Great facilitation isn’t about executing a perfect plan. It’s about reading the room, adjusting in real time, and having the courage to do what the moment actually requires. And if we’re honest, that’s where things can go sideways.

We unpack a few common “OD traps” that can quietly derail impact:
• Confusion about our role in the moment—are we facilitating, advising, or leading?
• Sticking to the plan when the room is telling us to pivot
• Creating dependency instead of building capability
• Letting our expertise turn into needing to be the smartest person in the room

This isn’t about beating ourselves up—it’s about getting better.
Because doing good OD work takes more than tools and frameworks. It takes awareness, humility, and the willingness to let go of getting it “right” in favor of doing what’s actually needed.

If you’ve ever walked out of a session thinking, “That didn’t land the way I hoped,” this conversation is for you.

We draw inspiration from Margaret Wheatley’s book Who Do We Choose To Be?, which offers a powerful historical perspective on how societies and systems evolve—and what that might mean for the world we’re navigating today.

If we understand these patterns, leaders and OD practitioners can better assess what is actually happening around them—and more importantly, decide how they want to respond.
In our conversation we explore the practical ways leaders can show up in difficult moments:
• Strengthening connection when people feel fragmented
• Choosing love over fear in how we lead
• Maintaining a willingness to contribute, even when outcomes are uncertain
• And yes—keeping a sense of humor along the way

Because in challenging times, leadership isn’t about waiting for optimism.
It’s about generating it.

So in this episode, we ask a simple but uncomfortable question:
What does OD need to be when the world feels like it’s coming apart?
And maybe even harder…
How do we act hopeful when we don’t always feel hopeful ourselves?
That’s not fluff. That’s leadership.

Instead of offering grand theories, we get practical.

We suggest starting here:
Stop trying to fix everything. Start by finding the energy.
In every organization — even the messy ones — there are pockets of good energy. People who still care. Teams that still want to build something better. Conversations that feel constructive instead of draining.

If you think in systems, you know this is true.
OD’s job?
Go find that energy.
Name it.
Amplify it.
Build from it.

We also talk about diagnosing energy instead of just diagnosing problems. Ask:
• Where do people feel most alive?
• Where do meetings feel productive?
• Where is there momentum — even if it’s small?

Energy is data.

And then we double down on participation. Because when people help shape the way forward, they create the hope they’re looking for. Participation isn’t soft. It’s catalytic.
We close with a practical exercise inspired by Power vs. Force by David Hawkins — a simple way to surface the life-giving energies (like courage and willingness) versus the draining ones (like fear and blame) that may be shaping your culture more than you realize.
Consider this episode another tool for your toolkit.

Not because we have all the answers.
But because in chaotic times, OD isn’t just about alignment and strategy.
It’s about stewarding energy.

And if OD can’t create hope…
Who will?

In this episode, Bob ’n Joyce explore why smart leaders keep applying logical, linear solutions to problems that require something different. Drawing on the work of Edward de Bono and his ideas on lateral thinking, we examine why better analysis doesn’t always produce better outcomes.

True creativity — the kind that shifts culture and unlocks strategy — happens when leaders deliberately disrupt their own patterns of thought. That doesn’t come naturally. It takes structure, intention, and often a skilled OD practitioner willing to redirect the conversation sideways.

We share practical ways to apply these concepts in your organization, including how to:
• Interrupt entrenched thinking
• Expand options before narrowing them
• Facilitate conversations that create possibility instead of reinforcing positions

If you’re an OD professional or executive leader, this conversation may challenge how you approach your next strategic discussion.

Sometimes progress doesn’t require more effort.

It requires a different question.

You’re describing your aspirations.

In this episode, Bob ’n Joyce challenge leaders and OD practitioners to stop treating culture like a slogan and start treating it like a system.

Using a disciplined lateral thinking methodology, they show how to uncover what really drives behavior — the unwritten rules, the workarounds, the quiet power dynamics, and the habits that get rewarded and repeated. Not the culture on the wall. The culture in motion.

Why does this matter? Because culture determines how decisions actually get made. It shapes who advances, what gets funded, what gets tolerated, and what quietly dies.

Strategy doesn’t fail because it’s flawed.
It fails because culture wins.

Lateral thinking offers an indirect, disruptive way to see your organization as it actually operates — not as you’ve convinced yourself it does. And once you can see it clearly, you can lead it intentionally.

Because whether you define it or not, your culture is defining you.

In this episode, Bob and Joyce unpack what a group of seasoned OD practitioners believe must be at the center of OD and leadership attention in the year ahead. Some of the themes will feel like the usual suspects. Others—especially the growing influence of AI—push against comfortable assumptions about how OD creates value.

Rather than offering a tidy checklist, this conversation invites a harder look. Where is your organization genuinely making progress—and where are you telling yourselves a reassuring story? As you listen, you’re encouraged to ask a deceptively simple question: What are we actually focused on, and why?

While OD has evolved in tools, language, and scope, its core mission hasn’t changed: sustaining the health of the organization as a living system. The real challenge for OD leaders today isn’t knowing everything that matters—it’s deciding what matters most given the realities you’re facing.

To ground the conversation, Joyce shares how a leadership development program she created at Delhaize—Leadership College—directly addressed all six focus areas discussed in the episode, offering a concrete example of what intentional, system-level OD can look like in practice.

Come on in. Grab a snack. Welcome!

Yes, clearing clutter feels good. It can be energizing and even cathartic. But as we explore, the real value of decluttering—whether in our personal lives or in organizations—doesn’t come from an occasional burst of cleaning. It comes from making decluttering a deliberate, ongoing practice.

When clutter builds up—physical, mental, or organizational—it often goes unnoticed until it slows us down or gums up the system. Done well, decluttering releases energy, sharpens focus, and clears the way for a fresh start by helping us see what truly matters.

Some takeaways from today’s conversation:
• Decluttering feels good, but it can also postpone work on what matters most.
• One-time cleanups offer short-term relief; the benefits rarely last.
• A daily cadence of doing just two things that genuinely make a difference may be far more powerful than an occasional cleanup surge.

Individuals and organizations both benefit from clearing the clutter that slows them down. The challenge is that clutter often hides in plain sight. For leaders and OD practitioners, the work is learning to see it—and engaging people in periodically clearing the air so real progress can happen.

So let’s get to it.
Come on in.
Grab a snack.
Welcome.

Rather than defaulting to generic competency models or last year’s leadership playbook, Joyce pulls from her flip-chart archives—capturing real-world leadership “must-haves” identified by two distinct groups: the C-suite and Operations VPs working in the trenches.
What emerges is a fascinating contrast between strategic expectations and operational realities—from leading large-scale change and building long-term capacity, to battle-hardened confidence, simplicity of mindset, and spending more time in the field than the office.

Bob ’n Joyce then force-rank the top three leadership attributes from each group and invite you to do the same. Why? Because leadership development without context is just activity—not impact.

Given the challenges your organization faces this year, this episode helps you make a conscious, strategic choice about where to focus leadership development so it serves the business—not just the curriculum.

Come on in.
Grab a snack.
Welcome.

Footnote: Leadership Attributes Identified by Each Group
C-suite Leadership “Must-Haves”
• Proven track record
• Builds capacity
• High energy endurance
• Vision for strategy
• Inspires
• Compassionate
• Courageous
• Builds productive relationships
• Leads large change
• Keeps the long-term good of the company in mind

Operations VP Leadership “Must-Haves”
• Passionate and curious
• Battle-hardened confidence
• Team smarts (collaborative)
• Simple mindset (ultimate sophistication)
• Fearlessness (no comfort in comfort)
• Preparation and patience
• Time management
• Smart interviewing
• More time out of the office than in
• The art of running meetings

Using curiosity and inquiry, they pose a series of powerful questions to one another—questions designed to disrupt familiar thinking and generate fresh insights and “aha” moments.

What unfolds is a candid, in-the-moment assessment of their current reality, paired with the creative tension between where they are today and what they hope for in the year ahead. You’ll hear the pauses, the uncertainty, and the less-than-polished responses that come with doing this work honestly.

Fair warning: this is not an easy or comfortable exercise. But it is a meaningful one. The rewards of slowing down, asking better questions, and reflecting together—whether with a team or across an entire organization—are well worth the effort.

Come on in. Grab a snack. Welcome!

In organizational development, this process is often called a reset. Bob ‘n Joyce explore one proven methodology—the Future Search Conference—that helps teams and organizations step back, make sense of their current reality, and align around a shared and preferred future.

Why does a structured approach to an organizational reset matter? Because good intentions alone rarely lead to lasting change. Most personal New Year’s resolutions fade by Valentine’s Day, and organizational change efforts face the same risk—many stall, lose momentum, or fall short of their goals.

Whether you’re setting personal intentions for 2026 or leading a team that needs a thoughtful reset, this episode offers practical insights to help turn reflection into meaningful action.

Come on in. Grab a healthy snack. You’re welcome here.

While these findings may not come as a surprise, they should serve as a wake-up call for business leaders and OD practitioners. Unhappy employees don’t just affect morale — they impact business results and workplace culture in very real ways.

In the spirit of the season, we focus on what we can do to address chronic unhappiness, drawing directly from insights in the Gallup poll. What emerges are solutions that don’t require big budgets or more time. In fact, small, subtle shifts by leaders — being fully present, asking thoughtful questions, and helping people feel seen and validated — can make a meaningful difference.

On a personal level, we invite you, our listeners, to use this holiday season as a moment to pause, look around, and make someone’s day. Kindness is contagious — and when it spreads, it lifts all of us.

No better time to begin than now.

Come on in, grab a snack. Welcome!

You’ll hear when this tool is most valuable—such as during a leadership transition, when performance is slipping, or when an organization has lost its competitive edge—and then we walk through the roadmap step by step.

Joyce’s Diagnostic Roadmap Includes:

Getting a Balcony Perspective

1. What’s causing the distress?
2. What internal contradictions does that distress reveal?
3. What is the history behind those contradictions?
4. What perspectives or interests do I (or others) now represent that may be in conflict?
5. How might we, as a team or organization, be mirroring these broader dynamics?

Identifying the Tolerable Range of Distress

1. How do we typically respond to disequilibrium—confusion, conflict, external threats, shifting roles?
2. When in the past has distress escalated to a breaking point?
3. What actions have senior leaders traditionally used to restore equilibrium, and what can I influence now?

Patterns of Work and Work Avoidance

1. What work and work-avoidance patterns are showing up?
2. What do these patterns reveal about the real adaptive challenge?
3. What clues do leaders (often unintentionally) provide?
4. Which issues are ripe for action—and which may need ripening?

There’s a lot to unwrap (pun fully intended), so settle in, grab a healthy snack, and join us for a lively conversation on diagnosing culture in a way that actually helps organizations heal and grow.

Alfredo’s passion for human fulfillment and doing good is a much-needed message in today’s world. One of his great gifts is making the complex simple and the abstract concrete and actionable. He also shares his personal struggle with mental illness and how that challenge revealed his life’s purpose.

Grab a pen and notebook—this episode is packed with practical ideas you can use immediately.’

A Sample of Today’s Conversation
• The 24 character strengths at the core of what motivates each of us.
• Why understanding and applying your signature strengths makes you nine times more likely to achieve fulfillment and high performance.
• How purpose, pleasure, and strengths intersect to unlock full potential.
• Why objectives end but purpose never does.
• A simple definition of purpose: Giving the best of yourself for the benefit of others.
• The Purpose Factor—an assessment that provides a 50-page personalized description of your life’s purpose.
• The four factors companies need to thrive in the future: self-confidence, hope, optimism, and resilience (also known as Psychological Capital).

About Our Guest
Alfredo Borodowski, PhD, MSW, is an organizational consultant and positive psychology expert who has devoted his career to guiding organizations through profound cultural shifts. He brings practical, immediately applicable strategies to every engagement.

Alfredo's Upcoming Book: The Human Upgrade: The New Resilient Leadership for Peak Performance in the AI Revolution
In this powerful new book, Alfredo Borodowski shows how individuals, teams, and entire organizations can thrive—rather than just survive—amid rapid technological change. Day-to-day routines, AI-driven disruption, global uncertainty: all turn into opportunities when you harness clarity, purpose, resilience, and mental focus. Through real stories, neuroscience-informed practices, and practical exercises, The Human Upgrade offers a roadmap for building adaptive minds, purposeful workplaces, and high-performing lives. It’s for athletes, executives, creators — anyone who wants to turn pressure into possibility.
Expected release: early 2026 (pre-order available at positiveab.com).

Key Takeaways:
• Choosing our words consciously — what we call activating language — can bring new possibilities into being that wouldn’t emerge on their own.
• The words we use about ourselves influence how we show up and how others experience us.
• Most of us toss out language without realizing its impact.
• The dominant language inside an organization is a direct signal of the health of its culture.

Join us as we unpack how language shapes personal and organizational wellbeing.

Come on in. Grab a snack. Welcome!

Bernie doesn’t dodge hard questions. In fact, he runs straight at them. In this conversation, he challenges conventional thinking and offers a perspective that every leader — from scrappy founders to seasoned execs — needs to hear.

We cover a wide terrain, including:
• The biggest mistake startup CEOs make
• Why the world needs more people willing to speak truth to power
• Why it’s never just about the money
• How organizations can win by putting purpose, wellness, and culture first
• The myth of scarcity
• Staying hopeful in chaotic times

Bernie is a provocateur in the best sense — someone who shakes people awake, pushes for better, and reminds us that leadership is ultimately about impact.

Here we go. Come on in. Grab a snack. Welcome.

About Our Guest
Bernie Youngblood is an 8x founder, CEO, marketer, and change agent who helps organizations win by putting purpose, wellness, and culture at the center of their strategy. After starting his career in finance, Bernie found his true calling in sales, marketing, and entrepreneurship — leading national campaigns, driving corporate spin-offs, building startups from the ground up, and helping Fortune 500 companies rethink how they go to market.

Today, he splits his time between two missions: transforming workplace wellness as Director of Partnerships at HOTLOGIC®, and leading ThinkPartners, a boutique firm that connects for-profits, nonprofits, and artist communities to ignite purpose-driven growth. He also hosts Unboxing the Office, a podcast exploring corporate culture with honesty and humor.

Bernie’s work is rooted in a simple conviction: thriving people build thriving companies.

We’re not anti-outsourcing, but we’ve seen the chaos that can result when the process isn’t managed well. The good news? With the right approach, much of that chaos can be avoided.

Here are a few of our thoughts on making outsourcing work for you rather than against you:
• Pain points are inevitable with any major change—but a thoughtful process can minimize them.
• When the primary rationale is purely financial, that’s often a recipe for trouble.
• If the risk-reward stakes are high, start small: a pilot phase can be a powerful learning tool.
So come on in, grab a snack, and join us for a candid conversation about how to keep outsourcing from turning into an out-of-control adventure.

From the moment the conversation starts, it’s clear Bishop Foreman sees leadership not as a title, but as the art of developing people and building cultures where others can thrive. Drawing on his experience leading both faith-based and entrepreneurial organizations, he shares practical wisdom on aligning vision, purpose, and performance — with humor, humility, and heart.

From his roots in Orange Mound, Memphis, to creating a dynamic movement that blends spiritual growth with personal and organizational transformation, Bishop’s story is a masterclass in how leadership can shape lives and communities.
Get ready for a high-energy, high-impact conversation that will leave you inspired to live — and lead — with purpose.

Come on in. Grab a snack. Welcome!

Guest Bio:

Known as “The People’s Bishop,” Bishop Kevin Foreman is the founding Pastor of Harvest Church, a success coach, author, and philanthropist dedicated to helping people and organizations reach their potential. From humble beginnings in Orange Mound, Memphis, he built a movement centered on transformation and wholeness. He is also the founder and chancellor of Harvest Bible College and the creator of #FitHarvest, a wellness initiative encouraging people to live in “shalom” — where nothing is missing, nothing is lacking, and all is well.

His book guides readers through the stages of grief that often follow a layoff and offers practical tools for navigating job searches and interviews with renewed confidence. Together, we explore how layoffs reveal the true values and culture of an organization—a theme we’ve revisited often (most recently in Episode 189, Letting Employees Go – Do It Right or Pay the Price).

Come on in. Grab a snack. Let’s talk about how to handle one of the toughest transitions in work and life—with honesty, compassion, and purpose.

About Steve Jaffe
Steve Jaffe brings 25 years of advertising and marketing expertise and deep experience with career transitions into his consulting practice. As the author of The Layoff Journey and a seasoned executive who worked on the iconic “What Happens in Vegas, Stays in Vegas” campaign, Steve offers unique insights into professional perseverance, rebuilding after sudden change, and authentic leadership.

Connect with Steve:
📧 steve@thestevejaffe.com
🔗 linkedin.com/in/jaffesteve/
📸 instagram.com/stevejaffethelayoffjourney/

Join our safe space. Come on in. Grab a snack. Welcome!

Highlights from the conversation:
• How neurodivergent leaders can identify and leverage their unique strengths while creating strategies to navigate challenges—building a sense of cognitive ease.
• Why supportive communities and structures matter when living with ADHD.
• Examples of ADHD in the workplace—ranging from challenges like inattention and hyper-focus to strengths such as creativity and pattern recognition.
• The power of reframing clients’ experiences as strengths rather than burdens.

Rita’s openness, wisdom, and intuition shine as she shares both personal and professional stories that demonstrate her impact as a business leader and coach.

About Rita:
Rita brings 15 years of experience driving leadership development, behavioral change, and transformation across organizations of all sizes. She has served as a fractional Chief People Officer in startups, aligning people strategies with business goals.
She completed her leadership coaching training at Georgetown University, holds a team coaching certification from Brown University, and is pursuing a Master’s at the University of Pennsylvania focused on coaching modalities for neurodivergent leaders.
Rita is the founder of IKSANA Consulting, a coaching and human capital solutions practice.

🔗 Learn more: https://www.iksana.com

Too many leaders skip the hard work of real dialogue and rely on one-way pitches. The result? Resistance, eye-rolls, and lost momentum.

Bob ’n Joyce share real examples of what works instead: “tilling the soil” through patience, active listening, and co-creating possibilities. The bottom line? Support isn’t something you force — it’s something you grow.

So Please come join us and don’t forget your snack or comforting drink.

We step back to honor the dignity of all work—not just what happens in corner offices or behind computer screens. Every paycheck, every community, every thriving business stands on the shoulders of people whose names we may not know, but whose impact we feel everywhere.

As OD and HR professionals, we have a responsibility to create cultures that celebrate, respect, and support these workers. Join us for a heartfelt conversation about why blue-collar work matters, what we can learn from it, and how we can give these unsung heroes the recognition they deserve.

So, grab a snack, pull up a chair, and let’s raise a toast to the backbone of our workplaces and our lives.

From preparing the ground before diving in to remembering that “thick skin” is essential, these guidelines come from lessons learned the hard way:
• Till the soil before leaping in
• Never underestimate the value of a good warm-up
• When in doubt, stop and check in with the group
• Drop “right” and “wrong” from your vocabulary
• Spend two-thirds of your time serving, which earns you one-third to push back
• Never assume you know better
• Grow some thick skin

Whether you’re leading your next leadership meeting or tackling a major change initiative, these rules will help smooth the road and improve your odds of success.

So come on in, grab a snack, and let’s hit the road together.

When we meet resistance with curiosity and inquiry, it becomes a powerful ally for successful change. Resistance is natural. It’s the system’s way of saying, “Not so fast.”
This conversation was sparked by The Seven C’s of Consulting by Mick Cope — a book we’re reading (and loving).

Here are a few flavors of resistance we dig into:
• Flavor of the day change – “Here we go again…”
• Imposed change – Done to us vs. done with us
• Dislike of surprises – “You’re doing what?”
• Unpopular issues – The hard stuff nobody wants to face
• Fear of the unknown – The imperfect and uncertain
• Feeling inadequate – Not up to the challenge
• Lack of respect – Doubting the messenger

So don’t resist — come on in, grab a snack, and join us for the conversation.

Every system is in constant flux, driven by the ebb and flow of energy. Today, we share practical ways leaders and OD practitioners can harness this invisible force to elevate individuals, teams, and entire organizations. It begins with learning to see energy at work, everywhere and all the time.

Tune in for an energy boost that’s guaranteed to lift your day!

Fresh from a week-long immersion in healing energy at the Omega Institute, Joyce shares her big takeaway: blocked energy is everywhere, stifling creativity and slowing momentum. The challenge — and opportunity — for HR, OD, and all leaders is clear: unleash energy so people and organizations don’t just get by, but thrive.

Join us as we explore how to tap into this vital force to spark innovation, build prosperity, and create workplaces (and lives) that flow.

So grab a healthy snack and step into the conversation — the power is all around us.

Insights from Joyce’s journey:
• The power of knowing your “Why.”
• Trusting others when they point out your unique gifts.
• Accepting that careers are rarely neat or perfectly planned.
• How small choices create big changes over time.
• The courage to say “yes” and leap into discomfort.

Come ready to laugh, reflect, and be inspired by Joyce’s story. So grab some popcorn, pull up a chair, and join the conversation.

From informal gut checks to formal tools that steer hiring and change management, we explore how assessments help leaders tune in, not just dive in. You’ll also hear a few “ouch” moments when we skipped this step… and paid the price.

So come hang out with us as we assess the art of assessment. Bring your curiosity—and maybe a snack. Welcome in.

This candid conversation gets up close and personal, surprising even us with what surfaced. It’s a reminder that we often assume what others want—or even what we want—without asking or expressing it clearly.

The “I want…” exercise is a great tool for teams or families to explore their hopes and goals together. When spoken aloud, doubts give way to clarity and connection.

Bob ‘n Joyce break down how to use this technique at the end of the episode—give it a try and see what opens up!

Come on in. Grab a snack. Welcome!

Lately, we’ve been talking a lot about finding an “island of sanity” in turbulent times. In many ways, this podcast has been ours—a space to think, laugh, question, and reconnect.

Here’s what we’re all about:
• Raw honesty and deep curiosity
• Stories that spark fresh thinking
• Celebrating competence and being fully alive
• Humor that helps lighten the load

Today, we raise a toast—to our steadfastness, our friendship, and to you, our listeners. Your support makes all of this possible.

So for the 200th time… come on in. Grab a snack. Welcome!

We explore:

• Why taking a systems view helps leaders intervene with clarity and intention
• The anchors—rituals, values, and human connection—that steady teams in turbulent times
• How real-time agility beats long-term planning in a world that won’t sit still

This is a practical, hopeful conversation about leading with heart and strategy when the world gets wobbly. Grab a snack and come on in—welcome.

Michelle brings a rare blend of strategic insight and human-centered leadership. She sees the big picture, acts with precision, and knows how to create results—without burning out.

Here’s what you’ll hear in this episode:
• How adaptability—and knowing when to pivot—fuels long-term success
• Why passion and vision are the heartbeat of every great business
• Strategy is key, but hiring the right team is what makes it real
• How being introverted can be a superpower in leadership and connecting

• Michelle’s gift for turning bold ideas into sustainable business models
• Working full throttle and making room for balance, joy, and play

It’s a conversation full of insight, energy, and the kind of honesty that makes you reflect. Get ready to be inspired by Michelle’s journey.

About Michelle Griffin Ph.D.
Michelle is the CEO and founder of Griffin Resources, a firm providing fractional HR support to small and mid-sized companies—both domestic and multinational. She’s PHR and SHRM-CP certified, an industrial-organizational psychologist, and a sought-after speaker. Her expertise spans the full spectrum of HR, from compliance and payroll to M&A, entity creation, and talent strategy.

We break down the key conditions MIT Sloan says drive resiliency and stack them up against our lived experience in the trenches of culture work. The result? A thoughtful, and at times feisty, side-by-side review.

Here’s a taste of what they recommend:
• Flexible work schedules that actually work
• Skill-based approaches to culture change (not more slogans)
• Turning skeptics into champions
• Learning from mistakes—really
• Letting employees shape their own roles
• Prioritizing honesty and psychological safety

We wrap with a call to action: What’s your resiliency playbook?
Come on in, grab a snack, and let’s keep it real.

We kick things off with a little game we call “learning.” First, we share our personal and professional takes on what makes a workplace truly resilient. Then, in the next episode, we’ll check in with the experts at MIT Sloan Management Review to see how our perspectives stack up.

Some of the ideas we unpack today:
• Getting real about the challenge
• Community – We are ‘in this’ together
• Focusing on excellence and winning
• Embracing risk—and yes, learning from failure

So grab a snack, pull up a chair, and join the conversation. And hey, we’d love to hear your take on resiliency too.

So we’re back, diving deeper into the power and pitfalls of routine, the magic of improvisation, and why finding that balance matters more than ever in today’s workplace.

In this follow-up episode, Bob ‘n Joyce:
• Unpack why some habits feel safe but may be limiting innovation
• Talk about real-life moments when “flugidity” made all the difference
• Explore how leaders can create cultures that flex without falling apart
• Challenge listeners to reexamine what structure they’re clinging to — and why

Whether you’re running a tight ship or playing in a jazz band, this encore conversation is for anyone trying to lead with more ease, creativity, and courage.

In this episode, they dive into the ongoing tug-of-war between discipline and flexibility — habits that create stability vs. the adaptability that sparks innovation.

Once upon a time, businesses prized routine, rituals, and predictability. But in today’s fast-moving world, research suggests agility and openness may be even more crucial. So, which is it? The truth may lie somewhere in the messy, magical middle.
In this episode, Bob ‘n Joyce:

• Coin a new word: flugidity – the courage to challenge routines that no longer serve the business
• Reveal how rigid habits and SOPs can create dangerous blind spots
• Explore what’s changed in the workplace to shift the balance toward flexibility
• Talk about the magic of mastering your craft and dancing in the moment

If your weekly ritual includes tuning in to us — well, that’s one habit we fully support. So grab a snack, get comfy, and let’s jump in.

They dive into the idea of on-site wellness centers, where employees can unplug, recharge, and access real support.

Imagine a workplace that offers:
✅ Manicures and massage therapy
✅ On-site counseling for burnout or stress
✅ Flu and COVID shots without leaving the office
✅ Yoga, dance, and meditation sessions

Bob ‘n Joyce make the case that this isn’t a far-out fantasy. Companies like SAS Institute in Cary, NC, have been doing it for over 40 years — and it’s a big reason they consistently rank among the best places to work in America.

Tune in for fresh ideas on how your company can move beyond surface perks and start building a true culture of care.

Come on in, grab a snack, and welcome!

In this episode:
• Eye-opening stories about the surprising success of newbies and wild cards
• A breakdown of a common flaw in talent planning that keeps this pattern alive
• Why hands-on project work often beats traditional training for impact

If your company is stuck picking from the same short list—and it's holding you back—this episode is your wake-up call.

So pull up a chair, grab your favorite snack, and let’s shake things up together.

But how do you get grounded? Where do you start, and with whom? And how can leaders truly support their teams—not just to survive, but to thrive?

Here are a few hints to guide the discussion:
• Start by scanning the environment before jumping into action.
• Never underestimate the power of a meaningful conversation.
• Speak the truth—sugarcoating doesn’t soothe, truth does.
• Counter exhaustion by encouraging play and nurturing the system.

Like episode 185, there are no neat bows here—just real, practical ideas to chew on.

So come on in. Grab a soothing snack or beverage. Welcome!

Ernesto brings the kind of wisdom you only get from decades in the trenches—leading people-first cultural overhauls for companies with tens of thousands of employees, while also launching his own ventures and guest lecturing at a top-tier business school. We dig into the ideas behind his new book, Regrowth – How Organizations Can Overcome Stalling by Unlocking Their People's Potential, and trust us: this isn’t your typical corporate jargon. Ernesto drops practical, sometimes surprising insights that can help any organization—or individual—get unstuck and thrive.

This convo is full of stories, laughter, and that rare mix of head and heart. You’ll hear how Ernesto helped shift cultures inside massive companies, why unlocking human potential isn’t just HR’s job, and how his journey from Mexico to MIT continues to shape his work and life.

So grab a coffee. Maybe a snack. And come hang out with us—you’ll leave this one with a full brain and a full heart.

🎧 Listen in and learn:
• Why most culture change efforts fall flat—and how to do it differently
• What it really means to lead through ambiguity
• How to move from stuck to thriving (yes, it’s possible)
• Why Ernesto believes in “regrowth,” not just “growth”

✨ Connect with Ernesto:

•Website : aspenmindset1.com
LinkedIn: https://www.linkedin.com/in/ernesto-gómez-arzapalo-8783ab43/

The conversation is sparked by the troubling trend of mass layoffs via impersonal emails, as seen recently in the U.S. government. With such cold, transactional approaches becoming more common, are we at risk of normalizing workplace incivility?

While layoffs and terminations are sometimes necessary due to business demands, how they’re handled speaks volumes about an organization's values and leadership. This is where HR and OD professionals must step up to ensure fairness, dignity, and alignment with company culture.

Grab a snack and join us as we dive into this crucial conversation.

About Meg Wheatley’s Book, Who Do We Choose to Be?
“This book is born of my desire to summon leaders in this time of profound disruption—to reclaim leadership as a noble profession that cultivates possibility and humanness in the midst of fear and turmoil.”

The work ahead is not for the faint of heart, but you’re not alone. As your OD partners, we’ll be with you every step of the way.

So come on in, grab a snack, and let’s dive in. Welcome!

His consultancy, Black River Performance Management, is built on the philosophy that success comes from applying proven models and strategies—what he calls his tools. As he puts it, “Where science meets practice.”

Join us as Dr. Rob shares insights from 20+ years of experience—what’s worked, what hasn’t, and how organizations can cultivate thriving workplace cultures.

Come on in, grab a snack, and enjoy the conversation!

About Dr. Rob Lion

Dr. Rob Lion is a seasoned expert in human resource development and organizational behavior. As a professor at Idaho State University, he has mentored the next generation of leaders while consulting with executives, business owners, and community leaders to build people-centric, high-performing organizations.
Through Black River Performance Management, Rob helps organizations enhance leadership effectiveness, optimize team performance, and tackle complex workplace challenges. His evidence-based, psychology-driven approach ensures measurable, lasting results.

Interested in how Dr. Rob can support your organization? Get in touch:

🔗 blackriverpm.com/contact

With most organizational changes falling short of their intended benefits, understanding how to navigate resistance is crucial. The key? Recognizing that people respond to change in vastly different ways—there’s no one-size-fits-all approach.

So come on in, grab a snack, and let’s talk about the messy, unpredictable, and sometimes surprising world of change. Welcome!

Do they take a stand based on their company’s vision, values, and business needs, even if it alienates some? Or do they stay silent, wary of the risks in today’s political climate?

We don’t claim to have “the” answer, but we do offer ideas on how to:
• Prepare people for difficult conversations.
• Take it slow—without turning it into an initiative or labeling it.
• Act once you’re grounded in what’s real and what the company needs.
• Foster a space for candid, honest dialogue.

No neatly wrapped solutions here—just real talk. We think you’ll enjoy it anyway.

Come on in, grab a snack, and welcome!

Leading with intention means consciously choosing our words and actions to shape outcomes rather than merely responding to circumstances. This practice doesn’t come naturally—it requires patience, self-awareness, and the ability to step back and see the bigger picture.

We share real-world examples and practical strategies to help you cultivate intentional leadership in both your professional and personal life. So, are you ready to take control of how you show up as a leader? Join us for this insightful conversation—grab a snack, settle in, and let’s dive in!

In today’s episode, you will discover:

• What it means to lead like a person
• Common mistakes in leadership development
• Mark’s three essential leadership skills
• Actionable ideas for your business

Come on in. Grab a snack. Welcome!

About Mark Carpenter:

Mark’s passion is helping others achieve more of their potential, and uses his three decades of experience to provide perspective and guidance to others. He loves speaking, facilitating, coaching, consulting in communications, leadership development, motivation, change management, and storytelling as a leadership skill. His Master Storytelling program helps individuals and teams turn their real-life experiences into stories that teach, lead, sell, and inspire. Mark spent 10 years as an adjunct professor in communications, and often spoke at a wide variety of conferences for industries ranging from health care to manufacturing to project management to public relations and more. He is a master certified trainer for Crucial Learning courses: Crucial Conversations for Mastering Dialogue, Crucial Conversations for Accountability, Influencer, and Getting Things Done.

https://www.linkedin.com/in/mark-carpenter-0b55221/

We muse about the implications of these new qualities on HR/OD and what new leadership models may emerge to guide the next generation. What we know for sure is that what was once linear and concrete about leading is becoming fungible and murky. Welcome to world as we all know it.

For those of you who are interested, here is a link to the article:

https://www.strategy-business.com/article/The-five-new-foundational-qualities-of-effective-leadership

Come on in. Grab a snack. Welcome!

Some of Ryan’s thought-provoking insights include:

• Being authentic to your brand, even if it’s edgy and doesn't appeal to everyone.
• The importance of building a strong connection between the culture you want and the people you hire.
• Working from the top-down and bottom-up to make positive change stick.
• Teasing out the difference between “training” and “learning” and why both are important.

What sets Englin apart is his passion for helping small business owners do a lot of the small things that make a big difference. Business big and small will benefit from his wisdom.

Come on in. Grab a snack. Welcome!

If you'd like to meet with Ryan Englin, you can book a complimentary discover call at www.corematters.com

Joris personifies the key elements of his work - he is a very nice guy with an edge. He is also a smart, insightful and humble person.

If you would like to talk with Joris about what he can do for your team or organization, you can reach him through his website:
https://www.managingwithoutpower.com

Let’s get started. Come on in. Grab a snack. Welcome!

There are some pleasant surprises about what the experts* predict resulting in more productive, healthy and fulfilling workplaces. As the title of this podcast implies, the key is to have courage to take action. The courage comes from knowing that in these fluid times, not everything will work.

Come on in. Grab a healthy snack. Welcome!

• Based on Deloitte’s report in Global Human Capital Trends

What can organizational development and HR people do help their companies thrive in these times?

And what can we do on this podcast to support you?

Today, we attempt to answer these questions. Our goal is to be an island of sanity you can visit each week to get inspired and recharged. That why we have showed up every week for over three years. And in doing so, we get ourselves inspired and recharged.

Come on in. Grab a snack. Welcome!

Today’s episode was intended to express the positivity and joy of the season. Instead, Bob ‘n Joyce expose both the magic and hurt of the holidays. It was a cathartic conversation that was just what we both needed. We think you will too, so:

Come on in. Grab a holiday snack. Welcome!

We are ending 2024 with episodes that inspire thought and positivity. Last week it was about the power of connection and community. This week it is about the work that makes it so. Kudos to my co-host and friend, Joyce Wilson-Sanford – who was and still is a force to be reckoned with.

Come on in. Grab a snack. Welcome.

The opportunity for HR, OD, and Leadership is that a healthy workplace can be just what is needed for people to feel connected and seen. Bob’nJoyce put forward practical steps that leaders can take to promote true connection and camaraderie between employees. These actions, when done well are a win – win – win:

• Productivity improves.
• Worker engagement is enhanced.
• And employees feel less alone and hopeless.

Come on in. Grab a healthy holiday snack. Welcome!

There are many reasons for DEI’s demise - a prevailing scarcity mentality (I got mine, go get yours), and the far-right political tsunami to name a few. We believe smart organizations are bucking this trend and are continuing DEI work for the very reason they began them - the business case demands a high performing organization. Call it by another name if you must, but leaders, HR, and OD must carry this work forward.

Come on In. Grab a snack/ Welcome!

We resisted calling this a retreat (Breaking from day-to-day) as the work is a high intensity development experience for participants. The outcome is an accelerated getting clear about the who (we are), the where (we are going), and the why (it matters).

Here are a couple of rules that makes this approach work :

• No Selling, No Telling.
• Taking the 60 second pause
• When asking a question, people can say not now.
• Declaring I want…. We need…
• No notetakers or recording

Come on in. Grab a snack. Welcome!

So what is going on here? Being all in requires discipline and commitment to weather the tough patches. There is an expression that most of us start with the best of intentions and then life gets in the way. Well Joyce and I have been thrown a lot of life’s curveballs and we are still ‘all in’ on doing this work together. Join us to find out why we think this is so.

Come on in. Grab a Snack. Welcome!

The bottom line is that while literally tens of thousands of leadership models have been written (We’ve created some of our own), what it often comes down to are a couple of the attributes you will hear today.

So, Come on in. Grab a snack. Welcome.

As a country, we are trying to figure out how to move forward post-election despite half of the country being disappointed and angry. The same is true when a business is suddenly disrupted and what worked before no longer does. Bob’nJoyce lean into their experience and share lessons about ways to get organizations and its people unstuck and moving forward.

Come joins us in this doozy (Joyce’s word) of a topic and join us in taking a much-needed respite from political ads.

Come on in. Grab a snack. Welcome!

In Episode #165, Joyce shared a list of CEO flaws and flubs so it is only fair that we balance that with this episode. It is important to remember that all CEOs have flaws and signature strengths. This “perfect imperfection” is what makes a CEO both fully human and a leader worth following.

There is a lot of really good ‘stuff’ packed in today’s conversation.

Come on in. Grab a snack. Welcome!

Corey brings a wealth of experience and stories to help start-up execs get the most from their IT development teams. He is passionate about making a difference in the organizations and people he serves. We all know someone who loves riding on bumpy roads and solving hairy dilemmas. Corey is one of those people. And no, despite describing his work like making sausage, he has never actually done it as best we know.

Come on in. Grab a snack. Welcome!

In previous episodes, we discussed how org structures and traditional work arrangements are being replaced by innovative, flexible and, at times, counterintuitive approaches. We invite you to get curious about how your company can adapt using this innovative outsource model.

Come on In. Grab a snack. Welcome!

You will get:

• Meeting check-ins that get a group revved up and ready.
• How to use synectics - a creative problem-solving that combines seemingly unrelated things.
• An idea generator exercise that offers a lot of choices.
• An exercise that gets every voice heard.

This episode combines rigorous thinking with fun to bring out the best in our thinking.

Come on in. Grab a snack. Welcome!

Some of the flaws they observed include:

Failure to stay disciplined about messaging what matters most again and again..
Being susceptible to flattery and praise that impacts judgment.
Failure to hold in check the privilege and entitlement of power.
Not staying in touch with the grit of the business.
Being too protective and not demanding enough

We grimaced a lot at our own flaws and suspect you will too so buckle up.

So come on in. Grab a snack. Welcome!

Here are a couple of areas we mused on:

Responding to, ‘Well, it is what it is.’
Combating the malaise of boredom at work.
The importance of leaning into the discomfort through dialogue (versus measuring it through stay surveys).
The power of putting a name on what’s happening.

Joyce and Bob get feisty and gritty about what they believe is an oft ignored but important aspect of a healthy organization.

Come on in. Grab a snack. Welcome!

Some take-a-ways include:

• Good goal moves you past your fear.
• Goal setting creates purpose and a path towards the next and that is a good thing.
• The power of collaboration and ownership when setting goals.
• Jettison goals that don’t inspire. This is a courageous act and not failing.
• The danger of goals handed down from above.

So come on in. Grab a snack. Welcome!

Come on in. Grab a snack. Welcome!

Conflict – Direct and blunt or indirect and polite
Tolerance for ambiguity – order and completeness or raggedy and chaotic
Awareness of time – Fixed or fluid
Emotions – expressive or controlled
Perspective on the business – data/finance or intuition/art
Freedom – Hierarchical or egalitarian
Dress – Formal or informal
Communication – Explicit and direct or implicit and indirect

Great stuff here so…

Come on in. Grab a snack. Welcome!

You probably won’t find these values on the ODN website or in an academic leadership article. This list is borne out of hard work, determination, and yes, screwing up. Our hope is after listening, you take a moment to reflect on the values important to doing your best work.

Here are a few of ours:

Embrace humor.
Don’t take yourself too seriously and know when you are up on your high horse.
Reside on the boundary.
Know when you are kissing ass and betraying your work.
Shrug when you screw up.

Come on in. Grab a snack. Welcome!

Warning: We get irritated and a wee bit sarcastic in today’s podcast. Despite this…

Come on in. Grab a snack. Welcome!

The arrogance of viewing employees as problems to be solved versus as the solution

Letting people go without respect and compassion
Those who manage and manipulate and call it leading
Managers who ‘do to’ versus ‘doing with’ employees

Get ready to get irritated!

Come on in. Grab a snack. Welcome

_About Dr. Andrea Derler
Andrea Derler, has been leading research projects in the HR field in both U.S. and European companies for over 10 years and has been with Visier, a Canadian software company and a leader in the People Analytics domain, since 2021. In this interview, she will provide a practical introduction to the discipline of People Analytics, share the hottest HR trends of 2024, and offer insights into current case examples from the HR and people analytics practice. _

Come join us as we rift on each and provide our thoughts on where and when to use them. We blend humor, a bit of sarcasm, and brilliant insights that will make you both smile and grimace.

Spoiler Alert!!!! Here is the list of Joyce's touchstone Leadership Questions:

— Would you do the same job for half the salary?
— Do you have something preposterously important you want to get done?
— Do you think about ‘better’ or ‘different’?
— Do you look forward to developing, thinking with, being demanding of,
infusing with enthusiasm, your direct reports?
— Does the idea of contact with the core of your business excite you or
bore you?
—Do you take reality into serious consideration but not bow to it?
—When people see you coming, do they want to do good work and after you leave, do they want to do their best work?
— Do you often realize that you owe your privileged role to every person in your company and does it make you determined to make them proud of you?

Some of these I know grabed your attention and interest so...
Come on in. Grab a snack. Welcome!

We touch on:
How self-organizing unleashes tapped down energy and promotes engagement.
The importance of trust that communities will get it right
Working through the panic that this might just not work
How to embrace a decentralized approach in a hierarchical, top-down organization.

Come on in. Grab a snack. Welcome!

Why is this an important topic?

• Many meetings are waste of time and talent.
• Meetings done well are where real work gets done.
• Norms are a powerful intervention to promote a productive culture.

Come on in. Grab a snack. Welcome!

This episode is packed with good stuff so……Come on in. Grab a snack. Welcome!

About Terry Morgan
Principal, Morgan Advisory Services, LLC.

Mr. Terry Morgan is a seasoned senior executive with deep and diverse experience in industry and consulting. He retired as the CEO of Macro Integration Services, Inc. and has been the sole principal of Morgan Advisory Services, LLC (www.morganadv.com) since 2010. He has over 40 years of industry and consulting experience in strategic planning, technology, retail services, business process improvement, cost optimization, and general management. After his grocery career as the Global CIO of Delhaize Group, he served interim executive roles via Morgan Advisory Services at Extended Stay America (Interim CIO), Belk (Interim CTO), AMTdirect (Consultant and Board Member), Delhaize America (Interim CTO, Interim Office of the CIO), Lowe’s (Interim CIO, Interim CISO, and Interim SVP of Technology – Canada). In most cases, he hired the permanent replacement as well as ran the function.

Mr. Morgan has served in a volunteer mentoring capacity with Rowan County Times Two Mentoring and Queens College. He has his MBA from the Fuqua School of Business with an emphasis in Finance, his BS from the University of North Carolina at Chapel Hill with a major Business Administration and Accounting and is a Certified Management Accountant.

Here is sample of some:

1. Whatever the problem, community is the answer.
2. Diversity is a blessing, not a problem.
3. A leader is anyone willing to engage.
4. People support what they create.
5. Change happens through emergence, not by any other process.

Come on in. Grab a snack. Welcome!

Whether you are a new or seasoned leader, this podcast is jam-packed full of insights and ideas to take you to the next level.

Come on in. Grab a snack. Welcome!

These ideas are so practical and basic that they are often overlooked when seeking the grandiose silver bullet. Even if your organization is performing well, this topic is as relevant to keep the success on track.

So come on in. Grab a snack. Welcome.

Our risk-taking premise is that saying yes and getting out on the skinny branches leads to a life filled with possibility and breakthroughs. If true, how does a leader cultivate a company culture that embrace taking risk and yes, making mistakes.

Come on in. Grab a snack. Welcome!

Taking on work with unknowns and challenges, expected and unexpected, is both terrifying and thrilling. In this episode, we share interventions and processes that both worked and did not. The lessons are relevant today as organizations and individuals take on challenges in an unpredictable world.

Welcome to our island of sanity. Come on in and grab a snack!

Today, more than ever, OD is an island of sanity in a world in profound disarray. Spending time every week tuning in to Bob'nJoyce is hopefully your island of sanity as you go about making your organization, and the world better.

Come on in. Grab a snack. Welcome!

• Eating a meal with people that energize you.
• Time out lounges and quiet zones.
• Slowing down when you feel the need to speed up.
• Eliminating work that doesn't matter.

And, of course, listening to Bob’nJoyce podcast every week!

Come on in. Grab a snack. Welcome!

Disruptive change paralyses an organization and its employees. The typical reaction is to avoid risk, hunker down, and keep concerns to yourself. Bob’nJoyce offer practical ideas that helps people and teams get unstuck by providing “islands of sanity,” where safe conversations promotes resilience and a sense of normal.

Managing the chaos, without doubt, is one of the most critical roles that HR/OD people play so…

Come on in. Grab a snack. Welcome!

As coaches, OD and HR practitioners, the question is, what do we do to encourage experimentation and failure as a normal part of the learning process? How do we level set this expectation with bosses who are impatient to see progress? We offer principles of learning that help answer these questions.

Come on in. Grab a snack. Welcome!

In this episode, you will get:

• What it looks like when done well
• The perils of not getting it right
• Skills necessary to be good at it
• Why this is one of the most courageous roles HR/OD plays

Come on in. Grab a snack. Welcome.

Bob’nJoyce would offer those cosmetic solutions like flexible hours, ping pong tables, and pizza parties are nice but are not the answer. They discuss the roots of cynicism and then offer ideas and actions to consider. Here are some ideas they offer:

• Name what is happening correctly to understand the nuances behind the cynicism.
• Ask, "Is the current cynicism episodic (one time event/impact) or is chronic and pervasive?" The answer to this question will inform what to and what not to do.
• Ask employees the question, ‘What would create positive energy for your daily work.” You can also ask what is creating negative energy in your daily work.
• Resist the urge to act to “fix it” in a parental way. Involve employees to co-create solutions.

Come on in. Grab a snack. Welcome!

As OD practitioners, we strive to foster workplaces that create a sustaining competitive advantage and positive work culture. In today’s podcast, Bob’nJoyce rift on the valuable lessons they’ve learned about leading workplace transformations that stick. These lessons may inform what leaders can do post pandemic to transform their workplaces.

Come on in. Grab a snack. Welcome!

As OD practitioners, we are all familiar with the setting of norms for teams to engage in respectful, bold dialogue. Today, Joyce reaches into her treasure trove of practical guidelines to facilitate real and productive conversations. While these ideas can be used in the context of DEI conversations, they apply universally to any topic or situation.

These guidelines are effective at helping:
• A new team hit the ground running.
• A cross functional group working on a thorny problem.
• A group that comes together from diverse cultures and/or countries.
• A team where there are strong conflicting beliefs or opinions.

So come on in. Grab a snack. Welcome!

In the spirit of the new year and renewal, we challenge you to rate yourself, and commit to one area to improve upon.

Come on in. Grab a snack. Welcome!

It’s a new year and a good time to reevaluate the qualities expected of you and your team. In this podcast, you will get simple instructions on how to make this happen.

Happy New Year! Get out there and make some ‘good trouble’ in 2024.

Com on in. Grab a healthy snack. Welcome!

All of that being said, we struggled with the discomfort of this topic and indeed found ourselves walking on eggshells. Come join us as we lean into our discomfort.

Come on in. Grab a snack. Welcome!

The tricky part rituals is to:
Let go of what’s not working or no longer relevant,
Keep what’s valued (the cranberry ice),
Make new ritual, and
Consciously choose which rituals to keep, discard, or create.

Speaking of rituals - Come on in. Grab your cranberry ice. Welcome!

Come on in. Grab a snack. Welcome!

This is an experiential exercise where Bob’nJoyce practice the art of being in the here and now. Please join our intimate, uncomfortable, and wonderful conversation.

Come on in. Grab a snack. Welcome!

Some of the lessons Joyce shared to navigate as a woman at work:

• Having an older brother who picked on you helps.
• A strong voice and spunk are required attributes.
• Snorting around to gain influence.
• Using humor and being naughty to make a point.

Joyce gets fired up and is a bit naughty, so…

Come on in. Grab a snack. Welcome!

Some of our insights include:

The art of co-designing can be messy.
The debate/dialogue about hybrid workplaces takes finesse to be successful.

The factors in a good decision or design are the:

• needs of the business as the first element to protect
• tailor made solutions for maximum flexibility for associates
• guide to decisions of overall values and policy that combines business and people considerations
• legal considerations and best practices

Like it or not, we are in a new era in which what, where, and how a workplace is designed is all experimental.

So come on in. Grab a snack. Welcome.

Areas they explore include:

• Hiring right
• The fallout of good and bad decisions
• When fairness hurts the business case
• Where policy and legal considerations factor in
• Using your gut and taking time to choose wisely

So make a good decision and…

Come on in. Grab a healthy snack. Welcome!

Areas we explore include:

• Managing the unique conflict styles of different cultures
• Making a meal a learning moment
• The power of powerful questions
• A process for turning irritation into appreciation

Joyce gets on a roll so…

Come on in. Grab a snack. Welcome!

What to Expect:

• Revisiting imposter syndrome and what to do to mitigate its harmful effects.
• How fear in a system impacts employees and organizational success.
• Using workspace design to build community and collaboration.
• Creating flexible work structures and people systems to meet the demands of an organization.

We covered a lot so…

Come on it. Grab a snack. Welcome!

What to Expect:
✨ Explore the 6 categories
✨ How to create a culture of high performance
✨ Examples of what leaders/organizations can do to get the most from employees
✨ Factors that move the needle on engagement

This is a great opportunity to check out how your department or organization is doing keeping employees engaged and firmly, ‘In the saddle.”

Come on in. Grab a snack. Welcome!

Come on in. Grab a snack. Welcome!

Get paper and pen in hand for this episode as Joyce shares the conditions and practices to promote a learning culture. There’s really good ‘stuff’ here so….

Come on in. Grab a snack. Welcome!

Join us to learn how Bob’nJoyce created space for leaders to think deeply about their work.

So come on in. Grab a snack. Welcome!

Some of the markers include:

• Organizational complacency
• Fixation on past wins and successes
• Rationalizing the decline on external factors
• Bringing in a new leader as savior

There are more so…

Come on in. Grab a snack. Welcome!

Is there another way to view the doubt and negative self-talk when victimized by the imposter syndrome saboteur? Joyce and I think so.

Let's explore:

• How to shift our self-assessment from imposter to proud learner.
• Is faking it until making it a good thing?
• Inclusion, fear, and imposter syndrome – What’s the connection?

Come on in. Grab a snack. Welcome.

Here are a few examples of her life lessons:

• Allow yourself the uncomfortable luxury of changing your mind.
• Do nothing for prestige or status or money or approval alone.
• Expect anything worthwhile to take a long time.

Come on in, grab a snack. Welcome!

In this episode you will learn:

• Why meetings in the morning are better.
• Ideas to address meeting fatigue.
• The benefits of questioning meeting cadence and practice.
• How keeping score on a meeting’s effectiveness can be a game changer.

So come on in. Grab a snack. Welcome!

We rift on policies that:

• Support your particular business (what matters around here)
• Set the tone and behavior to support the culture.
• Are a guide for leaders as they demonstrate day-to-day behavior.
• Are not generic (read boilerplate). It should be tailored for your business.
• Are clear about what is forbidden without feeling punitive or legalistic.
• A 3rd grader can understand.

So come on in. Grab a snack. Welcome!

In this episode, you will learn:

• The attributes of a good manager
• The challenges most middle managers face
• The perils of managing up, down, and across the organization
• The many hats managers wear

So come on in, grab a snack. Welcome!

In this episode, you will learn:

• New approaches to up your interviewing game.
• The distinction between a structured and unstructured interview and when to use each.
• Techniques that get job candidates to reveal their true selves.
• Why most interviews fall short of the mark and what to do about it.

So Come on in. Grab a snack. Welcome!

Hope is:
• optimistic and not foolish
• the antidote to fear, anxiety and being stuck
• deliberately changing thought patterns
• Taking small actions to create something different

So come on in. Grab some optimism. Welcome!

A sample of some of our principles are:

• Talent development conversation are owned and initiated by the associate, not the boss.
• A casual touch base conversation four times a year initiated by the boss keeps lines of communication open.
• No documentation or ratings used. The question is, “How is it going?”
• We share a team development process that is efficient and effective like crazy and gets the job done.

Come on in. Grab a snack. Welcome!

A warning: We use quirky, not exactly perfect metaphors in today’s podcast.

Come on in. Grab a snack. Welcome!

Come on in. Grab a snack. Welcome!

We invite you to join us and afterwards practice “Large Talk Questions” with friends and coworkers. What “opens up” for you might surprise and delight you.

So come on in. Grab a snack. Welcome!

1) The goal of compensation is to attract and retain people - period.
2) Compensation isn’t fair. Don’t think that it is.
3) Compensation design is going to piss off someone.
4) Don’t overthink it, and don’t over focus on it.

Mike makes compensation, dare we say, fun? So…

Come on in, grab a snack. Welcome!

Here are some of our observations:

• Bad bosses focus on the negative and on themselves.
• Bad bosses are lazy and don’t go the extra mile to communicate and give constructive feedback.
• Bad bosses assume they know better.
• Bad bosses suck the oxygen out of the room - wherever they go.
• Bad bosses put people on edge versus putting them at ease.

Come on in. Grab a snack. Welcome!

• How compensation motivates and demotivates.
• The role of paying an incentive bonus.
• Is paying a liveable wage the way to go?

So come on in. Grab a snack. Welcome!

In this episode, we discussed:

• The need for knowing when to slow down versus when to speed up.
• What is required in terms of energy and stamina as a top executive.
• The delicate dance of focusing forward, outward, and inward to shape a future vision.
• Why being humble and self-assured must exist side-by-side.

So... Come on in. Grab a snack. Welcome!

4 conclusions about a positive work culture:

1. What you do and say (or not) can have a magnified impact.
2. Command and control engrained habit lurks behind efforts to create a positive culture.
3. Being seen and acknowledged is essential for energy and commitment to one’s work.
4. Cosmetic, artificial attempts of appreciation don’t work. Simple and sincere works!

Come on in. Grab a snack. Welcome!

He also touched on the following topics:

1. What is working and what may be causing more harm than good in the DEI space.
2. How diversity work has changed over the last 20 years?
3. What DEI interventions have stood the test of time?
4. What is the best way to “measure” DEI progress in an organization?
5. What every new DEI practitioner should know getting started in this work.

Note from Joyce:

I am in Mexico to sell a house I hate to sell. Sometimes prudence sucks.
And I have a fever I'm having checked out today. I did not miss our time together for those reasons. Time differences throw me. I missed the meeting.

Coming from food retail, I would not miss a meeting. Food retailers show up.

In this episode, we addressed:

1 - Why downsizing is here to stay.
2 - The foundational principles of doing downsizing right.
3 - Shifting from a protective paternal approach to empowering employees
4 - How to manage the mirky middle where what was, no longer exist, and what is to be, has yet to emerge.

Come on in. Grab a snack. Welcome!

We will explore:
• Why discussing this is difficult for us?
• Why DEI initiatives are more about change (action), and less about training?
• What is needed in the person leading Diversity?
• What role does a CEO/leader play in DEI work?
• How do you manage resistance in a one-up, one down world?

Come on in. Grab a snack. Welcome!

Here’s a teaser on some principles we discussed:

• Never embarrass or humiliate anyone. Apologize if you do.
• When an associate is not living up to expectations, first look at what you are not doing.
• When you hit a trouble spot, pause, and get guidance.
• Recognize that you will never get it all right all the time. Pick your most important challenge, and work on it.

So come on in. Grab a snack. Welcome.

• Why “traditional review processes” are dead
• The use of powerful conversations where both boss and employees feel seen, heard, and validated
• Why ranking and rating people poisons the well
• Why timing and frequency matters

Come on in. Grab a snack. Welcome.

In this episode, Bob’nJoyce share a simple exercise to overcome the chaos by getting grounded in your inner sense, or your calling, of what you want to accomplish in your life.

This exercise is straightforward if not a bit challenging, but the effort is worth it.

So come on in. Grab a snack. Welcome!

We discussed...

• Our belief that when someone leaves suddenly, and it is a surprise, something is not right.
• The types of conversations that need to happen to avoid losing talent.
• How to address a sudden departure with the rest of the organization.

Come on in. Grab a snack. Welcome!

Here are some of the themes we explored:

• Why training is the wrong word and approach for cultural fluency
• Examples of starting a company conversation by celebrating a multitude of difference
• The importance of tolerating the irritation of differences
• High level diversity of all kinds creates health in nature and in companies

Given the explosion of diversity training since the murder of George Floyd, this conversation needs to happen.

Come on in. Grab a snack. Welcome!

We covered a lot, but here are the highlights:

• Thet traits of healthy work cultures and not so healthy
• The challenges of finding the right talent
• Learning how to lead through mistakes
• Future workplace design
• Mistakes and solutions about finding (illusive) talent

Come on in. Grab a snack. Welcome!

Come on in. Grab a snack. Welcome!

So…. Come on in. Grab a snack. Welcome!

Bob’nJoyce offer advice on:

• Letting go of existing rituals and creating new ones.
• Managing the discomfort of being between worn-out rituals and new rituals.
• The importance of anchoring events to what is needed.
• The role of OD in managing the in-between “state”

So come on in. Grab a holiday snack, Welcome!

In this episode, we explore:

• The need to rethink conventional wisdom and the way things get done.
• Acknowledging the rules that rule our thinking.
• The need to view organizational structure differently by following where the authority lives in a company.
• An experiential activity to demonstrate communication and authority.

So come on in. Have a snack. Welcome!

In this episode, Bob’nJoyce will:

• Underline the importance of the front-line supervisor role.
• Share a unique approach to develop supervisors
• Explore ways to speed up the process of developing supervisory judgment

Come on in. Grab a snack. Welcome.

I Pray Anyway - Devotions for the Ambivalent has been described as much more than a book but more like a wise, patient friend. That’s a good description for Joyce, don’t you agree?

So come on in. Grab a snack. Welcome

In this episode, we rift on:

• The imperfection of CEO recruiting and inflexible selection criteria
• The importance of choosing a CEO who brings the right temperament and expertise
• The merits of CEO healer-in-chief
• Good and bad examples of CEO transition

So come on in. Grab a snack. Welcome!

Check out this episode where we:

• Offer advice to people who feel workplace burnout
• Describe why leadership owns “quiet quitting,” not the employee
• Put forward common sense ideas to combat “quiet quitting.”
• Double down on the importance of first line leaders

So come on in. Grab a Halloween snack. Welcome.

So please, come on in. Grab a Halloween treat. Welcome!

In this episode, you will get:

• Powerful questions that stimulate candid conversations between boss and employee.
• A process that works both one-on-one and in groups.
• The rationale for having a performance conversation at the beginning, mid-point, and end-of-year.
• A process focused on the future using insight (what has happened) and foresight (what is needed going forward).

So, come on In. Grab a snack. Welcome!

• Get rid of grading and complex rating methods that are bureaucratic and don't work.
• Build a process using methodologies we know work - Straight talk, appreciative inquiry, and timely feedback.
• Balance the conversation by focusing as much on future expectations and professional development as reviewing past performance.
• Using powerful questions that promote a conversation that works for both the boss and employee.

So, come on In. Grab a snack. Welcome!

So come on in. Grab a snack. Welcome.

So…

Come on in. Grab a snack. Welcome!

So…

Come on in. Grab a soothing snack. Welcome!

So…

Come on in. Grab an autumn snack. Welcome!

In this episode, we explore:

• The power of seeing what is really happening
• Recovering from getting knocked down and getting back on your feet
• Cutting yourself some slack AND taking care of yourself
• The power of movement, conversation, and stillness to move forward
• How to help a team to slow down to speed up

So…

Come on it. Grab a snack. Welcome!

…come on in. Grab a snack. Welcome!

This is a conversation worth having given the ongoing ‘mass resignation so…

Come on it. Grab a snack. Welcome!

Come on in. Grab a snack. Welcome!

In this episode, we:
• provide examples how OD unleashes the potential of every employee.
• Turn cascading communication models upside down and sideways.
• Explore the power of co-creation

HR/OD doesn’t have to have the answer nor do they. Let’s explore…

So come on in. Grab a snack. Welcome!

Today, we…

• Demonstrate the power of renewal and commitment.
• Get gritty about how we bring our full selves to this work.
• Share our thinking about taking our work to the next level.

So come on in. Grab a snack. Welcome!

In this episode, you will learn why:

1. We don’t like the word, termination.
2. Doing it poorly destroys the trust and bond with those that remain.
3. Done well, dignity and a person’s self-worth remain intact.

So come on in. Grab a snack. Welcome!

In this episode we:

• Describe why leaders and OD professionals need to be aware of and participate in rituals
• Share examples of rituals that work
• Address how to create new rituals during disruption and big change
• Explore how simple rituals make a huge difference

So…. Come on in. Grab a snack. Welcome.

In this episode, we muse about why HR is so critical to an organization’s success despite the bad rap it gets. We also pose the question of whether HR's reputation is getting better (hint - we are going to need your help here).

So come on in. Grab a snack. Welcome!

You will learn:

• The need to check in before diving into work (warning: we took 5 ½ minutes)
• Moving from an HR compliance focus to a dynamic organizational force
• The importance of checking into your point of view
• HR as supportive structure for a company’s success
• 5 skills you need to lead HR (or anything really)

So come on in for fun and learning and, don’t forget the snack.

In this episode you will learn:

• 4 facts about today’s organizational reality
• 3 suggestions for going from command and control to collaboration
• 2 ideas for what a leader can do to lead an organization through uncertain times
• 1 way to shift from tight structure (limiting) to a shared vision (expansive)

So come on in. Grab a snack. Welcome!

So come on in. Grab a snack. Welcome!

Through storytelling, Joyce shares her wisdom on entering an organization, building trust, and introducing much needed change. There are many lessons for OD, and really all of us, about navigating this thing we call life.

So come on in. Grab a snack. Welcome!

This is a Maine story about great Mainers and a Philly boy facing the elements and prevailing. It is an Aesop’s fable on the lessons of real and deep learning for HR/OD practitioners to hear. So…

Come in. Grab a snack. Welcome

Come on in (like really), Grab a snack (appreciate it). Welcome (we mean it)!

The power dynamic between employees and employers has shifted from employers having the power to jobseekers, employed or not, having as much. A modern posting process must acknowledge this new world and be world class at attracting the best talent. Come listen to discover what we think.

Come on in. Grab a snack. Welcome!

Bob’nJoyce bring an unique perspective as they have been both external consultants and internal practitioners. Come learn from their experience of getting it right and making big blunders – the latter of which still makes them cringe.

Come in. Grab a snack. Welcome!

Knowing OD’s purpose guides us and informs why OD creates organization discomfort. We debate alternatives to the word "disruptor," like "galvanizer" and "catalyst."

Come join us to see where we landed.

Come in. Grab a snack. Welcome!

Once we get focused, we talked about how perspectives and opinions are often shaped by the roles we play. Come listen to discover how the words competition, protection, disruption, and projection relate to specific functions.

Come on in. Grab a snack. Welcome!

We share examples when we took bold action that worked and times we flopped, pivoted, and moved forward. In these volatile and uncertain times, playing it safe when bold action is required just doesn’t cut it.

We are back after a two-week hiatus so please come on in. Grab a snack. Welcome!

In this episode you will learn:

• The impact of life events that cause burnout
• The impact of stress on emotional well-being and physical health
• Steps that OD and HR cans do to address individual and organizational burnout.

Modern life stresses all of us. So come on in. Grab a healthy snack. Welcome!

The three key critical roles of an entrepreneur are:

• Attracting great talent
• Running the business
• Cultivating the culture

While there are many complex leadership models, sometimes simplicity works.

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They answer the questions:

• How is this model different from past models?
• Are some of the 16 attributes more important than others?
• How does one incorporate this model into their unique leadership style?

Come in. Grab a snack. Welcome!

“To be yourself in a world that is constantly trying to make you something else is the greatest accomplishment.”

Come in. Grab a snack. Welcome!

Come in. Grab a Valentine treat. Welcome!

So come on in. Grab a snack. Welcome!

Being a system change expert is about doing high impact work that improves organizational effectiveness. Today Bob ‘n Joyce share their success and hacks when doing this work and the lessons they have learned. No organization has escaped the need to pivot and change quickly in these volatile times. System change experts create the conditions that make this happen.

Come in. Grab a snack. Welcome.

• We OD professionals too often minimize our impact by limiting work to facilitating teams, resolving conflict, and designing “feel-good” events. These are all important but insufficient at making a significant impact.
• In a post Covid perpetual VUCA (Volatile, Uncertain, Complex, and Ambiguous) world, companies and organizations will need to be in a constant mode of reinventing themselves. OD professionals must incorporate all 5 OD competencies for this to occur.

We will stay with this topic for the next few episodes. Today's episode serves as a primer for the conversation.

Come in. Grab a snack. Welcome!

We explore:
■ Why humanize organization and leadership and why now
■ The need for HR and OD to seize the momentum and lead this change
■ The concept of “memory yearn” and the headwinds confronting this trend
■ Distinguishing “feelings” and being “soft” from being fully human

Come in. Grab a snack. Welcome!

Come in, grab a snack, welcome…

So where does this come from? HR/OD and leadership must inspire and bring light to themselves and their organizations. We explore ways to make this happen and share how small, simple things can make a big difference. If positive renewal is to emerge from of today’s chaos, it will begin by bringing “light” into the tunnel.

So come in, grab a snack, welcome!

In this episode, we cover:
• Learning the art of “the pause” to clear the air and recalibrate
• Asking right questions, the right way to resolve disagreements
• The role of HR/OD in third-party facilitation

Today’s episode punctuates the opportunity that lies before every leader, and OD/HR professional to answer the question, “What goes and what stays given our current reality.” The failure to ask these questions assures that the status quo remains, and that is a recipe a company’s demise.

In this episode, you will get:
• Why the energy that fuels change needs constant replenishment and ways to do it
• How to anticipate and mitigate change derailleurs
• Practical tools and strategies for training and development practitioners

Come in, grab a snack, welcome!

Come on in, grab a snack, welcome!

In this episode, you will get:

• Ideas for leaders on how to navigate in turbulent times
• Strategies for all us to thrive in chaos and loss
• The power of HR/OD to be asking the right question from the right audience

This episode is a spaghetti session where we throw a lot on the proverbial wall to see what sticks.

Come in… Grab a snack (preferably popcorn)… Welcome!

In this episode, you will learn:

• Why big companies with big aspirations create community and purpose
• That working in big companies doesn’t mean losing oneself
• What is behind the shift in power to workers fed up with their workplace
• Why employees in toxic work environments have choices

Come on in, grab a snack, welcome!

Why this conversation now? Many companies, small and large, are struggling to pivot from past pay benefit practices that no longer meet the demands of a changing workforce. Assessing employee benefits through the lens of culture and values, and what employees most value, is critical to making this pivot.

In this episode, you will get:
• The importance of having leadership, OD, and HR in this conversation

• Why lifestyle benefits like PTO, work from home, and health and wellness needs to be reinvented

• Why companies are struggling to get it right
• Examples of companies that integrate culture and values into their employee benefits

Come on in, grab a snack, welcome!