children, who range in age from 8 to 25 years-old, and her husband. She loves gardening and cooking.

Links:

• Agnes’ Children Books
• Agnes’ HIV Survivor Story

Quotes:
“Every day, I get a chance to just make a child smile, like all the smiles I missed when I was a child.”

“So many things happen to us when we are growing up, but it depends on you as an individual what you choose to do with it.”

Episode Highlights:
Agnes exemplifies the saying, "When in Rome, do as the Romans do" by navigating and embracing the diverse cultures of Ghana and Canada.

Childhood Incidents:
Agnes grew up in a household where her father had three wives in constant rivalry with each other. As a child, she loved being at school more than at home because at home there was no time to play. Children always had responsibilities ranging from working on the farm and in their father’s stores to counting money from the store. Agnes vividly recalls organizing award shows for children in her neighbourhood using chocolates from her father’s store. One day, while visiting her aunt in Accra, she continued her award shows, and her aunt told her she would make a great teacher, though Agnes wanted to be a journalist.

Unlike many African compound families, Agnes’ dad always encouraged her to go to school and do her best to excel. Agnes never got close to her mother, a second wife in competition with the other women of the household. One thing Agnes learned from her mother was cooking, and believes her mother could cook a whole cow in 50 different ways.

Influential Groups:
Agnes learned communal living from her father, who united all his children. This influenced her desire to live with others when she moved to Canada. She wanted to be around people.

Cultural and Leadership Influences:
As a nanny in Canada, Agnes was supported by her employers to publish her books. She was surprised by the family's progressive views on parenting and their support for her dreams.

Personality and Temperament:
Agnes has an inside and outside personality. At home, she is quiet, contrasting with her public persona. Her quiet husband and their youngest child help balance her dual nature. She tries to blend Canadian ideas and opportunities with her own in raising her children.

Cultural Epiphanies:
Agnes was shocked by the prevalence of smoking in Canada, which contrasted with Ghanaian views on social status.

What Brings Out the Best in Agnes?
Being with people and feeling respected motivate Agnes to show up to work even on tired days. She also loves working with children, giving them the smiles she missed as a child.

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What is the Difference Between Training and Coaching?

Is there a difference between training and coaching?

Quotes:
 “If you don't know what you want to see, then you don't know how to see if it has worked or not.”

Episode Highlights:
Organizations can confuse training with coaching or misunderstand their purposes. When an organization approaches me for training or coaching, there's often confusion between the terms. People think that coaching is the same as training and vice versa, or they don't understand why you would need coaching because you don't have any “so-called” problems. They also don't know what to expect or how to determine if there's going to be progress in training and coaching.

In this episode, I share the differences between coaching and training. I also touch on the different types of training and coaching and what they entail.

Training:
Training typically targets organizational goals and is often done in groups. It involves predefined outcomes and measures success through behavior changes.

Types of training include:

• Knowledge-based training: Involves presentation of material with quizzes and discussions to assess understanding.
• Skills-based training: Focuses on observable behaviors towards a specific outcome, like presentation skills or carpentry skills.
• Behavior change-oriented training: Aims to make visible changes in knowledge, skill, and attitude.

Coaching:
Coaching is complex and relationship-based, focusing on sustained action and behavioral change. It involves a continuous learning process, like mastering a sport or instrument. Combining coaching with training yields exceptional results.

Types of coaching include:

• Life coaching: Covers life skills like budgeting, emotional regulation, and anger management.
• Business coaching: Focuses on strategy, finances, marketing, and business goals.
• Executive/leadership coaching: Involves strategic planning, team management, and change management.
• Performance coaching: Targets specific career goals and leadership milestones.
• Health coaching: Concerns improving habits of nutrition, exercise, weight loss, and addictions.
• Relationship coaching: Involves communication, conflict management, and interpersonal skills.

Success in training depends on clear goals and effective engagement towards desired course outcomes, while success in coaching relies on the client's willingness to engage and the coach's ability to help the client build capacity and strength in achieving personal goals or overcoming professional obstacles.

If you're interested in discussing training or coaching with me, please email marie@shiftworkplace.com to find a time to chat and determine what best suits your circumstances.

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